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The aim of this study was to investigate recruiters thoughts about using work psychological testing for personnel selection. The sample consisted of recruiters with good knowledge of recruitment and active within public organizations. Data was collected using interviews and was analyzed with thematic analysis. The result indicates that the recruiters consider traditional selection methods to function well and that work psychological tests are a good complement. It further indicates that the recruiters cannot rely on the test result. The result also indicates that the recruiters do not consider intelligence to be a good predictor for good work performance in general recruiting situations. A conclusion is that the recruiters view on intelligence as a predictor contributes to a limited use of work psychological testing. Another conclusion is that the use of work psychological testing, as a complement, set recruiters in situations where they rather rely on selection methods with significantly lower predictive performance. / Syftet med studien var att undersöka rekryterares uppfattningar om användning av arbetspsykologiska test vid urval av ny personal. Urvalet bestod av rekryterare som ansågs ha god kännedom om personalrekrytering och verksamma inom offentliga organisationer. Data samlades in genom användning av intervjuer och analyserades med tematisk analys. Resultatet påvisar att rekryterare anser att traditionella urvalsmetoder fungerar bra och att arbetspsykologisk testning är ett bra komplement. Det påvisar vidare att rekryterarna inte kan förlita sig på testresultaten. Resultatet indikerar även att rekryterarna inte anser att begåvning är en bra prediktor för goda arbetsprestationer vid de flesta rekryteringssituationerna. En slutsats är att rekryterarnas syn på begåvning som prediktor medverkar till en ytterst begränsad användning av arbetspsykologisk testning. Ytterligare en slutsats är att användningen av arbetspsykologiska test som komplement riskerar att försätta rekryterarna i situationer där de snarare förlitar sig på metoder med betydligt lägre prognostisk förmåga.

A snapshot of the current state of the business world is given, followed by the proposition that people are the root cause of the problems therein. Mutual influence between individual and organisation is depicted. The corporate psychopath is identified as being especially problematic. Therefore measures to prevent the recruitment of psychopaths into organisations will be studied. The objectives of this research report are: • To establish whether South African organisations are aware of the problems caused by psychopaths. • To establish what screening processes are in place in South African organisations to identify psychopaths. • To suggest additional measures that would prevent the recruitment of psychopaths into organisations.

Mass media and the Internet have emerged as enablers for terrorist planning, facilitation, and communication. The Internet allows terrorists to operate without the confines of borders and increases the potential impact on victims. The purpose of this phenomenological study was to explore the perceptions of American terrorist experts on how terrorists' Internet use has shaped international terrorism. Stepanova's asymmetric conflict theory served as the theoretical framework of this study. Specifically, this study explored terrorists' Internet-based recruitment strategies, the ways in which those recruitment efforts were supported in the United States, the measures to counter such recruitment efforts, and the future direction of terrorist recruitment in the 21st century. Data were collected through in-depth semistructured interviews with a purposive sample of 10 American terrorist experts. Data were analyzed using thematic coding. Findings indicated that terrorists' Internet use has resulted in challenges for counterterrorism agencies in the United States and abroad due to the ability of terrorists to easily close, change, and create new websites or accounts. These findings may inform the work of domestic and international counterterrorism entities in creating policy objectives that address the fluid nature of Internet recruitment, including proactive and coordinated responses by member states. This action may improve the United States' security through more effective recognition and response to terrorist Internet tactics.

