This thesis is a study of Swedish job adverts published on recruitment websites. The thesis has a qualitative approach and is including three parts. The first part is an analysis of 50 job advert to create an understanding for what a job advert looks like today, 2010. This part study resulted in a prototype of a typical Swedish job advert published on recruitment web-sites 2010. The second part is a literature study in order to find out what the recommenda-tions from experts for writing job adverts are at present. This step generated a list of 21 kinds of advice that the experts recommend that one should think of when writing a job advert. The last part consists of group interviews with Swedish speaking business admini-stration students about their thoughts and perceptions of content in job adverts. The result shows that the respondents preferred job adverts that were branded (informed the applicant of the employer). They thought that the job adverts were very stereotype and written in a cliché language. And they also preferred job adverts that contained information about what employer could offer an employee apart from the job itself (in non financial terms). It was also clear that the students were reading in and interpreting a lot meaning behind the words. As an overall conclusion the study suggests that there is food for thought when it comes to how job adverts are being written in Sweden in 2010 and that the field of effec-tiveness of job adverts is in serious need of more research.

Organizational leadership is predominantly male, even after decades of effort to even out this gap. The gender gap in corporal leadership was here assessed by investigating the possible effect of job advertisement configuration. Requesting a democratic or autocratic leadership style and high or low level of readiness for the leadership position in job advertisements was hypothesized to affect their appreciated appeal differently depending on the reader’s gender. A democratic leadership style and a low level of readiness requirement was thought to appeal more to women. Additionally, an effect of nearness to a manager of the same sex on the appreciated likelihood of applying for a leadership position was investigated, in line with the theory of same-sex role models. Seventy-nine male and seventy-seven female employees from a technical department within a global industrial company were included in the study where they rated manipulated company job advertisements’ appeal and filled out a survey. The results revealed no gender difference in the employees’ appeal ratings depending on the two variables. No difference in likelihood of applying for a leadership position was found, regardless of same-sex managerial nearness. The unique characteristics of the sample used induces a discussion of when advertisement wording matters and matters not.

The purpose of this bachelor thesis was to extend the knowledge of how environmental-oriented CSR communication in job advertisements affects the attractiveness of employers from a potential employee perspective. The study was based on three theories, Employer brand, Social identity theory, and Signaling theory, and the concept of environmental-oriented CSR communication. The hypothesis was that environmental-oriented CSR communication in job advertisements increases employer attractiveness. The thesis had a quantitative method and used experimental web-based surveys to measure the attractiveness of two fictitious job advertisement scenarios, one which included environmental-oriented CSR communication and one which did not. The web-based survey was distributed to students by program managers of the major education areas taught at Kristianstaduniversity, in total 177 responses were collected. Previous studies have concluded that a company's CSR engagements may increase its attractiveness to potential employees. The results of the surveys show that there was a slight positive difference in employer attractiveness in the scenario including environmental-oriented CSR communication, when compared to the scenario that did not. However, the difference was not enough to be considered significant at the 0,05 level. The hypothesis that environmental-oriented CSR communication in job advertisements increases employer attractiveness was therefore rejected. Therefore, the conclusion of this bachelor thesis is that environmental-oriented CSR communication in job advertisements does not significantly increase the attractiveness of the employer.

Regardless of industry or job type, most organizations aim to recruit large qualified applicant pools via job advertisements or postings. With little control over those individuals that choose to apply and those that do not, organizations and their recruiters are likely to do what they can to increase their applicant pool. This allows for more options in potential hires during the selection process. In order to control the applicant pool as much as possible, recruiters can try and influence potential applicants through the posted job advertisement. Therefore, it is reasonable to assume that many recruiters will write a slightly inflated or overly positive view of the job in order to appeal to more applicants. However, individuals job searching may perceive this attempt as misleading or deceptive. In order to understand perceived deception in job advertisements and what features of their text elicits an overall negative attitude towards the advertisement, this study proposes a mainly exploratory approach to discover if there is a homogenous higher-level construct of perceived deceptiveness or if there is a more person-centered approach via latent profile analysis (LPA) to explain what applicants perceived as deceptive. After the nature of perceived deceptiveness is better understood, this study aims to utilize natural language processing (NLP) topic modeling to find common deceptive topics within different dimensions of the job posting such as, pay, benefits, qualifications, etc. With the limited empirical guidance provided to practitioners, the proposed study can help facilitate research on best practices in job advertisement writing to gain qualified and quality candidates. In turn, those candidates will tend to maintain positive attitudes towards the job and organization, which can persist even after being hired. / Doctor of Philosophy / In today's job market, organizations aim to attract qualified applicants through appealing job advertisements. However, some applicants may perceive these attempts as misleading or deceptive. This study explores whether there is a common view of what is deceptive within the text of a job advertisement or if it varies based on individualized perceptions. This study aims to classify different types of applicants and their associated perception of deception in job ads. This study also employs natural language processing techniques to analyze the language used in job advertisements, pinpointing common deceptive themes in various sections of the job posting, such as pay, benefits, and qualifications. By uncovering how people perceive deception in job ads, this study hopes to provide valuable insights to organizations for crafting more honest and transparent job postings. This can attract high-quality candidates who maintain positive attitudes towards the job and organization, ultimately contributing to improved hiring practices and fostering a more positive work environment.

