ABSTRACTThis thesis aims to explain how companies and organizations can form their recruitingprocess to successfully recruit people with the same values as the company ororganisation. We have conducted this thesis because we consider it to be of relevancedue to limited research on the subject. To fulfill the purpose of this thesis we havefocused on one main issue. That is how companies can shape their recruiting process torecruit people with the same values as the company. Our ambition is to describe thissubject from a recruiting perspective with the values in focus. We conducted seveninterviews with a qualitative approach for a deeper understanding of the studied topic.The interview respondents consist of a human resource coordinator, an operativemanager, an operator, and customer service workers. Some of which are people whocontinuously recruit people and some of which have themselves been recruited in thelast two years. In the final chapter we present our conclusion of the report. Because ofthe reports qualitative method it is difficult to present a complete picture. We thereforerefer to the last chapter for further reading.

Background: Female representation on boards is an ongoing debate. The European Parliament voted in November 2013 in favour of a proposal that it should be at least 40 percent women on company boards by 2020. Jens Spendrup, president of the Confederation of Swedish Enterprise, was interviewed on Swedish Radio in February 2014 and stated that there are not enough qualified women to recruit to the company boards. The listed companies in Sweden only have 22 percent of women in their company boards and given Jens Spendrup’s statement should they have difficulty reaching up to 40 percent by 2020. Nevertheless, the state-owned companies has shown that it is possible with a female representation of 50 percent. The question then is what the private companies are doing wrong? Aim: The study aims to investigate the recruitment process within listed companies and state-owned companies in Sweden to see if it affects the representation of women on corporate boards. This study intends to explain why female representation is so low in the private sector relative to the state sector. Methodology: The study is qualitative in nature where empirical data is primarily collected through interviews with representatives that have insight in the recruitment process in each sector. Theory and empirical data were alternately collected which implies an iterative approach. Conclusion: We have distinguished organizational differences in the recruitment process, which is crucial for female representation. Time and resources have been identified as key parameters and age as well as experience affects the selection of candidates. We also discovered that normative regulations do not work in the private sector and therefor there is a need for a mandatory regulation. / Bakgrund: Den kvinnliga representationen i bolagsstyrelser är en aktuell debatt. Europaparlamentet röstade i november 2013 ja till ett förslag att det ska vara minst 40 procent kvinnor i bolagsstyrelser senast år 2020. Jens Spendrup, ordförande i Svenskt Näringsliv, uttalade sig i Sveriges Radio i februari 2014 om att det inte finns tillräckligt med kompetenta kvinnor att rekrytera till bolagsstyrelser, vilket blev väldigt uppmärksammat i media. Som synes pågår debatten både nationellt och internationellt. Börsbolagen i Sverige har 22 procent kvinnor i sina bolagsstyrelser och med tanke på Jens Spendrups uttalande borde de ha svårt att nå 40 procent till år 2020. Dock har de statligt helägda bolagen visat att det är möjligt och har en kvinnlig representation på 50 procent. Frågan är då vad de privata bolagen gör för fel? Syfte: Studiens syfte är att undersöka rekryteringsprocessen inom börsbolag och statligt helägda bolag i Sverige för att se om den påverkar den kvinnliga representationen i bolagsstyrelserna. Denna studie ämnar att förklara varför kvinnlig representation är så låg inom den privata sektorn i förhållande till den statliga sektorn. Metod: Studien är av kvalitativ karaktär där empirin främst är insamlad genom intervjuer med representanter som har insyn i rekryteringsprocessen inom respektive sektor. Teori och empiri insamlades växelvis vilket innebär en iterativ ansats. Slutsats: Vi har i studien urskilt organisatoriska skillnader i rekryteringsprocessen vilket är avgörande för den kvinnliga representationen. Tid och resurser har identifierats som viktiga parametrar samt att ålder och erfarenhet spelar en viktig roll vid urvalet av kandidater. Vi konstaterar även att normativa regelverk inte fungerar på privat sektor och därmed finns behov av tvingande regelverk.

