This study explores the shift in football recruitment from traditional scouting to data-driven methods, focusing on Sweden. It investigates how football organizations can enhance competency for effective data-driven recruitment. Through qualitative interviews with elite Swedish football organizations, the study emphasizes the need for competence development for proficient data-driven recruitment. To address the enhancement of personnel competency in the recruitment process, this study poses the research question: "How can football organizations effectively promote competence development to optimize their utilization of data-driven recruitment?" The results highlight the importance of targeted education, combining expertise in data-driven recruitment with a broad skill set.

The purpose of this study is to investigate ethnic discrimination in the recruitment process. National and international law protect individuals from ethnic discrimination by potential employers during the recruitment process.Despite the laws in place to protect human rights, minorities in society do not have the same opportunities in the labor market as the rest of the population. Minorities continue to have difficulties compared to Swedish nationals in the recruiting process. Highly educated immigrants seeking employment in Sweden continue to report being treated unfairly based on their ethnic background.Ethnic discrimination in the recruiting process is based on prejudice and stereotypes that affect decisions whether it is visible or hidden, intentional or unintentional.Under the law, it is not legal to base a decision on prejudices or stereotypes. Therefore, it is important for the employer to highlight the job requirements to ensure the recruitment process is ethical.

AbstractComing to new job is not that easy, sometimes the feeling of insecurity appears. Working for recruitment agencies includes constant changes of colleagues and places of work and at the same time one has two different managers. Who does the individual turn to when problems occur and who do the employed see as his/her manager? Why do people search for work in recruitment agencies? How does it feel not having a fixed place of work or colleagues and how do the aspects of this affect the employed psychosocial work environment? This is a few questions asked when we tried to find answers on the employed feelings about his/hers psychosocial work environment in a recruitment agency. The purpose of this study was to find a deeper understanding on employees working in a recruitment agency experiences their psychosocial work environment on the basis of social support, demands and control.

Background and problem:Theory and literature in the field of board recruitment are limited. The theory and literature that existed focused primarily on the recruitment of senior management and CEO. It was identified that no one had examined the factors that influence the recruitment of board members. The underlying factors might cause the board recruitment is not done from a purely efficiency perspective and therefore it is of interest to be examined.Purpose:The purpose of this thesis is to examine and give an insight into the underlying factors affecting the choice of new directors in large Swedish companies.Method:The thesis has had a deductive approach and been based on existing theory and literature to explain the factors that affect board recruitment. The study was quantitative and the sample consisted of all the major Swedish listed companies.Results and conclusions:The survey indicated that board members ethnicity and number of other board assignments were factors that influenced the board recruitment.

ABSTRACTTitle: The defend of the picture ? a comparison of recruitment advertisements from the Swedish Armed Forces / Bilden av försvaret? en jämförande studie av Försvarsmaktens rekryteringsannonserNumber of pages: 35Author: Greta SimonssonTutor: Mats LindCourse: Media and Communication Studies CPeriod: Autumn Semester 2007University: Division of Media and Communication, Department of Information Science, Uppsala UniversityAim: Do the messages in the recruitment advertisements from the Swedish Armed Forces differ between such advertisements produced in the ?defense against invasion? era and those produced in the present, more internationally oriented era, when analyzed using semiotics? And, how are these advertisements understood by their receivers?Material and method: Interviews, a focus group and semiotic analysis.Main results: The messages in the recruitment advertisements have changed. In line with the changed focus of the Swedish Armed Forces to more international cooperation and missions, the present day advertisements do indeed have a more international and aggressive focus.Keywords: Swedish Armed Forces, information, recruitment, advertisements, semeiotics..

The purpose of this study is to examine web-based recruitment to short term summer jobs at the SocialServices Department in Luleå municipality in Sweden. Recruitment goals, selection options on therecruitment homepage Offentliga Jobb and recruitment practices were analysed in order to reach a deeperunderstanding of the interactions between these three levels in the selection process. Pre-selection throughOffentliga Jobb was a special concern of the study. Different consciousness levels in the selection process areemphasised according to Anthony Giddens' structuration theory. Ten recruiters from different parts of thedepartment were interviewed.

Ethnic discrimination is still a problem in the Swedish employment market. The Ombudsman against Ethnic Discrimination received 154 complaints relating to discrimination due to ethnicity in the working life in 2012. In addition, reported unemployment rates in Sweden differ markedly between native-born and foreign-born. The purpose of this paper is to investigate how protection against ethnic discrimination in recruitment looks like in Sweden and describe different methods an employer may use to prevent that ethnic discrimination occurs in recruitment situations. The first and second issue of the essay concern what protection there is in Sweden against ethnic discrimination in recruitment situations, based on international and national law. The traditional legal dogmatic method, which describes the valid law, is used in these sections.

