| 000 -LEADER |
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| fixed length control field |
01446pab a2200169 454500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
180718b2014 xxu||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME |
|---|
| Personal name |
Sundell, Anders |
| 245 ## - TITLE STATEMENT |
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| Title |
Are formal civil service examinations the most meritocratic way to recruit civil servants? not in all countries |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. |
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| Date of publication, distribution, etc. |
2014 |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
p.440-457. |
| 520 ## - SUMMARY, ETC. |
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| Summary, etc. |
Recruitment to the civil service is, in order to prevent patronage, often centralized and based on performance in competitive examinations. This approach, albeit slow and occasionally cumbersome, is generally assumed to be the most meritocratic method of recruitment. However, while some applicants may have skills suited for a specific position, they may not perform best in a general examination. As long as the system is not abused, a more flexible recruitment process based on, for example, interviews and CV screening, may be more meritocratic. It is therefore necessary to weigh the risk of abuse against the potential gains from more flexibility. Formal civil service examinations are hypothesized in this articleto be the most meritocratic way to recruit civil servants only in countries where the risk for patronage is high. Analysis of a dataset describing the structures and characteristics of bureaucracies worldwide lends support to the hypothesis. - Reproduced. |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Recruitment |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| Topical term or geographic name entry element |
Civil service |
| 773 ## - HOST ITEM ENTRY |
|---|
| Main entry heading |
Public Administration |
| 908 ## - PUT COMMAND PARAMETER (RLIN) |
|---|
| Put command parameter |
N |
| 909 ## - |
|---|
| -- |
105124 |
