The information on these pages guides you through the postdoctoral recruitment process and facilitates and helps to quality assure and streamline the process. Always contact your HR at your school to start the process.
NOTE! The recruitment page is under construction
Start of the recruitment process
The recruitment process will begin by strategic personnel planning where KTH's quantitative and qualitative staffing needs are planned. The recruiting manager in collaboration with the HR at your school carries out this planning prior to the start of a new recruitment process and develops an employment profile. All recruitment matters are handled via KTH's recruitment system Varbi.
Recruitment of a postdoc position
An employment as a postdoc position at KTH is regulated according to a collective agreement on fixed-term employment as a postdoc position. This means that at KTH, you can hold a postdoctoral position for a maximum of two years, where the employment must be a full-time position.
To recruit a postdoc, you do not need a recruitment permit. However, as a manager, you need to know the regulations that the postdoctoral agreement regulates before you contact HR. You can find the agreement here: Avtal om tidsbegränsad anställning som postdoktor and Tilläggsdokument till avtalet om tidsbegränsad anställning som postdoktor
When you are ready to announce a postdoctoral position, download and fill in the postdoctoral ad template that is here on the right.
Keep this in mind when filling out the employment profile
Much focus should be placed on the beginning of the recruitment process in order to produce a well elaborated employment profile (requirement profile). When completing the employment profile, think carefully about what is required for the current position in terms of work duties, education, experience and skills and personal skills. What is needed to perform well and to thrive and succeed in the role?
In KTH's recruitment system Varbi, you can select the personal competencies you have chosen for your employment profile / advertisement and get an interview and reference template with a list of questions for the selected competencies. You will also find these interview and reference templates here.
Competency-based recruitment (KBR)
KTH has chosen to use the competency-based recruitment method (KBR). The method involves working in a structured way with a focus on recruiting the right skills in relation to the needs of the organization and assessing the personal competences of applicants in an equal and qualitative way. The KBR method includes, amongst other things, working with structured interviews. Contact your HR at your school for more information about competency-based recruitment and for support in the organization and execution of structured interviews. You can read more about the method here