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Rekryteringsprocessen: En studie om de olika faktorer som påverkar rekrytering
University West, Department of Economics and IT, Divison of Law, Economics, Statistics and Politics.
University West, Department of Economics and IT, Divison of Law, Economics, Statistics and Politics.
2014 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesisAlternative title
Recruitment process : A study about the different set of factors that affects recruitment (English)
Abstract [sv]

Ämnet rekrytering väcker många känslor oavsett kontext. Inledningsvis framgick det tydligt i vårt val av ämne att det sällan är svart på vit och därmed behovet av en begränsning. I syfte att göra denna studie objektiv i möjligaste mån beslöt vi oss för att forska om rekryteringsprocessen och hur denna faktiskt är uppbyggd. Processen är onekligen det kugghjul som får resten av maskineriet att rulla och därmed bör denna vara välutvecklad och effektiv.

Huvudsakligen utgår denna studie från ett kvalitativt perspektiv där syftet är att svara på forskningsfrågan; "Hur ser rekryteringsprocessen ut? - Vilket moment har störst betydelse under processen?". Teori och forskning baseras på aktuell liksom äldre arbeten men som ännu är tillämpningsbara i den mån att de ej är motbevisade. Empirin insamlades genom sex olika intervjuer med olika aktörer inom rekryteringssammanhang. De befinner sig på olika nivåer och bidrar därmed med olika perspektiv på hur processen kan se ut från deras respektive organisation. Uppsatsen mynnar ut i en analys av teori och empiri där vi, genom vårt hermeneutiska synsätt skapar oss en väl validerad tolkning av respektive process. Analysen formuleras sedan till en slutsats där vi förtydligar svaret på forskningsfrågan.

Resultatet av vår studie visar hur processen är beroende av olika moment där en kravanalys, urvalsmetodik och noga planerade intervjuer med inslag av personlighet- respektive beteendetester är nyckeln till framgång. Det absolut viktigaste momentet är dock den mer moderna e-rekryteringen där fokus ligger på effektivitet och automatisering av rekrytering. Trots de skillnader som kan komma att finnas mellan organisationsstorlekar ser detta moment ut att bli en större hybrid allt eftersom kunskapen ökar oberoende av organisationen.

Abstract [en]

The recruitment-subject is very emotional regardless of context. We noticed initially that the subject is very diverse and therefore we had to limit ourselves. The intent of the study was to be objective. We chose to research about the recruitment process and the building blocks behind it. The process is undeniably the heart of the recruitment process and employee turnover, which is why it should be highly developed and effective.

This study is primarily based on a qualitative method, whereas the purpose is to answer the research question; "How does the recruitment process work? – What is the most important part in the recruitment process?". Theory and research are based on current as well as established work within the subject. The reason we use established work is that it is still useful to the degree that it has not been proved wrong or obsolete to this day. The empirics was gathered through six different set of interviews with different participants. The participants are employed within different areas of their respective organization and thereby give us different perspectives of the process. The study results in an analysis of our theory and empirics. The analysis in turn will be based upon our hermeneutical method, meaning that it is our own interpretation based on the research material. The interpretation is validated based on the theory and research presented in the study. The analysis results in a conclusion that answers the two research questions.

The result of our research study proves that the process is dependent on different factors, such as requirement analysis, selection methods and well planned interviews. A key to success during the recruitment process are personality and behavior tests. The most important factor during the recruitment process is the more current method, which is based on e-recruitment. E-recruitment focuses on being effective and automated. It is a hybrid among the studied recruitment forms that does not affect the size of the recruiting organization.

Place, publisher, year, edition, pages
2014. , 56 p.
Keyword [en]
Recruitment, process, selection, interview, personality
Keyword [sv]
rekrytering, process, urval, intervju, personlighet
National Category
Business Administration
Identifiers
URN: urn:nbn:se:hv:diva-7036Local ID: EXC504OAI: oai:DiVA.org:hv-7036DiVA: diva2:766584
Subject / course
Business administration
Educational program
Personalekonomi
Supervisors
Examiners
Available from: 2014-12-10 Created: 2014-11-27 Last updated: 2014-12-10Bibliographically approved

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