Abstract Coming to new job is not that easy, sometimes the feeling of insecurity appears. Working for recruitment agencies includes constant changes of colleagues and places of work and at the same time one has two different managers. Who does the individual turn to when problems occur and who do the employed see as his/her manager? Why do people search for work in recruitment agencies? How does it feel not having a fixed place of work or colleagues and how do the aspects of this affect the employed psychosocial work environment? This is a few questions asked when we tried to find answers on the employed feelings about his/hers psychosocial work environment in a recruitment agency. The purpose of this study was to find a deeper understanding on employees working in a recruitment agency experiences their psychosocial work environment on the basis of social support, demands and control. To find answers on our questions we made a deep qualitative interview with eight employees from a recruitment agency. We had help from the recruitment agency with the selection of respondents from our criteria’s. They had to be from different ages, genders and come from different ethnical backgrounds and the time of employment had to vary between them all. As earlier researches we discovered some deficiencies within the recruitment agency and particularly about the social relations. Coming to demands our respondents has not expressed any despair. On the other hand there are suggestions that the demands are higher from the customer and the stationary employees, than from the recruitment agencies managers. The employed recons they have control over their working situation, based on their right of saying no to assignments that does not appeal them. Earlier research shows that employees within a recruitment agency are employed for an average of two years and that personal turnover is high in this business. Our respondents has worked in this trade of industry for two weeks up to four years and a number of them has been offered stationary employment at customers. All of them have turned them down with the justification about them being comfortable in the recruitment agency business and that the customer has not been appealing. Our conclusion is that the experience of the psychosocial work environment can be seen as good. The positive experiences outweigh the negative experiences. Keywords: Psychosocial work environment, social support, demand, control, consultants and recruitment agency.

The general problem I am addressing concerns the role of the university as an actor for increased equality and democracy. How does this role manifest itself in selecting and recruiting students to the university and how does it influence teaching? The aim of my empirical study is to describe and understand processes and contexts where ethnicity and class are important. The empirical material consists of interviews with students and teachers from the department of law at Uppsala University. To analyze the consequence of ethnical and social diversity I have chosen theories which are founded in a feminist, emancipating and democratic pedagogy with a focus on connected teaching. Connected teaching is the opposite of “banking education”. In banking education the teacher deposits knowledge in the students. To analyse if the student can contribute with different perspectives on perception of knowledge and modes of learning I have studied the acting space and degrees of freedom given the students. My investigation shows that the students thirst for being supplied with the right track to become jurists, and the teachers support this. Social and ethnical background is made invisible, at the same time as it can become an obstacle. Not every student has a voice in the seminar and most of them have not learnt to extend their space for action, but rather have a desire to be taught or just supplied with knowledge. To strengthen the connection between teaching and the intentions in higher education the students should be encouraged, and the barriers against raising one’s own critical voice must disappear. Furthermore, acting space for participation is needed to influence a democratic educational process. The governments’ means to counter uneven recruitment has mainly consisted in increasing the number of educational seats. With the current admission regulations (autumn 2008) higher education will continue to reflect class society on a structural level. Keywords: Higher education, ethnicity, class, democracy, selection, recruitment, redistribution

Despite ample research showing the importance of corporate reputation in recruiting, knowledge about how companies work with employer branding is still limited. This first academic study in this topic is based on a comprehensive empirical data set systematized to a description of employer branding using a grounded theory approach. The description illustrates a process with three phases: brand input, brand support, and brand evaluation. Each phase is related to the messages enclosed in the brand. A comparative analysis of the empirical description and marketing literature shows that the underlying reasoning in branding at the labor market is quite similar to branding at the customer market. However, several important differences were also highlighted, indicating that employer branding is a multi-disciplinary phenomenon. The most surprising difference is a widespread homogeneity in the companies’ employer branding. This contrasts the emphasis on uniqueness in the marketing literature. A further analysis of this finding generated four homogenizing dimensions: time, industry, geography and corporate demographics. Each contains a number of corporate populations with companies similar in the dimension’s point of reference. Since the dimensions are not specific for the labor market a further analysis of the theoretical arguments for heterogeneity and homogeneity was motivated. This shows that there are economic as well as social arguments for both homo- and heterogeneity. From an economic perspective a heterogeneous employer branding creates a cost advantage, because with an attractive unique reputation a company can pay lower salaries than competitors for a given position. On the other hand a homogeneous branding generates cost advantages when the company benchmarks competitors or respects the institutional norms. From a social perspective a heterogeneous branding contributes to a distinct corporate identity, while a homogenous branding avoids social isolation. Consequently, homogeneity provides advantages that heterogeneity does not and vice versa. Companies therefore level the arguments. The balance is more likely to lean towards homogeneity when 1) the companies belongs to the same corporate population in one or many of the homogenizing dimensions and 2) a branding component relatively easily can be benchmarked or is connected with explicit and strong institutional norms. The balancing act signifies that a homogeneous branding is not a product of institutional determinism, but that the corporate populations give rise to different social identities and that the companies according to a logic of appropriateness act in a way that is rational given their specific situation and context. Thus, this logic creates coherent cohorts.