In order to be hired, an applicant is expected to possess and live up to a variety of requirements. Though competences such as previous work experience and levels of studies are easily presented and measurable, this presumably may not be the case of more inexplicit information such as people's personalities and attitudes. The purpose of this study is to understand how recruiters value and determine personalities of candidates applying for executive positions. Furthermore it seeks to examine how recruiters handle potential challenges with trying to determine these personalities. Addressing these questions, we integrate semi-structured interviews with recruiters and an analysis of 100 job advertisements for executive positions. The interviews were performed with 6 highly qualified recruiters possessing substantial experience in recruitment regarding executive positions. Found was that recruiters do not seek to determine personalities, but rather personality traits relevant to the job position in question. These personality traits were something that recruiters argued being taken highly in to consideration when determining who to hire. In order to determine these traits, recruiters proposed several methods. Usually, a personality test filled by the applicant set the tone for the rest of the recruitment process. The recruiters alleged that the result of the test formed behaviour related questions during the job-interview regarding the personality traits of interest. Another method used, which had a clash of believed validity, was the estimation of applicants personality traits by looking at their behaviour during the actual interview. The challenges with trying to determine these personality traits proved to be 1) Misunderstandings between applicants and recruiters 2) Differences in applicants love of ease and skill regarding the job interview as a format 3) Candidates telling outright lies. In order to avoid misunderstandings recruiters asked candidates to give examples from real life experiences. To handle the risk of candidates being skillful in doing interviews a trial of employment was used so that the recruiter had a chance to evaluate the candidate in its executive position. The risk of applicants telling lies was resolved by either a) Trying to explain as little as possible regarding the job, so that the applicant would not be able to form their answers b) By asking follow up questions regarding the personality traits of interest without revealing what was looked for.

Purpose: The purpose of this study is to investigate how career listings are interpreted from a recipient perspective. We intend to investigate if Gästrike Räddningstjänst’s job advertisements create ideas about the firefighter. The study aims to answer the following questions: How are gender, norm and sexes conveyed in two job ads from Gästrike Räddningstjänst? What conceptions about the firefighter does the recipient who reads the job ads create? How do women in the ages of 20–25 years, who are living in Gävle interpret job ads from Gästrike Räddningstjänst, in relation to a norm breaking employment advertisement? Theoretical introduction: This case study has been based on several theories about gender, norms and the biological gender. Material and method: Barthes semiotic model for denotation and connotation are being used for image analysis. The study is based on two employment advertisements from Gästrike Räddningstjänst and reception analysis with semi structured interviews. The interviews have been conducted with six informants. Stuart Halls reception model are being used for analysing the interviews. Result: Through image and text analysis we were able to identify that the job ads from Gästrike Räddningstjänst conveys gender and norm throughout image and text, and both combined. This case study has demonstrated that Gästrike Räddningstjänst's employment advertisements create conceptions about whom the firefighter is. By creating a job ad that challenges the standard of communicating the firefighter the informants did not only negotiate about who can become a firefighter but also about gender equality and diversity.