This thesis adds to the existing literature on the too-much-choice effect. The effect documents a range of negative consequences as a result of choosing from extensive choice sets, such as increased decision difficulty, increased deferment likelihood, and increased feelings of uncertainty, regret and dissatisfaction with chosen options. The research presented in this thesis investigates the effect of choice amount in the novel domain of volunteering, specifically which organisation to volunteer for. This is an experiential choice rather than the material choices typically studied. The first three field studies focussed on real volunteering recruitment ‘events’ to gain preliminary insight into this new context. Study 1 demonstrated that an opt-out request for future contact consent elicited the greatest compliance. Study 2 found that only around half of the students that had intended to volunteer at the beginning of a year had done so by the end, but for those that had done so, volunteering was a positive and beneficial experience. Study 3 demonstrated the effectiveness of volunteer ‘events’ for the recruitment of volunteers, despite there being an extensive number of organisations present. Five further studies used an experimental methodology and focussed on choosing from computer based choice sets to simulate online volunteer recruitment. Study 4 found evidence of the too-much-choice effect. The greater the number of options looked at on a real volunteering website, the greater was the likelihood of decision deferment. This was mediated by decision difficulty. Study 5 replicated these findings using a more controlled experimental design and hypothetical organisations. Studies 6, 7 and 8 investigated potential choice architectural moderators of the too-much-choice effect. Option categorisation facilitated students’ decisions but not non-students (Study 6), deferment likelihood was reduced if options were presented in a ‘box’ format rather than a ‘list’ format (Study 7) and option familiarity appeared to have no effects on decisions (Study 8). Overall, this research demonstrates that extensive choice can be problematic in the novel context of volunteering and it begins to investigate choice architectures that have the potential to help people deal with extensive choice. The limitations and implications of these findings in relation to volunteer recruitment are discussed as well as possible avenues for future research.

Flertalet evenemang är idag beroende av funktionärer för att genomföras. Att ha funktionärer till hjälp är ekonomiskt bärkraftigt för organisationer som anordnar evenemang, då de inte behöver anställa betald personal. Vetenskapliga studier menar att organisationer bör upprätta tydliga planer eller strategier för hur de ska hantera funktionärer då konkurrensen om funktionärerna ökar. Eftersom det är kostsamt att rekrytera nya funktionärer bör det vara av stor vikt för organisationer att försöka behålla sina funktionärer inför framtiden. Syftet är att undersöka organisationer som arrangerar årligen återkommande idrottsevenemang för att få en djupare förståelse för hur de arbetar med sina funktionärer. För att undersöka detta har vi intervjuat tre av Sveriges största årligen återkommande idrottsevenemang som alla är beroende av funktionärer. Intervjuerna genomfördes personligen med respektive person i organisationen som hade det övergripande ansvaret för funktionärer. Undersökningen visar att väletablerade evenemang, som de i studien, har vissa likheter i hur de hanterar funktionärer som vetenskapliga studier förespråkar. Att följa en strikt plan för hur arbetet med funktionärer bör gå till visar sig inte vara nödvändigt. Det visade sig att samtliga organisationer delegerar ansvaret för funktionärer till projektledare eller huvudfunktionärer. Det som var viktigt vid rekryteringen var; synliggöra, intervjuer och utbildning. Det som utmärkte sig vid att försöka få funktionärerna att återkomma var; förmåner, kommunikation och relationen. Resultatet visade att arbetet med funktionärerna, trots att de kan vara många till antalet, inte behöver vara komplicerat. / Most events are currently depending on volunteers to be implemented. Having volunteers to help at an event is economically viable to the organisation, because they do not have to employ paid staff. Earlier research shows that organisations should establish strategies on how they will manage volunteers because the competition of volunteers increases. Although there is costly to recruit new volunteers, it should be of great importance for organisations to retain their volunteers for the future. The purpose of this study is to examine organisations that arrange annual sporting events to gain a deeper understanding of how they work with their volunteers. To examine this we have interviewed three of Sweden´s biggest annual recurrent sporting events, all of which are dependent on volunteers. The interviews were conducted in person with each person in the organisation who had overall responsibility for volunteers. The examination shows that well established events, like those in this study, has some similarities in the way they work to what earlier research recommend. But to follow a strict plan for the work with volunteers is not considered necessary. That means managing the volunteers was not as complicated as the theoretical framework shows. It turned out that all organisations delegate the responsibility of volunteers to the project manager or headvolunteers. Aspects that were important when recruiting; visibility, interviews and training. Aspects that stood out when trying to retain volunteers was; benefits, communication and relationship. The result shows that the work with volunteers, although they could be many in number, does not have to be complicated.

