Today, employees are considered as the company's largest assets. Recruiting and attracting employees with the right competence provides competitive advantages. However, a recruitment can be quite costly. According to Langhammer (2013) there is a correlation between recruitment in research and how recruitment takes place in practice. The aim of this study is to investigate how recruitment takes place in practice, the recruiters approach to objectivity and subjectivity, and if recruitment to the own group are managed differently. Intotal, eight respondents have been interviewed through semi-structured interviews and all respondents are working with recruitment as their main task. Interview material were analysed from psychometric and social approaches, Kahneman's systems 1 and 2, wheresystem 1 is linked to the recruiter's gut feeling (Kahnemans, 2013) while recruitment into their own workgroup, is analysed from a principal agent perspective. The results showed that respondents strive to work based on a standardized recruitment process in line with the psychometric approach. However, factors that belong to the social approach are being practiced. Seven out of eight respondents indicated an awareness of subjectivity and that feeling of power could affect the assessment of the candidates. The impact on subjectivity could derive from the recruiter but also from the contracting company. The interview itself was raised by several respondents as a situation influenced by the recruiter. Among otherthings, the recruiter's communicative qualities were of importance for the interview and thereby, for the overall assessment of the candidate. Regarding recruitment to the own group, the respondents answered that subjective values such as personality and whether the candidate would fit to the team, weighed more than recruiting to an external company.

The goal of the thesis Recruitment process in an international company is to describe selection and recruitment of employees in EY company, analyze data connected with these personnel activities and make suggestions of possible improvements of these processes based on the survey conducted by the author. The theoretical part deals with personnel management, its evolution and functions. Furthermore, this part also explains some terms connected with recruitment and describes classical as well as modern methods of the personnel functions. In addition, the theoretical part describes issues of personnel marketing and Generation Y with respect to recruitment processes. In the practical part, the company EY is introduced, and this part focuses on the recruitment process of Generation Y and personnel marketing of the company itself. Moreover, the survey with topic Satisfaction with recruitment process was conducted among members of Generation Y who started working at EY during year 2015. On the ground of this survey, three main suggestions of how to improve these processes were made.

This diploma thesis is concerned with definition of the term recruitment agency and with the description of its activities and services, which are offered to its clients and candidates. First chapter of this thesis depicts conditions of origin of recruitment agencies in Czech Republic and their functioning. There is a close analysis of job market, job applicants and clients of recruitment agencies. The second chapter is the core of this thesis. It contains description of cooperation between specific recruitment agency and its client and candidate. The work of the consultant in this recruitment agency is a central theme of this chapter. Final chapter sums up benefits and risks for all concerned parties, namely client - recruitment agency - candidate.

This study is about the recruitment process. It started with a big picture of Work-life and narrowed down at the beginning of the career when candidates are applying for a job. There are different problems in the recruitment process. It is a stressful and uncertain experience for candidates. Also, the organizations will take damage by selecting an inadequate candidate. And, the recruiters have a hard time making a decent decision. This study investigates how to improve the experience of the stakeholders of candidates, organizations, and recruiters. The model of the design innovation process is the methodology of the project. The result is a candidate workshop framework that is a tool to get a deeper understanding of candidates. Designing a workshop can help to select an adequate person when there are the last few candidates. This workshop is complementary to a job interview, which can be before or after the job interview. It can be a physical or remote workshop. The workshop is about testing the abilities and soft skills that are not easy to measure by a traditional job interview. As a result, this solution can create an opportunity to gain better experience as teams and organizations meet people who are going to work with, and candidates get better feedback.

