Rekryteringsprocessen inom bemanningsföretag
Independent thesis Advanced level (degree of Master (Two Years)), 20 credits / 30 HE creditsStudent thesis
The purpose of this study is to describe and analyze the recruitment process with a focus on the assessment of candidates'competencies. A subsidiary aim is to examine the degree to which the recruitment process can be objective and impartial. This has been implemented with a literature review and qualitative interview questions.The results show that a combination of assessment methods should be used to get a surface that helps with reliability. Subjectivity is a natural part of the recruitment process that the hiring manager must manage to handle. It must not influence the assessment to the point that the job specification is not followed. Consulting executives from the interviewed manpower agencies believe that specifications of the job are the basis for recruitment and should be uniquely designed. There are no universal competency demands for professions since most have different needs. All jobs however require some form of human interaction, which means that the individual must fit within the organizational environment. Assessment of informal skills means that the candidate is trying to hide flaws that can be stigmatizing. It's something the recruiter takes into consideration by applying scenario-related follow-up questions that focus on specific examples of situations related to employment. Several assessment methods in the recruitment process are based on the assumption that the candidate's past work performance and behavior may repeat itself within the current service. A fact is however that behavior and work-related performances are highly situational. There is no guarantee that the prior behavior and performance will occur within a future employment.The paper describes methods of assessment which evaluates both formal and informal competence. In light of the changing flexible labour market the manpower agencies and their activities are described as well as skills and concepts of the recruitment process. The methods for evaluating competence are linked to previous research together with sociological and Human Resource Management theories.
Place, publisher, year, edition, pages
2014. , 69 p.
Social Behaviour Law
Samhälls-, beteendevetenskap, juridik, kompetens, competence, formell kompetens, bedömning, formal competence, assessment, informell kompetens, informal competence, recruitment process, rekryteringsprocess
IdentifiersURN: urn:nbn:se:ltu:diva-43896Local ID: 1b796766-7cab-44ea-abd0-0bea747afe5fOAI: oai:DiVA.org:ltu-43896DiVA: diva2:1017138
Subject / course
Student thesis, at least 30 credits
Business Administration, master's level
Validerat; 20140924 (global_studentproject_submitter)2016-10-042016-10-04Bibliographically approved