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.

Title: Who are you? A study on companies reviewing of Facebook profiles.  Social media has opened up new possibilities in recruitment situations in forms of background checks on social networks such as facebook. Even though there are many advantages, there are few recruitment workers who choose to embrace the possibilities with social networking.

Studiens syfte var att undersöka varför fyra olika organisationer använder vissa rekryteringsmetoder. Utifrån detta syfte formulerades en frågeställning om vilka bakomliggande orsaker som kan påverka valet av rekryteringsmetoder i dessa fyra olika organisationer. Studien genomfördes med hjälp av kvalitativasemistrukturerade intervjuer med fyra organisationer, varav två verkade inom privat sektor och tvåverkade inom offentlig sektor. Studien visar att de fyra olika organisationerna använder ett flertal olika rekryteringsmetoder vid tillsättandet av lediga tjänster. Valet av de olika metoderna kan ses grunda sig på olika bakomliggande orsaker; organisationernas uppgift, organisationens omvärld, makt och styrning samt tillgången på resurser. Därmed kan det finnas flera sätt att förstå vad det är som gör att enorganisation väljer en viss rekryteringsmetod och därmed väljer bort andra metoder. Det är därför viktigt att förstå organisationernas specifikaförutsättningar då alla verkar inom olika kontexter där en och samma rekryteringsmetod intealltid kan tänkas vara optimal för alla. Därmed kan en och samma organisation ses påverkas av flera av varandra oberoende faktorer, som i samspelet med varandra hjälper till att forma en organisations hela rekryteringsprocess. / Thestudy's purpose was to investigate why four different organizations use certain recruitment methods. Based on this purpose, the writers of this study formulated a question about the underlying causes that may affect the choice of recruitment methods in these four different organizations. The study was conducted using qualitative semi-structured interviews with four organizations, two of which appeared in the private sector and two of which appeared in the public sector. The study shows that the four different organizations use a variety of recruitment methods for the filling of vacancies. The choice of the different methods can be based on different underlying causes; organizations' mission, the organization's environment, power and control and the availability of resources. Thus, there may be several ways to understand what it is that makes an organization choosea particular method of recruitment and thus deselect other methods. It is therefore important to understand organizations' individual conditions and that theyall operate in different contexts in which the same recruitment method may not beoptimal for all. Thus, one and the same organization can be influencedby several independent factors whichin interaction with each other helps to shape an organization's entire recruiting process.

Thesis (Ph. D.)--University of Washington, 1997. / Vita. Includes bibliographical references (leaves [257]-293).

Arbetet med Human Resources (HR) har under de senaste årtiondena blivit allt mer uppmärksammat. HR har tilldelats en mer självklar roll i ledningen och de företag som aktivt arbetar med HR kan skapa konkurrensfördelar. Många förespråkare menar idag att människan är företagets viktigaste resurs vilket har bidragit till att rekrytering, särskilt chefsrekrytering, har hamnat högre upp på den HR-ansvariges agenda. En urvalsprocess i en chefsrekrytering består av flera moment av urval där selektering utförs genom olika metoder och verktyg. Studiens syfte är att skapa en fördjupad förståelse hur företag effektivt kan använda de olika urvalsmetoderna i sin chefsrekrytering. För att skapa en fördjupad förståelse i hur urvalsmetoder används inom chefsrekrytering och hur urvalsprocessen kan utvecklas, är studien uppbyggd med intervjuer av informanter från både globala och lokala företag. Dokumentation från företagen har tilldelats studien och information har hämtats från bolagens hemsidor. Den teoretiska referensramen bygger på tidigare forskning inom rekrytering, chefskap och Human Resources Management (HRM). Samt två teoretiska ansatser inom rekryteringsforskning som innefattar två synsätt på hur en rekryteringsprocess kan säkerställas. Studien är en fallstudie utförd med kvalitativ metod där urvalsprocessen hos fem organisationer representerar varsitt fall. Studiens författare har fått möjlighet att intervjua 1-3 anställda per företag som totalt uppgick till nio stycken informanter. Genom att ställa den insamlade empirin och dokumenten som tilldelats mot den teoretiska referensramen har en analys gjorts med resultat att urvalsmetoderna i en chefsrekrytering beror mer på vilka egenskaper som efterfrågas hos kandidaten än företagets geografiska täckningsgrad. För att få ytterligare perspektiv på urvalsprocessen används den psykometriska och den sociala ansatsen. Slutsatsen av studien, tillsammans med tidigare nämnt resultat, är att en hybrid av både lokala och globala förhållanden samt den psykometriska och den sociala ansatsen i de studerade företagen verkar vara det som gör urvalet i chefsrekryteringen effektivt. / The work with Human Resource (HR) has become increasingly aware within recent decades. HR has been assigned a more obvious role in management and companies that are working actively with HR can show competitive advantages. Many scientists believe that people are the company's most important resource. This has led to the importance of recruitment and especially manage recruitment, which has reached the HR manager's agenda. A selection process in a manage recruitment consists of several instances of choices where the selection is performed through different methods and tools. The purpose of this study is to gain an in-depth understanding of how companies can effectively use the different selection methods in their managerial recruitment. In order to gain a deeper understanding of how selection methods are used in manage recruitment and how the selection process can be developed, the study is structured with interviews of informants from both global and local businesses. Documentation from the companies and from their websites is used too. The theoretical frame consists of previous research in recruitment and human resource management (HRM) as well as two theoretical approaches in recruitment research. These approaches are widespread in recruitment research, highlighting how to ensure the selection process with two different perspectives. The study is a case study conducted with qualitative method where the selection processes of five organizations represent each case. We have had the opportunity to interview 1-3 employees per company, which totaled in nine. By providing the collected empirical evidence and the documents we have studied against the theoretical frame, an analysis has been made that shows that the selection methods in a managerial recruitment depend more on the characteristics requested by the candidate than the company's geographical coverage. In order to gain further perspective on the recruitment process, the psychometric and social approach has been used. The conclusion of this study, together with the aforementioned results, is that a hybrid of both local and global conditions as well as psychometric and social theory seems to be an effective way to select in a manage recruitment in the companies studied.