The purpose of this study is to explore the professional knowledge of recruiters and how they balance formal assessment methods with intuition during recruitment processes. This will be examined through three questions; What characteristics do recruiters value as important within their profession, and how are they developed? What formal assessment methods do recruiters use, and how are they used to get an accurate image of the applicant? How do recruiters use intuition in the assessment of a candidate? The study is grounded in a qualitative methodology and the empirical data consist of eight interviews with recruiters. The analysis has been conducted through a thematic analysis based on the interviews, with the aim of finding patterns and reappering themes. The results of the thematic analysis have been further analyzed in terms of competence, qualification, and professional knowledge as well as a theory on experience based learning. The results of our study shows that recruitment processes are extensive and demands an amount of professional knowledge and competency, which is acquired largely through experience. In our interviews we learned that recruitment should mainly occur through formal assessment methods, and unbound by subjective emotions. Through the analysis we saw that intuition influences the way recruiters use formal assessment methods, rather than using intuition as an assessment method of its own.

Formation of atelectasis, defined as reversible collapse of aerated lung, often occurs after induction of anaesthesia with mechanical ventilation. As a consequence, there is a risk for hypoxemia, altered hemodynamics and impaired respiratory system mechanics. In certain situations, the risk for atelectasis formation is increased and its consequences may also be more difficult to manage. Anesthesia for bariatric surgery in morbidly obese patients and surgery requiring one-lung ventilation (OLV) with capnothorax are examples of such situations. In Paper I (30 patients with BMI > 40 kg/m2 scheduled for bariatric surgery) a recruit­ment maneuver followed by positive end-expiratory pressure (PEEP) re­duced the amount of atelectasis and improved oxygenation for a prolonged period of time. PEEP or a recruitment maneuver alone did not reduce the amount of atelectasis. In paper II we investigated whether it is possible to predict respiratory function impairment in morbidly obese patients without pulmonary disease from a preoperative lung function test. Patients with mild signs of airway obstruction (reduced end-expiratory flow) in the preoperative spirometry developed less atelectasis during anaesthesia. In paper III we developed an experimental model of sequential OLV with capnothorax using electrical impedance tomography (EIT) that in real-time detected lung separation and dynamic changes in pulmonary ventilation and perfusion distributions. OLV to the left side caused a decrease in cardiac output, arterial oxygenation and mixed venous saturation. In paper IV we used our model of OLV with capnothorax and applied a CO2-insufflation pressure of 16 cm H2O. We demonstrated that a PEEP level of 12-16 cm H2O is needed for optimal oxygenation and lowest possible driving pressure without compromising hemodynamic variables. Thus, the optimal PEEP was closely related to the level of the capnothorax insufflation pressure. With insufficient PEEP, ventilation/perfusion mismatch in the ventilated lung and redistribution of blood flow to the non-ventilated lung occurred.