Denna avhandling handlar om hur rekryteringspro­cesser går till. Den handlar särskilt om rekryteringsprocesser där bedömning och beslutsfattande sker i grupper som består av rekryte­rare, linjechefer och blivande kollegor.   Hur hanterar dessa bedömare den mångtydiga situation som en rekrytering innebär? Hur går det till när de diskuterar kandidater och kommer överens om vem som skall rekryteras? Hur fastställer de tillsammans om en kandidat är en ”klockren stjärna” eller ett ”stolpskott”, en socialt kompetent person eller en ensamvarg, en specialist eller en generalist? Vilken roll spelar rekryteringsverktygen i detta arbete? Blir bedömningen mindre rättvis om den sker under en informell diskussion mellan erfarna kollegor än om bedömarna endast tar hänsyn till objektiva fakta?   Dessa är några av de frågor som diskuteras i denna avhandling. Den bygger på studier som omfattar intervjuer med rekryterare och observationer av beslutsmöten där olika bedömare samlas för att diskutera kandidater som sökt arbete och besluta huruvida dessa skall erbjudas anställning. / Diss. Stockholm : Handelshögsk., 2002

Problem:      Vad anser arbetsgivare om vikten av att investera i humankapital genom att anställa välutbildad personal? Vilka kunskaper har rekryterare om ekonomiutbildningarnas innehåll och examensnivåer?   Syfte:            Syftet med denna uppsats är att utreda arbetsgivarnas policy vad gäller investering i humankapital vid anställning, examensnivåns betydelse vid anställning till ekonomitjänster samt rekryterarnas kunskaper om ekonomiutbildningarnas innehåll.   Metod:          En kvalitativ studie som bygger på sekundärdata genomfördes med fem personer som rekryterar ekonomer inom olika branscher. Dessa personer ansågs kunna bidra med relevant information för att besvara studiens syfte. Primärdata sammanställdes vilket sedan ledde till analys och studiens slutsats.   Slutsats:        Högskoleutbildning är grundkravet för att få ett arbete som ekonom men examensnivån har en mindre betydelse. Personlighet och erfarenhet är viktigare och det som premieras är prestationer och ansvarstagande. Arbetsgivare tycker att det är viktigt att investera i humankapital. Graden av hur insatta rekryterare är i ekonomiutbildningarnas innehåll skiljer sig åt. / Problem:      What do employers think about the importance of investment in human capital by hiring well-educated staff? Which knowledge do recruiters have about the content of economy education and degree levels?   Purpose:       The purpose of this study is to investigate employer’s policy when it comes to investment in human capital when hiring, the importance of degree level when hiring employees to economy jobs and the recruiters’ knowledge about the content of economy education.   Method:       A qualitative study, based on secondary data, was carried out with five persons who recruit economists to different industries. These people were believed to be able to contribute to answer the purpose of the study. Primary data were compiled which then lead up to the analysis and the conclusions of the study.   Conclusion:  University education is the basic request to get a job as economist but the degree level has a minor significance. Personality and experience are more important and what’s rewarded is performance and responsibility taking. Employers think that it’s important to invest in human capital. The degree of how much the recruiters are informed about the content of economy education varies.

