Yes / The academic literature widely acknowledges changes and variation in the practices of small firms but only a small amount of empirical work has explored the processes through which HRM practices undergo change. Research has tended, instead, to examine the presence and effectiveness of HRM in small firms and has often viewed this in terms of a deficit model relating such practices to an understanding of HRM derived from larger firms. This chapter focuses on the recruitment and selection and staff payment practices in use in three small services firms to explore the everyday, ongoing detail of their HRM processes and practices. Identifying the different processes through which recruitment and selection and staff payment practices changed in the participant firms provides a base for discussing persistent forms of informality and the lack of stability that reflects the everyday realities of the firms, not only in contrast to their formalized policies but in engagement with them. This chapter advances understanding of selected HRM practices in small services firms after periods of formalization and adoption of HRM policies and practices. The chapter also discusses how developing knowledge of small firms’ HRM practices in this way has implications for researchers and practitioners.

This thesis investigates the impact of implementing an artificial intelligence (AI) model inrecruitment processes, focusing on efficiency and candidate quality. Through quantitativeanalysis, stakeholder insights, and the real-world implementation of the AI model, we assess itsinfluence on time-to-hire and cost-per-hire while examining its precision rate. By detailing thepractical application of the AI model within the recruitment framework, including successes andchallenges, this study provides valuable insights in integrating AI in recruitment. Findingsbalance efficiency gains with sustained candidate quality, informing decision-makers andoffering a foundation for strategic advancements in talent acquisition through the implementedAI model. / Den här rapporten undersöker effekterna av att implementera en artificiell intelligens (AI)-modell i rekryteringsprocesser med fokus på effektivitet och kandidatkvalitet. Genom kvantitativ analys, insikter från intressenter och implementeringen av AI-modellen bedömer vi dess påverkan på tid till anställning och kostnad per anställning. Denna studie ger värdefulla insikter för organisationer som utforskar användingen av AI inom rekrytering. Resultaten balanserar effektivitetsvinster med bibehållen kandidatkvalitet, vilket informerar beslutsfattare och ger en grund för strategiska framsteg inom talanganskaffning genom den implementerade AI-modellen.

Titel: Employer branding i matchningsprocesser - En kvalitativ studie om vilken påverkan employer branding har på matchningsprocessen mellan arbetssökande och arbetsgivare Syfte: Studien syftar till att inventera och beskriva vilken påverkan employer branding har på matchningsprocessen mellan arbetssökande och arbetsgivare vid rekrytering, med utgångspunkt i vad arbetssökande värderar hos arbetsgivare samt vad arbetsgivare värderar hos arbetssökande. Metod: Studien är baserad på en deduktiv forskningsansats med en kvalitativ forskningsstrategi. Vidare tillämpar studien en tvärsnittsdesign med semistrukturerade intervjuer som datainsamlingsmetod. Studien tar avstamp i en etablerad teoretisk grund, vilket har resulterat i identifiering av fyra huvudområden: employer branding, rekrytering, matchningsprocess och arbetssökandes förväntningar på arbetsgivare. De fyra huvudområdena har sedan legat till grund vid utformningen av intervjuguiden. Slutsats: Studiens resultat visar att employer branding har en betydande roll för att uppnå en precis matchning mellan arbetsgivare och arbetssökande. Genom att tydligt kommunicera organisationens identitet kan arbetsgivare attrahera och behålla högkvalificerade talanger. Studien har även resulterat i att en kontinuerlig anpassning av organisationens strategier kring employer branding är nödvändig för att möta förändrade förväntningar på arbetsmarknaden. Ett starkt employer brand differentierar organisationer och bidrar till att säkerställa en optimal matchning mellan arbetsgivare och arbetssökande. / Title: Employer Branding in Matchmaking Processes - A qualitative study on the impact of employer branding on the matching process between job applicants and employers Purpose: This study endeavors to inventory and describe the influence of employer branding on the matchmaking process between job applicants and employers during recruitment, with a focus on the attributes valued by job applicants and employers alike. Method: Employing a deductive research approach and a qualitative research strategy, this study employs a cross-sectional design utilizing semi-structured interviews as the primary data collection method. Rooted in an established theoretical framework, the study identifies four principal domains: employer branding, recruitment, matchmaking processes, and job applicants' expectations of employers. These domains underpin the construction of the interview guide. Conclusion: The findings underscore the pivotal role of employer branding in facilitating precise alignment between employers and job applicants. By articulating the organization's identity, employers can effectively attract and retain highly skilled talents. Additionally, the study underscores the imperative of continually adapting organizational employer branding strategies to address evolving expectations in the labor market. A robust employer brand serves to differentiate organizations and fosters optimal alignment between employers and job applicants.