The purpose of this thesis is to investigate and compare how women and men in a CEO position have experienced the recruitment process for the function as CEO. The study aims to identify similarities and differences between women and men's experience of contributing factors to the fact that they were recruited to the position of CEO. The study also intends to create an understanding of what opportunities and obstacles women and men have experienced that have affected their path to the CEO position. The study is comparative and the empirical material consists of ten semi- structured interviews with five women and five men who have been recruited to the position of CEO. The study shows that the most central factors in being recruited to the CEO position is to be a part of a network, have access to social capital and have "good success stories". This is described by both our female and male respondents. However, no typical process can be identified. The recruitment process is perceived as “solid” and “waterproof” by the majority of respondents. The study shows that four out of five women have been recruited internally, thus, they have been included in networks internally. Among our male respondents, four out of five have been recruited externally, indicating that they have been included in networks outside the organization. We found that women have experienced that they have been given opportunities internally, which has contributed to them advancing to the CEO position. In contrast to women, men describe that opportunities create the individual, they are not given. The results of our study show that being part of significant networks provides opportunities. The respondents experience age as an obstacle, that they have been young in senior positions is perceived to be problematic. No respondent experiences any obstacles during the recruitment process. / Syftet med denna uppsats är att undersöka och jämföra hur kvinnor och män på vd- position upplevt rekryteringsprocessen till posten som vd. Studien ämnar identifiera likheter och skillnader mellan kvinnor och mäns upplevelse av bidragande faktorer till att de rekryterats till posten som vd. Studien avser även skapa förståelse för vilka möjligheter och hinder kvinnor respektive män upplevt påverka deras väg till vd- posten. Studien är komparativ och det empiriska materialet består av tio semistrukturerade intervjuer med fem kvinnor och fem män som rekryterats till vd- posten. I studien framkommer att det mest centrala för att rekryteras till vd-posten är att vara en del av nätverk, ha tillgång till socialt kapital och ha ”good success stories”. Detta beskrivs av både våra kvinnliga och manliga respondenter. Någon typisk process kan inte identifieras. Rekryteringsprocessen upplevs som ”gedigen” och ”vattentät” av majoriteten av respondenterna. Studien visar att fyra av fem kvinnor rekryterats internt, de har således inkluderats i nätverk internt. Bland våra manliga respondenter har fyra av fem rekryterats externt, vilket tyder på att de inkluderats i nätverk utanför organisationen. Vi finner att kvinnor upplevt att de fått möjligheter internt, vilket varit bidragande till att de avancerat till vd-posten. Männen beskriver i motsats till kvinnorna att möjligheter skapar individen, de ges inte. Vår studies resultat visar att vara del av betydelsefulla nätverk ger möjligheter. Respondenterna upplever ålder som ett hinder, att de varit unga på seniora poster upplevs varit problematiskt. Ingen respondent upplever några hinder under rekryteringsprocessen.

Artificiell Intelligens (AI) är idag mycket omtalat. Det finns flera olika användningsområden för AI, det kan vara bild-, ljud- och ansiktsigenkänning, personliga personalassistenter, robotik med mera. AI har på senare tid även börjat implementeras inom HR-arbetet och har påverkat den traditionella rekryteringsprocessen. Rekryteringsarbetet upplevs idag som problematiskt, 72% av näringslivet uppger att de har svårt att hitta rätt arbetskraft. Arbetsgivare uppger även att det administrativa arbetet är mycket tidskrävande. Det finns även en problematik gällande rationalitet och etik, då beslutsfattandet ofta påverkas av mänsklig bias. Vår studie visar att implementeringen av AI kan resultera i minskade kostnader samtidigt som det sker tidsbesparingar hos personalen. Det finns även mer tid för att utveckla personliga relationer med de nyanställda. En av intervjuerna visar att implementeringen av AI inom rekrytering kan bespara rekryterare 10 timmar i veckan. Studien visar även att det är vanligt att tro att rekryteringen blir mer rättvis och etiskt korrekt vid implementering av AI, dock finns det forskare som menar att detta är en stor utmaning. Syftet med denna rapport är att på ett kvalitativt sätt undersöka hur svenska företag använder sig utav AI i sin rekryteringsprocess samt om AI kan förändra arbetet inom rekryteringsprocessen beträffande rationalitet och etik. Informationssökningen kommer att ske genom tidigare forskning samt intervjuer för att kunna besvara forskningsfrågorna. / Artificial intelligence (AI) is today widely spoken about. There are several different uses for it. AI can be image-, sound- and face recognition, personal staff assistants, robotics and more. AI has recently become implemented within the HR work and has come to influence the traditional recruitment process. The recruitment work is today perceived as problematic, 72% of the business sector report that they find it difficult to find the right workforce. Employers also state that the administrative work is very time-consuming. There is also a problem concerning rationality and ethics, since decision-making is often affected by human bias. Our study shows that the implementation of AI can result in reduced costs while saving time for staff. There is also more time to develop personal relationships with the new employees. One of the interviews shows that the implementation of AI in recruitment can save recruiters 10 hours a week. Our study shows that the implementation of AI can result in reduced costs while saving time for staff. There is also more time to develop personal relationships with the new employees. The study also shows that it is common to believe that the recruitment becomes more fair and ethically correct when implementing AI. However, there are researchers who believe that this is a great challenge. This qualitative study aims to examine how Swedish companies use AI in their recruitment process and whether AI can change the work within the recruitment process regarding rationality and ethics. The information used was conducted through previous research as well as interviews in order to answer the research questions.

