This study is concentrated in recruitment strategies and finding the right competence for firms establishing in transition economies. The study is conducted with six Swedish companies operating in Russia and the Baltic States. Thus, this is a qualitative study in order to identify the different strategies used by the companies and why or why not they have been successful. Furthermore this study is based on in-depth interviews that give us the dimensions we need to solve the issue of recruitment in transition economies.  In conclusion the study shows us that major companies have issues when recruiting personnel in Russia and also a guidance what should be done in order to be as successful as possible in process of recruitment.

One of the challenges facing interns and faculty in family medicine residencies each year is finding ways to accurately assess baseline skills and begin the process of providing effective training for residents who come from a wide variety of educational programs and professional experiences. For the past two years our orientation process has included a focused evaluation of interns in each of the areas of the ACGME core competencies. The use of OSCEs, Human Patient Simulator scenarios, observed physical exams, practice In Training Exams, EKG interpretation, and competency-based self assessments provides both interns and faculty with a good understanding of strengths and deficits and leads to an early opportunity to structure experiences designed to optimize those critical first few months of residency.

Business leaders’ recognition of the increasing shortage of skilled workers to meet industry demand is a business problem. The purpose of this multiple case study was to explore strategies that business leaders used to recruit skilled workers at 3 manufacturing facilities in South Carolina. The human capital theory was the conceptual framework used for this study. Data were collected from face-to-face interviews with 3 business leaders who demonstrated successful recruitment strategies, a focus group of 4 skilled manufacturing employees hired during the time period of 2018-2019, and a review of company documents. Data were analyzed using Yin’s 5-step process. Six key themes emerged from data analysis: competitive wages and benefits; clean, safe, and stable work environment; employee investment and on-the-job training; use of recruiting agencies and skilled recruiters; strong community relations/image; and industry competition. The implications of this study for positive social change include the potential to provide significant knowledge and skills to manufacturing leaders conducive to the success of recruiting skilled workers to meet their needs. By meeting the demand for skilled manufacturing workers, organizations could boost their bottom line by increasing productivity and sales. Because of greater profits, business leaders could increase their contribution to the community with stable employment and the creation of additional jobs through supplier initiatives.

Yes / Challenges in the recruitment and retention of care workers is a long-standing issue [1]. However, these challenges have worsened during the Covid-19 pandemic. In October 2021, there was an average staff vacancy rate of 17% [2], and in November 2021, care homes feared they would lose around 8% of their care home staff as a direct result of the policy of vaccination being a condition of deployment in care homes [3]. This has profound impacts, not only on those in care homes and receiving care at home, but on the health service as a whole, with 33% of social care providers limiting or stopping admissions from hospital [2]. Therefore, this review was undertaken to identify learning about how to support recruitment and retention of care workers during the pandemic. Methods: To identify strategies that are currently being used to support recruitment and retention of care workers, a Google search was undertaken, combining termsthat referred to the setting or role (“social care”, “care worker”) and the topics of interest (recruitment, retention), and for some searches adding in terms that referred to the type of literature being sought (“case study”). Through this, we identified that research on recruitment and retention of care workers since the pandemic was already being published and so a search was also undertaken on Google Scholar for research published since 2020. This was supplemented by a review of websites recommended by an expert working in the area: Care England, National Care Forum, Care Forum, Care Choices, Care Workers Charity, National Association of Care & Support Workers, and Skills for Care. We also reviewed the websites of NHS Confederation, NHS Employers, and the Local Government Association. Inclusion criteria were reports that included recommendations and/or examples of strategies to recruit and retain the social care workforce. While we focused on reports published since the start of the pandemic, given that recruitment and retention of care workers is a long-standing challenge, we also included some significant reports that were published before then. A number of the documents included did not provide a publication date. While many of the reports identified discussed the problems that have led to the social care workforce crisis, we limit our discussion of these in this report, instead focusing on possible solutions. Findings: From the Google and Google Scholar searches, 190 records were screened and 22 potentially relevant documents were reviewed in detail for possible inclusion. Alongside this, seven potentially relevant documents from the websites listed above were reviewed in detail for possible inclusion. From this, 21 relevant documents were identified and included in this review. These included seven documents reporting case studies, one Government report, one report based on a survey of employers, four reports based on surveys of care workers, two reports based on interviews with stakeholders, one report based on interviews and focus groups with care workers, managers, and commissioners, and one based on interviews with care workers. It quickly became apparent that potential strategies for improving recruitment of care workers were closely interlinked with strategies for improving retention of care workers. Below we consider those strategies relevant to both, before moving on to consider specific recruitment strategies and strategies focused specifically on increasing retention.

