The purpose of the work is a description and analysis of the employee recruitment and selection process and of the methods used during this process in a specific company and a critical evaluation (i.e. identification of the strong and weak points) of the process and methods used during the recruitment including presentation of the proposals on how to resolve the deficiencies are outlined. In the first part is briefly introduced the company, where the respective fieldwork occurred. The following (crucial) part is divided into two chapters which are focused on the recruitment (sources, methods and process) and later selection (criterions, methods and process) of the employees and the evaluation of effectiveness of the recruitment. This work also shortly defines the impact of the financial crisis on the employee recruitment and selection process. In the conclusion are mentioned the strong and weak points of the whole process and methods used during the recruitment process and the proposals on how to resolve the deficiencies are outlined.

The purpose of the study is to create an understanding of whether, and in such cases how, employers in IT-firms examine jobseekers' social media as a part of the company's recruitment process. The study has been limited to recruiters in the IT-industry as it was considered extra interesting to examine the recruitment process related to social media due to the technical skills that are required within the IT industry. The choice of industry was also based on the fact that it is estimated that 70.000 new employees will be needed until the year of 2022, to meet Sweden's demand of employees within the IT-industry. Ten respondents with various positions in different IT-firms, that are responsible for the recruitment process, have participated in the study through semi-structured interviews. The conclusions drawn from the respondents' answers in relation to the theoretical framework are that all respondents actually examine job seekers' social media. This is done regardless of whether the company has considered that this is something that should be avoided or not. It was shown that the recruiters examined the job seekers' social media by their own initiative rather than on the basis of established guidelines. It did not appear that any specific guidelines nor policies existed or was used by any company regarding the review, and neither that there exists any form of internal dialogue regarding any specific approach. The majority of the respondents performed the review of social media in the final stages of the recruitment process. It has, however, been shown that the review is not used as a decisive decision in the recruitment process, rather as a complement for the overall picture. Even so, it turned out that there is content on social media that could have been decisive, but this only applies to individual cases where the content was considered extreme. Examples of such content were strong political statements that for instance regarded racism or other statements concerning inequality.

With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.

The focus of this paper is to explore the recruitment process for board members, and board member choices in family firms in Sweden. It was found that the board member re- cruitment process is a field with low amount of research. This is the main argument upon the construction of this study. Previous research also argue that most family businesses are small, which increase the likelihood of finding firms without an active board, or with low professionalism in the board. Through a case study, four Swedish family firms were interviewed in order to identify the board composition, board governance and board recruitment process at these firms. The firms represent different sizes, sectors, and stages of growth, being a small company with two employees and SEK 1.7m annual revenue, to a large company with 1200 employees and SEK 8bn annual revenue. These companies were then analysed through both the agency theory, and the stewardship theory, using previous research as foundation and sup- port. The findings show that the most desired board member characteristic are knowledge within the sector the firm is operating in, as well as trustworthiness. All of the interviewed com- panies saw their board as more of a function to advise the family, rather than to monitor the managers, and having extensive knowledge from the sector is of relevance when giving advice. The members of these boards were recruited using the networks of the CEO, or us- ing consultancy firms to help finding potential members. Lack of trust was identified as a potential issue in board member recruitment, as the member will gain access to valuable in- formation. This led to the obstacle of letting external members in on the board. This ob- stacle, however, is recommended to be overseen as all CEO’s that were interviewed em- phasized the benefits of recruiting external members to the board, arguing that the benefits of having external members in the board outweighs the potential costs.

5 Abstract This diploma thesis titled as Attraction and recruitment of university graduates: different perspectives of interested parties discusses the possible implementation of graduate recruitment within different organization. The text is divided into a theoretical part, which outlines the basic terminology and describes human resource activities connected with graduate recruitment and possible psychological profile and characteristics of graduates. The following chapters discuss situations that affect the perception of graduates in the labour market. The last chapter describes the available studies and investigations related to the evaluation of processes by participants. The empirical part focuses on the recruitment and selection of graduates in five different companies. The qualitative approach was used and semi-structured interviews were held with recruiters and graduates. The empirical part includes a comparison of processes in different companies, evaluate websites in the context of graduate recruitment and discuss the aspects of these processes, such as the perceived length of selection procedures, salary expectations of graduates and among other findings, what was most important to graduates when considering job offers. Keywords: Recruitment process, graduate, perception, candidate experience,...

The diploma thesis deals with recruitment process in organizations and its perception by graduate candidates. The aim of the diploma thesis is to identify factors in recruitment process that graduate candidates perceive as relevant for making judgments about the organization. Firstly, the thesis introduces a framework of knowledge in the area of recruitment process, its strategy and methods complemented by ethical standards and employer branding conception. Characteristics of the target group of candidates are also introduced with emphasis on Generation Y specification, as graduate candidates are part of this group. Significant part of the work is represented by current findings on the topic of candidates' perception of the recruitment process and factors that are positively or negatively influencing their perception of the organization. Empirical research with mixed research design is also a part of this thesis, and its aim is to investigate the recruitment process in relation to both candidates and HR professionals, to get a holistic view on the topic. Key words Recruitment process, candidates, graduate candidates, organization, employer branding.

