Trots allt jämställdhetsarbete i dagens samhälle innehar män fortfarande en större andel chefspositioner än kvinnor. Det finns många teorier som försöker förklara varför det förhåller sig så. Syftet med denna uppsats är att förklara eventuella skillnader i rekryterares attityder till kvinnors och mäns förutsättningar att nå chefspositioner inom dagligvaruhandeln. Vi har genomfört intervjuer med rekryteringsansvariga i tre dagligvarubutiker i Skåne. Resultaten från dessa har sedan jämförts med befintliga teorier och tidigare undersökningar i ämnet chefsrekrytering.

How does IT-consultants reason in their consulting process regarding the development of a clients IT-based internal Recruitment system? The purpose with this paper is to investigate how an IT-consultant is reasoning in a consulting process and investigate whether consultants are using established models and methods in their work. We have chosen to work with a qualitative examination to attain our purpose. In our work gathering the empirical facts we have been working with a case study, an observation and a simulation exercise. The combination of these has made it possible to carry out the paper and produce the most correct data possible. Conclusion: We state that IT-consultants do not use any theory-based methods, they use process methods created by themselves and their company.

Ur ett arbetsgivarperspektiv visar tidigare forskning en alltigenom positiv bild av rekrytering via sociala medier, vilket kan förklara dess ökade popularitet. För en arbetssökande däremot kan social rekrytering upplevas som ett hot mot integriteten, eftersom personlig information exponeras för arbetsgivaren. Syftet med denna enkätstudie var därför att öka kunskapen om arbetssökandes inställning till och emotionella upplevelse av social rekrytering utifrån demografiska aspekter. Resultatet från de icke-parametriska testerna visade på en något ambivalent inställning, men med positiva förtecken. Ett samband framkom mellan upplevd nytta och den generella inställningen, men även ålder hade en inverkan på attityden.

Syftet med detta arbete var att ta reda på hur många studenter i avgångsklasserna vid Sjöfartshögskolan som fick en anställning via Career Event 2012 och studenternas uppfattningar om mässans funktion som en plattform för yrkesmässiga kontakter med företagen inför framtiden. I sökandet efter tidigare arbeten hittades ingen liknande undersökning. Däremot hittades ett arbete som under rekryteringsmässorna Career Event och Sjölog 2011, undersökte rederiernas framtida behov av arbetskraft. Arbetet Career Event ? Jobb i sikte försöker komplettera den bilden genom att här presentera hur det faktiska utfallet blev året 2012.

This study aims to explore managers? experiences and perceived conditions for exercising leadership in both hybrid and physical work environments. The empirical material consists of eleven semi-structured interviews and four policy documents. The sample includes eleven managers, of whom six work in a physical environment and five in a hybrid setting. The study follows an inductive approach, where the interviews were first collected and later analyzed by identifying patterns and connecting them to theories on different leadership styles, monitoring, and trust.

In this thesis recruiter?s attitudes and usage of social media within the media business has been examined. The purpose was to find out whether a certain type of behavior in social media could or could not lead to a future employment. How much weight is put on the virtual identity and what does recruiters look for when the look someone up on the internet. Personal interviews with recruiters were done in six different media companies in Stockholm to find out how they used social media when searching and employing new employers.

In this thesis recruiter?s attitudes and usage of social media within the media business has been examined. The purpose was to find out whether a certain type of behavior in social media could or could not lead to a future employment. How much weight is put on the virtual identity and what does recruiters look for when the look someone up on the internet. Personal interviews with recruiters were done in six different media companies in Stockholm to find out how they used social media when searching and employing new employers.

ABSTRACTThis thesis aims to explain how companies and organizations can form their recruitingprocess to successfully recruit people with the same values as the company ororganisation. We have conducted this thesis because we consider it to be of relevancedue to limited research on the subject. To fulfill the purpose of this thesis we havefocused on one main issue. That is how companies can shape their recruiting process torecruit people with the same values as the company. Our ambition is to describe thissubject from a recruiting perspective with the values in focus.

