<p>This thesis focuses on measurement errors that could be ascribed to the interviewers. To study interviewer variability a measurement error model is formulated which makes a clear distinction between three sources of randomness: the sample selection, interviewer assignment, and interviewing. </p><p>In the first paper the variance of the observed sample mean is derived, and it is seen how this variance depends on parameters of the measurement error model and on the number of interviewers. An estimator of the interviewer variance, which is seen to be unbiased, and a biased intra-interviewer correlation estimator are suggested. In a simulation study it is seen that the simulation variance of the interviewer variance estimator increases for both high and low interviewer assignments and seems to have a minimum somewhere in between. </p><p>The second paper presents an expression of the variance of the observed sample mean under stratified random sampling. Two possible estimators of the variance of the mean are considered, one of which has a slight positive bias, the other a negative bias, which can be large. Two different estimators of the interviewer variance are studied. Only one of them makes it possible to find a reasonable estimate of the intra-interviewer correlation. </p><p>In the third paper an expression for the variance of the interviewer variance estimator is derived. This result may prove useful in designing future studies of interviewer variance. For a large population it will be possible to use an approximate variance, irrespective of the underlying distribution of the unknown true values.</p><p>The fourth paper deals with some issues in planning and analyzing an interviewer variance study. Three problems are considered: (i) Determining the number of interviewers and the appropriate size of the interviewer assignments; (ii) Finding the probability of negative estimates of the interviewer variance; (iii) Testing for interviewer variance.</p>

This thesis focuses on measurement errors that could be ascribed to the interviewers. To study interviewer variability a measurement error model is formulated which makes a clear distinction between three sources of randomness: the sample selection, interviewer assignment, and interviewing. In the first paper the variance of the observed sample mean is derived, and it is seen how this variance depends on parameters of the measurement error model and on the number of interviewers. An estimator of the interviewer variance, which is seen to be unbiased, and a biased intra-interviewer correlation estimator are suggested. In a simulation study it is seen that the simulation variance of the interviewer variance estimator increases for both high and low interviewer assignments and seems to have a minimum somewhere in between. The second paper presents an expression of the variance of the observed sample mean under stratified random sampling. Two possible estimators of the variance of the mean are considered, one of which has a slight positive bias, the other a negative bias, which can be large. Two different estimators of the interviewer variance are studied. Only one of them makes it possible to find a reasonable estimate of the intra-interviewer correlation. In the third paper an expression for the variance of the interviewer variance estimator is derived. This result may prove useful in designing future studies of interviewer variance. For a large population it will be possible to use an approximate variance, irrespective of the underlying distribution of the unknown true values. The fourth paper deals with some issues in planning and analyzing an interviewer variance study. Three problems are considered: (i) Determining the number of interviewers and the appropriate size of the interviewer assignments; (ii) Finding the probability of negative estimates of the interviewer variance; (iii) Testing for interviewer variance.

Den kvalitativa studien syftar till att undersöka subjektiva upplevelser om rekryteringsprocessen och eventuella felrekryteringar. Med dagens teknik, den nya generationen påväg in till arbetsmarknaden och den nyligen passerade pandemin är det nu mer än någonsin viktigt att hitta rätt person till rätt plats och position. Vi ville med studien få en djupare förståelse från en rekryterares och rekryterande chefs perspektiv kring utmaningarna med just detta och hur konsekvenserna av en felrekrytering kan upplevas. I den teoretiska referensramen redovisas både ett objektivt och ett subjektivt perspektiv. Det objektiva förhållningssättet som rekryteringsprocessen präglas av och det subjektiva perspektivet i och med de psykologiska fenomenen som intervjuareffekterna. Studiens metod har utförts genom en kvalitativ ansats genom ett empiriskt material som samlats in i form av 8 intervjuer. Målgruppen har bestått av personer som idag arbetar med rekrytering och gjort sedan minst 1 år tillbaka. Intervjuerna har spelats in, efter respondenternas godkännande, och transkriberats. Intervjuerna har sedan analyserats enligt tematisk analysmetod. Studiens syfte besvaras genom våra tre presenterade frågeställningar. Resultatet pekar på upplevda utmaningar med sammanställning av kravprofil, första urvalet och intervjuer under rekryteringsprocessen. Då slutsatserna baseras på subjektiva upplevelser och känslor har resultatet varierat, trots det har respondenterna beskrivit snarlika upplevelser. Konsekvenser av felrekrytering har upplevts som omfattande och har påverkat organisationen negativt i såväl ett ekonomiskt perspektiv som organisatoriskt.