The freshwater pearl mussel (Margaritifera margaritifera) has declined dramatically throughout its range and is faced with recruitment problems in most of the streams where populations still persist. Human activities, such as forestry and agriculture, are thought to be the main reason for these problems. In this study, spatial information on landscape features along 38 streams with known recruitment status were analyzed in an effort to determine if GIS-tools could be used to identify streams with successful recruitment. Differences in the distribution of various landscape features, measured in stream corridors of 50 and 150 m, and differences in several water chemical factors between streams with and without recruitment were investigated. The distribution of landscape features was also compared with host fish (brown trout) density and any statistically significant water chemical factor.  Both mussel recruitment and trout density were found to be negatively related to clear-cuts, and mussel recruitment was also negatively related to high water color, which has been shown to be correlated with high nutrient content, one of several adverse effects of clear-cutting close to streams. Recruitment was expected to be negatively affected by roads, but no such relationship could be found. Instead, mussel recruitment was found to be positively related to the number of road crossings per kilometer, but the strength of this relationship was questionable. In addition, even though it was somewhat unclear, high proportions of lakes and ponds were found to be positive for both recruitment and high trout density. The results of the study indicate that GIS-tools can be used to find landscape features that affect recruitment of freshwater pearl mussel and they support the belief that forestry activities are an important cause for the decline of the species in Sweden. In addition, the results indicate that leaving protective zones of forest between streams and clear-cuts can be a possible conservation method for the freshwater pearl mussel. / Flodpärlmusslan (Margaritifera margaritifera) har minskat kraftigt i hela sitt utbredningsområde och i de flesta vattendrag där populationer finns kvar sker ingen rekrytering. Mänskliga aktiviteter, exempelvis skogsbruk och jordbruk, anses vara huvudorsaken för dessa problem. Syftet med den här studien var att undersöka om GIS-verktyg kan användas för att identifiera vattendrag med fungerande rekrytering. För att uppnå det analyserades geografisk information om landskapet längs 38 vattendrag med känd rekryteringsstatus. Skillnader i fördelningen av olika landskapsföreteelser, uppmätt i 50 och 150 meters buffertzoner, och skillnader i flera vattenkemiska faktorer mellan vattendrag med eller utan rekrytering undersöktes. Dessutom undersöktes även om det fanns något förhållande mellan landskapsföreteelser och tätheten av värdfisk (öring) och mellan landskapsföreteelser och signifikanta vattenkemiska faktorer. Både rekrytering av flodpärlmusslor och öringstäthet var negativt relaterad till kalhyggen. Rekrytering var också negativt relaterad till hög vattenfärg, som har visats vara korrelerat med högt näringsinnehåll, en av flera effekter kalhyggen nära vattendrag har. Rekrytering förväntades påverkas negativt av vägar, men inget negativt förhållande hittades. Istället hittades ett positivt förhållande mellan rekrytering och antalet vägkorsningar per kilometer, men styrkan av det förhållandet var ifrågasättbar. Dessutom var, om än något otydligt, andelen sjö och damm positivt för både rekrytering och hög öringtäthet. Studien indikerar att GIS-verktyg kan användas för att hitta landskapsföreteelser som påverkar rekryteringen av flodpärlmusslor och den stödjer bedömningen att skogsbruk är en av de viktigaste anledningarna till artens nedgång i Sverige. Dessutom indikerar resultaten att skyddszoner mellan kalhyggen och vattendrag kan vara en möjlig skyddsåtgärd för flodpärlmusslan.

Abstract Introduction Boarders are shrinking, the world becomes more internationalized and the globalization of society has resulted in increasing demands on universities to adjust their education to the labor market. A growing interest among Swedish students to study abroad and re-ceive an international experience has increased as well. The changes in the environment have affected organizations’ recruitment processes and how they manage their human resources. Problem Today an ordinary education is not enough, you need to have something unique, some-thing that makes you stand out in the crowd. As a student you are encouraged to study abroad, and many view this as a possibility to broaden their competence. However, it is not known how future employers value and compensate this experience. Purpose The purpose of this thesis is to examine how university studies abroad are valued when recruiting white-collar workers. The ambition is to provide prospective and current stu-dents with an understanding of the employers’ view of the subject. Method The empirical data have been gathered by using a qualitative approach and face-to-face interviews have been conducted with the human resource manager at eleven medium- and large-sized organizations, located in Norrköping, Linköping, and Jönköping. Conclusions We have come to the conclusion that it is difficult to determine specific competences that are preferable in the selection of white-collar workers, however the candidate’s unique competences are somehow reflected in the personality. Organizations view the study abroad experience as rewarding for the candidates personal development and ma-turity. The university study abroad experience might not be valued higher in the future, but the more knowledge and information available, the larger are the benefits for both the organizations and the candidates.

