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Swedbank uses Teamtailor to make recruiting easier, and to organize the recruitment process. In the recruitment system, there are several different functionalities, and this guide will walk you through them.

Before you begin your recruitment, please make sure to visit Recruitment | Sweden to learn how to recruit in Swedbank.

When you log in to Teamtailor, https://jobs.swedbank.com/sso_login, you will find the jobs that you are involved in under the sub-header “My jobs.”

Your job in Teamtailor consists of several recruitment “steps” that you will follow throughout the recruitment process. The list below illustrates all the “steps” available. You will manually move candidates between the different “steps”.

• Inbox: When candidates apply for your job, they will appear in the “Inbox” step. If you are recruiting externally, you can add screening questions about the qualifications needed for the job. For example, if the job requires a degree or specific skills, include these requirements as screening questions. Candidates will answer these questions as part of their application. Candidates who answer 'yes' to these questions will automatically move to the next step. Those who answer 'no' will stay in the "Inbox" step.
• First Selection: Move candidates who meet the basic requirements for your job to this step.
• First Contact: Move candidates you want to contact to this step (for information on how to communicate with candidates, see “Communication with candidates” section).
• Meeting with the Manager: Move candidates that you would like to interview to this step. Note: From this point forward, once a candidate has been rejected, the system will send a questionnaire to gather feedback on their experience.
• Personality and Logic Test: Move the candidates you wish to assess with personality and logical reasoning tests to this step. This step triggers the assessments automatically, sending them directly to the candidates. The results will be available on the candidate's card. There are pre-defined test profiles for all roles. For further details, please read here.
• Case Study/Home Task: Move candidates to this step if you would like them to complete a case study, home task, or work sample. If you are using your own case study or home task, please utilize one of the email templates to create the assignment content.
• Reference Check: Move candidates to this step when you have selected final candidate(s). If digital references are selected in the “Job ad template,” this step will automatically trigger an email to candidates regarding references. Inform the final candidate(s) that Swedbank uses digital references, if applicable. For further details, please read here. Once the references are completed, you will receive an email notification. You can access the reference report from the candidate’s card. To access the digital reference platform, use your Swedbank email with Single Sign-On (SSO); no password is required. To add digital references to your recruitment process, please send a ticket via SNAP HR.
• Background Check: Move the final candidate to this step. Please order a background check via SNAP HR.
• Job Offer: Once the background check has been completed and approved, and the salary offer has been aligned with the HR partner, proceed by moving the final candidate to this step. Next, fill out and sign affirmation and the employment contract.
• Hired: Move the candidate to this step once they have accepted the job offer. Remember to send rejection emails to all remaining candidates and provide feedback within one month. Update each candidate's status to either “hired” or “rejected”. For guidance on how to reject candidates; Video: How to reject candidates | Teamtailor Support. After completing the recruitment process, close your RAF-log. HR Services or a recruiter will archive the job in Teamtailor. Note: your recruitment in Teamtailor is active for three months. You will receive an email notification when your job is about to expire. If you need additional time to complete the recruitment, please send a ticket to SNAP HR. Nine months after the completion of your employment, a Quality of Hire evaluation will automatically be sent to your email. This evaluation provides you with the opportunity to reflect on whether you would rehire the candidate and serves as a measure of how successful your recruitment was.

Uploading documents on the candidate card

You are allowed to upload the candidate's CV on their card. Please do not upload the following documents:

• Case studies/Home tasks.
• Personal notes from interviews.
• Documents that are not to be shared with other recruiting managers. If you would like to add documents, please send a ticket to SNAP HR.

In the candidate card, press ‘More’ and then ‘Add document’:

Communication with candidates

Teamtailor offers email message templates for communicating with candidates in each step. Templates can be modified and allow you to send information to multiple candidates at the same time. All email templates created for Sweden jobs begins with “SE”.

Sourced Candidates

A sourced candidate is a candidate whom you manually add to your project rather than one who applies directly. When sourcing a candidate for your project, it is essential to complete the candidate card with the location where the job is advertised and the email address. This must be done for each candidate as it is crucial for ensuring compliance with GDPR and proper deletion of candidates from the system.

Interviews and evaluation

You can access interview templates via Recruitment Templates | Sweden, or you can request help from a recruiter via SNAP HR. Once you have downloaded the chosen template, you can add relevant questions for your area and profile, as well as choose which of the personality and motivational questions that suit the profile you are looking for.

After conducting interviews with the candidates, you can add notes from the interview under the sections ‘Interviews’, ‘Leave feedback’, and ‘Role Fit Comments’. Any notes provided by a recruiter will also appear in these sections.

Note: Do not use the “star rating” available on the candidate. It is essential to remain neutral when evaluating candidates. Candidates can request access to all information related to them, so consider your evaluation carefully. Video: Candidate card | Teamtailor Support

Sharing candidate information

Candidates can be shared with team members involved in the recruitment. Information should be shared using the “share” button on the candidate card, and the link must be revoked once the evaluation is complete.

The 'Share Candidate' button is located at the top of the candidate card, see below.

You then have the option to select which information from the candidate card you want to include.

As recruiting manager, you are responsible to follow below guidelines when working in our recruitment tool:

• Minimize the use of personal data outside Teamtailor. For example, do not send CVs through email; instead, link them to the candidate's card in Teamtailor.
• Keep notes about candidates in Teamtailor under ‘Interviews’, ‘Leave feedback’, and ‘Role Fit Comments’ section in their Candidate card. Ensure that comments are professional and fact-based, such as salary expectations and experience. Do not include opinions or feelings.
• If you receive a CV via email and the recruitment project is active, ask the candidate to apply through Teamtailor. Provide them with the link to the job and then delete the received CV from your email. If the recruitment project has expired but you decide to accept the candidate’s application, request that the recruiter add the candidate to Teamtailor. We do not have GDPR permission to process data sent directly to our email addresses.
• Do not start processing added or referred candidates’ personal data without confirmed permission from them.
• Keep your candidates’ data confidential - we respect the privacy of the applicants. This means that we don’t discuss or send data concerning the applicant to others, especially the current manager of the applicant, unless this has been agreed with the applicant.
• More detailed information about GDPR you can find in GDPR Guidline and responsibilities.

If additional support is needed during your recruitment, contact Talent Acquisition team (recruiters) via SNAP HR.

If additional support is needed for system-related issues please send a ticket via SNAP HR.