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.