Arbetet med Human Resources (HR) har under de senaste årtiondena blivit allt mer uppmärksammat. HR har tilldelats en mer självklar roll i ledningen och de företag som aktivt arbetar med HR kan skapa konkurrensfördelar. Många förespråkare menar idag att människan är företagets viktigaste resurs vilket har bidragit till att rekrytering, särskilt chefsrekrytering, har hamnat högre upp på den HR-ansvariges agenda. En urvalsprocess i en chefsrekrytering består av flera moment av urval där selektering utförs genom olika metoder och verktyg. Studiens syfte är att skapa en fördjupad förståelse hur företag effektivt kan använda de olika urvalsmetoderna i sin chefsrekrytering. För att skapa en fördjupad förståelse i hur urvalsmetoder används inom chefsrekrytering och hur urvalsprocessen kan utvecklas, är studien uppbyggd med intervjuer av informanter från både globala och lokala företag. Dokumentation från företagen har tilldelats studien och information har hämtats från bolagens hemsidor. Den teoretiska referensramen bygger på tidigare forskning inom rekrytering, chefskap och Human Resources Management (HRM). Samt två teoretiska ansatser inom rekryteringsforskning som innefattar två synsätt på hur en rekryteringsprocess kan säkerställas. Studien är en fallstudie utförd med kvalitativ metod där urvalsprocessen hos fem organisationer representerar varsitt fall. Studiens författare har fått möjlighet att intervjua 1-3 anställda per företag som totalt uppgick till nio stycken informanter. Genom att ställa den insamlade empirin och dokumenten som tilldelats mot den teoretiska referensramen har en analys gjorts med resultat att urvalsmetoderna i en chefsrekrytering beror mer på vilka egenskaper som efterfrågas hos kandidaten än företagets geografiska täckningsgrad. För att få ytterligare perspektiv på urvalsprocessen används den psykometriska och den sociala ansatsen. Slutsatsen av studien, tillsammans med tidigare nämnt resultat, är att en hybrid av både lokala och globala förhållanden samt den psykometriska och den sociala ansatsen i de studerade företagen verkar vara det som gör urvalet i chefsrekryteringen effektivt. / The work with Human Resource (HR) has become increasingly aware within recent decades. HR has been assigned a more obvious role in management and companies that are working actively with HR can show competitive advantages. Many scientists believe that people are the company's most important resource. This has led to the importance of recruitment and especially manage recruitment, which has reached the HR manager's agenda. A selection process in a manage recruitment consists of several instances of choices where the selection is performed through different methods and tools. The purpose of this study is to gain an in-depth understanding of how companies can effectively use the different selection methods in their managerial recruitment. In order to gain a deeper understanding of how selection methods are used in manage recruitment and how the selection process can be developed, the study is structured with interviews of informants from both global and local businesses. Documentation from the companies and from their websites is used too. The theoretical frame consists of previous research in recruitment and human resource management (HRM) as well as two theoretical approaches in recruitment research. These approaches are widespread in recruitment research, highlighting how to ensure the selection process with two different perspectives. The study is a case study conducted with qualitative method where the selection processes of five organizations represent each case. We have had the opportunity to interview 1-3 employees per company, which totaled in nine. By providing the collected empirical evidence and the documents we have studied against the theoretical frame, an analysis has been made that shows that the selection methods in a managerial recruitment depend more on the characteristics requested by the candidate than the company's geographical coverage. In order to gain further perspective on the recruitment process, the psychometric and social approach has been used. The conclusion of this study, together with the aforementioned results, is that a hybrid of both local and global conditions as well as psychometric and social theory seems to be an effective way to select in a manage recruitment in the companies studied.

Today, employees are considered as the company's largest assets. Recruiting and attracting employees with the right competence provides competitive advantages. However, a recruitment can be quite costly. According to Langhammer (2013) there is a correlation between recruitment in research and how recruitment takes place in practice. The aim of this study is to investigate how recruitment takes place in practice, the recruiters approach to objectivity and subjectivity, and if recruitment to the own group are managed differently. Intotal, eight respondents have been interviewed through semi-structured interviews and all respondents are working with recruitment as their main task. Interview material were analysed from psychometric and social approaches, Kahneman's systems 1 and 2, wheresystem 1 is linked to the recruiter's gut feeling (Kahnemans, 2013) while recruitment into their own workgroup, is analysed from a principal agent perspective. The results showed that respondents strive to work based on a standardized recruitment process in line with the psychometric approach. However, factors that belong to the social approach are being practiced. Seven out of eight respondents indicated an awareness of subjectivity and that feeling of power could affect the assessment of the candidates. The impact on subjectivity could derive from the recruiter but also from the contracting company. The interview itself was raised by several respondents as a situation influenced by the recruiter. Among otherthings, the recruiter's communicative qualities were of importance for the interview and thereby, for the overall assessment of the candidate. Regarding recruitment to the own group, the respondents answered that subjective values such as personality and whether the candidate would fit to the team, weighed more than recruiting to an external company.

