STEP 1 - Application & CV
We do our utmost to create the best job advertisements to give you an insight into the specific job and the required competencies and experiences. In the advertisements we will always include 3-4 core competencies we are looking for in a candidate, for you to be able to compare the fit between the job and your own profile.

If you are interested in applying for a job at Arla, you need to create a candidate profile in our recruitment system. When applying for a job, you can upload a cover letter as well as your resume. In the cover letter, you will have the opportunity to highlight your relevant skills, strengths, and motivation for applying and emphasize why you are the right candidate for the job. A well-written cover letter is brief, precise and should not exceed 1-1½ pages.

Please be aware that all data must be uploaded via our recruitment system, as we cannot receive any data via email due to GDPR regulations. It takes less than two minutes to create a candidate profile and once you have created your profile you have complete ownership over your data, and you are able to send and withdraw applications to different jobs.

Please read the following for more information about our Privacy Notice.
CREATE CANDIDATE PROFILE

Most of our vacancies do not have a specified application deadline as we screen and evaluate candidates on an ongoing basis. If there is a specific deadline for applications, it will be stated in the job advertisement. We are looking forward to receiving your application, so please send it as soon as possible.

Once we have received your application, a Talent Acquisition consultant will be the first to go through your cover letter and resume. If s/he finds that your profile is a good match, your application will be passed on to the hiring manager.

The screening criteria will depend on the specific job, and it will align with the criteria listed in the job advertisement. All the applications will be evaluated before selecting the candidates who are progressing to personal interviews.

The Talent Acquisition Team is ensuring confidentiality, and all received applications are handled with respect and in strict confidence.

Interviews and assessments are led by our Talent Acquisition team in close cooperation with the hiring manager. The interview is always a two-way process; it allows us to learn about your skills and experiences, but it also allows you to get to know Arla and the job to decide if Arla is the right place for you to grow and develop.

We focus on diversity and inclusion in the recruitment process, and all our Talent Acquisition consultants are competently supporting our managers in recruiting a diverse team of colleagues that will drive the growth of their department.

Our interview process usually consists of three steps, learn more here: OUR THREE INTERVIEW PHASES

STEP 4 - Contract & Onboarding

ContractWe will obtain references from your former employer, either before we offer you a contract of employment, or after we have verbally offered you the role. This is one of the last steps of the recruitment process and will always take place in close collaboration with you. We do not contact references before obtaining your consent. If we want to offer you the job, you will be contacted by either the manager or the recruiter who will present the job offer as well as terms and conditions to you. Most often we will have touched upon the terms earlier in the process so you are aware, and we can hopefully finalize the details within short. Hereafter the contract will be sent to you as soon as possible.

OnboardingAll new colleagues are taken through an extensive Onboarding programme starting the moment you sign the contract and continuing 90 days after the first day in your new job. Your onboarding programme consists of a wide range of activities from video greetings, selected learning activities, a buddy to help you settle in and a number of meetings set up with your manager so that the two of you get off to the best possible start.

Contract
We will obtain references from your former employer, either before we offer you a contract of employment, or after we have verbally offered you the role. This is one of the last steps of the recruitment process and will always take place in close collaboration with you. We do not contact references before obtaining your consent. If we want to offer you the job, you will be contacted by either the manager or the recruiter who will present the job offer as well as terms and conditions to you. Most often we will have touched upon the terms earlier in the process so you are aware, and we can hopefully finalize the details within short. Hereafter the contract will be sent to you as soon as possible.

Onboarding
All new colleagues are taken through an extensive Onboarding programme starting the moment you sign the contract and continuing 90 days after the first day in your new job. Your onboarding programme consists of a wide range of activities from video greetings, selected learning activities, a buddy to help you settle in and a number of meetings set up with your manager so that the two of you get off to the best possible start.