With a more dangerous international climate the need for states to expand their armed forces has become more prominent. When the supply of volunteers is too low, states turn to conscription in order to fulfill the demand for fighters. This thesis asks the research question; How does the recruitment strategy affect the treatment of recruits within state armed forces? By combining pre-existing theories of rebel recruitment, socialization and militarized masculinity, this thesis argues that utilizing conscription as recruitment strategy increases the amount of mistreatment recruits face. To explain the causal relationship between conscription and mistreatment, a perceived lack of commitment to the ideals of militarized masculinity is proposed as the causal mechanism. Due to the masculinity norms mentioned within the causal mechanism, the thesis argues that female recruits will face high levels of mistreatment independently of recruitment strategy. Utilizing a structured, focus analysis method, the thesis tests this theory on three different time periods within the Swedish armed forces history. The empirical data used was decisions made by the Swedish armed forces disciplinary board. The empirical evidence gives minor and inconclusive evidence in support of the theory. Unnecessary endangerment of recruits increases with the use of conscription.

Studiens syfte var att undersöka och få en djupare förståelse för rekryterares uppfattning av AI som rekryteringsverktyg. För att besvara syftet genomfördes semistrukturerade intervjuer med sex respondenter vars huvudsakliga arbetsuppgift var rekrytering. Intervjuerna analyserades sedan med tematisk analys där tre huvudteman med respektive underteman identifierades. Huvudresultatet visade på att respondenterna varken litar på sig själva eller på AI till hundra procent, de belyser vikten av att människor ska ta dem slutgiltiga besluten samt identifierades en oro kring teknikens framfart. De beskrev även att AI är viktigt för att vara konkurrenskraftig då det finns andra aktörer på marknaden som tävlar om samma kunder, det krävs då att leverera kvalitetssäkra och effektiva processer. Sammantaget har AI gjort stora framsteg inom rekryteringsvärlden och används på olika sätt för att optimera processen, trots att verktygen idag inte fungerar felfritt är det effektivare än att inte använda dem.

The successful regeneration of mature oak (<i>Quercus</i> spp.) forests is thought to be dependent on the presence of oak advance regeneration. However, the advance regeneration must be of sufficient size and density for oak to be competitive and become a dominant species after harvest. The presence of a dense midstory canopy of shade tolerant species has been implicated with the poor development of oak advance regeneration. Understory Vegetation Control was conducted in 1994 in average quality (SI₅₀ 17.7 - 21.9 m for upland oak) southern Appalachian forest stands to determine the effects on oak (<i>Quercus</i> spp.) and maple (<i>Acer</i> spp.) advance seedling abundance, growth, and development. Three study sites were located in southwest Virginia, and the following two treatments were implemented at each site: Understory Vegetation Control (UVC) and Control. Permanent sampling plots and individual seedlings were located to quantify the density, recruitment, and growth of advance regeneration. Competing vegetation was significantly reduced after one year by the UVC treatment, where the mean relative change in the sum of the heights of competing stems between 1 and 5 m in height was -15.9 percent for the UVC plots vs. 22.8 percent for the Control plots. Neither oak seedling recruitment nor height growth was enhanced by the UVC treatment after one year. Insufficient time has elapsed to allow for a growth response, or to determine if seedling recruitment will be enhanced by UVC. Several years may be required to determine if the UVC treatment can enhance the growth and competitive status of oak regeneration. / Master of Science

The use of artificial intelligence (AI) tools is rapidly increasing in organizations worldwide. The purpose of this cross-sectional experimental study is to compare perceptions of procedural fairness and perceptions of discrimination based on sexual orientation in AI-assisted versus human recruitment processes. Using vignettes, we asked participants (N = 278) to assess recruitment processes and fictional applicant’s LinkedIn profiles where sexual orientation was signaled. In more detail, after participants were informed about the negative decision made either by the AI tool or the human recruitment team, they were asked to report their perceptions of procedural fairness and perceptions of discrimination based on sexual orientation. We used independent samples t-tests and two-way ANOVA to analyze our main hypotheses. Our findings reveal that AI-assisted recruitment processes are perceived as less procedurally fair than human recruitment processes. In contrast, the results indicate that AI-assisted recruitment processes are perceived as less discriminatory for non-heterosexual applicants compared to heterosexual applicants. The findings cover a gap in research on perceived discrimination based on sexual orientation in AI-assisted recruitment. Moreover, by shedding light on the complexities of perceptions concerning AI-assisted and human recruitment processes, our findings underline the emerging need for organizations to invest in AI literacy, increase employees’ AI familiarity, and openly commit to AI legislation. Lastly, our findings may provide insights for informing talent acquisition strategies, learning and development programs, and diversity, equity, and inclusion initiatives in digitized companies. / <p>The final thesis submission was on the 02.06.2024 however, the final seminar including the thesis defence was on the 21.05.2024.</p><p>Please find the datasets (raw and cleaned) and all further supplementary materials on OSF, these are hyperlinked in the final document.</p>

