The thesis is focused on recruitment, selection and adaptation of employees in Chotěbořské strojírny služby, a.s. company. At first I defined theoretical principles and methodology and then I characterized company that I have chosen. The empirical part is a key section of the thesis. I described contemporary system of recruitment, selection and adaptation of employees in this part. I found positives and negatives as a result of the analysis of the processes. I tried to eliminate these negatives in order to find optimal situation in the processes of recruitment, selection and adaptation of employees of Chotěbořské strojírny služby, a.s. company.

This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.

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The aim of the thesis is to analyze the process of selection of employees and the process of their adaptation in selected company. The part of the analysis is to find out why employees are leaving the company. Next, I will look at the differences between the expectations that employees had before entering and the reality they encountered in the work. On the basis of the findings, I will propose possible changes to improve the process and reduce the fluctuation in the company.

Evidence is presented to support the notion that US regional accents influence decisions in the hiring process. Fifty-six people who hire for a variety of corporations participated in a computerized survey, during which they listened to speakers from regions of the US reading the same passage. Respondents judged the speakers on personal characteristics commonly considered in hiring decisions, attempted to identify the speakers' regions, and selected job categories for each speaker, in addition to providing information about their own linguistic security. Results indicate: 1) judgments based on regional accents strongly correlate to selection of job categories, 2) respondents were not able to identify regional accents correctly, and 3) negative judgments were assigned to the speakers of accents that were correctly identified.

Scientific fields are perceived of as more masculine than feminine and stereotypes of scientists are more closely associated with stereotypes of men than of women (Carli et al., 2016). Supporting this point, Elmore, Block, Bowers and Dutt (2019) uncovered 31 topics from letters of recommendation for post-doctoral applicants in the geosciences and found that these topics described male and female applicants differently and, in a manner consistent with gender stereotypes. As the number of women in the geosciences declines further up the academic ladder (National Science Foundation, 2017) and as letters of recommendation play an important role in academic hiring (Abbott et al. 2010), it is important to understand if the use of gendered topics in these letters may reduce the likelihood of female advancement. Thus, in the present study we gathered questionnaire data from 250 geoscience researchers and scientists asking them to rate and rank the topics uncovered by Elmore et al. (2019) in terms of their importance when making hiring decisions. Results showed geoscientists valued research productivity and publishing over being a teacher, student, or department citizen. Topics expressed more in letters for male applicants in Elmore et al. (2019) were rated as significantly more important when making a hiring decision than topics expressed more in letters for female applicants. Further, the male topics identified in Elmore et al. (2019) were ranked more often as the most important topics and less often as least important topics when making a hiring decision compared to the female topics. Finally, 68% of participants indicated they attribute 50% or more of their hiring decision to information found in letters of recommendation, underscoring the importance of letters of recommendation to career advancement in the geosciences.

The chance for companies to find the most relevant candidates at a job fair is low and it is more and more common for companies to use technology to facilitate the employee selection process. The company Cruitive offers a digital event matching system that facilitates for companies and candidates to find matches. From a Human-Technology-Organisation (HTO) perspective, the interaction between human and technology must be considered, to optimize the quality and the work conditions in the system. The current design of Cruitives matching event system was not user centred, and the system needed to be redesigned. The purpose of this study was to improve the usability of the system. To improve the usability and the design of the system, this study was divided into three phases; 1) identifying the current experience of the system, 2) creating a prototype of the system and 3) evaluate the prototype. In the first phase, a qualitative approach with semi-structured interviews and think-aloud observations were performed. Thematic analysis was performed on the data and resulted in four themes: Lack of information, Difficult to navigate, Lack of functionality and Important elements were not highlighted. The second phase were based on the first phase and was a process that included several steps. The phase consisted of creating personas, context scenarios, requirement specification and sketches and lastly, a Hi-Fi design proposal. The last phase included usability tests on the design proposal, where the participants received several tasks to solve. The usability was measured through the variable’s efficiency, expediency, and satisfaction and after each task, the participants gave comments on the prototype. The usability tests showed that 2 of 3 of the user and operational requirements were achieved. Furthermore, the comments from the usability tests were divided into appreciated features and areas of improvements. In the discussion, solutions to the areas of improvements were suggested. The conclusion was to change the design according to the suggested recommendations and to implement the design to make the system more usable.

Recent research in reducing adverse impact in personnel selection has focused on the use of various weighting schemes to balance levels of adverse impact and the validity of selection processes. De Corte Lievens & Sackett (2007) suggested the use of the normal boundary intersection method to create a number of weights that optimize adverse impact and criterion validity. This study seeks to improve the efficacy of this solution by looking at specific types of performance, namely task and contextual performance. It will investigate whether a focus on contextual performance will improve the trade-off by requiring smaller losses in validity for greater gains in adverse impact. This study utilized data from 272 applicants for exempt positions at a multinational financial institution. The two sets of Paraeto optimal composite were developed, one based on contextual performance and the other based on task performance. Results were analyzed based on levels of adverse impact and validity of weights generated using each method. Results indicate that reducing adverse impact required a greater validity trade-off for task performance than contextual performance. Application of this method would allow for greater reductions to adverse impact than the original method while retaining a validity coefficient of 95% of the maximum achieved with regression weighting. Though this method would limit practitioners to selecting based on contextual performance, the use of minimal cut-off scores on task predictors or job experience could allow employers to incorporate task measures while further reducing adverse impact

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