Yes / Background: Recruitment of patients with advanced cancer into studies is challenging. Objective: To evaluate recruitment methods in a study of pharmacist-led cancer pain medicines consultations and produce recommendations for future studies. Method: Two methods of recruitment were employed: 1) community-based (general practitioner computer search, identification by general practitioner, community pharmacist or district nurse and hospital outpatient list search), and 2) hospice-based (in and outpatient list search). Patients identified in method 1 were invited by post and in method 2 were invited face-to-face. Information was designed in collaboration with patients and carers. Results: 128 patients were identified (85 from the community and 43 from the hospice), 47 met the inclusion criteria. Twenty-three agreed to take part and 19 completed the study, 17 of whom were already under specialist palliative care. Recruitment rates were 7% for community-based methods and 40% for hospice. The recruitment methods differed in intensity of resource use. Recruitment via letter and a lack of engagement by healthcare professionals were found to be barriers. Facilitators included the researcher having personal involvement in recruitment. Conclusion: The overall recruitment rate was in line with other studies for this patient cohort. Attempts to identify and engage patients through community-based postal contact were less effective than where personal contact with patients was both possible and occurred. Methods were less successful at recruiting patients who were not already engaged with hospice services. / Programme Grants for Applied Research. Grant Number: RP-PG-0610-10114

Legislation clearly stipulates for the principle of public service delivery to all the citizens of the country. It is the task of national and provincial government departments to prioritise service delivery (RSA, 1997:10). The quality of services delivered to the public by the national and provincial departments, relies significantly on the quality, skills and capabilities of the public officials. Therefore, recruitment of public officials must not only identify and attract potential employees but ensure that all appointees possess the skills and ability to enable public service departments to achieve their strategic goals and objectives, and subsequently provide quality services to the public. Based on an investigation conducted by the Public Service Commission (PSC), it was determined that most do not comply with the recruitment and selection requirements (PSC, 2006:8). In addition to the non-compliance with policy guidelines pertaining to recruitment and selection, as provided by the PSC through the Toolkit on Recruitment and Selection of 2006, the PSC, through an investigation on various HRM practices in the public service during 2010, found that widespread non-compliance with recruitment and selection guidelines are still prevalent. It is evident that departments are struggling to effectively implement recruitment and selection processes as stipulated in legislation and outlined in the policy documents. This study aimed to address: The non-compliance with legislation and policy requirements pertaining to the implementation of recruitment and selection practices which prevent departments in the public sector from appointing the most suitable employees to deliver on their mandate. A theoretical overview pertaining to recruitment and selection was conducted in the public service. Attention was also given to recruitment and best practices, which may be applicable to the Free State DPW. Furthermore, broad HRM legislation and policy, directing the implementation of recruitment and selection practices in the public service, was reviewed. An outline of legislation and policy as well as the recruitment and selection practices particularly applicable for its implementation in the Free State DPW public service was provided. The qualitative and quantitative research approaches were utilised in this study. Personal interviews and a semi-structured questionnaire were used as data collection instruments. Interviews were held with senior managers and middle managers involved in the process and experienced in strategic planning in the Free State DPW. The questionnaire was distributed to the line managers and junior officials who work with recruitment and selection practices in the department as well as union representatives. The empirical findings of the study were applied to the public service as a whole and recommendations were made on the implementation of recruitment and selection practices in the Free State DPW and the public service at large. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015

