Recruitment services and advertising services

Recruitment of managers (National Procurement Services)

This sub-area covers the recruitment of managers with a clear managerial role.

When should this sub-area be used?

When you need to recruit a manager who

• represents the employer,
• leads and allocates work,
• has responsibility for staff and the budget.

Limitations – what is not included?

This sub-area does not cover the recruitment of heads of agencies, such as directors-general or equivalent, heads of IT or specialists.

Recruitment of office staff (National Procurement Services)

This sub-area covers the recruitment of office staff who are not managers, specialists, heads of IT or IT specialists.

When should this sub-area be used?

For generalist roles requiring broad skills and without managerial or specialist responsibilities. These are staff with broad general knowledge within their professional field. Despite the name of the sub-area, it may also include staff who do not primarily work in an office.

This sub-area covers the recruitment of staff working in

• law,
• finance,
• IT,
• administration,
• communications,
• internal services,
• HR.

Limitations – what is not included?

This sub-area does not cover the recruitment of managers, specialists, heads of IT or IT specialists.

Recruitment of heads of IT and IT specialists (National Procurement Agency)

This sub-area covers the recruitment of heads of IT and IT specialists for public authorities.

When should this sub-area be used?

When you need to recruit a head of IT who

• represents the employer,
• manages and allocates work,
• has responsibility for staff and budgets,
• works within the IT field.

When you need to recruit an IT specialist who

• possesses expert knowledge within the IT field (examples of roles: IT security specialist, IT architect).

Limitations – what is not included?

This sub-area does not cover the recruitment of office staff, managers or specialists with some IT skills.

Recruitment of specialists such as teaching staff/teaching staff members* (National Procurement Services)

This sub-area covers the recruitment of specialists to public authorities.

When should this sub-area be used?

When you need to recruit a person with in-depth and specific expertise within a professional field where the role requires specialist knowledge that goes beyond general professional competence.

A specialist is defined as a person who possesses specialist knowledge within a specific professional field. Examples of specialists:

• A legal counsel with specialist knowledge in a specific area of law.
• An engineer with specialist knowledge of a specific type of construction.
• Researchers/teaching staff/teaching staff members (professors, senior lecturers, lecturers, postdocs, etc.).

Exclusions – what is not included?

This sub-area does not cover the recruitment of managers, heads of IT, IT specialists or office staff (generalists).

Contracted recruitment services

The framework agreement applies to recruitment services provided by external recruitment consultants when new employees are to be hired. The agreement can be used for either the entire recruitment process or for individual parts of the process, depending on requirements. In addition, supplementary services such as search and second opinion can be ordered, either in conjunction with a complete recruitment assignment or as standalone services.

Steps 1–9 and 11–12 of the recruitment process together constitute a complete recruitment assignment, but may also be ordered separately.

1. Kick-off meeting, including drawing up a timetable
2. Preparation of a needs analysis and person specification
3. Drafting of the advertisement, including choice of media and searching CV databases
4. Selection of candidates
5. Interviews
6. Implementation of tests
7. Possible second interview
8. Candidate presentation
9. Reference checks
10. Decision (cannot be ordered; to be handled by LU)
11. Feedback to candidates
12. Follow-up on completed recruitment.

Additional services can be called off as part of a complete recruitment remit or as a standalone remit.

Second opinion

A second opinion can be called off for the assessment of one or more final candidates and includes, among other things, a review of the specification of requirements, interviews, tests, reference checks and feedback.

Search

Call-off services can be commissioned to identify suitable candidates in accordance with the specified requirements and competencies for the recruitment.

Orders for recruitment services are placed via the Kammarkollegiet website

https://www.avropa.se/framework agreement/ 

The call-off is made via renewed competition, which means that you must send your call-off request to all suppliers within the relevant area. For call-offs made by Lund University, the geographical area must be Southern Sweden.

Contact

For more information on call-offs:

How to make a call-off - Avropa.se

It is important to consider which target group you are addressing and how best to reach them. For example, it is important to consider

• the field of knowledge or research in which the target group is situated,
• whether it consists mainly of younger or older individuals (for example, doctoral students and junior positions versus professors and senior positions),
• whether the target group(s) are mainly reached within Sweden or internationally.