Historically, the journalism industry has not had a standardized way into it, but rather flaunted the alternative methods of entering the industry. By interviewing ten employers at Swedish news organizations, this thesis aimed to investigate the importance of journalism training. This, in relation to the professionalization of the industry and how employers create boundaries between journalists and others, which was analyzed using the theory of professionalization and boundary work. The development of the industry is mainly explained by the evolution of the internet and changed media landscape. The results showed that, whereas employers value alternative ways into the industry, journalistic education is becoming increasingly more important. Employers unanimously value journalistic education for equipping aspiring journalists with essential knowledge about ethics, fostering professional unity and legitimacy. Highlighting the significance of maintaining the journalistic mission, it was noted that journalistic education could serve as a boundary between “real” journalists and “others”, based on their attitude towards responsibilities and characteristics. Hence the importance of including the requirement “education or equivalent” in job listings, to ensure that the applicants had basic knowledge about the job. Employers also recognize the importance of diversity in media representation, viewing non-traditionally educated individuals positively. They advocate for improved practical education and market alignment. This research offers vital insights for both aspiring and established journalists, signaling a shift towards a future where trained professionals dominate the field, ensuring its continued growth and adaptability.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration / M. Admin.

Bakgrund: Att rekrytera rätt person till rätt plats är en utmaning och att göra en felrekrytering kan vara kostsamt. Därför är det av stor vikt att utföra ett välarbetat rekryteringsarbete i syfte att försöka hitta den kandidat som kan matcha organisationens behov bäst. Föreliggande studie behandlar rekrytering inom säsongsbetonad turistverksamhet och har inriktningen åter-rekrytering. Att kunna åter-rekrytera personal från tidigare säsonger har en stark ekonomisk fördel i att det leder till minskade rekryterings-, introduktions- och utbildningskostnader som medföljer en lägre personalomsättning. Att kunna åter-rekrytera personal från tidigare säsonger gör även att organisationen får tillbaka kompetens gällande arbetsuppgifter som blir en strategisk fördel för organisationen. Syfte: Syftet med denna studie är att identifiera grundläggande faktorer och förklara de drivkrafter som finns för att vilja återvända till säsongsbetonad turistverksamhet. Metod: Då denna studies syfte är att identifiera och förklara vårt problemområde baseras studien på en kvantitativ metod. För att kunna identifiera faktorer och förklara för vilka drivkrafter som ligger bakom återvändande till säsongsbetonad turistverksamhet har vi valt att göra en fallstudie på en sådan verksamhet. Studien är baserad på en enkätundersökning riktad till återvändande säsongspersonal utförd i en säsongsbetonad verksamhet. Resultat och slutsats: Studien visar att alla de undersökta fyra dimensioner av motivationsfaktorer visat indikation för att vara motiverande för återvändande säsongspersonal. Det har i föreliggande studie framkommit att motivationsfaktorer är individuella men studien har kunnat påvisa hur viss majoritet av respondenterna ändå motiverats av samma eller liknande motivationsfaktorer. Vidare kan konstateras att traditionella motivationsteorier kan behövas kompletteras med dessa fyra dimensioner för att kunna förklara vad som motiverar individer i att återvända till säsongsbetonad turistverksamhet. / Background: To recruit the right person to the right place in an organization is a challenge and making a bad recruitment could be costly. That is one of the reasons why a well-done recruitment work in order to find the right candidate for the organizational needs is very important. This study deals with the recruitment of seasonal tourism organizations and has its prime focus on retention of seasonal employees. Being able to re-recruit employees from previous seasons has a strong economic advantage when it comes to decreased recruitment-, introduction- and education costs that follows with a lower staff turnover. To re-recruit employees from previous seasons does also make the organizations get back the lost competence that is lost with a leaving employee, this becomes a strategic advantage for the organizations as well. Purpose: The purpose of this study is to identify basic factors explaining the driving forces for wanting to return to seasonal tourism organizations. Method: As the purpose of this study is to identify and explain our problem area this study is based on a quantitative method. In order to identify factors and explain for which driving forces lies behind the return to seasonal tourism organizations we have chosen to do a case study on such organization. The study is based on a questionnaire survey that was performed by the returning seasonal staff in the earlier mentioned organization. Results and conclusion: This study shows that all four of the examined dimension of motivational factors did displayed indications of operating as motivators for the individuals. The present study has revealed that motivational factors are individual and this study has shown that some majority of the respondents yet has been motivated by the same or similar motivational factors. Further, this study found that traditional motivational theories could need to be supplemented with the four mentioned dimensions of motivational perspectives to be able to explain what motivates individuals to return to seasonal tourism organizations.