Legislation clearly stipulates for the principle of public service delivery to all the citizens of the country. It is the task of national and provincial government departments to prioritise service delivery (RSA, 1997:10). The quality of services delivered to the public by the national and provincial departments, relies significantly on the quality, skills and capabilities of the public officials. Therefore, recruitment of public officials must not only identify and attract potential employees but ensure that all appointees possess the skills and ability to enable public service departments to achieve their strategic goals and objectives, and subsequently provide quality services to the public. Based on an investigation conducted by the Public Service Commission (PSC), it was determined that most do not comply with the recruitment and selection requirements (PSC, 2006:8). In addition to the non-compliance with policy guidelines pertaining to recruitment and selection, as provided by the PSC through the Toolkit on Recruitment and Selection of 2006, the PSC, through an investigation on various HRM practices in the public service during 2010, found that widespread non-compliance with recruitment and selection guidelines are still prevalent. It is evident that departments are struggling to effectively implement recruitment and selection processes as stipulated in legislation and outlined in the policy documents. This study aimed to address: The non-compliance with legislation and policy requirements pertaining to the implementation of recruitment and selection practices which prevent departments in the public sector from appointing the most suitable employees to deliver on their mandate. A theoretical overview pertaining to recruitment and selection was conducted in the public service. Attention was also given to recruitment and best practices, which may be applicable to the Free State DPW. Furthermore, broad HRM legislation and policy, directing the implementation of recruitment and selection practices in the public service, was reviewed. An outline of legislation and policy as well as the recruitment and selection practices particularly applicable for its implementation in the Free State DPW public service was provided. The qualitative and quantitative research approaches were utilised in this study. Personal interviews and a semi-structured questionnaire were used as data collection instruments. Interviews were held with senior managers and middle managers involved in the process and experienced in strategic planning in the Free State DPW. The questionnaire was distributed to the line managers and junior officials who work with recruitment and selection practices in the department as well as union representatives. The empirical findings of the study were applied to the public service as a whole and recommendations were made on the implementation of recruitment and selection practices in the Free State DPW and the public service at large. / Master of Development and Management, North-West University, Potchefstroom Campus, 2015

The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.

Denna studie syftar till att skapa en djupare förståelse kring hur rekryteringsprocessen upplevs av funktionshindrade individer. Studien avgränsar sig till individer med osynliga funktionshinder i Stockholmsområdet. För att undersöka detta formulerades en huvudfrågeställning samt två delfrågor. Dessa frågor handlar om hur individerna upplever rekryteringsprocessen, vilka hinder de upplever och hur de väljer att hantera dessa hinder. Studien har använt en beskrivning av en normativ rekryteringsprocess för att redogöra vad varje individ behöver gå igenom på väg till sin framtida anställning. Vidare har studien även använt teorier om affektiva tillstånd för att diskutera varför individer kan uppleva saker på ett visst sätt. I denna studie genomfördes tio semistrukturerade intervjuer för att samla in empiri. Det resultat som framkom var att funktionshindrade individer upplever rekryteringsprocessen som problematisk och svår. Studien kom fram till att funktionshindrade individer kan uppleva olika dilemman i sitt arbetssökande. Dessa dilemman handlar om när och hur det är bäst att berätta om sitt funktionshinder. Vidare visar studien att upplevelsen i rekryteringsprocessen skiljer sig beroende på individens ålder. Funktionshindrade individer med längre arbetslivserfarenhet har utvecklat en förståelse för frågorna kring funktionshindret. Funktionshindrade individer med mindre arbetslivserfarenhet upplevde samma frågor som chockerande och kränkande. Dessutom tar studien upp att lönebidraget kan användas som en strategi för att hantera ett nekande i rekryteringsprocessen. Slutligen beskrivs det hur lojala funktionshindrade individer kan bli mot företaget som erbjuder dem en anställning. / This study aims to create a deeper understanding of how the recruitment process is perceived by disabled individuals. The study is limited to individuals with invisible disabilities in the Stockholm area. To investigate this, a main question and two sub-questions were formulated. These questions regard how the individuals experience the recruitment process, what obstacles they experience and how they choose to handle these obstacles. The study has used a description of a normative recruitment process to describe what each individual needs to go through on the way to his/her future employment. Furthermore, the study has also used theories of affective states to discuss why individuals can experience things in a certain way. In this study, ten semi-structured interviews were conducted to collect empirical data. The result that emerged was that disabled individuals experience the recruitment process as problematic and difficult. The study concluded that disabled individuals can experience different dilemmas in their search for employment. These dilemmas are regarding when and how it is best to inform their employer about their disability. Furthermore, the study shows that the experience in the recruitment process differs depending on the age of the disabled individual. Disabled individuals with longer work experience have developed an understanding of the questions surrounding the disability. People with disabilities with less work experience experienced the same questions as shocking and offensive. In addition, the study concludes that the wage contribution can be used as a strategy for managing a refusal in the recruitment process. Finally, it describes how loyal disabled individuals can be against the company that offers them employment.