Problemområde: Idag är det vanligt att idrottsföreningar rekryterar föräldrar till olika ledarroller inom barn och ungdomsverksamheten. För många föräldrar innebär det att de får sin första ledarroll. Vissa föräldrar känner sig bekväma direkt i rollen som ledare medan andra inte gör det. Eftersom i stort sätt alla barn och ungdomar i Sverige någon gång har kontakt med idrotten ger det idrottsledarna stora möjligheter att fostra och påverka ungdomarna. Detta leder till att det är viktigt för idrottsföreningarna hur dem jobbar med rekrytering, utbildning och stöd för sina ungdomsledare. Syfte: Syftet med denna uppsats är att undersöka svenska idrottsföreningars arbete med ledarförsörjningen till sin ungdomsverksamhet. Mer konkret handlar det om att granska hur bredd- och elitföreningar i Växjö kommun hanterar frågor om rekrytering, utbildning och stöd av ledare inom ungdomsidrotten. Metod: Det empiriska materialet i studien har erhållits med hjälp av intervjuer och webbenkäter. Enkäterna användes till att styrka upp intervjuerna och därmed tillämpar studien både en kvalitativ och en kvantitativ undersökningsmetod. Resultat: Studiens resultat påvisar att föreningar i studien inte jobbar speciellt aktivt med rekrytering av ungdomsledare. Studien visar även att föreningarna är positiva till utbildning men ställer inga krav på att ungdomsledarna måste gå en utbildning. Däremot uppmuntrar föreningarna ungdomsledarna till att gå utbildningar genom att stå för kostnaden. Flertalet av ungdomsledarna i idrottsföreningarna är ideella och får stöd i form av bland annat utbildningar. / Problem: Today it is common for sports clubs to recruit parents of different leadership roles within child and youth activities. For many parents, it means that they get their first leadership role. Some parents feel comfortable right away in their role as leaders while others do not. Since almost all the children and youth in Sweden have contact with the sport, it provides sports leaders ample opportunity to educate and influence young people. This leads to the importance of sports clubs how they work with recruitment, education and support for their youth. Purpose: The purpose of this paper is to examine the sports movement's work with leadership support to the youths. More specifically, it is about how the width and elite clubs at the local level are dealing with local questions about recruitement, education and support of leaders in youth sport.    Method: The empirical data in the study was obtained through interviews and web surveys. The surveys were used to strength up the interviews and thus apply the study, both a qualitative and a quantitative survey. Results: Our results demonstrate that sports clubs in the study do not work especially actively recruiting youth. The study also shows that sports clubs are positive to education, but do not demand that the youth leaders must attend an education. However, encourage sports clubs youth leaders to attend education by standing for the cost. Most of the youth leaders in sports clubs are nonprofit and receive support in form of education.

Recruiting and retaining an adequate share of the UK workforce is vital to meeting the construction industry's demands and sustaining its current growth. This requires the industry to attract new employees, adopt a proactive approach to Human Resource Development (HRD) and the formulation of effective retention strategies. Career development programmes are required which can align the industry's needs with the career expectations of the individual employee. However, despite the importance of such schemes to the trade and craft occupations, most research devoted to career development has a professional and managerial focus. A need to redress this imbalance has been compounded by a variety of factors such as the scarcity of skilled people, falling recruitment levels and high employee turnover rates. The overall aim of the work reported in this thesis is to develop an understanding of trade and craft career dynamics. The information can be used as a framework for supporting specific career management and career development initiatives, which in turn will serve to actively encourage skill development, attract new employees and retain the services of the current workforce. Drawing on the conceptual languages of extant "Careers" and "Human Resource Management" theory, the research adopted an ethnographic research approach. An iterative multiphase research design framework was utilised, involving a combination of research paradigms. These quantitative and qualitative methods included: a questionnaire of 563 informants; discussions with 54 groups of trainees; and 88 indepth interviews with both New Entrant Trainees (NETs) and Qualified and Experienced (QE) construction workers. By encouraging systematic narrative accounts of the attitudes, behaviours and idea systems of the actors involved a better understanding of the nature of trade and craft employment was developed. Combining and comparing the fmdings of both datasets (NETs and QEs) and relating this to the outlined theoretical perspectives sheds new light on the career dynamics within the industry. The resear_c~-. found that although employees are not comprehensive in their information and search of career options; they do place a high priority on career development. However, career development is limited due to the realities (opportunities and operational conditions) of the industry; which influence attitudes of individuals and their peers. Employees often further encounter a series of career decision errors which affect the employment relationship. The fmdings suggest that good career development practice is capable of helping to attract, recruit and retain a sustainable share of the UK workforce. As such, the fmdings provide a platform from which effective employment strategies can be developed in the future.