Studiens syfte var att undersöka varför fyra olika organisationer använder vissa rekryteringsmetoder. Utifrån detta syfte formulerades en frågeställning om vilka bakomliggande orsaker som kan påverka valet av rekryteringsmetoder i dessa fyra olika organisationer. Studien genomfördes med hjälp av kvalitativasemistrukturerade intervjuer med fyra organisationer, varav två verkade inom privat sektor och tvåverkade inom offentlig sektor. Studien visar att de fyra olika organisationerna använder ett flertal olika rekryteringsmetoder vid tillsättandet av lediga tjänster. Valet av de olika metoderna kan ses grunda sig på olika bakomliggande orsaker; organisationernas uppgift, organisationens omvärld, makt och styrning samt tillgången på resurser. Därmed kan det finnas flera sätt att förstå vad det är som gör att enorganisation väljer en viss rekryteringsmetod och därmed väljer bort andra metoder. Det är därför viktigt att förstå organisationernas specifikaförutsättningar då alla verkar inom olika kontexter där en och samma rekryteringsmetod intealltid kan tänkas vara optimal för alla. Därmed kan en och samma organisation ses påverkas av flera av varandra oberoende faktorer, som i samspelet med varandra hjälper till att forma en organisations hela rekryteringsprocess. / Thestudy's purpose was to investigate why four different organizations use certain recruitment methods. Based on this purpose, the writers of this study formulated a question about the underlying causes that may affect the choice of recruitment methods in these four different organizations. The study was conducted using qualitative semi-structured interviews with four organizations, two of which appeared in the private sector and two of which appeared in the public sector. The study shows that the four different organizations use a variety of recruitment methods for the filling of vacancies. The choice of the different methods can be based on different underlying causes; organizations' mission, the organization's environment, power and control and the availability of resources. Thus, there may be several ways to understand what it is that makes an organization choosea particular method of recruitment and thus deselect other methods. It is therefore important to understand organizations' individual conditions and that theyall operate in different contexts in which the same recruitment method may not beoptimal for all. Thus, one and the same organization can be influencedby several independent factors whichin interaction with each other helps to shape an organization's entire recruiting process.

<p>The purpose of this study is, on one hand, to obtain an understanding of how children in municipal music- and culture schools choose instruments and what forms of recruitment methods they are subjected to, and on the other hand, how you can make them continue to play once they have begun.</p><p>To acquire this information, I have interviewed five music teachers and two principals at municipal music- and culture schools in Värmland. The questions treated, among other things, what affects children’s instrument preferences, recruitment methods and what you can do to keep interest for the chosen instrument alive.</p><p>The result of the study shows some apparent tendencies. Even though some of the instruments have trouble recruiting students and other instruments have trouble keeping them, the old methods, which obviously do not work in a satisfactory manner, are still being used. Instead, increased commitment at the occasion of recruitment, more group teaching which strengthens the social bonds through role models and a will to have the courage to change the organization when it does not work, is required.</p>

The purpose of this study is, on one hand, to obtain an understanding of how children in municipal music- and culture schools choose instruments and what forms of recruitment methods they are subjected to, and on the other hand, how you can make them continue to play once they have begun. To acquire this information, I have interviewed five music teachers and two principals at municipal music- and culture schools in Värmland. The questions treated, among other things, what affects children’s instrument preferences, recruitment methods and what you can do to keep interest for the chosen instrument alive. The result of the study shows some apparent tendencies. Even though some of the instruments have trouble recruiting students and other instruments have trouble keeping them, the old methods, which obviously do not work in a satisfactory manner, are still being used. Instead, increased commitment at the occasion of recruitment, more group teaching which strengthens the social bonds through role models and a will to have the courage to change the organization when it does not work, is required.

Forskningen har visat kunskapsbrister när det gäller användningen och nyttan av headhunting som strategiskt kompetensförsörjningsverktyg. Studiens syfte var att undersöka vilka strategiska verksamhetsmål, behov och förutsättningar som utgör grunden för beslutet att framgångsrikt rekrytera chefer och andra affärskritiska roller via metoden headhunting. För att besvara forskningsfrågorna samlades data in med hjälp av kvalitativa semi-strukturerade intervjuer där fem respondenter var delaktiga. Studiens resultat tydde på att den strategiska kompetensförsörjningens omfattning samvarierar med företagens storlek. Studien visade även på att rationella, situationsberoende beslut är ytterligare en parameter som styr valet av rekryteringsmetod. De förutsättningar som studien visade ligger till grund för valet av headhunting som rekryteringsmetod är brist på intern kompetens, behov av specifika, komplexa kompetenser, affärskritisk roll samt riskminimering. Identifierade framgångsfaktorer är en tydlig kravprofil, ett gediget förarbete, intern rekryteringskompetens och god kommunikation. / The research has shown deficiencies in the use and utility of headhunting as a strategic competence tool. The purpose of the study was to investigate which strategic business goals, needs and conditions form the basis for the decision to successfully recruit managers and other business-critical roles via the headhunting method. In order to answer our research questions, data were collected by using qualitative semi-structured interviews in which five respondents participated. The results of the study indicated that the scope of strategic competence supply varies with the size of the companies. The study also showed that rational, situation-dependent decisions are another parameter that governs the choice of recruiting method. The prerequisites that the study shows are the basis for the choice of headhunting as a recruitment method is a lack of internal competence, need for specific, complex skills, business-critical role and risk minimization. Identified success factors are a clear requirement profile, solid preliminary work, internal recruitment skills and good communication.