The focus in this paper was on managers in the middle position in the care of the elderly and people with disabilities. The aim was to develop knowledge about the conditions of work among managers in the middle position and what they characterized as good leadership and which strategies they used in their work. The empirical data consisted of nine qualitative interviews with managers in the middle position in the municipality of Halmstad.The frameworks that mainly limited the middle managers' discretion were laws, political regulations and most of all it was the allocated budget. Their discretion was found closer to the operation such as working methods, Recruitment and changes in job schedules. The middle managers spent the majority of their working hours with personnel administrative work and that they often had to prioritise among their tasks.

The Swedish military is trough the rescindment of military conscription on the 1 July 2010 taking a defining step towards a professional army. They stand before big Recruitment challenges, not least to its foreign missions. This thesis aims to examine the motivations of individuals for going on missions abroad with the military. The thesis is built on seven qualitative interviews with individuals who have done foreign missions and is planning further rotations. The theory used is Fabrizio Battistellis motivation theory and a form of discourse analysis.

Previous research has focused limited attention on how personality affects job search for university educated people in work and no studies have focused on the difference between active and passive job seekers. This survey-based study that examined university educated economists and engineers with 5-25 years of experience, showed that career ambition mediated active job search for the personality dimensions of openness, agreeableness and extraversion and also gave clear evidence that active job seekers have lower levels of job satisfaction, and higher levels of career ambition, agreeableness and extraversion, compared with passive job seekers. These findings provide a more nuanced picture of the impact of different Recruitment strategies and provide a starting point for in-depth studies on passive job seekers.

The main purpose of this Masters thesis is to examine gender division in public libraries by reviewing literature and interviewing eight public librarians and two chief librarians. The reason why we decided to investigate this topic is the lack of research concerning sex-segregation in library and information science. By choosing this subject we intend to deepen the understanding of the significance of gender both within the public library and of the occupation in general. Some researchers claim that the low status of librarianship is a result of the large proportion of women in the profession. We want to find out how our informants view the relation between professional status and female domination.

With this essay we have had the intention of observing Linköping University as an example of a public authority undergoing change. In the information society of today, the increasing competition and internationalization affects, not only companies and organizations, but also the public sector. After having been concerned with neutral information spread only, according to"the third mandate", employees at the Department of Information at Linköping University has also started dealing with marketing, so as to increase the Recruitment of students. As a result of this, the work team has been divided into an editorial staff and a department with emphasis on market issues. To strengthen the trademark of Linköping University one has chosen to mediate certain values representative for the university - an interdisciplinary and innovative approach and an entrepreneurial spirit.

Background: Brand strategy tends to become an important management issue. It is therefore interesting to reach a greater understanding about how companies work to make their existing brands stronger. The purpose of a brand is to influence the customers? view of the brand image. The literature is insufficient concerning how leaders handle the process of repositioning a brand, in order to change the brand image.

Ur ett internationellt perspektiv anses Sverige vara ett jämställt land. Trots detta finnsen utpräglad könssegregering på arbetsmarknaden som ett resultat av traditionellaföreställningar om vad som är kvinnliga och manliga yrken. Träindustrin harhistoriskt sett varit en mansdominerad bransch och det är fortfarande svårt för kvinnoratt få anställning inom den branschen. Vid rekrytering av personal finns möjligheterför företag att förändra den demografiska strukturen hos arbetsstyrkan.Med denna bakgrund ämnade denna studie att undersöka rekryteringsprocessen ur ettjämställdhetsperspektiv på ett utvalt företag inom träindustrin. Företaget har delat insina anställda under två yrkeskategorier, tjänstemän och kollektivpersonal.Underrepresentationen av kvinnor är mest märkbar bland kollektivpersonal och därförstuderades skillnader i hur rekryteringsprocessen ser ut mellan yrkeskategorierna.Studiens resultat visade att jämställdhetsperspektivet inte beaktas i samtliga momentav rekryteringsprocessen.