Denna studie behandlar reklambyråers användning av sociala medier i rekryteringsprocessen av tillsvidareanställda respektive frilansare. Syftet är att förstå hur sociala medier används förrekrytering och hur arbetsgivare inom mediebranschen resonerar kring detta. För att undersöka detta användes kvalitativ semi-strukturerad intervju som genomfördes med fyra olika personer med rekryteringsansvar på fyra olika reklambyråer i Malmö. Studien visar att respondenterna använder sociala medier för att annonsera och söka efter potentiella framtida anställda och frilansare. Fördelen med sociala medier är att det kan vara ett sätt att nå utanför byråernas egna nätverk. Till skillnad från tidigare studier använder respondenterna i denna studie inte sociala medier för bakgrundsinformation om kandidater. Det kan ses som positivt eftersom det innebär en mindre risk för att information tas ur kontext och leder till diskriminerande beslut. Den största skillnaden mellan rekrytering av tillsvidareanställda och frilansare verkar vara betydelsen av kandidaternas personlighet, som i sin tur påverkar hur formell rekryteringsprocessen blir. / This study covers advertising agencies’ use of social media in the process of recruiting full time employees and freelancers respectively. The aim is to gain an understanding of how social media is utilized and how employers discuss the use of social media channels. The method used in this study was semi-structured qualitative interviews and the interviews were carried out with four people with recruiting responsibility at four different advertising agencies in Malmö. The study shows that the respondents predominantly use social media to advertise jobs and search for potential employees and freelancers. The advantage of social media is that it provides a way to reach outside of the agencies’ own network. In contrast to what other studies have found the respondents in this study does not use social media to gain personal background information about candidates. This can be seen as positive as it lessens the risk of information being taken out of context and leading to discriminating decisions. The main difference between recruiting employees and recruiting freelancers seems to be the importance of the applicant’s personality which in turn affect the formality of the recruiting process.

