Here you can read the answers to some of the frequently asked questions about IFU's recruitment process.
In which language should I write my application?
English is our business language.
Unless it is specifically stated in the job advertisement that you can write your application in the local language, we would like to receive your application in English.
In our recruitment process, we always involve colleagues from several IFU offices, as we have a joint responsibility to find the right candidate for our vacancies.
How do I submit my application?
The job advertisement contains information on how to forward your application.
Only applications forwarded correctly (to an IFU email or relevant recruiter/search company) will be assessed in connection with the screening of applicants for the vacant position.
How do I know that IFU has received my application?
When IFU receives your application at the email address mentioned in the job advertisement, you will immediately receive a confirmation of receipt of your application.
When the application deadline has been reached, you should expect that it will take a few days before you will be contacted by phone or via email depending on whether IFU has chosen to start a dialogue with you, or IFU has chosen to proceed with other candidates.
How does IFU assess my application?
Assessment of the candidates is essential for IFU to ensure a fair and transparent recruitment process with the aim of finding the most suitable candidate who has the right qualifications and not least the potential to develop in the role.
In the recruitment process, HR and professionals participate in the screening process and a structured assessment is carried out after each interview round.
We are naturally also very interested to know your motivation for becoming part of IFU. Why should IFU hire you?
IFU is always looking for candidates with an attitude and a profile that match our values.
A high degree of professionalism becomes even better when paired with your personal enthusiasm and dedication to the job.
Can I still be considered for the position, if I live in a country other than where the open position is located?
Yes, if you have indicated in your application that you are willing to relocate to the country of the open position.
In most of our recruitments, we have applicants from abroad. It is an important part of the screening process to align expectations when it comes to the location of the open position, taking professional qualifications as well as job experience into consideration.
For applicants abroad, round 1 interviews will typically take place on Teams, and round 2 interviews will preferably be conducted in the country of the open position.
Are tests used in the recruitment process?
IFU uses Master test tools in all recruitments, regardless of whether you are applying for a position as an investment professional, an administrative role, an interim position, a student position or something else.
IFU uses the test results as a dialogue tool, which gives IFU the opportunity to ask the candidate exploratory questions.
All candidates who complete the Master test will receive feedback from HR, who are certified in the Master test.
The test evaluates the ability for logical analytical reasoning, or, in other words, the ability to identify patterns and complex relations in information in order to draw conclusions and drive results. This is an ability we use to acquire new knowledge, validate arguments, solve problems and prepare action plans.
The test is a personality test that provides insight into personality traits, which are essential to behaviour and performance at work.
The quality of MPA is well documented and meets international standards.
What is IFU’s recruitment circle process?
IFU’s recruitment process is designed as follows:
- Screening applications
- Defining longlist
- Contacting longlist candidates to clarify their motivation and expectations
- Round 1 – case interview with prior preparation time in response to assignments in case
- Assessment and defining shortlist
- Online test should be completed by candidates
- Round 2 – case interview with prior preparation time in response to assignments in case + feedback on Master test
Candidates will meet not only hiring manager and HR, but also future colleagues on different levels.
In IFU, we have a common responsibility to choose our new colleagues.
Assessment of the individual candidates is essential for IFU to ensure a fair and transparent recruitment process with the aim of finding the most suitable candidate, who has the right qualifications and not least the potential to develop in the role.
How do I best prepare for a job interview?
When you write your application, we recommend that you follow our guidelines as described under the item “Your application”
To best prepare for an interview, be authentic in your presentation of yourself and focus on what you can contribute with and your experience from previous jobs.
What does it take to get a job at IFU?
IFU sets the bar high, because we want to maintain a unique culture where we are dedicated to our jobs, striving to develop both professionally and personally.
We expect you to have your toolbox in order, and that you focus on learning and development.
IFU is always looking for people, who are interested in working with us, and would like to help make a difference.
IFU is a global organisation, where diversity and cultural understanding, and not least an international mindset and the ability to collaborate with colleagues across professional and national boundaries are of the essence.
At what level should my English skills be?
Our company language is English. Regardless of the position, we expect you to master English at a high level, as you will communicate with colleagues in English on a daily basis.
Does IFU have an onboarding programme?
IFU has an elaborate onboarding programme, whether you are based in Copenhagen or in one of our regional offices.
We know that the first 90 days on the job are the most critical for new hire experience, and therefore we invest resources in IFU to help newcomers succeed from day one.
Is it possible to be posted on a secondment leave to another IFU office for a longer period of time?
IFU wants to attract and retain employees in our organisation. Having the opportunity to develop both personal and professional skills, build network, and better understand different cultures, and not least to build an understanding of the impact IFU makes through our investments, helps to promote global cooperation across the organisation and our offices.
A secondment stay is a mandatory part of the onboarding programme for all new employees joining outside IFU’s head office in Denmark, but it can also be used as an integrated part of a development plan for both IPs and in general in the organisation.
Pre-requisite for this type of secondment is a minimum seniority of 18 months, when the secondment commences, and that the secondment is in line with the individual development plan. A secondment for development purposes can be to another IFU office or other organisations/entities that IFU makes an agreement with, and will typically be for 3-5.5 months.