Since women started working alongside men, there have been expectations of how men and women should act in work life. A factor that has a crucial impact where men and women end up in their working life is the recruitment process. The aim of this study is therefore to investigate how female recruiters perceive the cooperation with male versus female clients. We ask how female recruiters in the staffing industry experience and relate to M versus F clients, and how female recruiters in the staffing industry view gender in the recruitment process. Previous research has investigated the female role in working life and employment through the staffing industry. This study, which uses qualitative semi-structured interviews, focuses on the female recruiters’ perspective within this industry. The result shows that women are well aware of how they present themselves to different clients through clothing and language use. The result also showed a certain awareness of the effect of the client's gender. In summary we can see that there are different expectations on the genders within the staffing industry which contribute to conditions of salary and job promotion differences between the genders. / Sedan kvinnor tog sig in på arbetsmarknaden har det funnits förväntningar på hur män och kvinnor ska bete sig i arbetslivet. En avgörande faktor av vart kvinnor och män hamnar i arbetslivet är rekryteringsprocessen. Vårt syfte är därmed att undersöka hur kvinnliga rekryterare upplever samarbetet med manliga respektive kvinnliga kunder. Våra frågeställningar berör hur kvinnliga rekryterare i bemanningsbranschen upplever och förhåller sig till manliga respektive kvinnliga kunder och hur kvinnliga rekryterare i bemanningsbranschen ser på genus i rekryteringsprocessen. Tidigare forskning har undersökt kvinnans roll i arbetslivet samt anställning genom bemanningsbranschen. Denna studie, som använder kvalitativa semi-strukturerade intervjuer, berör då kvinnans perspektiv som rekryterare inom denna bransch. Resultatet av intervjuerna visade att kvinnor är väl medvetna om hur man framställer sig för olika kunder, genom klädsel och hur man pratar. Resultatet påvisade även en viss medvetenhet kring påverkan av kön hos kunderna. Sammanfattningsvis kan vi se att det förefaller olika förväntningar på könen inom bemanningsbranschen vilket bidrar till olika förutsättningar för befordran och löneskillnader mellan könen.

Approved for public release, distribution is unlimited / The Recruiter Assessment Battery (RAB) is a predictive test being developed by Navy Personnel Research Studies and Technology (NPRST) to aid in the selection of U.S. Navy recruiters. This thesis analyzes the predictive accuracy of the RAB. Data were gathered from Commander, Navy Recruiting Command (CNRC) and the Defense Manpower Data Center (DMDC) for a sample of recruiters on duty in 2003. Data on the recruiters' RAB score, monthly production, and Naval Recruiting District (NRD) characteristics were obtained from Commander, Navy Recruiting Command (CNRC). Demographic information on the recruiters was obtained from DMDC. Multivariate models were estimated to determine the effects of the RAB score on the average monthly production of recruiters. The results of the models showed that the RAB score is positively correlated with recruiter productivity. The models also indicated that neither NRD characteristics nor personal demographic characteristics affected the relationship between the RAB score and recruiter production. The results of the study suggest that the RAB can be used to predict recruiter productivity. Further research should be conducted on implementing the RAB in the recruiter selection process. Additionally, the relationship of RAB score to recruiter productivity and personal demographic characteristics should be investigated more extensively. / Lieutenant, United States Navy

No description available.

Approved for public release, distribution is unlimited / This thesis examines the process by which enlisted goal shares are generated by Commander, Navy Recruiting Command (CNRC) and assigned to Navy Regional recruiting commands. Through use of an econometric goaling and forecasting model employed by CNRC and a less complicated weighting system used by Regions, goal shares are generated using factors believed to accurately predict future recruiting success. The factors used in the new contract prediction model include local economic conditions, population demographics, and recruiting resources. This thesis evaluates these factors to obtain a clear understanding of how each affects the establishment of goal shares. The various levels within the recruiting organization are analyzed, to include a discussion on how each of these levels prioritizes assigned goals, specifically accessions and new contract objectives, and the reasons why these priorities differ across levels within the organization. The thesis analyzes the role of past production data and Production per Recruiter (PPR) in establishing goal. Recruiter incentives and potential impacts of these incentives on the attainment of quality contracts are also discussed. Finally, the accuracy of CNRC forecasts is evaluated and recommendations are made to help ensure the continued success of these forecasts well into the future. This thesis finds CNRC's goaling forecasts to be quite accurate; however, with more precise data for a few specific variables within the goaling model, it is believed the accuracy of forecasts could be improved. Additionally, this thesis finds that due to current recruiter incentives, recruiters may not be motivated to contract the best possible candidates for enlistment at all times. / Lieutenant, United States Navy

The aim of the thesis is to analyze personnel activities of employee recruitment and selection in Mafra, a.s. company and propose recommendations to enhance effectiveness of these activities. The theoretical part defines the theoretical basis of personal work, personal activities of recruitment and selection of employees and the profile of the modern recruiter. The practical part contains analysis of the activities of recruitment and selection of employees, own research conducted in the form of a questionnaire and an interview with company recruiter. In the last section recommendations to increase the effectiveness of personnel activities are designed based on the analysis and research.