The thesis focuses on efficiency method measurement in the process of recruiting and selection of the employees. The main goal of the thesis is to describe the options and to measure the efficiency of recruiting and selection of the employees. The theoretical part of the work focuses on methods of the recruitment and describes efficiency measurement of recruitment. The part two focuses on certain efficiency of e - recruitment in different business companies and evaluates the influence of the HR information systems on recruitment efficiency.

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.

Introduktion - Vid rekrytering, tycker arbetsgivare att de traditionella metoderna är en kostsam process som tar tid och bidrar med för lite information för att göra en lyckad rekrytering. Sociala mediers framväxt, har bidragit med en annan form av information som har fått arbetsgivare att vilja använda sociala medier i rekryteringsprocessen. Det finns många fördelar med att använda sociala medier, dock finns det minst lika många nackdelar. Syfte - Syftet med denna uppsats är att öka medvetenheten hos arbetsgivare om användandet av sociala medier vid granskning av profiler i rekryteringsprocessen. Problemformulering - För att besvara vårt syfte valde vi att utgå från två problemformuleringar; hur använder arbetsgivare sociala medier vid granskning av profiler i rekryteringsprocessen samt vilka fördelar respektive nackdelar finns det med användandet av sociala medier för arbetsgivare när de granskar kandidaters profiler i rekryteringsprocessen? Metod - Vi utgick från en deduktiv ansats och kvantitativ metod. Vi började med att skapa en teoretisk modell som sedan låg till grund för vår empiriska insamling. Vi genomförde en tvärsnittsstudie då vi ville få ett generaliserat svar. Utifrån den kvantitativa metoden skapade vi en muntlig enkät och intervjuade 300 företag i Kalmar stad. Svaren vi fick under intervjuerna har analyserats med en deskriptiv analys. Resultat - Arbetsgivare som använder sociala medier i rekryteringsprocessen, ansåg att det var för att de fick tillgång till bättre, säkrare, mer sann och en större mängd information och att det var en enklare, billigare och snabbare urvalsmetod. Anledningen som dominerade bland de arbetsgivare som använder sociala medier, var att de ansåg sig kunna utläsa personligheten bättre via sociala medier och att det gjorde rekryteringen mycket mer rolig än de traditionella metoderna. Det var en mycket större andel av företagen vi intervjuade som inte använder sociala medier än de som använde det. Anledningarna varierade till att inte använda sociala medier, för att det var för osäkert, kändes oprofessionellt, var för avancerat, det fanns inga tydliga riktlinjer, det var intrång på privatlivet samt att informationen uppfattades som otrovärdig. Arbetsgivare var generellt nöjda med de traditionella metoderna. Slutsats - Det finns många fler nackdelar än fördelar med att använda sociala medier, enligt både teorin och de arbetsgivare vi intervjuade. De fördelar som finns med att använda sociala medier är dock mycket fördelaktiga men på grund av att det inte finns riktlinjer och lagar kring sociala medier, så väljer många arbetsgivare bort sociala medier och använder sig istället av de traditionella metoderna. I dagsläget verkar det som att sociala medier har en negativ klang i samhället då det anses sudda ut gränsen mellan privatliv och arbetsliv. Vi tror dock att det kommer ske en skiftning och att sociala medier kommer att utvecklas och användas mer i rekryteringsprocessen. Sociala medier kommer enligt oss, att bli en vanlig och accepterad urvalsmetod i framtiden, då fler arbetsgivare blir medvetna om sociala mediers fördelar och hur de undviker dess nackdelar. / Introduction - When recruiting, employers think that the traditional methods is an expensive process that takes time and contributes too little information to make a successful recruitment. Social media's emergence, has contributed to another form of information that has made employers wanting to use social media in the recruitment process. The benefits of using social media are many, but there are just as many disadvantages. Purpose - The purpose of this paper is to raise awareness among employers about the use of social media in the examination of profiles in the recruitment process. Problem formulation - To answer our purpose, we chose to start from the two problem formulations; how are employers using social media in the examination of profiles in the recruitment process and what advantages and disadvantages are there with the use of social media for employers, when they review the candidates' profiles in the recruitment process? Method - We used a quantitative method and we had a deductive approach. We began by creating a theoretical model that was the basis for our empirical collection. We conducted a cross-sectional study because we wanted to get a generalized answer and with an oral survey, we interviewed 300 companies in Kalmar town. The responses we received during the interviews have been approached through a descriptive analysis. Results - Employers using social media in the recruitment process, felt that it was because they had access to better, safer, truer, and a greater amount of information and that it was a simpler, cheaper and faster method of selection. The reason that dominated among the employers using social media was because they felt able to deduce personality better through social media and it made recruitment much more fun than the traditional methods. It was a much larger proportion of the companies we interviewed who are not using social media than those who used it. The reasons for not using social media was that it was too unsafe, felt unprofessional, was too advanced, there were no clear guidelines, it was infringing on privacy, and information was perceived as not true. The employers were generally satisfied with the traditional methods. Conclusion - There are many more disadvantages than advantages to using social media, according to both the theory and the employers we interviewed. The benefits of using social media are very advantageous but that is because of that there are no guidelines and laws around social media, many employers choose not to use social media and use the traditional methods instead. In this current moment, it seems that social media has a negative connotation in the society, because it is considered to blur the line between private and professional life. However, we believe that there will be a shift and that social media will be developed and used more in the recruitment process, in the future. Social media will, in our opinion, become a common and accepted method of selection in the future, as more employers becomes aware of social media's benefits and how to avoid its disadvantages.

