Introduction Boarders are shrinking, the world becomes more internationalized and the globalization of society has resulted in increasing demands on universities to adjust their education to the labor market. A growing interest among Swedish students to study abroad and receive an international experience has increased as well. The changes in the environment have affected organizations’ recruitment processes and how they manage their human resources. Problem Today an ordinary education is not enough, you need to have something unique, something that makes you stand out in the crowd. As a student you are encouraged to study abroad, and many view this as a possibility to broaden their competence. However, it is not known how future employers value and compensate this experience. Purpose The purpose of this thesis is to examine how university studies abroad are valued when recruiting white-collar workers. The ambition is to provide prospective and current stu-dents with an understanding of the employers’ view of the subject. Method The empirical data have been gathered by using a qualitative approach and face-to-face interviews have been conducted with the human resource manager at eleven medium- and large-sized organizations, located in Norrköping, Linköping, and Jönköping. Conclusions We have come to the conclusion that it is difficult to determine specific competences that are preferable in the selection of white-collar workers, however the candidate’s unique competences are somehow reflected in the personality. Organizations view the study abroad experience as rewarding for the candidates personal development and ma-turity. The university study abroad experience might not be valued higher in the future, but the more knowledge and information available, the larger are the benefits for both the organizations and the candidates.

Introduktion - Vid rekrytering, tycker arbetsgivare att de traditionella metoderna är en kostsam process som tar tid och bidrar med för lite information för att göra en lyckad rekrytering. Sociala mediers framväxt, har bidragit med en annan form av information som har fått arbetsgivare att vilja använda sociala medier i rekryteringsprocessen. Det finns många fördelar med att använda sociala medier, dock finns det minst lika många nackdelar. Syfte - Syftet med denna uppsats är att öka medvetenheten hos arbetsgivare om användandet av sociala medier vid granskning av profiler i rekryteringsprocessen. Problemformulering - För att besvara vårt syfte valde vi att utgå från två problemformuleringar; hur använder arbetsgivare sociala medier vid granskning av profiler i rekryteringsprocessen samt vilka fördelar respektive nackdelar finns det med användandet av sociala medier för arbetsgivare när de granskar kandidaters profiler i rekryteringsprocessen? Metod - Vi utgick från en deduktiv ansats och kvantitativ metod. Vi började med att skapa en teoretisk modell som sedan låg till grund för vår empiriska insamling. Vi genomförde en tvärsnittsstudie då vi ville få ett generaliserat svar. Utifrån den kvantitativa metoden skapade vi en muntlig enkät och intervjuade 300 företag i Kalmar stad. Svaren vi fick under intervjuerna har analyserats med en deskriptiv analys. Resultat - Arbetsgivare som använder sociala medier i rekryteringsprocessen, ansåg att det var för att de fick tillgång till bättre, säkrare, mer sann och en större mängd information och att det var en enklare, billigare och snabbare urvalsmetod. Anledningen som dominerade bland de arbetsgivare som använder sociala medier, var att de ansåg sig kunna utläsa personligheten bättre via sociala medier och att det gjorde rekryteringen mycket mer rolig än de traditionella metoderna. Det var en mycket större andel av företagen vi intervjuade som inte använder sociala medier än de som använde det. Anledningarna varierade till att inte använda sociala medier, för att det var för osäkert, kändes oprofessionellt, var för avancerat, det fanns inga tydliga riktlinjer, det var intrång på privatlivet samt att informationen uppfattades som otrovärdig. Arbetsgivare var generellt nöjda med de traditionella metoderna. Slutsats - Det finns många fler nackdelar än fördelar med att använda sociala medier, enligt både teorin och de arbetsgivare vi intervjuade. De fördelar som finns med att använda sociala medier är dock mycket fördelaktiga men på grund av att det inte finns riktlinjer och lagar kring sociala medier, så väljer många arbetsgivare bort sociala medier och använder sig istället av de traditionella metoderna. I dagsläget verkar det som att sociala medier har en negativ klang i samhället då det anses sudda ut gränsen mellan privatliv och arbetsliv. Vi tror dock att det kommer ske en skiftning och att sociala medier kommer att utvecklas och användas mer i rekryteringsprocessen. Sociala medier kommer enligt oss, att bli en vanlig och accepterad urvalsmetod i framtiden, då fler arbetsgivare blir medvetna om sociala mediers fördelar och hur de undviker dess nackdelar. / Introduction - When recruiting, employers think that the traditional methods is an expensive process that takes time and contributes too little information to make a successful recruitment. Social media's emergence, has contributed to another form of information that has made employers wanting to use social media in the recruitment process. The benefits of using social media are many, but there are just as many disadvantages. Purpose - The purpose of this paper is to raise awareness among employers about the use of social media in the examination of profiles in the recruitment process. Problem formulation - To answer our purpose, we chose to start from the two problem formulations; how are employers using social media in the examination of profiles in the recruitment process and what advantages and disadvantages are there with the use of social media for employers, when they review the candidates' profiles in the recruitment process? Method - We used a quantitative method and we had a deductive approach. We began by creating a theoretical model that was the basis for our empirical collection. We conducted a cross-sectional study because we wanted to get a generalized answer and with an oral survey, we interviewed 300 companies in Kalmar town. The responses we received during the interviews have been approached through a descriptive analysis. Results - Employers using social media in the recruitment process, felt that it was because they had access to better, safer, truer, and a greater amount of information and that it was a simpler, cheaper and faster method of selection. The reason that dominated among the employers using social media was because they felt able to deduce personality better through social media and it made recruitment much more fun than the traditional methods. It was a much larger proportion of the companies we interviewed who are not using social media than those who used it. The reasons for not using social media was that it was too unsafe, felt unprofessional, was too advanced, there were no clear guidelines, it was infringing on privacy, and information was perceived as not true. The employers were generally satisfied with the traditional methods. Conclusion - There are many more disadvantages than advantages to using social media, according to both the theory and the employers we interviewed. The benefits of using social media are very advantageous but that is because of that there are no guidelines and laws around social media, many employers choose not to use social media and use the traditional methods instead. In this current moment, it seems that social media has a negative connotation in the society, because it is considered to blur the line between private and professional life. However, we believe that there will be a shift and that social media will be developed and used more in the recruitment process, in the future. Social media will, in our opinion, become a common and accepted method of selection in the future, as more employers becomes aware of social media's benefits and how to avoid its disadvantages.

