01563pab a2200181 454500008004000000100002000040245011600060260000900176300001500185520098000200650001601180650001801196773002601214908000601240909001101246999001901257952010501276180718b2014   xxu||||| |||| 00| 0 eng d  aSundell, Anders  aAre formal civil service examinations the most meritocratic way to recruit civil servants? not in all countries  c2014  ap.440-457.  aRecruitment 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.  aRecruitment  aCivil service  aPublic Administration  aN  a105124  c105119d105119  00104070aIIPAbIIPAd2018-07-19hVolume no: 92, Issue no: 2pAR105584r2018-07-19w2018-07-19yAR