AbstractTitle: Gender equality ? of course! A qualitative study on gender equal recruitment at a universityAuthor: Ingrid ÖhlundSeveral studies show that the division of gender in Swedish universities is uneven. Since universities are important organizations where our future citizens get their education and become socialized, I found it interesting to investigate how a Swedish university handles the gender equality issue in the process of recruitment. The aim of this study was to contribute with a higher level of knowledge and understanding about the recruitment process out of a gender equality perspective. The aim was also to identify which stages of the recruitment process that was vulnerable out of a gender equality perspective.

How does a corporation work during the recruitment phase to entice and motivate younger members to work for their organization?The aim is to examine in which grade corporations and organizations? recruitment needs to adapt to encounter Generation Y on the labour market.The base in our method is abduction and our research is based on a qualitative method. We have fulfilled interviews with corporations such as Scania, Skatteverket, Swedbank and Appelqvist & Ottoson HR AB.Corporations need in a sense change their recruitment and emphasis their resources to sell the whole corporation and its image to the young job applicant. The younger members demand a total impression of the corporation to implement an interest and to get motivated to work there. Together with our respondents we have realized that Generation Y has higher demands on their workplace than earlier generations..

Emotional intelligence (EQ) has been claimed to be the most critical factor in determining a person's success in life, both personal and professional. EQ highly affects academic and job performance, leadership, stress, and well-being but is still not widely accounted for in recruitment processes. During the last 20 years a large number of researchers have shown interest in the concept of emotional intelligence, but few have studied its practical implications and how EQ-tests are used as a selection tool in recruitment processes. To create an understanding of the motivation for using the test, as well as its role in recruitment decisions, qualitative interviews have been conducted with recruiters at companies in Stockholm, Sweden. All interviewed companies use the self-assessment test EQ:i 2.0.

Syfte och frågeställningarSyftet med studien var att undersöka elitishockeycoachens användande av de idrottspsykologiska färdigheterna visualisering och inre samtal för att prestera under match.Frågeställningarna som hjälpte till att besvara syftet var:? Använder coachen sig av visualisering och inre samtal för att prestera under match?? Hur använder coachen sig av visualisering och inre samtal för att prestera under match?? När använder coachen sig av visualisering och inre samtal för att prestera under match? MetodUndersökningen har en kvalitativ ansats, där halvstrukturerade intervjuer har använts för datainsamling. Tre manliga coacher från 46-48 år med erfarenhet av att vara head-coacher på elitnivå (definierat som Svenska Hockeyligan (SHL) och HockeyAllsvenskan i Sverige, och Get-Ligaen i Norge) deltog i undersökningen. Intervjuerna spelades in på band, blev transkriberade i sin helhet och tematiskt analyserade med hjälp av meningskodning. ResultatSamtliga av coacherna använder sig av både visualisering och inre samtal för sin egen prestation i samband med match. Två av coacherna gör detta för sin egen prestation, medan den tredje coachen säger att han inte gör det medvetet, dock säger han att han gör det mer än vad han själv tror.

This essay reflects upon how recruiters working at a recruitment-agency interpret their gender equality plan and their understanding of the term gender equality. This was done by semi-structured interviews with five recruiters. Through theories concerning the gender system, organization theory with a gender perspective and the doing-gender-perspective we have come to the conclusion that the employees of the company lack a coherent interpretation of gender equality. Concerning the gender equality plan there were diverse understandings of its meaning and the application of the plan is partly insufficient. As a recruitment agency there are a number of specific difficulties related to working towards gender equality.

Known to be one of the most important resources, but also one of the most difficult ones to obtain, the workforce constitutes (consistence) the core of any organization. To find the right person for a particular position is not a trivial task. The recruitment of new staff members is important for any organization in general, but for treating organizations in particular. In order to provide the best service for its clients, it is, for a treating organization, vital to recruit nothing but highly qualified personnel. A well educated workforce can more easily stick to the treatment program and thus maintain treatment integrity.

This paper is a study with two different aspects, with a main focus of the match factory in Jönköping. The first aspect is about how the work situation for children looked like in the match factory during the 1900 - century. The children´s work history over time, the children?s workday and life situation on the factory and outside is described in this paper. The second aspect in this paper is about how the pupils learn about their local history in the 3 and 4 grade.

The purpose of this study is, on one hand, to obtain an understanding of how children in municipal music- and culture schools choose instruments and what forms of recruitment methods they are subjected to, and on the other hand, how you can make them continue to play once they have begun.To acquire this information, I have interviewed five music teachers and two principals at municipal music- and culture schools in Värmland. The questions treated, among other things, what affects children?s instrument preferences, recruitment methods and what you can do to keep interest for the chosen instrument alive.The result of the study shows some apparent tendencies. Even though some of the instruments have trouble recruiting students and other instruments have trouble keeping them, the old methods, which obviously do not work in a satisfactory manner, are still being used. Instead, increased commitment at the occasion of recruitment, more group teaching which strengthens the social bonds through role models and a will to have the courage to change the organization when it does not work, is required..