Skip to main content

Employment decisions shall be based on merit and skill: what does that mean?

When employing someone in a government agency, only objective grounds such as merit and skill may be considered. Skill refers to the applicant’s suitability for the position in question. Merit refers to the experience gained through previous state employment or other activities. Unless there are special grounds for doing otherwise, skill shall be the primary consideration when assessing qualifications. Only when the skill of candidates is deemed to be equal, or largely equal, may service merits decide the outcome. This principal applies irrespective of the level of the position. Learn more in the Swedish Agency for Government Employers’ handbook Anställning i staten (in Swedish) .

Did you find this page useful?
Thank you for helping us!
Page responsible:rekryteringsannonser@kth.se
Belongs to: KTH Intranet
Last changed: Sep 29, 2021
Which job titles and function designations do we use at KTH?
How do we translate Swedish positions and titles into English at KTH?
Why do recruitment permits need to be authorised?
For how long is a recruitment permit valid?
How may language requirements be formulated under requirements or preferred qualifications?
What language requirements apply to doctoral student positions?
May I change the sentence “Great emphasis will be placed on personal competency”?
May we state a requirement for citizenship in an announcement when, for example, the appointment involves sensitive defence research and/or a review of applicants by the Security Service?
We would like to announce a position aimed primarily at applicants with a “junior” profile/level of experience. May we do so and, if so, how should we formulate the announcement?
Must all positions be announced and, if so, why?
Can we withdraw an external announcement and only announce the position internally?
If I forget to include a requirement or a preferred qualification in an announced appointment, can I subsequently add it to an already published announcement?
May I make changes to qualifications in the announcement templates for postdocs, researchers and research engineers?  
May I employ several applicants, even if only one vacancy was announced?
Is it permitted to employ a candidate with a percentage of full-time employment other than that stated in the announcement?
At what point in the recruitment process must general entry requirements for third-cycle studies be met (for doctoral studentships): by the deadline for applications or on admission?
How do I deal with applications from candidates with a protected identity?
Where can I find user manuals for KTH’s recruitment system, Varbi?
What are the rules regarding supplementing application documentation?
How should late application be dealt with?
How is personal data processed during recruitment processes?
There is a limit on the total number of characters in our announcements: why is this and how do I know how many characters my announcement contains?
Where can I find out more about competence-based recruitment?
What external support is available when recruiting to KTH?
How do I go about engaging the services of a staffing consultant?
I am interested in using tests in my recruitment process. Where can I find out more about that?
A decision to employ constitutes an exercise of public authority: what does that imply?
Employment decisions shall be based on merit and skill: what does that mean?
How should competence and suitability for the position in question be assessed?
What is the European Charter for Researchers (EU Charter & Code) and "HR Excellence in Research"?
What is Euraxess?
Who should I turn to if a candidate is experiencing problems with submitting their application or is unable to log in to our recruitment system?
What applies under the agreement on temporary employment as a postdoc?