Abstract Title: Gender equality – of course! A qualitative study on gender equal recruitment at a university Author: Ingrid Öhlund Several studies show that the division of gender in Swedish universities is uneven. Since universities are important organizations where our future citizens get their education and become socialized, I found it interesting to investigate how a Swedish university handles the gender equality issue in the process of recruitment. The aim of this study was to contribute with a higher level of knowledge and understanding about the recruitment process out of a gender equality perspective. The aim was also to identify which stages of the recruitment process that was vulnerable out of a gender equality perspective. To examine this, these following questions were put: Which struc-tures may seem prohibitive when it comes to recruit gender equal? and Which stages in the pro-cess is vulnerable out of a gender equal perspective?. Weber's bureaucracy model and also institutional theory with concepts such as legitimacy were used to explore the subject. To carry out the study, a qualitative method with interviews was used and seven persons with different experiences of the recruitment process participated. The result shows that there are several vulnerable stages in the recruitment process and that there are structures that may seem prohibitive from a gender equality perspective. There is a discrepancy between how the documents present the work with gender equality and the actual behavior in the organization. Another vulnerability that emerges from the study is that knowledge and information were not communicated and spread out in the organization. There are ambiguities in the routines and uncertainties on how you can, or cannot, write the employment profile to attract candidates. The commitment to gender equal recruitment is often a matter of personal interest. However, the results show that nobody opposes the issue of equality as an important matter. The results were further analyzed by using the concepts professional bureaucracy, meritocracy, inertia, legitimacy and decoupling. Keywords: Gender equality, University, Bureaucracy, Recruitment process, Meritocracy

Googling their employees and job seekers are becoming more common andin that we live our lives more and more on the internet it becomes moreimportant how we act and to think about what you publish on the internet.Each time you press a key, will leave a digital footprint behind and thereforeit’s important to know how to deal with this. The purpose was to describehow a person strategically can proceed to build an identity on the internet toget benefits in the job seeking process in the media industry and to describethe importance of the digital identity in the recruitment process in a smallertown. We’ve used a qualitative approach and made eight interviews withrecruiters from the media and also people who have built a digital identity.We’ve used Bauman’s theory about consumer society, Montoya’s eight lawsof personal branding and also theories about profiling, and communicationsplanning to analyze the material. We’ve found that a digital identity plays animportant role in the professional context in the media industry and cansometimes be crucial if a person gets a job or not. The first thing to do whenbuilding a digital identity is to find your core value, set goals and define thetarget audience in order to adapt to this when you convey your message. It’salso important to choose the right channel to carry the message through. Thedigital identity also needs to be updated and maintained regularly.