Employee turnover has long been an issue within the audit profession and is generally considered to have a negative impact on auditing firms. As auditing firms rely on the skills and knowledge of their employees, the recruitment process is crucial in order to appoint candidates who will benefit the firm. Previous research has studied the turnover within audit firms, where the majority of the studies have focused on why employees choose to leave. While previous research mainly focuses on the individual’s perspective, the purpose of this thesis will be to explore how audit firms’ HR-departments work with the recruitment of junior auditors from a turnover perspective.  A model that illustrates the recruitment process has been created through researching theories and literature regarding turnover. In order to collect information, semi-structured interviews were used. The questions were based on the created model and the literature presented throughout the thesis. Interviews were held with HR-respondents in order to explore their view on the recruitment process. Junior auditors were also interviewed in order to explore their perception of the recruitment process, and to identify if there were any differences from the HR-respondents’ views.  Our findings indicate that the participating firms’ recruitment process is both extensive and well developed in order to make sure that they hire a suitable candidate. It did not become apparent that the firms focused on tenure during the employment selection, although the well-established structure of the recruitment process might indirectly impact the turnover situation. Our results also indicate that firms invest much time and resource into their marketing activities and that they value the personal competence of their candidates greatly.

The goal of the thesis Recruitment process in an international company is to describe selection and recruitment of employees in EY company, analyze data connected with these personnel activities and make suggestions of possible improvements of these processes based on the survey conducted by the author. The theoretical part deals with personnel management, its evolution and functions. Furthermore, this part also explains some terms connected with recruitment and describes classical as well as modern methods of the personnel functions. In addition, the theoretical part describes issues of personnel marketing and Generation Y with respect to recruitment processes. In the practical part, the company EY is introduced, and this part focuses on the recruitment process of Generation Y and personnel marketing of the company itself. Moreover, the survey with topic Satisfaction with recruitment process was conducted among members of Generation Y who started working at EY during year 2015. On the ground of this survey, three main suggestions of how to improve these processes were made.

This diploma thesis is concerned with definition of the term recruitment agency and with the description of its activities and services, which are offered to its clients and candidates. First chapter of this thesis depicts conditions of origin of recruitment agencies in Czech Republic and their functioning. There is a close analysis of job market, job applicants and clients of recruitment agencies. The second chapter is the core of this thesis. It contains description of cooperation between specific recruitment agency and its client and candidate. The work of the consultant in this recruitment agency is a central theme of this chapter. Final chapter sums up benefits and risks for all concerned parties, namely client - recruitment agency - candidate.

This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.

