<p>The employment interview is an important part of the recruitment process because the recruiter then has a chance to form an opinion about the applicant as a person. The purpose with this study has been to examine if there are any differences between inhouse-recruiters and recruiting consultants concerning the employment interview and its assessment methods. Five inhouse-recruiters and five recruiting consultants have been interviewed on the basis of a manual. There are differences between the groups in 6 of the 17 themes that have been examined: purpose with the employment interview, private-, double- or panelinterview, length of the interview, personal chemistry, appearance and objectivity in the assessment. Many of the differences are caused by the fact that inhouse-recruiters recruit for their own organisation and recruiting consultants recruit for a client. The result indicates that there are more individual differences than differences between the two groups.</p><p>Keywords: Recruitment, [employment] interview, assessment, nhouse-recruiter, recruiting consultant.</p>
| Identifer | oai:union.ndltd.org:UPSALLA/oai:DiVA.org:oru-264 |
| Date | January 2005 |
| Creators | Boström, Zabina, Brodén, Jenny |
| Publisher | Örebro University, Department of Behavioural, Social and Legal Sciences, Örebro University, Department of Behavioural, Social and Legal Sciences |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, text |
Page generated in 0.0029 seconds