Syftet med denna studie är att undersöka hur digitaliseringen förändrat rekryteringsprocess för personer som arbetar med rekrytering. I studien undersöks även vilken roll AI idag har inom rekryteringsprocessen samt vilken roll den kan förväntas ha i framtiden. Där de två forskningsfrågor vi tagit fram behandlar dessa två områden. Studien har en kvalitativ metodansats där data samlats genom semistrukturerade intervjuer samt en litteraturstudie. Studien innefattar sju olika respondenter från sex olika organisationer där de arbetar med rekrytering. Materialet har analyserats med en tematiskt analysmetod där vi identifierat tre huvudteman - digitalisering, rekryteringsprocess samt AI. Studiens resultat visar att digitaliseringen har haft en stor och i de flesta fall positiv påverkan på rekryteringsprocessen. Där har rekryterar kunnat effektivisera sin tid genom verktyg som underlättat både hantering av kandidater och rekryteringsprocessen i stort. Flera respondenter menar dock på att en helt digital rekryteringsprocess inte är ett alternativ då det mänskliga mötet inte går att ersätta. Resultatet visar fortsatt på att AI idag inte har en viktig roll i dagens rekryteringsprocesser. Men att det finns potential och en nyfikenhet på vilket bidrag tekniken kan tillföra i framtiden. Men på liknande sätt så ses inte AI och dess verktyg som något som kommer att ersätta människan på något sätt men snarare underlätta och ge stöd i vissa delar av rekryteringsprocessens. / The purpose of this study is to examine how digitalization has changed the recruitment process for individuals working in recruitment. The study also investigates the current role of AI in the recruitment process and its expected role in the future. The two research questions developed for this study address these two areas. The study adopts a qualitative methodology, gathering data through semi-structured interviews and a literature review. The study includes seven respondents from six different organizations involved in recruitment. The data has been analyzed using thematic analysis, resulting in the identification of three main themes - digitalization, the recruitment process, and AI. The findings of the study indicate that digitalization has had a significant and mostly positive impact on the recruitment process. Recruiters have been able to streamline their time through tools that facilitate candidate management and the overall recruitment process. However, several respondents argue that a completely digital recruitment process is not feasible as human interaction cannot be replaced. The results also indicate that AI does not currently play a significant role in today's recruitment processes. However, there is potential and curiosity regarding the contributions the technology can make in the future. But at the same time, AI and its tools are not seen as something that will replace humans but rather as means to facilitate and support certain aspects of the recruitment process.

Datum:  2023-05-30 Nivå:   Kandidatuppsats i Företagsekonomi, 15 hp  Institution:  Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet  Författare:                   Grankvist, Philip Hammer, Viktor  Pizzoni Elfving, Benjamin                     (99/07/30)        (01/03/14)             (01/12/20)                                                                                   Titel:   Rekrytering i privat och offentlig sektor -En kvalitativ studie som jämför     rekryteringsprocesser mellan den privata och offentliga sektorn i Västerås kommun  Handledare:  Konstantin Lampou                                                     Nyckelord:  Rekrytering, Rekryteringsprocess, Offentlig sektor, Privat sektor   Frågeställningar: Vilka likheter och skillnader finns det i rekryteringsprocessen mellan offentlig    och privat sektor, hur överensstämmer dessa med teoretiska modeller för    rekrytering? Vad kan den offentliga och privata sektorn lära sig av varandra i respektive    rekryteringsprocess? Syfte:    Syftet med undersökningen är att få en djupare insyn i olika organisationers    rekryteringsprocesser i den offentliga och privata sektorn. För att sedan se    vilka skillnader och likheter som existerar mellan sektorerna samt vad de    kan lära sig av varandra.   Metod:   Studien har en kvalitativ metod med en abduktiv ansats. Studien grundar sig i  semistrukturerade intervjuer med personer som har erfarenhet av rekrytering. Analysen har tolkats genom en tematisk syn.      Slutsats:   Undersökningen har givit forskningen en mer djupgående insyn i vilka skillnader och likheter som finns mellan de olika sektorernas  rekryteringsprocesser. Undersökningen har förklarat mer om offentlighetsprincipen och hur det påverkar sökande kandidater i den  offentliga sektorn. Även hur offentlighetsprincipen används till att utveckla  rekryteringsprocesser till mer effektiva och passande för sektorerna. Användandet av en kvalitativ metod gav undersökningen en mer djupgående  bild av rekryteringsprocesserna vilket i sin tur gav möjligheter att förklara skillnader i mer än bara siffror. Både för och nackdelar uppstår med  sektorernas förutsättningar för rekrytering, vilket indikerar stora möjligheter för vardera sektor att ta lärdom av varandra och utveckla sina rekryteringsprocesser ytterligare. / Date:   2023-05-30 Level:   Bachelor thesis in Business Administration, 15 cr  Institution:  School of Business, Society and Engineering, Mälardalen University  Authors:           Grankvist, Philip Hammer, Viktor  Pizzoni Elfving, Benjamin                         (99/07/30)                  (01/03/14)             (01/12/20)                                                                                   Title:   Recruitment in private and public sector -A qualitative study comparing    recruitment processes between the private and public in Vasteras municipality Supervisor:  Konstantin Lampou                                                     Keywords:  Recruitment, Recruitment process, Public sector, Private Sector Research questions:  What are the similarities and differences in the recruitment process between the public and private sectors, how do these align with theoretical models of recruitment?      What can the the public and private sector learn from each other in their    respective recruitment process? Purpose:  The purpose of the study is to gain a deeper insight into to the recruitment    processes of various organizations in the public and private sector.     To then see what differences and similarities that exist between the sectors    and what they can learn from each other.     Method:  The study utilizes a method that is qualitative along with an abductive    approach. Semi-structured interviews with individuals having recruitment    experience served as the study’s foundation. A thematic approach has been    used to interpret the data.  Conclusion:  The study has provided research with a deeper awareness of the differences      and similarities between the various sectors recruitment processes. The survey has provided further information about the principle of publicity and how it relates to job applicants in the public sector. Additionally, how  recruitment processes are developed to be more effective and appropriate for the sectors using the principle of publicity. The survey’s use of a qualitative method provided deeper knowledge of the recruitment processes which in turn provided opportunity to explain the variations using factors other than just numbers. The conditions for recruiting in the different sectors both have advantages and disadvantages, which suggests immense chances for learning from one another and improving the recruitment process in each sector.

