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Appointment profile and recruitment permission

An appointment profile shall always be drawn up when recruiting. It is the tool we use to define and crystallise operational needs. It is also a steering document that provides guidance throughout the later stages of recruitment (from advertisement, candidate selection and interviews to follow-up and evaluation).

Appointment profile

Jointly with the school’s HR, the recruiting manager is responsible for the design of the appointment/requirements profile. This latter is worked into the recruitment permission and ensures that it is well anchored. To ensure that recruiting managers can evaluate qualified applicants soundly and equally, KTH uses the competence-based recruitment method. This involves stating (in the appointment/requirements profile) the personal qualities required to be successful in the post in question.

  • What will the employee’s duties be?
  • What qualifications does the post require? Which are compulsory and which are a plus? Rank them.
  • What personal qualities are needed for the post? Together with qualifications, the selected qualities are the basis for making selections.
  • Does the post have managerial responsibilities?
  • For technical, administrative and service staff (T/A/S), a recruitment permission can replace an appointment profile.

Recruitment permission

Recruitment permission is required for T/A/S staff, researchers and research engineers if:

  • the appointment is planned to last more than six months, and
  • it is a permanent post of any nature (i.e. recruitment permission is required regardless of the post’s weekly hours).

There is an exception for researchers with finance that goes to them personally.

Apply for recruitment permission

  • Fill in the recruitment permission.
  • Locally in your school, there must be collaboration on the recruitment permission. HR is responsible for this.
  • The recruitment permission application must be uploaded to KTH’s recruitment system. Apply by clicking “request authorisation”. HR is responsible for this.
  • HR at Joint Operations Support (GVS) processes the recruitment permission and responds with the director of personnel’s decision.

Why recruitment permission?

So that KTH can fulfil its obligations under Sweden’s Employment Protection Act (LAS, § 25 in particular) and two other agreements. These latter relate to: the rules governing how government agency employees are to be selected for redundancy (TurA-S); and, part-time employees’ and previous employees’ right of first refusal to re-employment. The director of personnel can refuse recruitment permission.

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