Go to main content

Advertising, interviewing and choosing right

You have much to gain from using an established process when recruiting. You don't have to reinvent the wheel every time or impress applicants. Ensuring a successful recruitment by spending your own time or hiring a recruitment agency is money well spent.

It is important to invest both time and energy when hiring a new employee. The individual you hire should be able to evolve with the tasks and take on new tasks.

Who you hire also has an impact on the future of your organisation and its development. How do you want the company and your staff to develop? Do you want to build a group of loyal employees who feel like part of the company, or is the need for labour more short-term? Consider the role you yourself will serve in the company and the tasks you want an employee to perform.

Once you have decided to recruit someone, you start by creating a defined applicant profile. Based on your applicant profile, you describe the position and what it entails. This includes requirements in terms of, e.g., education and experience as well as what you can offer applicants in terms of salary and other employment terms. The description gives you a clearer understanding of what you are looking for and becomes a tool in the recruitment process.

Create an employee profile

Increase the chances of finding qualified workers with enticing job ads. By capturing the essence of what makes your workplace great early on, you will pique candidates' curiosity and encourage them to read on. You might even succeed in convincing talented applicants who are not currently seeking a new job to apply anyway.

Download sample advert template (pdf) (in Swedish)

The Public Employment Service offers services to help you with recruitment. For example, you can post an ad in Platsbanken, and Rekryteringsguiden will help you choose the right recruitment method depending on labour market offerings.

Post an advert in Platsbanken at the Public Employment Service (in Swedish)

To Recruitment guide at the Public Employment Service ( in Swedish)

Get an idea of the applicant and their competences during the interview. Base your interview on the applicant profile and use a template to ask all applicants the same questions.

Tips for a good interview

  • Write down a list of questions. This makes it easier to compare answers between applicants.
  • Make a checklist in advance of what is needed to complete the work.
  • Reread the applicant's CV just before the interview.
  • The interview should be a dialogue, not an interrogation.
  • Ask open questions that cannot be answered with a simple yes or no. Ask follow-up questions.
  • Take notes during the interview so that you can remember the applicant's answers.

Download a sample interview template (pdf) (in Swedish)

You can facilitate the process of finding the right applicants through testing. Keep in mind that a test must be designed to measure what is relevant to the job in order to provide the right support.

Stiftelsen för tillämpad psykologi (STP) works on quality assurance of tests and also certifies test users.

On quality assurance of tests and certification at STP (in Swedish)

Ask applicants for at least two references, perhaps a former manager or colleague, whom you can contact with questions or to confirm details. Pay attention to what information you receive as well as what information you are not given. For example, what areas does the applicant avoid discussing?

You have the right to request an extract from an applicant's criminal record if the job in question makes this necessary. For roles that require particularly good health, you can also use health screening in your recruitment process.

Your freedom to employ whomever you want is limited by the Discrimination Act.

Discrimination in recruitment

  • You are obliged to inform fixed-term employees of vacancies for permanent positions and other positions starting with a probationary period. Such information can be provided orally. Those on parental leave have the right to be personally informed.
  • Anyone with a fixed-term employment totalling more than 12 months (6 months for seasonal work) over the last 3 years (2 years in the case of seasonal work) has a preferential right to new positions in your company.
  • Anyone who has held a special fixed-term contract (SÄVA) for a total of more than nine months over the last three years has a preferential right to a new special fixed-term contract.
  • Fixed-term contracts are converted to permanent contracts under certain conditions
  • Part-time workers who want to work more time or full-time have a preferential right to increased employment if the company needs more labour.