Bakgrund: IT-branschen spelar en central roll för Sveriges ekonomiska tillväxt och räknas idag som enbasindustri. Trots att en inkludering av kvinnliga medarbetare är värdeskapande både ur ett socialt ochekonomiskt perspektiv är män överrepresenterade i IT-branschen idag. Rekryteringsprocessen är ennyckelprocess inom SHRM som kan utformas för att nå organisatoriska mål. Syfte: Att beskriva IT-bolags utformning av aktiviteter i rekryteringsprocessen för att nå en mer jämlikkönsfördelning på arbetsplatsen. Metod: Studien antar en induktiv ansats, dock med inslag av deduktion då en förförståelse omrekryteringsprocessens steg samt strategiskt HRM är framtagen. En fallstudie med nio semistruktureradeintervjuer har genomförts för att samla in relevanta empiriska data. En tematisk analys genomfördes föratt frambringa fem olika huvudteman som sedan förankrades i relevant teori. Den empiriska data ochteorin analyserades sedan tillsammans. Slutsats: Studien frambringar tre aspekter; medvetenhet, marknadsföring och opartiskhet som allapåverkar utformandet av rekryteringsaktiviteter för att skapa en mer jämlik könsfördelning. Det framkomäven fyra utmaningar som kan hindra utformandet av aktiviteterna. Utformandet och utmaningarnagynnas av att verka i en SHRM-kontext. / Background: The IT sector is considered a great contributor for Sweden’s economic growth and countsas one of the primary industries. Despite the fact that inclusion of women adds a higher economic andsocial value, men continues to be over-represented in the industry. The recruitment process plays a keyrole in the context of SHRM and should be aligned with organisational goals. Purpose: To describe the configuration of IT-businesses activities in the recruitment process to reach aneven gender distribution in the workplace. Method: The study adopts an inductive approach, however with deductive elements containing a preunderstanding of the steps included in the recruitment process and strategic HRM. A case study wasconducted with nine semi-structured interviews to collect relevant empirical data. A thematic analysiswas carried through to produce five main themes that was later anchored in relevant theory. Theempirical data and relevant theory were subsequently co-analysed. Conclusion: Our findings identify three main aspects; awareness, marketing and impartiality that cofunctions and affects the configuration of IT-businesses activities in the recruitment process while aimingfor an even gender distribution. Four challenges were additionally identified as hindering theconfiguration of the recruitment activities, Configuration and challenges benefits from being re-enacted inthe context of SHRM.

The purpose of this thesis is to investigate and compare how women and men in a CEO position have experienced the recruitment process for the function as CEO. The study aims to identify similarities and differences between women and men's experience of contributing factors to the fact that they were recruited to the position of CEO. The study also intends to create an understanding of what opportunities and obstacles women and men have experienced that have affected their path to the CEO position. The study is comparative and the empirical material consists of ten semi- structured interviews with five women and five men who have been recruited to the position of CEO. The study shows that the most central factors in being recruited to the CEO position is to be a part of a network, have access to social capital and have "good success stories". This is described by both our female and male respondents. However, no typical process can be identified. The recruitment process is perceived as “solid” and “waterproof” by the majority of respondents. The study shows that four out of five women have been recruited internally, thus, they have been included in networks internally. Among our male respondents, four out of five have been recruited externally, indicating that they have been included in networks outside the organization. We found that women have experienced that they have been given opportunities internally, which has contributed to them advancing to the CEO position. In contrast to women, men describe that opportunities create the individual, they are not given. The results of our study show that being part of significant networks provides opportunities. The respondents experience age as an obstacle, that they have been young in senior positions is perceived to be problematic. No respondent experiences any obstacles during the recruitment process. / Syftet med denna uppsats är att undersöka och jämföra hur kvinnor och män på vd- position upplevt rekryteringsprocessen till posten som vd. Studien ämnar identifiera likheter och skillnader mellan kvinnor och mäns upplevelse av bidragande faktorer till att de rekryterats till posten som vd. Studien avser även skapa förståelse för vilka möjligheter och hinder kvinnor respektive män upplevt påverka deras väg till vd- posten. Studien är komparativ och det empiriska materialet består av tio semistrukturerade intervjuer med fem kvinnor och fem män som rekryterats till vd- posten. I studien framkommer att det mest centrala för att rekryteras till vd-posten är att vara en del av nätverk, ha tillgång till socialt kapital och ha ”good success stories”. Detta beskrivs av både våra kvinnliga och manliga respondenter. Någon typisk process kan inte identifieras. Rekryteringsprocessen upplevs som ”gedigen” och ”vattentät” av majoriteten av respondenterna. Studien visar att fyra av fem kvinnor rekryterats internt, de har således inkluderats i nätverk internt. Bland våra manliga respondenter har fyra av fem rekryterats externt, vilket tyder på att de inkluderats i nätverk utanför organisationen. Vi finner att kvinnor upplevt att de fått möjligheter internt, vilket varit bidragande till att de avancerat till vd-posten. Männen beskriver i motsats till kvinnorna att möjligheter skapar individen, de ges inte. Vår studies resultat visar att vara del av betydelsefulla nätverk ger möjligheter. Respondenterna upplever ålder som ett hinder, att de varit unga på seniora poster upplevs varit problematiskt. Ingen respondent upplever några hinder under rekryteringsprocessen.