In this qualitative report we have evaluated the significance intuition have on recruiters in their decision-making process. We were furthermore interested in what ways recruiters reflect on, and how they are handling intuition while recruiting. Ultimately our aim was to highlight potential risks and consequences that could emerge as a result of the use of intuition in recruitment. While using a deductive approach we conducted nine semi-structured interviews with recruiters representing various types of companies in Kalmar. Our empirical data combined with our theoretical framework yielded us substantial material in order to analyze our results. Through our investigation we have noticed the degree of intuition among recruiters as being highly individual. However, depending on what type of personality the recruiter has, would also make an impact on the recruiter’s stance toward intuition. In addition, experience and awareness about what role intuition plays in the recruitment process are aspects that contribute as to how the recruiters use their intuition. Due to negative implications that can be caused by unawareness of the impact of intuition, such as discrimination, homosocial reproduction or error recruitments, we find it necessary to emphasize intuition into a practical context at workplaces.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-65532 |
| Date | January 2017 |
| Creators | Hansson, Josefine, Larsson, Jennie, Nilsson, Sanna |
| Publisher | Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE) |
| 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 |
Page generated in 0.0019 seconds