It is also important to consider whether the target group is easy or difficult to recruit (are they actively seeking opportunities or do we need to seek them out), what attracts the target group (how do we formulate advertisements and where do we distribute them), and what budget is available to reach as wide an audience as possible.

Several information channels are accessible via the recruitment system, and it is primarily these that should be used. Some of these are free to use, whilst others incur a cost. Within the recruitment system, you can also purchase a special position/post/service* to help distribute and tailor advertisements to specific target groups via social media.

Here you can read about the various information channels available in the recruitment system:

Targeted adverts on social media

Advertising on social media is currently the best way to reach a wide audience of candidates of all ages and across the globe. It is possible to target adverts based on, for example, age, job title and profession, educational background and geographical placement.

LinkedIn

An international web service for professional networking. The service is designed to create a meeting place between job seekers and companies. The platform is mainly used by people with a university education aged between 30 and 60 and is a good way to reach both active and passive candidates.

Suitable for most roles; advertising can be in both Swedish and English; fees apply.

Facebook

A social networking platform with a broad target audience worldwide. The platform is mainly used by people born in the 1970s, 1980s and 1990s and is a good way to reach a wide audience and attract passive candidates.

Suitable for most recruitment roles; advertising can be in both Swedish and English; additional costs apply.

Instagram

Instagram is a social media platform primarily designed for sharing photos and videos. The platform is an excellent way to promote your employer brand; it is mainly used by people born in the 1980s, 1990s and 2000s and is a good way to reach a wide audience and attract passive candidates.

Suitable for most vacancies; advertising can be done in both Swedish and English, subject to a fee.

Platsbanken (Arbetsförmedlingen)

A government advertising platform where job seekers can find vacancies. Advertisements via Platsbanken must always be placed for all advertisements/call for applications/vacancy notices/announcements* for the university in accordance with Section 8 of the Ordinance (1984:819). It is also necessary to advertise here in order to obtain a so-called EURES number when the person to be employed requires a residence permit.

To be used for all recruitment; advertisements should be in both Swedish and English; there is no charge.

Euraxess

A European network under the European Commission that focuses on facilitating researcher mobility, promoting career development for researchers, informing researchers of their rights, and publicising vacant research positions across Europe.

To be used for all positions involving research (such as professors, senior lecturers, BUL, doctoral students, postdocs, researchers and other positions involving research); advertising must be in both Swedish and English; there is no additional cost.

ResearchGate

A social network for researchers where they can share publications and research findings, find colleagues, ask questions, etc. Has over 15 million users.

Good for teaching staff/teaching staff members*; an English translation of the advertisement/call for applications/vacancy notice/announcement* must be provided; a fee applies.

Academic Positions

A traditional advertising platform focusing on advertisements/calls for applications/vacancy notices/announcements* requiring academic education/training/programmes*.

Can be used for all positions where an academic education/training/programme is a requirement; advertising is in Swedish and English; fees apply.

Dagens medicin

Is a digital and print magazine aimed at the healthcare sector. It has a dedicated channel for jobs and careers where healthcare vacancies are advertised through advertisements/calls for applications/vacancy notices/announcements*.

Used for positions in medical research and teaching; advertisements are published in Swedish; additional costs apply.

Contracted advertising agency

If you wish to advertise beyond the channels accessible via the recruitment system, please use the university’s contracted advertising agency, Nowa Kommunikation.

Nowa Kommunikation can be contacted via email avropa [at] nowakommunikation [dot] se (avropa[at]nowakommunikation[dot]se)

Scientific journals and trade journals

There are several scientific journals and trade journals that may be suitable for advertising in. Check within your department which ones would be relevant for the respective recruitment.

Suitable for researchers, teaching staff/teaching staff members* and certain specific professional fields; advertising is in Swedish and English; additional costs apply.

Daily newspapers

It is becoming increasingly rare to advertise in daily newspapers, as this is rarely where today’s potential candidates look for work, and the cost is usually very high. If your organisation still wishes to do so, it should primarily be for marketing purposes.

Suitable mainly for marketing purposes, for example for senior management appointments; advertising is in Swedish and English; additional costs apply.