Recruitment is a two-way process; we want to make sure you are the right person for the role, and you need to make sure that Nordea is the right employer for you.
The process will differ depending on the role you are applying for and the business area or function you are interested in. However, an overall description of the various stages of the recruitment process is provided below.
Apply for a job
When applying for a job via our online application system, you will be asked to either sign in via your existing profile or, if it is the first time you have applied for a job at Nordea, to create a new profile. Some job adverts also require you to answer some questions before you can submit your application.
When the application deadline expires, the applications will be evaluated and the most suitable candidates will be selected for interview.
Normally, you will attend 1-2 interviews, during which you will meet a manager and/or HR representative.
The purpose of the interview is to see how you will match the team in which you will work and how well you fit Nordea’s corporate culture and needs. Please be prepared to answer questions about your strengths and weaknesses, your short- and long-term goals and how well your qualifications match the job requirements.
We also encourage you to ask questions during the interview, to enable you to determine if we are the right employer for you.
For some positions we will ask you to complete a job-related assessment. This might include completing ability tests or a personality test. The tests are used to assess your suitability for the position. You always receive feedback on your test results and all assessment and testing is carried out by skilled and qualified HR professionals.
On completion of interviews and assessments we evaluate all candidates and also perform background checks on the final candidates. This is something that you need to give your consent for at the beginning of the recruitment process.
And if you are not offered a job, you will of course hear from us too.