The term “social competence” is widely used by organizations in job advertisements, despite the problems of making a unified definition of it. The purpose of this study is to investigate which features the organizations require, why organizations require them and how the assessment is implemented for recruitment. To answer the purpose of this study, eight qualitative interviews conducted with recruiters from four different staffing agencies. Further a literature study was performed to define the concept of “social competence” and its meaning, in order to later connect this to the result. Based on this, the term “social competence” will be further studied using emotional labor and social capital. From the results, it was found that the organizations' demands for features in terms of “social competence” was communication, teamwork, commitment and flexibility. It was also found that the required social features could be linked to the definitions developed through the literature study.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:uu-203474 |
| Date | January 2013 |
| Creators | Olsén, Mathilda, Raisa, Söderberg |
| Publisher | Uppsala universitet, Sociologiska institutionen, Uppsala universitet, Sociologiska institutionen |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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