Grundläggande förutsättningar för att företag och organisationer ska kunna bedriva en fungerande verksamhet är att det finns personal med rätt kompetens vilket tillgodoses med en väl genomförd rekrytering. Studien hade följande två frågeställningar: Hur arbetar rekryterare under rekryteringsprocessen för att förhålla sig så objektiva som möjligt? Vilka svårigheter finns det under en rekryteringsprocess sett till förhållningssätt i relation till subjektiva och objektiva bedömningar? 10 semistrukturerade intervjuer genomfördes med deltagare som innehar en tjänst med rekryteringsansvar. Intervjuerna tematiserades där sju centrala teman identifierades: Kravprofilen – grunden till det objektiva, standardiserad intervjumall, digital referenstagning, att frångå den subjektiva upplevelsen, tidspress, oärlighet samt språkutmaning. Resultatet visade bland annat att deltagarna upplever flera svårigheter i rekryteringsprocessen, den subjektiva upplevelsen nämndes som en svårighet hos många av deltagarna. Tidigare forskning visar att kravprofilen är en stor källa till objektivitet. Kravprofilen var även något som deltagarna ansåg vara grunden och ett hjälpmedel till det objektiva förhållningssättet. / Basic prerequisites for companies and organizations to be able to run a functioning business are that there are personnel with the right skills, which is met with a well-executed recruitment. The study had the following two questions: How do recruiters work during the recruitment process to be as objective as possible? What difficulties are there during a recruitment process in terms of approach in relation to subjective and objective assessments? 10 semi-structured interviews were conducted with participants who hold a position with recruitment responsibility. The interviews were thematized where seven central themes were identified: The requirements profile - the basis for the objective, standardized interview template, digital reference taking, moving away from the subjective experience, time pressure, dishonesty and language challenge. The results showed, among other things, that the participants experience several difficulties in the recruitment process, the subjective experience was mentioned as a difficulty by many of the participants. Previous research shows that the requirements profile is a great source of objectivity, the requirements profile was also something that our participants considered to be the basis and an aid to the objective approach.