M. Tech. (Human Resource Management, Faculty of Management Sciences): Vaal University of Technology / E-recruitment is one of the e-commerce applications that has enjoyed a multiple growth since its introduction in the early 1990s. There have been many variations regarding sophistication, types and success; as a result, this has posed a number of challenges to all stakeholders in these technologies. Thus, specific stakeholders may find specific applications suitable for their needs or within their reach to utilise. Companies can use these applications by implementing their own e-recruitment systems or by buying e-recruitment services provided by the third party, or a combination of both, depending on their objectives. The current study is focused on e-recruitment service providers who use general-purpose job boards that are fairly advanced in sophistication, such as the PNet recruitment website. These e-recruitment service providers are mostly recognised as online firms that manage their operations through their websites. However, behind these websites the physical ordinary businesses utilise the Internet as a means to perform their operations. Like other businesses, these e-recruitment service providers constantly face rapid shifts in technology, which places a considerable amount of pressure on them, as they persistently have to seek ways to stay ahead of their competitors. The competitiveness of every business lies in their knowledge of the market in which it operates in, as well the extent to which it is able to meet the needs of its customers. This study extends market knowledge and satisfaction of customers’ needs in the context of e-recruitment. It views the job seekers as the major customers for sustainability and competitiveness for e-recruiting companies or firms. The study was conducted using a survey method, sampling with n = 717 job seekers who use the PNet website to search for jobs. The primary data was obtained from the sample by means of a 6-point Likert questionnaire ranging from 1=strongly disagree to 6=strongly agree, measuring factors that influence the perceptions of job seekers regarding their use of the website. The questionnaire was administered via the Internet using the Sogo-Survey online tool. The main objective of the study was to evaluate job seekers’ perceptions about the PNet website as an e-recruitment tool, as well as to discover which factors are the best predictors of the continued use of the PNet website. The job seekers’ perceptions about the PNet website, as an e-recruitment tool in South Africa, were founded on the nine theoretical factors used in the questionnaire. From these factors, statistically significant differences in the factor means were present within the two independent groups, namely qualifications and gender. Using the standardised Beta value (β) the findings revealed that the attitude towards the website (.285) was the most important predictor, followed by information timeliness (.231), then attraction to the website (.182), usefulness of the website (.180) ease of use of the website (.170) and quality of website (.167). Findings and recommendations of this study are of importance to recruitment service providers and employers as it provides crucial information regarding their markets and how to improve the profitability of their businesses.

Over the past 5 years, a number of U.S. citizens residing in Minneapolis have been reported to have been recruited and radicalized by Al-Shabaab, organization that has played a role in major international terrorist attacks. This, in turn, creates a significant concern related to national security in the United States. Using Hirsch's social bond theory and Merton's theory of relative depravation, the purpose of this hermeneutic phenomenological study was to explore the factors that motivate radicalization of young males aged 18 to 25 in Minneapolis. Data were collected through in-depth interviews with 6 Somali American adults between the ages of 18 to 25 years old and 6 Somali American community leaders. Data were coded using Posteriori word coding and analyzed using a thematic analysis procedure. Findings indicated participants perceive that social inequality among American Somali participants contributes to motivation to radicalize. Similarly, the level of attachment and commitment to family and other social units the participants experienced played a role in the decision to radicalize or not. To deter this phenomenon, recommendations to the United States government include developing empowerment programs to provide educational and employment opportunities to American Somali communities. Both groups suggested in using media to help effect positive social change through unbiased news reporting, which does not aggravate the sense of social injustice against Muslims. By creating programs or educational campaigns against terrorism, the media can be used to educate young Somali Americans.

Syftet med studien är att undersöka hur rekryteringsprocessen vid anställning av chef går till samt vikten av organisatorisk och personlig matchning av chef och företag. Författarna är även intresserade av betydelsen av psykologiska kontrakt i rekryteringssammanhang. Studien är inriktad mot rekryteringsföretag specialiserade på chefsrekrytering som organisationsmässigt skiljer sig så mycket som möjligt från varandra för att få en bredare syn. Undersökningen har delats in i olika områden som består av rekryteringsprocessen, meriter och personlighet samt organisatorisk passform. Studien är utförd genom intervjuer på sju deltagande rekryteringsföretag belägna i Mälardalen. Resultatet visar att det avgörande för rekryteringsprocessen är kravprofilsmötet där rekryteraren möter företaget som ska anställa. Efter en grundläggande kompetens passande uppdraget, är det personligheten som avgör vem som får jobbet.

This paper examines an area of the recruitment process in today’s labour market from the point of view of the employer. More specifically, an analysis is conducted with respect to the recruitment channels that Swedish firms utilise in the present days, combined with a detailed discussion of each of the recruitment channels’ comparative advantages and disadvantages. In addition to that the factors that determine employers’ selection of recruitment channel are examined and the relative importance of each of these factors is assessed. Furthermore, the degree of importance that firms place on finding the best available candidate for a vacant position will be investigated. Finally, it will be discussed whether or not the recent global financial crisis has lead to changes as far as firms’ choice of recruitment channel(s) is/are concerned. The study reveals among others that contacts and recruitment agencies are the two most highly utilised recruitment channels, especially for the hiring of individuals who possess high levels of skill. Similarly, the analysis indicates that locating high quality candidates is the most influential factor for employers who are seeking new candidates. Other results reveal, among others, that recruitment costs are of comparably higher importance to smaller organisations than to larger ones, that large firms use formal recruitment channels to a larger extent than small ones do, and that a substantial amount of companies have changed their choice of recruitment channel since the occurrence of the global financial crisis. / 0046767160878

