Recruitment procedure

At Energinet, we emphasise a thorough and professional recruitment process handled jointly by managers and highly skilled and experienced recruitment consultants from our HR department.

As a job applicant, you can therefore be sure of a fair and well-planned recruitment process which ensures that all our new employees are fully qualified and competent to solve the many new and exciting tasks that lie ahead.

  • Application
  • Application
  • Profile analysis
  • Interview
  • Successful or unsuccessful
  • Once you have been given the job


In your application, please state who you are, why you want to work for us and how your qualifications and competences meet the requirements of the job. Remember to provide your contact details, including your email address and phone number.

When we have received your application for a vacant position, we will send you a confirmation of receipt. If you do not receive a confirmation, please contact us.

All applications are, of course, treated in the strictest confidence.

Once the deadline has expired, the manager will read all the applications and, in consultation with a recruitment consultant, decide who we will invite for an interview. If you are among the applicants we want to talk to, you will receive an email invitation to attend an interview.


Profile analysis

At Energinet, we strive to hire the right employee for the right job. To assist us in this task, we use a profile analysis as a supplement to the interview, as it creates a broader basis for assessment for the relevant manager and recruitment consultant.

The profile analysis is a good starting point for an interview, where your skills are offset against the job requirements.

We mainly use two types of profile analysis:

  • DiSC-personal profile from DISCOVER: a behaviour-based analysis which says something about your dominance, social influence, stability and competencies.

  • KP personal profile from Kjerulf and partners: a personality-based analysis which says something about your dynamics, achievements, social relations and style of thinking

The choice of profile analysis depends on the individual job content and complexity.

A certified recruitment consultant will provide brief feedback on your profile analysis at the first interview.

The selected profile analyses are recognised and reliable, and follow established public and private guidelines governing the area.



At Energinet, we emphasise a thorough and professional recruitment process managed by highly skilled and experienced recruitment consultants from our HR section.  Our aim is to streamline the process to the greatest degree possible in all departments in order to give applicants a fair and well-structured recruitment process, ensuring that all candidates are assessed equally.

Differentiated interviews

We use three different types of interview, depending on the nature and complexity of the individual recruitment case.

Common to all three types is that candidates are asked to prepare a five to ten minute presentation of themselves. Candidates may also be asked to solve a case, complete a personal profile analysis and return for a second interview. Once again, this will depend on the nature of the recruitment. Common to all recruitments is that we obtain references for all applicants going further in the recruitment process prior to employment.

Before leaving the interview, you will get to know when you will receive a call at the latest from the manager informing you of the outcome of the interview or the ongoing process.

Successful or unsuccessful

Once all the interviews have been completed, the manager, in consultation with the recruitment consultant, will decide who is to be offered the position.

If you are offered the job, you will receive your employment contract along with other information material in the post. The employment contract should be returned to us as soon as possible. The material will clearly state when your employment begins, and who you should ask for on your first working day. 

If you have attended an interview, but have not been offered the position, the manager will call you to inform you that your application has been unsuccessful. Here, you will have the chance to ask about the reason for your unsuccessful application. You will also receive notification in writing.

If you have not attended an interview, you will receive notification in writing when the selected candidate has signed and returned his/her employment contract.

We strive to inform all applicants no later than three weeks after the application deadline.


Once you have been given the job

We believe that a well-organised introductory process ensures that you are well-informed and helps to make you feel welcome as a new graduate at, thus enabling you to quickly acclimatise yourself professionally and socially to your new workplace.

New employees are therefore offered an induction course together with other new employees across different departments and locations. Within the first week of your appointment, you will attend the first introduction, which takes place over the course of two mornings. Here, you will be introduced to the most common IT systems which we use on a daily basis.

The second other introductory course – a two-day residential course – is offered to employees who have spent between one and three months with the company. Here you will get the opportunity to meet our President and CEO and other leaders. This will help to give you a greater understanding of the company, the business, and how we work. In addition, you will have ample opportunity to network with other new employees across the organisation.

The course also focuses on your career and development opportunities with us, and how you as an employee can contribute to developing the company. As is a project-driven company, it is important to be able to cooperate across departments. We strive to promote interdisciplinary cooperation through various light team-building exercises on the course.