When an applicant applies for a position at SDU, there is an option in HCM to indicate that the application is submitted with a disability preference.
The hiring manager and the HR consultant/recruiter associated with HCM will receive a notification that the applicant has applied with a disability preference. It is the responsibility of the hiring manager to ensure that:
TAP (Technical-Administrative Staff): the applicant is invited for an interview.
VIP (Academic Staff): the applicant is shortlisted for academic assessment.
An applicant invoking the disability preference will not be required to provide documentation regarding their disability. According to the Danish Agency for Labour Market and Recruitment, the preferential rights can be used based on a self-assessed disability.
The applicant must be invited for an interview unless they do not meet the objective qualification requirements for the position, such as educational background or language skills, or if exceptions apply. Exceptions are outlined in section 1.5.
Below, you will find information on how to handle the disability preference in TAP and VIP positions. VIP applicants must undergo an academic assessment.
- Applicants who indicate in their application that they wish to use the disability preference have the right to be invited for an interview if they meet the formal educational requirements stated in the job posting.
- After interviews are conducted, the hiring manager must send a brief (2–3 lines) explanation to SDU HR, Staff Office if they do not wish to hire the applicant with the preferential right. The email must include the job posting number and the applicant’s details.
- The explanation must state why the applicant is not being hired and what factors were considered.
For example, the applicant may be equally qualified as the selected candidate(s), but the hiring committee may assess that the personal competencies of the other candidate(s) are a better fit for the team.
It may also be that the applicant with the preferential right does not have the same experience/qualifications as the selected candidate(s).
The rejection must not be based on the applicant’s disability.
- Once the explanation is submitted, SDU HR, Staff Office will acknowledge receipt and contact the applicant’s local municipality.
- If the municipality wishes to initiate a negotiation, this will be handled by SDU HR, Staff Office.
- Once the negotiation is concluded, SDU HR, Staff Office will receive confirmation that the recruitment process may proceed.
- SDU HR, Staff Office will then inform the hiring manager that the negotiation is complete, and that the recruitment process may continue, including sending rejections to applicants (including the one with the preferential right) who will not be hired.
- Rejections must NOT be sent before the negotiation with the job center is concluded. SDU HR, Staff Office will prioritize the negotiation, and the job center is also aware that these cases must be prioritized. However, it may take a few days from the time the explanation is received until the negotiation is completed.
- VIP applicants who indicate in their application that they wish to use the disability preference will be shortlisted and proceed to academic assessment if they meet the formal educational requirements for the position, including a PhD if required.
- If the applicant is not deemed academically qualified, they will not proceed to the interview stage.
- If the applicant is deemed academically qualified, they must be invited for an interview.
- After interviews are conducted, the hiring manager must ensure that a brief (2–3 lines) explanation is sent to SDU HR, Staff Office if they do not wish to hire the applicant with the preferential right. The email must include the job posting number and the applicant’s details.
- The explanation must state why the applicant is not being hired and what factors were considered.
For example, the applicant may be equally qualified as the selected candidate(s), but the hiring committee may assess that the personal competencies of the other candidate(s) are a better fit for the team.
It may also be that the applicant with the preferential right does not have the same experience/qualifications as the selected candidate(s).
The rejection must not be based on the applicant’s disability.
- Once the explanation is submitted, SDU HR, Staff Office will acknowledge receipt and contact the applicant’s local municipality.
- If the municipality wishes to initiate a negotiation, this will be handled by SDU HR, Staff Office.
- Once the negotiation is concluded, SDU HR, Staff Office will receive confirmation that the recruitment process may proceed.
- SDU HR, Staff Office will then inform the hiring manager that the negotiation is complete, and that the recruitment process may continue, including sending rejections to applicants (including the one with the preferential right) who will not be hired.
- Rejections must NOT be sent before the negotiation with the job center is concluded. SDU HR, Staff Office will prioritize the negotiation, and the job center is also aware that these cases must be prioritized. However, it may take a few days from the time the explanation is received until the negotiation is completed.
There are exceptions to the use of the preferential right:
- If there is an internal applicant the department wishes to hire (e.g., a maternity cover, trainee, or another current employee), the requirement to apply the preferential right can be waived, and the rejection can be justified on this basis. The applicant will then not be entitled to an interview.
- If the applicant is a citizen of a non-EU/EEA country, they are not entitled to an interview. This also applies to VIP positions, and the applicant will not be entitled to academic assessment, etc. However, note that applicants from non-EU/EEA countries who hold a valid residence permit in Denmark and are eligible to work enjoy the same rights as other residents in Denmark and are therefore covered by the general rules.