Syftet med studien är att undersöka retorik i synnerhet språkets kommunikativa egenskaper och textförfattarnas intentioner genom att fokusera på tilltal och modalhjälpverb i sverigefinska jobbannonser. Materialet består av finsk- och svenskspråkiga jobbannonser, där arbetsgivaren vill anställa en finsktalande person. Materialet har publicerats på den svenska arbetsförmedlingens hemsida och på två svenska rekryteringsbyråers hemsidor. På både svenska och finska har det offentliga språket blivit informellt. Resultatet visar att det är vanligt även i de sverigefinska jobbannonserna och att de finska jobbannonserna delvis är översättningar. Olika sätt att tilltala en annan person användes frekvent på båda språk, men eftersom konstruktionerna i den ursprungliga texten alltid delvis översätts till måltexten och svenska texter innehåller sådana former, kan översättningen leda till en generös användning av tilltalets olika former i översatta finska texter. Jobbannonser har också blivit mer krävande, vilket kan bevisas genom att användningen av modala hjälpverb ökat, men även andra sätt användes. / The purpose of the study is to explore the rhetorics of Sweden-Finnish job advertisements, the communicative features of the language and the intentions of the text producer, by concentrating on addressing and modal auxiliaries. The data consists of job advertisements written in Finnish and Swedish, where the employer was looking for a Finnish-speaking employee. These were published on the Swedish employment agency’s homepage and on two Swedish recruitment agencies’ homepages. Both Swedish and Finnish public language has become informal. It is common to address another person using the 2nd person singular pronouns. The study shows that this is usual also in Sweden Finnish job advertisements and that the Finnish job advertisements partly are translations. Different addressing forms were used frequently in both languages but because the constructions of the original text often are translated and Swedish texts include more informal addressing forms, the translation may cause a generous use of different addressing forms in the Finnish language. Job announcements have become more demanding, which can be seen in the increasing use of modal auxiliaries, even though other ways were also used.

The subject of the master thesis is to propose changes in the human resources concept focused on the recruitment of workers in manual professions in the company FAKSASTRAKA, Ltd. In the theoretical part, the thesis deals with basic concepts closely related to human resources and personnel work. In the practical part, there is an analysis of the current state of the abovementioned company and labour market especially, then a research using a questionnaire survey is created as well. There are elaborated proposals in the field of recruitment for workers in manual professions.

Syfte: Syftet med detta examensarbete är att kartlägga de egenskaper som efterfrågas av produktionschefer inom tillverkning respektive chefer inom socialt och kurativt arbete utifrån platsannonser riktade mot dessa yrkeskategorier i Sverige. Genom att kartlägga egenskaper undersöks vidare om det går att se mönster, likheter eller olikheter beträffande efterfrågade ledaregenskaper på såväl aggregerad som på detaljnivå, vilka egenskaper som framstår vara de bästa prediktorerna för anställning eller avancemang samt ifall man eventuellt kan nå en bättre förståelse av framtidens ledare genom att kartlägga mönster av efterfrågade ledaregenskaper via femfaktormodellen.  Metod: Kartläggningen av egenskapsord och -uttryck i detta examensarbete bygger på innehållsanalys av 150 stycken platsannonser inom två olika kategorier av chefer. Det empiriska materialet kategoriseras utifrån femfaktormodellen samt Lewis Goldbergs (1990) vidareutveckling av modellen i form av 100 underliggande egenskapskluster.  Resultat och slutsats: Resultaten av kartläggningen visar att personliga egenskaper efterfrågas i väldigt hög utsträckning samt att energinivå, samarbetsvillighet och organisation är de vanligast efterfrågade egenskapsklustren i de båda kategorierna på en aggregerad nivå. Kartläggningen visar även att annonser riktade mot produktionschefer inom tillverkning i högre utsträckning efterfrågar egenskaper såsom energinivå och beslutsamhet, medan annonser riktade mot chefer inom socialt och kurativt arbete i högre grad efterfrågar egenskaper som självkänsla, empati och insikt.  Examensarbetets bidrag: Detta examensarbetes vetenskapliga bidrag ligger i dess försök att utnyttja en mer detaljerad personlighetstaxonomi i kartläggningen av ledares egenskaper. Arbetet utnyttjar även ett material, platsannonser, vilket är förhållandevis sparsamt utnyttjat material när det gäller forskning kring ledare och ledaregenskaper.  Förslag till vidare forskning: Metoden som används i detta examensarbete kan testas och vidare utforskas utifrån andra branscher, tidsrum och kulturella/geografiska ramar. Kartläggningen kan även kompletteras genom kvalitativa infallsvinklar för att pröva korrelation mellan efterfrågan i annonser och faktiskt utfall gällande ledaregenskaper. / Aim: The purpose of this thesis is to map the personal traits that are sought after in job advertisements aimed at production managers in manufacturing and managers in social and curative work in Sweden. By mapping characteristics, it is further investigated whether it is possible to see patterns, similarities or differences regarding demanded leadership qualities on both an aggregated and detailed level, which qualities appear to be the best predictors of employment or advancement, and if a better understanding of the leaders of the future can possibly be achieved through to map patterns of demanded leadership qualities via the five-factor model.  Method: The mapping of personality words and characteristics in this thesis is based on content analysis of 150 job advertisements within two occupational categories. The empirical material is categorized based on the five-factor model and the 100 trait/synonym clusters further developed by Lewis Goldberg (1990).  Results and conclusion: The results of the mapping show that personal traits are in demand to a very high extent and that energy level, willingness to cooperate and organization are the most frequently sought-after trait clusters on an aggregated level. The mapping also shows that advertisements aimed at production managers in manufacturing to a greater extent demand personal qualities such as energy level and determination, while advertisements aimed at managers in social and curative work more often look for qualities such as self-esteem, empathy and insight.  Contribution of the thesis: The scientific contribution of this thesis lies in its attempt to use a more detailed personality taxonomy in the mapping of the characteristics of leaders and its use of job advertisements, a material which is relatively sparingly used when it comes to research on leaders and leadership qualities.  Suggestions for future research: The method used in this thesis can be tested and further explored based on other industries, time periods and cultural/geographical frameworks. The mapping could also be supplemented by qualitative approaches to test the correlation between demands in job advertisements and the actual outcomes regarding leadership qualities.

