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A Recruitment Policy guides how organizations find, evaluate, and hire new employees while following Danish labor laws and equal opportunity principles. It sets clear rules for job postings, candidate screening, interviews, and making fair hiring decisions that align with the Danish Act on Equal Treatment and Anti-Discrimination legislation.

The policy helps companies maintain consistent hiring standards, avoid discrimination, and create diverse workplaces. It typically covers specific requirements like documenting selection criteria, handling personal data under GDPR rules, and ensuring proper work permits for non-EU candidates. Danish employers must also address collective agreement obligations and worker participation rights when creating their recruitment policies.

Use a Recruitment Policy when your organization starts growing and needs a structured approach to hiring. It becomes essential once you're hiring multiple positions or have different departments involved in recruitment. This framework helps Danish companies navigate legal requirements, from initial job postings through final selection.

The policy proves particularly valuable during employment audits, discrimination claims, or when expanding into regulated sectors. Danish organizations need it to demonstrate compliance with equal treatment laws, GDPR requirements, and collective agreements. It's also crucial when introducing new hiring technologies or assessment methods to ensure they meet legal standards and worker protection rules.

• Basic Recruitment Policy: Sets standard hiring procedures for small to medium companies, focusing on core Danish labor law compliance and equal treatment requirements.
• Comprehensive HR Policy: Integrates recruitment with broader HR processes, including onboarding and internal promotion guidelines.
• Industry-Specific Policy: Tailored for sectors like finance or healthcare, addressing specialized qualifications and regulatory requirements.
• International Recruitment Policy: Designed for Danish companies hiring abroad, covering work permits, relocation, and cross-border employment rules.
• Digital Recruitment Policy: Addresses online recruitment platforms, AI-powered screening tools, and GDPR compliance in modern hiring practices.

• HR Managers: Lead the creation and implementation of Recruitment Policies, ensuring alignment with Danish labor laws and company goals.
• Department Heads: Contribute role-specific requirements and participate in policy reviews to meet their teams' hiring needs.
• Legal Counsel: Review policies for compliance with Danish employment legislation, union agreements, and GDPR requirements.
• Hiring Managers: Follow policy guidelines when conducting interviews and making selection decisions.
• Union Representatives: Provide input on fair hiring practices and worker protection measures.
• External Recruiters: Must adhere to the policy when representing the company in talent searches.

• Company Profile: Document your organization's size, industry, and typical hiring volumes to shape policy scope.
• Legal Framework: Review Danish employment law requirements, collective agreements, and GDPR obligations.
• Internal Process: Map current recruitment practices, stakeholder roles, and approval workflows.
• Selection Criteria: Define fair, measurable standards for candidate evaluation and documentation.
• Data Protection: Outline procedures for handling candidate information under Danish privacy laws.
• Communication Channels: Specify approved job posting platforms and recruitment methods.
• Review Mechanism: Establish how often the policy needs updating and who approves changes.

• Equal Treatment Statement: Clear commitment to non-discrimination under Danish Equal Treatment Act.
• Data Protection Section: GDPR-compliant procedures for handling candidate information.
• Selection Criteria: Objective evaluation standards aligned with Anti-Discrimination laws.
• Union Provisions: Reference to relevant collective agreements and worker participation rights.
• Documentation Requirements: Procedures for recording hiring decisions and retention periods.
• Work Permit Rules: Guidelines for hiring non-EU candidates under Danish immigration law.
• Appeals Process: Clear procedure for handling candidate complaints or concerns.
• Review Schedule: Timeframe for policy updates and stakeholder approval process.

A Recruitment Policy differs significantly from an Employment Policy in several key aspects, though they often work together in Danish organizations. While both address workforce management, their focus and application are distinct.

• Scope and Timing: Recruitment Policies focus specifically on the hiring process, from job posting to final selection. Employment Policies cover the entire employment relationship after hiring.
• Legal Framework: Recruitment Policies primarily address equal treatment and data protection during hiring. Employment Policies cover broader workplace rights, benefits, and obligations under Danish labor law.
• Primary Users: Recruitment Policies guide HR teams and hiring managers during candidate selection. Employment Policies apply to all current employees and management.
• Content Focus: Recruitment Policies detail selection criteria and interview procedures. Employment Policies outline working conditions, conduct rules, and employee rights.