Candidate Selection for the Civil Service

"Right person on the right place. "

Our selection process consists of the following steps:

• Pre-screening candidates’ resumes, comparing them to minimum job requirements
• First-round interview: motivational interview with candidates who meet the set criteria
• Job suitability tests for candidates who participated in the first-round interview
• First-round decision, based on interview and test results
• Competency-based interview or Assessment Center for candidates who successfully completed the first round
• Drawing up a shortlist of candidates for the consigner ministry or office

Job Suitability Tools

• Motivational interview

Motivational interview is a semi-structured interview led by two NKI staff members. The interview questions are focused towards a candidate’s previous job experiences, reasons for change, notions of the applied job and future ambitions. Three main fields are assessed during the evaluation of each candidate’s performance: personal appearance, communication skills and motivation, and a structured Evaluation Form is filled out by the two interviewers after the interview. The final result is a value in percentage, comprising of the candidate’s appearance with a weight of 5%, communication skills with a weight of 20%, and the candidate’s motivation for the job with a weight of 75%.

• Job Suitability Tests

See section Job Suitability Tests for further details

• Competency-Based Interview

The second-round, competency-based interview is a semi-structured interview, where interviewers ask specific questions from candidates in connection to a maximum of five competencies required for the job. The interview is done by two NKI staff members, and candidates are given an integer score between 1 and 5.

• Assessment Center

Assessment Center is a suitability testing procedure where members of the selection panel evaluate candidates’ competencies with the help of simulated situations. All competencies required for the job are structurally assessed using a five-degree scale, and a final consensus of all the assessors is required for each competency value of each candidate.