Needs analysis and requirements profile
Recruitment should always be preceded by a needs analysis. An analysis can provide opportunities for the development and renewal of the activities, the tasks of others at the workplace as well as provide rationalisation and cost reduction. The analysis should be carried out with an equal opportunities perspective, i.e. based on the current gender and diversity distribution and the organisation’s targets for gender equality and equal opportunities.
A needs analysis is about analysing and identifying the need for competence based on the organisation’s mission and objectives and how such a need could be met. If it is not possible to meet the need with the resources already in the organisation, such as by redistributing the duties, skills development for existing employees, etc., a requirements profile needs to be set up for the recruitment of a new employee.
Before recruiting, it is important to have well-supported documentation, in the form of a well-conceived requirements profile. The requirements profile forms the basis for the vacancy notice and the entire selection process and should be based on the objectives of the organisation, the position's objectives, areas of responsibility and duties (a so-called job description) and the requirements this places on the employee with regard to education, experience, knowledge and expertise.
The administrative support roles on a departmental level have been set up for staff working within the areas of HR, finance and registration/archive for the university as a whole. They reflect the support work performed at the departments in the different areas. These roles may function as a support in the work with needs analyses and requirements profiles.
External links
Sections 6-7 of the Employment OrdinanceSection 25a of the Employment Protection Act