Platsannonsen är ett medel för att övertyga arbetssökande att bli en del av arbetsgivarens gemenskap. I utformningen av platsannonser kan arbetsgivare marknadsföra sig genom att använda retoriska språkverktyg och även framställa en bild av organisationen, men i platsannonsen finns även en underliggande, dold berättelse om hur företaget ser på världen. Med en retorisk analys kan man synliggöra de dolda budskapen bakom organisationens beskrivning av sig själva och av den önskade kandidaten. Syftet med denna uppsats är därmed att genom en retorisk analys utforska och förstå rekryteringsspråket i platsannonser inom två olika yrkesområden. Detta görs med hjälp av fantasitema-analys och genom analys av fem retoriska figurer för att förstå hur platsannonserna använder retorik och hur de i sin helhet framställer en gemenskap. Utifrån syftet utgår uppsatsen från följande frågeställningar: Vilka retoriska figurer används återkommande i platsannonser inom data/IT-branschen respektive vårdsektorn? Vilka gemenskaper projiceras genom fanatsiteman i platsannonser inom data/IT-branschen respektive vårdsektorn? Hur branschspecifikt är rekryteringsspråket? Metoden som användes var en kombination av kvalitativ och kvantitativ innehållsanalys av platsannonser från två olika branscher, data/IT-branschen och vårdsektorn. Det var 60 platsannonser, 30 från respektive bransch, som analyserades med hjälp av fem retoriska figurer och fantasitema-analys. Resultaten av analysen visade att både data/IT-branschen och vårdsektorn använder de retoriska figurerna hyperbol, superlativ, metafor, hendiatris och bathos för att förstärka budskap i platsannonser. De användes både för att skapa en förstärkt bild av organisationen och för att beskriva de önskade kvalitéerna hos arbetssökande. Fantasitema-analysen visade att data/IT-branschen projicerar en gemenskap som strävar efter att vara innovativ, spännande och att nå framgång. Vidare framställer sig organisationerna söka en kandidat som är driven, har ambition för utveckling och som passar in i organisationens etablerade kultur, vilket skulle kunna tyda på en viss homogenitet i data/IT-branschen. Fantasitema-analysen visade att vårdsektorn projicerar en omsorgsfull gemenskap som eftersträvar hög kompetens och som tycker att det är viktigt att nyanställda får stöd. Dessutom beskriver organisationerna sig som prestigefyllda arbetsplatser där den viktigaste drivkraften för arbetssökande framställs vara att göra skillnad och arbeta med ett meningsfullt arbete. När data/IT-branschen och vårdsektorn jämfördes framkom det att det fanns både likheter och skillnader. I platsannonserna använder branscherna de fem retoriska figurerna på ett likartat sätt för att beskriva organisationen och arbetssökande. Vidare framkom liknande fantasiteman i branscherna, dock i olika frekvens. Resultatet tyder på att data/IT-branschen och vårdsektorn har vissa skillnader, men platsannonsernas retoriska struktur och språk används likartat och därmed skulle rekryteringsspråket anses kunna vara relativt generellt.