Recruitment and selection of top civil servants
Estonian citizens who meet the requirements set forth in the Civil Service Act and the requirements set for top public service executives by government regulation are eligible to apply for top civil servants positions.
Candidates must possess extensive leadership experience, relevant education, foreign language proficiency and the necessary competencies outlined in the top executive competency model
Top executives in civil service must adhere to the Code of Ethics for Public Officials and uphold the core values of civil service: legality, human-centeredness, trustworthiness, expertise, impartiality, openness, and cooperation.
The selection process for top civil servants is conducted through an open competition, overseen by the Top Civil Servants Selection Committee.
Top Civil Servants Selection Committee
In accordance with the Civil Service Act, the Top Civil Servants Selection Committee conducts open competitions for the positions of secretaries general and deputy secretaries general of ministries, directors of the Government Office, director generals of agencies and inspectorates, other top executives of government institutions as specified by a regulation of the Government of Estonia, pursuant to Section 10(2) of the Civil Service Act.
The composition of the selection committee is determined by the Government of Estonia. The committee is chaired by the State Secretary, with the Secretary General of the Ministry of Finance serving as the vice-chair. Other members include t he longest-serving secretary general, a leadership expert (an experienced top executive), a recognized expert in human resource management, the head of the Centre of Excellence in Public Service Leadership of the Government Office, who serves as the committee’s secretary and the secretary general of the recruiting ministry, who participates in the selection process for that specific top executive position.
Selection process
During the competition planning meeting, the Selection committee reviews all applications submitted for the position and determines the assessment methods and stages. The assessment process depends on the specific competition, the number of applicants, and the level of the candidates. The most commonly used methods include various interviews, psychometric tests, practical tasks, simulations, behavioral assessments, language and other skills tests, questionnaires, background checks.
First round: document review
In the first round, the Selection Committee evaluates candidates based on their submitted documents to ensure they meet the requirements stated in the job announcement. Only eligible candidates proceed, and among them, the most suitable profiles – based on education, leadership experience, and sectoral background – are selected for the second round.
Second round: preliminary interviews
In the second round, preliminary interviews are conducted at the relevant ministry. Based on the results, the committee selects up to three candidates to advance to the final round.
Third round: final assessment
The third round includes psychological tests and feedback sessions, a formal interview with the Selection committee, a presentation on a given topic, followed by questions from committee members.
Following these evaluations, the Selection committee determines the final candidate(s) and submits a recommendation to the minister for appointment.
Last updated: 06.08.2025