Introduction Boarders are shrinking, the world becomes more internationalized and the globalization of society has resulted in increasing demands on universities to adjust their education to the labor market. A growing interest among Swedish students to study abroad and receive an international experience has increased as well. The changes in the environment have affected organizations’ recruitment processes and how they manage their human resources. Problem Today an ordinary education is not enough, you need to have something unique, something that makes you stand out in the crowd. As a student you are encouraged to study abroad, and many view this as a possibility to broaden their competence. However, it is not known how future employers value and compensate this experience. Purpose The purpose of this thesis is to examine how university studies abroad are valued when recruiting white-collar workers. The ambition is to provide prospective and current stu-dents with an understanding of the employers’ view of the subject. Method The empirical data have been gathered by using a qualitative approach and face-to-face interviews have been conducted with the human resource manager at eleven medium- and large-sized organizations, located in Norrköping, Linköping, and Jönköping. Conclusions We have come to the conclusion that it is difficult to determine specific competences that are preferable in the selection of white-collar workers, however the candidate’s unique competences are somehow reflected in the personality. Organizations view the study abroad experience as rewarding for the candidates personal development and ma-turity. The university study abroad experience might not be valued higher in the future, but the more knowledge and information available, the larger are the benefits for both the organizations and the candidates.

Syftet med studien är att undersöka om människor som genomgått en utbrändhetsprocess upplever att de under denna tid utvecklats på ett sätt relevant för deras arbetsliv, och sedan med hjälp av teori undersöka om resultatet av denna utveckling kan anses utgöra kompetens. Genom intervjuer med fem personer som efter en tids sjukskrivning för utbrändhet nu själva upplever att de återhämtat sig, framkom att de fått en ny erfarenhet som gett dem insikt i stressproblematik, samhällets regelsystem och rehabiliteringsåtgärder. De har även utvecklat en mer effektiv energianvändning, ökad social kompetens och ökat välbefinnande. I den mån utvecklingen framgångsrikt används i arbetslivet, vilket intervjupersonerna också uttryckte, har den samtidigt inneburit att personerna utvecklat ny kompetens. / The purpose of this thesis is first to investigate whether people who have been through a period of burnout, experience a development relevant to their working life, and then to investigate if the result of this development equals competence according to theory. Interviews with five people, who after a time of absence due to sickness now consider themselves to be recovered, showed that they gained a new experience which in turn has given them insight into issues of stress, regulations of society and rehabilitation. They also developed a more efficient use of energy and improved their social skills and well-being. When the development is successfully used in working life, as the respondents declare, they have also developed new competence.

Abstract Title: Gender equality – of course! A qualitative study on gender equal recruitment at a university Author: Ingrid Öhlund Several studies show that the division of gender in Swedish universities is uneven. Since universities are important organizations where our future citizens get their education and become socialized, I found it interesting to investigate how a Swedish university handles the gender equality issue in the process of recruitment. The aim of this study was to contribute with a higher level of knowledge and understanding about the recruitment process out of a gender equality perspective. The aim was also to identify which stages of the recruitment process that was vulnerable out of a gender equality perspective. To examine this, these following questions were put: Which struc-tures may seem prohibitive when it comes to recruit gender equal? and Which stages in the pro-cess is vulnerable out of a gender equal perspective?. Weber's bureaucracy model and also institutional theory with concepts such as legitimacy were used to explore the subject. To carry out the study, a qualitative method with interviews was used and seven persons with different experiences of the recruitment process participated. The result shows that there are several vulnerable stages in the recruitment process and that there are structures that may seem prohibitive from a gender equality perspective. There is a discrepancy between how the documents present the work with gender equality and the actual behavior in the organization. Another vulnerability that emerges from the study is that knowledge and information were not communicated and spread out in the organization. There are ambiguities in the routines and uncertainties on how you can, or cannot, write the employment profile to attract candidates. The commitment to gender equal recruitment is often a matter of personal interest. However, the results show that nobody opposes the issue of equality as an important matter. The results were further analyzed by using the concepts professional bureaucracy, meritocracy, inertia, legitimacy and decoupling. Keywords: Gender equality, University, Bureaucracy, Recruitment process, Meritocracy