Step 3: Selection process
Support for managers
This page provides support and information about step three in the recruitment process for post-doc fellows.
Content on this page:
Selection procedure
The selection of candidates is to be based on the qualifications mentioned in the vacancy announcement. This is to clearly see which candidates fulfil the specified requirements, but also to make an objective, equal and non-discriminatory selection.
The focus should be on merit and skills, and candidates who meet the requirements of the advertisement will be selected in the first instance.
All applications must be read in full and the whole selection board should be involved in the assessment of the applications. The recruitment system provides several ways of sorting and scoring candidates, otherwise the selection matrix may be helpful. Contact your HR function for assistance in your selection management.
Selection matrix template (Word 14 kB, new tab)
International staff
When appointing international staff, the individual may require a residence permit to work in Sweden. Extra time for applying for a residence permit should then be included in the process. Extra time for applying for a residence permit should then be included in the process. It is important that the documentation submitted to the Migration Agency is complete and correct, otherwise there is a risk that the processing time will be even longer.
Keep in mind that it is illegal to employ a person from a third country before they have a valid and correct residence permit!
Updated information, templates and checklists on residence permits and appointing international staff can be found here (in Swedish)
Interviews
The aim of the job interview is to assess the candidate’s education, experience, knowledge, and competences (ability, skills, and approach) in relation to what is described in the vacancy announcement An equally important purpose is to inform the candidate about the workplace and the conditions and expectations of the position. Remember to provide a positive but realistic picture of the workplace and work duties so that the candidate’s expectations match the reality.
Interviews are most effective if they are standardised and structured. This means the questions are predetermined and all candidates are asked the same questions. In this way, we can treat all the candidates equally and avoid discrimination. At Lund University a competence-based interview technique is used.
Contact your HR officer for support in the design and implementation of the interview.
Interview guide template (Word 126 kB, new tab)
Tests and work samples
A good complement to the interview is to use work psychology tests and work samples. At Lund University, several testing tools have been procured and your HR officer can provide more information about tests, work samples and other selection instruments.
Read more about tests and work samples
Reference checking
References should always be checked as it is a way of obtaining complementary information on the candidate, confirming information obtained during the interview as well as clarifying any remaining questions. The focus should be on evaluating the qualifications specified in the vacancy announcement. References are only obtained at the final stage of the recruitment process and the candidate should always be informed about which references you are taking.
Use the reference checking template and contact your HR officer for more information on reference checking.
Reference checking template (Word 18 kB, new tab)
Compile
Be sure to make a structured assessment of the final candidates based on the information obtained during interviews, reference checks and any testing. It is important to consider the extent to which the candidates live up to the advertisement. Feel free to use the assessment matrix.
Template assessment matrix (Word 58 kB, new tab)
Contact
Contact your nearest HR function at faculty level/equivalent.
Via the HR Division's case management system, it is also possible, based on your role in the HR work, to ask questions to the HR Division in different areas.
Log in to the case management system
Your HR function
HR support is organised differently in different parts of the university, which means that HR functions may be located at departmental, institutional or office level.
If you do not know who your nearest HR function is, please contact the HR manager at your office.