<p>Abstract</p><p>Introduction</p><p>Boarders are shrinking, the world becomes more internationalized and the globalization of society has resulted in increasing demands on universities to adjust their education to the labor market. A growing interest among Swedish students to study abroad and re-ceive an international experience has increased as well. The changes in the environment have affected organizations’ recruitment processes and how they manage their human resources.</p><p>Problem</p><p>Today an ordinary education is not enough, you need to have something unique, some-thing that makes you stand out in the crowd. As a student you are encouraged to study abroad, and many view this as a possibility to broaden their competence. However, it is not known how future employers value and compensate this experience.</p><p>Purpose</p><p>The purpose of this thesis is to examine how university studies abroad are valued when recruiting white-collar workers. The ambition is to provide prospective and current stu-dents with an understanding of the employers’ view of the subject.</p><p>Method</p><p>The empirical data have been gathered by using a qualitative approach and face-to-face interviews have been conducted with the human resource manager at eleven medium- and large-sized organizations, located in Norrköping, Linköping, and Jönköping.</p><p>Conclusions</p><p>We have come to the conclusion that it is difficult to determine specific competences that are preferable in the selection of white-collar workers, however the candidate’s unique competences are somehow reflected in the personality. Organizations view the study abroad experience as rewarding for the candidates personal development and ma-turity. The university study abroad experience might not be valued higher in the future, but the more knowledge and information available, the larger are the benefits for both the organizations and the candidates.</p>

<p>Introduction</p><p>Boarders are shrinking, the world becomes more internationalized and the globalization of society has resulted in increasing demands on universities to adjust their education to the labor market. A growing interest among Swedish students to study abroad and receive an international experience has increased as well. The changes in the environment have affected organizations’ recruitment processes and how they manage their human resources.</p><p>Problem</p><p>Today an ordinary education is not enough, you need to have something unique, something that makes you stand out in the crowd. As a student you are encouraged to study abroad, and many view this as a possibility to broaden their competence. However, it is not known how future employers value and compensate this experience.</p><p>Purpose</p><p>The purpose of this thesis is to examine how university studies abroad are valued when recruiting white-collar workers. The ambition is to provide prospective and current stu-dents with an understanding of the employers’ view of the subject.</p><p>Method</p><p>The empirical data have been gathered by using a qualitative approach and face-to-face interviews have been conducted with the human resource manager at eleven medium- and large-sized organizations, located in Norrköping, Linköping, and Jönköping.</p><p>Conclusions</p><p>We have come to the conclusion that it is difficult to determine specific competences that are preferable in the selection of white-collar workers, however the candidate’s unique competences are somehow reflected in the personality. Organizations view the study abroad experience as rewarding for the candidates personal development and ma-turity. The university study abroad experience might not be valued higher in the future, but the more knowledge and information available, the larger are the benefits for both the organizations and the candidates.</p>

Det är idag väldigt vanligt att en rekryteringsprocess inkluderar ett personlighetstest som hjälpmedel för att hitta den rätta personen för jobbet. Av denna anledning är det intressant att studera vad för funktion personlighetstester har. Därför har denna studie genomförts i syfte att undersöka vilken betydelse personlighetstester har som verktyg i en rekryteringsprocess, och hur man kan bedöma yrkeskompetensen hos en person med hjälp av ett personlighetstest. För att ta reda på detta har jag använt mig av en kvalitativ metod där sex personer har intervjuats. Samtliga jobbar på samma företag som rekryterare av något slag och använder personlighetstest i deras vardagliga arbete. Resultaten av dessa intervjupersoners utsagor har sedan analyserats utifrån Keens och Ellströms teorier om kompetens. Studiens resultat visar att personlighetstest används olika från rekryterare till rekryterare och att det ibland kan ge väldigt värdefull information om kandidaten som söker jobbet, och ibland kan det även vara helt oanvändbart. Vissa rekryterare använder testet som ett självskattningstest och även för att bekräfta att tidigare information stämmer överrens med den information de får på testet. Dessutom används det som ett underlag för att bedöma hur bra kandidaten passar in i jämförelse med tjänstens krav. De flesta av mina intervjupersoner påpekade att en diskussion efter testet är väldigt viktigt för att testet ska ge användbar information. Det är alltså genom återkopplingen rekryteraren får ut information om kandidaten. Ett personlighetstest utan återkoppling är oanvändbart enligt resultatet. Dessutom visar studien att ett personlighetstest kan fälla det direkta avgörandet för vem av kandidaterna som blir vald för tjänsten. Resultatet visade att det kan hända att det står mellan kandidater i slutändan som har samma egenskaper och färdigheter, och att man då som rekryterare tack vare ett personlighetstest kan avgöra vem av dessa som passar bäst för jobbet och organisationen.

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.