The presented master thesis is an exploratory, multiple case study that analyzes the recruitment practices and their respective processes in five family firms located in the Southern part of Germany. A strong HR function inside a company is necessary to stay competitive in the market and survive in the long-run. Hereby recruitment is an important field of research because firms depend on their employees who are ultimately the vital factor in running a successful business. Recruitment is an ongoing process in a dynamic business world and a very crucial responsibility of HRM inside the organization. Especially due to the strong family involvement, commitment to the localities, overlap between financial and nonfinancial goals, and a deeply ingrained business culture based on the family founders’ values, establishing an effective recruitment process is even more important in family than in nonfamily firms. Thus, this study aims at exploring and researching individual characteristics associated with the recruitment practices and tries to display the main influencing factors in the recruitment process of the studied firms. Through analyzing secondary and primary data collected with the help of semi-structured interviews, the authors were able to gather insightful data from CEOs and HR representatives in order to draw comprehensive conclusions regarding how suitable employees are recruited in family firms. The results show that the person-organization (P-O) fit is a main component which family firms try to assess in their applicants. Personality and the fit to the respective business culture, apart from the actual skill-set, is an additional requirement for being recruited. Through various recruitment channels, strategies, and assessments the family firms try to use the construct of familiness to their advantage and benefit.

Background: The world is constantly becoming more prone to technology due to globalization which implies organizations have to stay up to date in order to be competitive. Human Resource Management (HRM) is more important than ever, especially with a focus on the recruitment of new employees which will bring skills and knowledge to an organization. With technological advances also comes the opportunity to streamline activities that previously have had to be carried out by humans. Therefore, it is of the highest importance to consider and evaluate the impact technology might have on the area of HRM and specifically the recruitment process. Purpose: The purpose of this thesis is to research the implications that technological advancements, in particular Artificial Intelligence (AI), have for the recruitment process. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as what the implications would be of having AI within recruitment. Method: This thesis uses a qualitative study with semi-structured interviews conducted with eight international companies from all over the world. It is viewed through an interpretivism research philosophy with an inductive research approach. Conclusion: The results show that the area of AI in recruitment is relatively new and there are not many companies that utilize AI in all parts of their recruitment process. The most suitable parts to implement AI in traditional recruitment include recruitment activities such as pre-selection and communication with candidates and sending out recruitment results for applicants. The main benefits of AI were seen as the speeded quality and elimination of routine tasks, while the major challenge was seen as the companies’ overall readiness towards new technologies.

Denna studie syftar till att skapa en djupare förståelse kring hur rekryteringsprocessen upplevs av funktionshindrade individer. Studien avgränsar sig till individer med osynliga funktionshinder i Stockholmsområdet. För att undersöka detta formulerades en huvudfrågeställning samt två delfrågor. Dessa frågor handlar om hur individerna upplever rekryteringsprocessen, vilka hinder de upplever och hur de väljer att hantera dessa hinder. Studien har använt en beskrivning av en normativ rekryteringsprocess för att redogöra vad varje individ behöver gå igenom på väg till sin framtida anställning. Vidare har studien även använt teorier om affektiva tillstånd för att diskutera varför individer kan uppleva saker på ett visst sätt. I denna studie genomfördes tio semistrukturerade intervjuer för att samla in empiri. Det resultat som framkom var att funktionshindrade individer upplever rekryteringsprocessen som problematisk och svår. Studien kom fram till att funktionshindrade individer kan uppleva olika dilemman i sitt arbetssökande. Dessa dilemman handlar om när och hur det är bäst att berätta om sitt funktionshinder. Vidare visar studien att upplevelsen i rekryteringsprocessen skiljer sig beroende på individens ålder. Funktionshindrade individer med längre arbetslivserfarenhet har utvecklat en förståelse för frågorna kring funktionshindret. Funktionshindrade individer med mindre arbetslivserfarenhet upplevde samma frågor som chockerande och kränkande. Dessutom tar studien upp att lönebidraget kan användas som en strategi för att hantera ett nekande i rekryteringsprocessen. Slutligen beskrivs det hur lojala funktionshindrade individer kan bli mot företaget som erbjuder dem en anställning. / This study aims to create a deeper understanding of how the recruitment process is perceived by disabled individuals. The study is limited to individuals with invisible disabilities in the Stockholm area. To investigate this, a main question and two sub-questions were formulated. These questions regard how the individuals experience the recruitment process, what obstacles they experience and how they choose to handle these obstacles. The study has used a description of a normative recruitment process to describe what each individual needs to go through on the way to his/her future employment. Furthermore, the study has also used theories of affective states to discuss why individuals can experience things in a certain way. In this study, ten semi-structured interviews were conducted to collect empirical data. The result that emerged was that disabled individuals experience the recruitment process as problematic and difficult. The study concluded that disabled individuals can experience different dilemmas in their search for employment. These dilemmas are regarding when and how it is best to inform their employer about their disability. Furthermore, the study shows that the experience in the recruitment process differs depending on the age of the disabled individual. Disabled individuals with longer work experience have developed an understanding of the questions surrounding the disability. People with disabilities with less work experience experienced the same questions as shocking and offensive. In addition, the study concludes that the wage contribution can be used as a strategy for managing a refusal in the recruitment process. Finally, it describes how loyal disabled individuals can be against the company that offers them employment.

Outsourcing has been around for over twenty years and is still growing, while outsourcing of recruitment is a relatively new phenomenon. Organisations outsource primarily because of the cost benefit and time saving, since there are also several reasons to outsource, there are also several types of outsourcing. Business process outsourcing is when an organisation outsources a whole business process such as Human Resources, which Recruitment Process Outsourcing is a part of. Recruitment Process Outsourcing is a process used to increase organisation‟s efficiency through managerial time saving, moving the recruitment process to external recruiting agencies providing trust and the proper competitive expertise needed. The purpose of this study is to see how organisational culture is affected by Recruitment Process Outsourcing. This study examined how RPO affects organisational culture, more precisely three factors were examined, motivation, performance orientation and effective orientation. Five international banks in Sweden were investigated and the results showed that motivation was not affected at all by RPO, effective orientation was affected by the most of the companies studied and the performance orientation was affected by circum one third of the companies by RPO. Human Resource study field has a lack of research in RPO and this study is a contribution to that field, regarding the outsourcing of recruitment in the Swedish bank industry.