Ferring recruitment process

At Ferring Pharmaceuticals A/S we wish to attract and retain highly qualified and professionally motivated employees. We offer a positive and creative environment that allows our employees to thrive, both in a professional and social capacity. In return, we expect our employees to contribute to Ferring's current and future business objectives. New employees are selected on personal and professional qualifications, as well as the willingness to live up to Ferring's employee policy objectives.

Because we are aiming at developing long-term relationships with our employees it is essential to recruit the best qualified employees. During the recruitment process, emphasis is put on treating all applicants professionally.

Step 1. Receipt of application. Once we have received your application, we immediately acknowledge it by an e-mail.

Step 2 Interview. All of the submitted applications are reviewed and evaluated by the department where the vacancy exists. Candidates to be invited for an interview are then selected. As a main rule, a maximum of seven candidates are invited for an interview.

The purpose of the first interview is two-fold: firstly, to gather and clarify information about the candidate - such as expectations, requirements and wishes for the job. Secondly, to pass on relevant information about the job to the candidate, such as the sphere of authority and field of responsibility as well as what we require and expect of our employees. If you don't qualify for the second interview the recruiting manager will contact you by phone and offer you an explanation. It's important for us that you receive a feedback on your first interview and understand the reason why you didn't continue to the second interview.

Step 3: Test and a second interview. Once the department has conducted the first interviews, they select candidates to continue for testing. In general, no more than three candidates are selected for testing. All employees engaged by Ferring Pharmaceuticals A/S are offered to take a personality test. The personality test is a structured description of preferred behaviour in occupational relations. A personality test does not say anything about an employee's capabilities, but solely contains information about your typical behaviour in work related situations. In some cases, we also use critical thinking test, such as a numerical and verbal test. After the test, all candidates receive feedback on their test result and a chance to comment on the result. The HR Manager meets with the recruiting Manager to give the feedback on the test and to summarize the discussions around the test.

Also there is a second interview by the Recruiting Manager and with at least one employee or another manager from the department.

Step 4: Final Selection. The final decision is made by the recruiting manager in close collaboration with the HR manager. All relevant parameters are taken into consideration when choosing the right candidate for the position, such as: Your CV (previous job experiences/education) and written application, the different interviews (included the personality test), your personality, references and how you fit into the team.

You will be contacted by the recruiting manager if you don't receive the job offer and we hope that this does not deter you from applying for another position with Ferring Pharmaceuticals A/S.