Syfte: Uppsatsens syfte var att tolka och förstå organisationers rekryteringsprocess ur ett mångfaldsperspektiv med fokus på etnicitet och kön. Vi ville även ge ett alternativt förslag till att involvera mångfald i rekryteringsprocessen.  Metod: För att genomföra studien användes kvalitativa semistrukturerade intervjuer hos sju olika företag. Företagen var båda kvalificerade och okvalificerade eftersom vi ville se skillnader i deras rekryteringsprocess.  Slutsats: Resultatet visade att rekryteringsprocessen såg olika ut beroende på företag. Målet var detsamma när det gällde att hitta rätt kandidat till rätt position, men ur mångfaldsperspektivet var samsynen inte detsamma. Företagen tog upp att det är av stor vikt att man arbetar för att främja mångfald i sin rekryteringsprocess men att i praktiken inte alltid var lika lätt att implementera. Vi kan dra slutsatsen att företagen behöver jobba med digitalisering för att kunna avpersonifiera ansökningar vilket kommer att leda till ökad mångfald. Företagen behöver ha tydliga policys och riktlinjer kring mångfalden och faktiskt följa dom. / Purpose: The purpose of the thesis was to interpret and understand organizations' recruitment process from a diversity perspective with a focus on ethnicity and gender. We also wanted to be able to provide an alternative proposal to involve diversity in the recruitment process.  Method: To conduct the study, we used qualitative semi-structured interviews at seven different companies. The companies were both qualified and unqualified because we wanted to see differences in their recruitment process.  Conclusion: The results showed that the recruitment process looked different depending on the company. The goal was the same when it came to finding the right candidate for the right position, but from the diversity perspective, the consensus was not the same. The companies mentioned that it is of great importance that they work to promote diversity in their recruitment process, but that in practice it was not always as easy to implement. In conclusion, the companies need to work with digitization to be able to depersonalize applications, which will lead to increased diversity. Companies also need to have clear policies and guidelines regarding diversity and actually follow them.

In many job sectors the recruitment process is something that is considered so complex andprotracted that 60% choose not to complete it (Careerbuilder, 2013). The recruitment process in the real estate sector is an area where only slight research exists. Therefore, the purpose of this study is to examine and get a deeper knowledge about the recruitment process in real estate brokerage companies and if recruitment failure is an eventuel consequence of this process. The study is based on a qualitative method where six semi structured interviews have been done with recruitment managers from the different real estate companies that have been selected for the study.The theoretical outsets that have been used to analyze the result from the interviews is institutionalisomorphism and two different aspects within recruitment, which is the psychometric and the social aspect. From these two aspects the Matchningsmodell and the Bedömningsmodell have also been very important for the analytical chapter.The result shows for an example that the real estate companies have three different recruitment processes depending on which kind of candidate that is requested. These three processes both have their similarities and differences in those different interviewed companies. The main similarity is that all respondents use interviews as a recruitment method where the personality of the candidates are the most deciding factor. The significant difference in their recruitment processes is the first meeting. Since the largest recruitment of real estate brokers happens among the students there are many that want to access these as early as possible into the education. It occurs “mass recruitments” that some of the companies advocates and others oppose.The conclusion shows that the real estate sector is a job sector where companies, in many ways, follow the stream and do as their competitors do. Some companies choose to break free from the stream and go their own way but many decide to keep on doing as the others do. Recruitment failure occurs, like in other job sectors, but not only because of the recruitment process.

The hospitality industry continuously seeks to recruit available talents from a variety of sources in order to provide uniquely satisfying services to customers. This has become a more challenging task with companies expanding their business into markets where cultures are dissimilar to those of the US, and the customers are more diversified. Although various studies have discussed different aspects of recruitment, they have not examined the relationship between recruitment messages and cultural difference extensively. Additionally, the current understanding with regard to person-organization (PO) fit perception is limited as well. This study aims to investigate the influence of context orientation, which is defined as the level of information explicitness in the transmitted communications (Hall, 1977), on job seekers' preference for recruitment messages, PO fit, and job application intention. Measurement items were developed based on a review of the literature. Using a paper-based questionnaire, a total of 350 college students majoring in hospitality and tourism management from three universities located in US and Taiwan, were sampled. Factor analysis was employed to identify the underlying structure among measurement items. Overall, eleven factors were extracted: six factors measured context orientation, three factors measured recruitment messages preference, and two factors measured PO fit. Structural equation modeling and multiple regression analysis were then incorporated to examine proposed relationships between constructs. Results from the statistical analysis indicated the relationships between context orientation, preferences for recruitment messages, PO fit, and job application intention were all positively related. Additionally, individuals who exhibited the qualities of low-context orientation were found more likely to prefer recruitment messages that incorporated a higher level of detail, precision, and directness. However, the proposed theoretical model was validated with the US group only. This study did not find support with the Taiwan group and with both groups combined. The findings provided some insight into the study of recruitment in the hospitality industry and its relationship with cultural differences. Further, the managerial implications were explored and a discussion of both the limitations of and suggestion for future research were discussed. / Ph. D.

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The role of databases in the recruitment process in relation to GDPR Abstract With the development of databases and computers, the possibility of automated data processing has emerged as we know it in the form of advanced databases today. Within half a century, the company switched from a paper file to a fully automatic way of manipulating data. This of course directly affects the processing of personal data. The law on the protection of personal data, which was initially part of the right to privacy, had to respond to the rapid development in the world of information technology. Working with the development of the right to protection of personal data is not addressed in isolation, but in the context of the development of information technology, and thus states the whole legal framework in the context, thus offering readers a wider understanding. The aim of the work is to respond to the stormy reactions that accompany the adoption of the general regulation with the support of the media world. In particular, to provide the reader with a real guide in applying the general regulation to the recruitment process in a situation where a large number of materials have been created in the public space, but they are kept at a very general level and do not provide real help to their users when dealing with specific...