This step is usually included in all of our selection and research assignments in order to provide clarity to our stance and ensure compliance with applicable laws: “4selection views diversity as a strength and encourages everyone to apply for open positions, regardless of age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health status, or sexual orientation.”

4selection reviews a number of candidates and ranks them internally after determining each candidate’s suitability for the position.

We are aware of the potential value of a candidate’s talent in the competition between companies. As a result, we only present candidates who match the client’s requirements.

Since 4selection offers a wide range of applicants, working for a company that is one of 4selection’s clients does not automatically qualify or exclude one from being considered for a position with another client.

Naturally, we adhere to Danish, European, and international law.

We also do not collect information or make decisions based on age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health, or sexual orientation.

We think it is crucial to note that we comply with the rules set forth by the Danish Ministry of Gender Equality. For instance, regarding applicants who are pregnant or expecting, “There is no need to ask, as you are not permitted to inquire about pregnancy during a job interview as a starting point.”

References will only be contacted with the prior written consent of the candidate. References received from referees will be communicated to our corporate clients in a final report.

We make reference calls to former employers as well as to two of the candidate’s specified confidential colleagues from previous roles. References will only be contacted with the candidate’s prior written consent.

In the final report, our corporate client will receive the references provided by the referees.

We contact the candidate’s two designated confidential colleagues from prior roles, as well as the individuals the candidate describes as “a dear friend,” in addition to the candidate’s previous employers.

Unless the candidate specifically requests it, no references from the candidate’s current employer, place of employment, or firm will be contacted.

To avoid unduly burdening the candidate’s references, we will not contact the references gathered during the interviews until the corporate client approves the candidate for presentation.

References indicated by the candidate as “a good friend” will not be contacted. No reference from the candidate’s current place of work, current employer, or company will be contacted unless the candidate has clearly requested it.

References are gathered only towards the end of the recruitment process, to ensure that the candidate’s references are not unnecessarily burdened.

The use of personality tests and analyses at 4selection ensures that we provide thorough verbal feedback to the candidate based on the results of psychological tests, which are shared in a concluded verbal format. When the candidate meets with one of our psychologists, our advisor will introduce themselves by name and title and provide business cards.

If a candidate wishes to have an additional discussion with the psychologist who provided feedback on the test or analysis, they may do so at no extra cost. The psychological tests and analyses we choose to use have no affiliation with religious organisations, movements, or groups. Naturally, as a minimum, we adhere to the guidelines published by the Danish Psychological Association concerning professional psychological tests and assessments.

Additionally, we work differently by using competence, knowledge, and skills cards and engaging in a direct dialogue with the candidate to discuss their level of talent. We place significant focus on the candidate’s response patterns throughout this process. Finally, some opinions regarding the candidate’s talent, which we observe in relation to the role, may also be discussed in dialogue with their references.

4selection is politically neutral in both national and international policy. We maintain a neutral attitude towards religion and are not members of any organisation or association with a political agenda. We have no affiliation or association with religious movements of any kind. The psychological tests and analyses that we choose to use have no connection to religious organisations, movements, or groups. 4selection focuses solely on human resource management, selection, and search. In addition to the code of ethics we have mentioned, we also follow a legal initiative that supports our ethical working practices.

Keeping and managing private data: 4selection holds all information regarding companies, candidates, and individuals in the strictest confidence.

Data is stored behind double-locked doors. Hard drives, computers, and physical documents are kept in Rosengren’s Grade 5 safes. Access to the content is restricted to the advisers committed to each case. These safety precautions meet even the most stringent standards that we observe.

Without the express consent of our corporate clients, private citizens, or businesses, we do not refer to or transfer material. We do not refer anyone to whom we are not authorised. We guarantee that candidates contacting 4selection will not receive specific information about our business clients.

When a candidate is invited to an interview with 4selection, they are asked to fill out a consent form. The consent form will be reviewed verbally with the candidate present. The consent form includes elements that are mandatory for the candidate to consent to, as well as optional subjects. The consent form is a confidential statement focused on the information that the candidate receives about the position and the company.

Candidates may be included in our candidate databank, which allows us to have contact information for the candidate, but this is entirely the candidate’s choice. This decision does not affect their “position” in a selection and/or search process.

The website candidatedatabank.com is associated with 4selection; 4selection operates the website, which is where we present available jobs and communicate with candidates. On this website, you can find the jobs announced by our clients.

The best-matching candidate is presented first to the client once the candidate has given their consent and is selected. The presentation is made in writing to the client. It is 4selection’s responsibility, in accordance with the law and guidelines issued by the Data Inspectorate, to ensure the status of the candidate who has been hired, as well as the candidates who have been presented (the data sent to the customer company), but not employed. The client is obliged to inform 4selection about this matter.

Candidates who choose to withdraw their candidature cannot be contacted further. We typically ask for the reason for the withdrawal, as well as whether the candidate would like to be included in our candidate database. The candidate can choose not to comment on this decision, and this will not diminish their reputation in any way, either now or in the future.

Retention of candidate data and material after completing the task: Material from candidates who are not employed will be shredded within 8 working days after the task is completed, unless the candidate has become a member of our candidate databank.

If the candidate is presented to the client, we retain the information passed on to our corporate clients for 1 year, in compliance with data laws. Approval for this is included in our consent form.

4selection is a registered company in Denmark, with Registered Company number. DK-29741239. Our permission to have a recruitment company governed by Danish and European legislation. Danish Data Protection Agency approval/reg no: 2006-46-0353.
4selection
Edvard Grieg’s Gade 7,
2100 Copenhagen OE
Denmark
Website: www.4selection.com
Office hours by appointment.
Denmark: +45 5019 5837.
Monday to Friday 10 a.m. – 5 p.m.
Danish time zone.