In order to be hired, an applicant is expected to possess and live up to a variety of requirements. Though competences such as previous work experience and levels of studies are easily presented and measurable, this presumably may not be the case of more inexplicit information such as people's personalities and attitudes. The purpose of this study is to understand how recruiters value and determine personalities of candidates applying for executive positions. Furthermore it seeks to examine how recruiters handle potential challenges with trying to determine these personalities. Addressing these questions, we integrate semi-structured interviews with recruiters and an analysis of 100 job advertisements for executive positions. The interviews were performed with 6 highly qualified recruiters possessing substantial experience in recruitment regarding executive positions. Found was that recruiters do not seek to determine personalities, but rather personality traits relevant to the job position in question. These personality traits were something that recruiters argued being taken highly in to consideration when determining who to hire. In order to determine these traits, recruiters proposed several methods. Usually, a personality test filled by the applicant set the tone for the rest of the recruitment process. The recruiters alleged that the result of the test formed behaviour related questions during the job-interview regarding the personality traits of interest. Another method used, which had a clash of believed validity, was the estimation of applicants personality traits by looking at their behaviour during the actual interview. The challenges with trying to determine these personality traits proved to be 1) Misunderstandings between applicants and recruiters 2) Differences in applicants love of ease and skill regarding the job interview as a format 3) Candidates telling outright lies. In order to avoid misunderstandings recruiters asked candidates to give examples from real life experiences. To handle the risk of candidates being skillful in doing interviews a trial of employment was used so that the recruiter had a chance to evaluate the candidate in its executive position. The risk of applicants telling lies was resolved by either a) Trying to explain as little as possible regarding the job, so that the applicant would not be able to form their answers b) By asking follow up questions regarding the personality traits of interest without revealing what was looked for.

En studie visar att endast var fjärde arbetsgivare uppger att lagändringen från 2017, som säger att arbetsgivaren ska främja etnisk mångfald, har förändrat deras arbetssätt. Trots den brist på kompetens inom flera branscher, exempelvis att det år 2020 saknas 50 000 ingenjörer på den svenska arbetsmarknaden, visar studier att etnisk diskriminering förekommer. Detta ledde till vårt syfte som var att undersöka hur rekryterare förhåller sig till etnisk mångfald i deras praktiska arbete. Våra frågeställningar berörde bland annat hur fenomenet genomsyrar rekryterarens praktiska arbete. Det gjordes en kvalitativ studie och intervjuade rekryterare från olika företag i en större stad i Sverige. I resultatet har det framgått att nyanställda inte har fått utbildning om etnisk mångfald och det uttrycks som en icke-fråga. Utifrån lärandeperspektivet, anses rekryterare behöva mer organisatoriskt stöd samt möjligheter för att reflektera över hur etnisk mångfald kan förstås i deras praktiska arbete. / A study shows that only every fourth employer states that the change in the law from 2017, which states that the employer need to promote ethnic diversity, has changed their way of working. Despite the lack of expertise in several industries, such as the fact that by 2020 it will lack 50,000 engineers in the Swedish labor market, studies show that ethnic discrimination occurs. This led us to our purpose to investigating how recruiters relate to ethnic diversity in their work. We did a qualitative study and interviewed recruiters from different companies in a larger city in Sweden. The main result has shown that new employees have not received any education about ethnic diversity and it was expressed as a non-question. Bases on the learning perspective, the recruiters need more organizational support and opportunities to reflect on how ethnic diversity can be understood within work.

Syftet med studien är att undersöka huruvida ålder påverkar rekryterares första urval samt få en förståelse för möjliga bakomliggande faktorer till hur åldersdiskriminering kan uppstå. Detta har utförs genom en experimentell metod där rekryterare fritt får resonera och göra urval bland fiktiva ansökningshandlingar. Studien har genomförts med en kvalitativ experimentell forskningsansats där åtta rekryterare har intervjuats på fyra olika organisationer. Studien fokuserar på vilka bakomliggande faktorer som kan bidra till hur åldersdiskriminering kan uppstå vid ett urval. De bakomliggande faktorerna som framkom i studien var att det kan bero de diskurser i form av antaganden och egna värderingar, den interna integrationen i form av företagskulturen samt den externa anpassningen som innefattas av beställaren. / The purpose of the study is to evaluate if age affects recruits first selection as well as to get an understanding of possible factors that may lead to age discrimination. This is performed by an experimental method in which recruiters may freely discuss and make selection among fictional application documents. The study was conducted with a qualitative experimental research approach in which eight recruiters were interviewed at four different organizations. The study focuses on the underlying factors that contribute to how the age discrimination may arise in a selection. The underlying factors that emerged from the study was that it could be because the discourses in the form of assumptions and own values, the internal integration in the form of business culture and the external adjustment included by the client.

No description available.

When asked to identify what characteristics are needed to fulfill an entry level management position in their companies, recruiters replied they were looking for someone “good”. When asked why they are enrolled in a 4 year hospitality program, a student may say to acquire a “good” job. The purpose of this study was to investigate the word “good” as it relates to hospitality industry recruiters in fulfilling an entry-level management position, as well as the hospitality management students perspective of “good” related to acquiring an entry level management position upon graduation from a four year hospitality degree program. This study investigated characteristics, skills, experience, and education of an entry-level manager, as defined by hospitality industry recruiters and hospitality students as “good.” There are opportunities to ensure that development is relevant and valued by both organization and students, through greater understanding of which competencies the industry recruiter is looking for in a “good” entry-level manager. Examples of good practice that enable development of existing talent should be published, in order that industry, academia and college graduates can learn from each other. Industry will ultimately determine the strengths and weaknesses of each four year hospitality degree program, based on whether or not they are able to recruit “good” entry-level managers from the program’s graduates.