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Organisations strive to gain competitive advantages and there is an increasing demand for more advanced technology in today's dynamic and complex environment. The importance of engineering is increasing in the global world, which leads to a higher demand of professional engineers. They represent among the hardest roles to fill. The short supply of engineers, the high employment rate and low unemployment rate among engineers in Sweden makes it difficult for companies to attract them. This issue is often described as ‘The War for Talent’. The War for Talent is a greater issue for organisations within the public sector because of negative prejudices, reputations and stereotypes. This and the fact that there are limited resources for marketing within the public sector when they are funded by the government, make it difficult to compete with organisations within the private sector. The public sector in Sweden is relatively large, and The Swedish Transport Administration is a large company within the public sector that need to prepare for the war for talents among companies within the private sector. The purpose of this research is to investigate work value preferences of professional engineers and important recruitment aspects to consider, when choosing an employer. To deal with the war of talents effectively, the concept of employer branding has been developed as an effective organisational strategy for employment. In the report, we will study the concept of employer branding and the employer branding process, work value preferences and important recruitment aspects to enhance understanding of how companies can attract professional engineers in Sweden, to initiate a career within the public sector. Our data collection was through qualitative interviews with eight professional engineers, both from the private and the public sector. Our study developed an adapted framework with work values preferred by Swedish professional engineers that can be used as a guide to help and enable to attract and recruit engineers towards the public sector. We found differences between the public sector and the private, and six core values preferred by Swedish professional engineers, where organisations in the public sector should put a certain emphasis on two of them. There were some certain preferences among recruitment channels, and we found that recruitment strategies could enhance, improve or damage the brand and that the corporate reputation affects the opinion of the company. We also have some specific recommendations towards the case company.

The purpose of this multiple case study was to explore strategies that healthcare facility leaders in Central Minnesota use to recruit and retain qualified nurses. Participants were 6 healthcare facility leaders including 2 nursing directors, 2 human resource personnel, 1 nurse supervisor/administrator, and 1 nurse recruiter who had the knowledge and experience in recruitment and retention of Registered Nurses (RNs) in healthcare facilities in Central Minnesota. The Herzberg 2-factor theory was the conceptual framework. Semistructured interviews were used to collect data. Data were analyzed using Morse's 4 steps data analysis process. The major themes were recruitment strategies and retention incentives. The recruitment strategies were the various hiring methods participants used to attract and gain RNs, and the retention incentives were the benefits that motivated and retained RNs. Participants relied on both recruitment strategies and retention incentives to manage the shortages of RNs. The results provide healthcare facility leaders with additional information about how to successfully recruit and retain qualified RNs, which may lead to a larger and potentially satisfied nursing population. Social implications include strengthening the nursing workforce, increasing productivity for healthcare facilities, providing better customer service and increased patient satisfaction, and contributing to more satisfied RNs and families, as well as helping the local communities and the economy.

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Text in English / The organized and sophisticated way in which criminal targets conduct the crime of drug trafficking, necessitates the use of undercover agents in undercover drug trafficking criminal investigations. The goal of this research was to determine how agents should be recruited and managed for undercover drug trafficking criminal investigations. The correct recruitment and management processes when dealing with agents in undercover drug trafficking criminal investigations, which enable investigators to follow a logical sequence, was explored by the researcher. The entire recruitment process of agents in undercover drug trafficking criminal investigations was discussed, from studying the criminal target, identification of a suitable agent and then the recruitment process itself. Legal aspects and administrative processes to be utilized to manage agents were discussed. The researcher utilized national and international literature sources to gather new and current information on the recruitment of agents in undercover drug trafficking investigations. Interviews were conducted with retired and experienced former South African Police Service (SAPS) officials who managed and recruited agents during their employment in the SAPS. The general purpose of this research was to provide practical recommendations on the best practices for the recruitment and management of agents in undercover drug trafficking criminal investigations. / Police Practice / M.Tech. (Forensic Investigation)