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Rekryterarens perspektiv: Hänsyn vid valet av kandidater
Mälardalen University, School of Health, Care and Social Welfare.
2016 (Swedish)Independent thesis Advanced level (degree of Master (One Year)), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Att använda magkänslan som bedömningsunderlag i rekryteringsprocesser anses förlegat och forskning indikerar på att det leder till diskriminering och felrekryteringar. Istället föreslås att rekryteringen ska vara kompetensbaserad och därmed generera ökad mångfald. Syftet med studien var att studera vad rekryterare anser är viktigast vid valet av nya medarbetare samt vad rekryterarens magkänsla har för inverkan vid valet av nya kandidater. Tolv rekryterares uppfattningar har analyserats med en kvalitativ innehållsanalys. Resultatet visar på att olika bedömningsunderlag används och det finns en skillnad mellan branscher. I vissa branscher utförs personlighets- och intelligenstester medan det i andra branscher föredras närvaro eller att passa in i arbetsgruppen. Magkänslan spelar in i alla rekryteringsprocesser och kan både leda till diskriminering och en god matchning mellan person och tjänst, mycket beroende på rekryterarens erfarenhet i yrket. Bedömningen blir dock mer objektiv ju fler bedömningsunderlag som används.

Abstract [en]

Using gut instinct as assessment base in recruitment processes are considered outdated and research indicates that it results in discrimination and recruiting the wrong candidates. Instead competency-based recruitment should be used, to increase diversity. The aim was to study what recruiters consider are most important when choosing employees as well as what impact their gut instinct has in the selection. The perception of twelve recruiters has been analysed with qualitative content analysis. Results shows that different assessment bases are used and there’s a difference between industries. In some industries, personality and intelligence tests are used while other industries prefer presence or a fit into the team. Gut instinct has an impact on all recruitment processes and can lead to both discrimination and a good match between the person and the service, highly dependent on the recruiter’s experience in the profession. The assessment is more objective the more assessment bases used.

Place, publisher, year, edition, pages
2016. , 32 p.
Keyword [en]
recruitment processes, competence, social skills, individual characteristics, stereotypes
Keyword [sv]
rekryteringsprocesser, kompetens, social förmåga, individens egenskaper, stereotypa uppfattningar
National Category
Sociology (excluding Social Work, Social Psychology and Social Anthropology) Psychology (excluding Applied Psychology)
Identifiers
URN: urn:nbn:se:mdh:diva-32908OAI: oai:DiVA.org:mdh-32908DiVA: diva2:955265
Subject / course
Work Life Studies
Supervisors
Examiners
Available from: 2016-08-30 Created: 2016-08-25 Last updated: 2016-08-30Bibliographically approved

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Fredriksson, Michaela
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