The purpose of this study is to examine web-based recruitment to short term summer jobs at the SocialServices Department in Luleå municipality in Sweden. Recruitment goals, selection options on therecruitment homepage Offentliga Jobb and recruitment practices were analysed in order to reach a deeperunderstanding of the interactions between these three levels in the selection process. Pre-selection throughOffentliga Jobb was a special concern of the study. Different consciousness levels in the selection process areemphasised according to Anthony Giddens' structuration theory. Ten recruiters from different parts of thedepartment were interviewed. Due to the qualitative nature of the study the conclusions concern only theactual respondents and can not be generalised to the whole population of recruiters. Selection options andselection practices at the Social Services Department were found to mostly correspond with the municipalityguidelines for recruitment as well as with policy documents such as shared values. There are however someconcerns about the Offentliga Jobb homepage not being user friendly. There is room for improvement insome rooted selection practices such as using age to measure social skills of the applicants and applying aslightly different skill-set profile to applicants with perceived international background. The importance ofmaking a universal skill-set profile for all applicants and of reflexions on the selection criteria at discursivelevel of consciousness is emphasised.

Det är idag väldigt vanligt att en rekryteringsprocess inkluderar ett personlighetstest som hjälpmedel för att hitta den rätta personen för jobbet. Av denna anledning är det intressant att studera vad för funktion personlighetstester har. Därför har denna studie genomförts i syfte att undersöka vilken betydelse personlighetstester har som verktyg i en rekryteringsprocess, och hur man kan bedöma yrkeskompetensen hos en person med hjälp av ett personlighetstest. För att ta reda på detta har jag använt mig av en kvalitativ metod där sex personer har intervjuats. Samtliga jobbar på samma företag som rekryterare av något slag och använder personlighetstest i deras vardagliga arbete. Resultaten av dessa intervjupersoners utsagor har sedan analyserats utifrån Keens och Ellströms teorier om kompetens. Studiens resultat visar att personlighetstest används olika från rekryterare till rekryterare och att det ibland kan ge väldigt värdefull information om kandidaten som söker jobbet, och ibland kan det även vara helt oanvändbart. Vissa rekryterare använder testet som ett självskattningstest och även för att bekräfta att tidigare information stämmer överrens med den information de får på testet. Dessutom används det som ett underlag för att bedöma hur bra kandidaten passar in i jämförelse med tjänstens krav. De flesta av mina intervjupersoner påpekade att en diskussion efter testet är väldigt viktigt för att testet ska ge användbar information. Det är alltså genom återkopplingen rekryteraren får ut information om kandidaten. Ett personlighetstest utan återkoppling är oanvändbart enligt resultatet. Dessutom visar studien att ett personlighetstest kan fälla det direkta avgörandet för vem av kandidaterna som blir vald för tjänsten. Resultatet visade att det kan hända att det står mellan kandidater i slutändan som har samma egenskaper och färdigheter, och att man då som rekryterare tack vare ett personlighetstest kan avgöra vem av dessa som passar bäst för jobbet och organisationen.