Today, employees are considered as the company's largest assets. Recruiting and attracting employees with the right competence provides competitive advantages. However, a recruitment can be quite costly. According to Langhammer (2013) there is a correlation between recruitment in research and how recruitment takes place in practice. The aim of this study is to investigate how recruitment takes place in practice, the recruiters approach to objectivity and subjectivity, and if recruitment to the own group are managed differently. Intotal, eight respondents have been interviewed through semi-structured interviews and all respondents are working with recruitment as their main task. Interview material were analysed from psychometric and social approaches, Kahneman's systems 1 and 2, wheresystem 1 is linked to the recruiter's gut feeling (Kahnemans, 2013) while recruitment into their own workgroup, is analysed from a principal agent perspective. The results showed that respondents strive to work based on a standardized recruitment process in line with the psychometric approach. However, factors that belong to the social approach are being practiced. Seven out of eight respondents indicated an awareness of subjectivity and that feeling of power could affect the assessment of the candidates. The impact on subjectivity could derive from the recruiter but also from the contracting company. The interview itself was raised by several respondents as a situation influenced by the recruiter. Among otherthings, the recruiter's communicative qualities were of importance for the interview and thereby, for the overall assessment of the candidate. Regarding recruitment to the own group, the respondents answered that subjective values such as personality and whether the candidate would fit to the team, weighed more than recruiting to an external company.

This study examined the role of corporate websites and company Facebook profiles in shaping perceptions of organizational image in the recruitment context. A primary purpose of this research was to determine whether or not perceptions of organizational image vary across different web-based recruitment methods, specifically examining corporate websites and social networking (SNW) sites, such as company Facebook profiles. A secondary goal was to determine how these perceptions of image are shaped by the objective components of websites and Facebook profiles. Finally, this study sought to determine the most influential components of websites and Facebook profiles, in terms of impacting image, to better understand how organizations can maximize their web-based recruitment efforts. A total of 102 companies selected from Fortune Magazine’s 2011 top 500 were chosen for the study. Perceptions of organizational personality as well as objective assessments of personality were gathered for each organization in a two phase approach. Results indicate that exposure to corporate websites and company Facebook profiles do influence perceptions of image in different ways. Furthermore, individual components of the websites were identified as key drivers for influencing specific image dimensions, particularly for company Facebook pages. Findings are beneficial for advising practitioners on how to best manage their web-based recruitment sources in order to maximize efficiency. The present study serves to further our understanding of the process through which perceptions of organizational image are influenced by new recruitment sources.

The thesis handles with methods and tools used in recruitment process. Theoretical part analyzes and compares the most often used recruitment methods. The practical part aims to decribe and analyze the concrete recruitment process in a bank. The final part considers possibilities of using modern methods of recruitment.

This diploma thesis is concerned with definition of the term recruitment agency and with the description of its activities and services, which are offered to its clients and candidates. First chapter of this thesis depicts conditions of origin of recruitment agencies in Czech Republic and their functioning. There is a close analysis of job market, job applicants and clients of recruitment agencies. The second chapter is the core of this thesis. It contains description of cooperation between specific recruitment agency and its client and candidate. The work of the consultant in this recruitment agency is a central theme of this chapter. Final chapter sums up benefits and risks for all concerned parties, namely client - recruitment agency - candidate.

The main topic of Master's Thesis is the analysis of recruitment in the company KPMG Czech Republic, regarding to specifically experienced employees in the department Management Consulting. The thesis consists of two integrated parts; the theoretical part covers basic terms and pieces of knowledge in area of recruiting employees and the practical part introduces at first the company KPMG Czech Republic and the department Management Consulting. The analysis is focused on identifying external and internal conditions of recruiting experienced employees in the department of company and on assessing process as well as current methods of recruitment. On the base of findings and in consideration of the latest trends, there are set out suggestions on how is possible to optimize recruiting experienced professionals from external sources in the department Management Consulting.