• Use the most suitable job ad template for your role. When you see the need to create new templates - talk to your country's superuser.

• Do not change “Apply” button text.

• Use only pre-set Department & roles.

• When creating a job ad, always fill in “Department”, “Role'', ''Location'', as well as other custom fields in Internal information section.

• You can decide yourself, if you want to add the response time or not.

• Use Raflog number as a tag, write only number without any symbols

Do not change

• Overall structure of the ad

• Subheaders in job ad templates (ex. In Swedbank you have the opportunity to:)

• Application deadline sentence

• Bottom salary info for Estonia, Latvia and Lithuania

• Pre-set formats, sizes of text, colors, etc.
• Benefits section in job ads (could remove for internal recruitment if wanted) 

Do not add

• Pitch (exception with temporary position - choose "Temporary job", "Temporary job for x months", “Internal Swedbank recruitment”)

• Images/videos
• Age and gender questions (Only for Baltics), if you have a recruitment in Sweden, then you need to add age and gender questions 

Free to change

• First catch phrase (choose passionate about/interested in/looking for/curious about, and add important keywords which are found through Google search)

• Manager’s quote: “Join our team and...”

• Bullets’ content (except “What we offer when you join us”)

Guidelines to writing a more inclusive and competitive job ad you can find here

• Do not take out any existing questions from job templates. You can create additional questions but please double check, maybe somebody created a similar question before.

• Please remember what kind of information you are gathering and consider the GDPR.

• Asking candidates full name and email is mandatory.

• You can remove stages. Do not add stages. You can change stage type in stages “Personality test / mental ability test” and “Case study / home task”.

• You can use the trigger functionality to send out personality and/or logic tests, messages, etc.

• Always add recruiting manager to the “Hiring team” or as a recruiter.

• You and the hiring manager both can use the ,Role Fit“ interview kit to evaluate candidates. Please remember what kind of information you are gathering and consider the GDPR.

• Do not use ''Star marking'' for candidates.

• All hiring managers have default user access rights. If you want to let the hiring manager edit their job ad inside the system, they need Hiring Manager access rights (Company admins can change access rights in Teamtailor).
  (Keep in mind that when you give Hiring managers extra rights, they will be involved in ''User right review'' two times a year and their manager will need to approve it).

• When using promote "trackable share link" option always use unique link names.

• Guide time for candidates to stay in “Inbox” is 20 calendar days, to stay in the “Meeting with the manager” stage for 10 days but it's not set, most importantly - remember about candidate experience.

• Use message templates for communicating with the candidates in different stages in the process. Templates can be changed, when sending them out to the candidate.

• Top candidates’ profiles can be shared with the team members participating in the evaluation process. Share only necessary information with additional team members, when clicking the “share” button on the candidate card.

• You can use Alvalabs if you need to evaluate the candidate better. You can choose between different testing options from personality to technical skills. In Sweden all job ads already have Alvalabs triggers.

• For faster reference checks you can use Refapp integration. The system will send out a request to candidate for reference contacts and then automatically reaches the given persons.

• For Baltic countries - Always use the “share” functionality when forwarding people to background check. For Sweden - managers need to send in a ticket trough Snap HR and order background check. ''To find out'' do the check and HR Services will get back to the managers in Snap HR with the results.

• Always use the Job offer message templates. When forwarding to HR Administration, use the “share” functionality email on the candidate card.

• If candidate is not a fit for any role in Swedbank, put a ''Contact HR'' comment and your name and surname in ''Note'' field under candidate’s card.

When rejecting a candidate use only the pre-set “reject reasons”. Choose the right one:

Rejected by us

• Salary & Benefits - the candidate is not a match for the job since we can’t match their salary expectations.
• Unresponsive - the candidate does not reply to our emails, phone calls or text messages or did not show up at the interview. Furthermore, the candidate does not finalize the homework task or alva labs tests we have sent out even though they have been reminded to do so.
• Lacking relevant basic qualifications - the candidate does not fulfill the basic requirements (experience, language, skills, etc.) needed for the vacancy
• Not a Swedbank fit - doesn't fit Swedbank’s values (were rude, recommendations are not good, etc.)
• Commute and Location - candidates location doesn't suit us.
• Limited vacancies - the candidate is strong and is a fit for the position, however we hired someone even better. We would consider this person in the future.
• Recruitment cancelled/On hold - do not have an open FTE anymore, organisational changes, etc.
• Role not a fit – candidate doesn't fit for the position (not relevant experience, too small experience or strong background but not relevant to current position (could be a good fit to another position), etc.)

Rejected by candidate

• Accepted another offer outside Swedbank – The candidate has accepted another external offer (outside Swedbank)
• Accepted another offer within Swedbank - The candidate has accepted another offer within Swedbank
• Not interested anymore – The candidate is not interested in being a part of the recruitment process anymore
• Salary and Benefits – The candidate declines due to salary and/or benefit reasons
• Commute and Location – The candidate declines due to commute, location and/or remote work posibilities
• Slow recruitment process – The candidate accepted another offer because we were too slow
• Only for baltics: Personal reasons/Timing – The candidate declines due to personal reasons/timing. The candidate might be interested in the future

• All employees have “default user” rights.

• Employees sign in by using SSO.

• To make sure the employee is added to the Teamtailor system and can be added to the hiring team later on – they need to login using SSO: https://jobs.swedbank.com/sso_login.

• Employees can apply and refer candidates to open positions on the employee dashboard. (Please note that employees can only refer the candidate for one position. If you want to refer a candidate to multiple positions, please contact the recruiter.)

• Remove lines under email signature in personal account settings

• Data & Privacy related permissions should not be changed without agreement from Privacy Manager.

• Teamtailor GDPR superusers and Piret Pellinen must be consulted in any activities where many candidates (200+) are affected or sensitive data is involved (e.g. before sending out any campaign pages, photos, etc.).

• Pinned/highlighted job ads: 2 pinned job ads per Baltic country and 4 pinned job ads in Sweden. If there is a need for more pinned job ads bring that to the Teamtailor maintenance meeting or chat.

• Recruitment progress in Employee dashboard should always be hidden.