<p>Known to be one of the most important resources, but also one of the most difficult ones to obtain, the workforce constitutes (consistence) the core of any organization. To find the right person for a particular position is not a trivial task. The recruitment of new staff members is important for any organization in general, but for treating organizations in particular. In order to provide the best service for its clients, it is, for a treating organization, vital to recruit nothing but highly qualified personnel. A well educated workforce can more easily stick to the treatment program and thus maintain treatment integrity. The purpose of this study is to examine how the recruitment process is executed by three treating organizations situated in the municipality of Örebro. Moreover the purpose is to evaluate the process in terms of strengths and weaknesses with the objective of pinpointing parts in the recruitment process in need of improvment. A theoretical framework capturing definitions and theories; treatment conditions, organization theory and the recruitment process. In order to answer the research questions, according to the study’s purpose, a qualitative method was adopted. The data sample ecompassed six personers: two managers and four group officers. The results in brief: The recruitment process of “Ungdoms- och familjeenheten” (the study’s delimit of treating organizations) in the municipality of Örebro has strengths as well as weaknesses. The major strength is the recruiter’s unanimous understanding for the importance of hiring a workforce holding a suitable education fulfilling all requirements. The major weakness is the recruitment process’s lack of a common structure (also read as action plan or policy). This might be due to the fact that recruiters rely on previous experiences.</p>

Known to be one of the most important resources, but also one of the most difficult ones to obtain, the workforce constitutes (consistence) the core of any organization. To find the right person for a particular position is not a trivial task. The recruitment of new staff members is important for any organization in general, but for treating organizations in particular. In order to provide the best service for its clients, it is, for a treating organization, vital to recruit nothing but highly qualified personnel. A well educated workforce can more easily stick to the treatment program and thus maintain treatment integrity. The purpose of this study is to examine how the recruitment process is executed by three treating organizations situated in the municipality of Örebro. Moreover the purpose is to evaluate the process in terms of strengths and weaknesses with the objective of pinpointing parts in the recruitment process in need of improvment. A theoretical framework capturing definitions and theories; treatment conditions, organization theory and the recruitment process. In order to answer the research questions, according to the study’s purpose, a qualitative method was adopted. The data sample ecompassed six personers: two managers and four group officers. The results in brief: The recruitment process of “Ungdoms- och familjeenheten” (the study’s delimit of treating organizations) in the municipality of Örebro has strengths as well as weaknesses. The major strength is the recruiter’s unanimous understanding for the importance of hiring a workforce holding a suitable education fulfilling all requirements. The major weakness is the recruitment process’s lack of a common structure (also read as action plan or policy). This might be due to the fact that recruiters rely on previous experiences.