This paper examines how recruiters use social media during their recruitment process. The paper focuses on the staffing industry and will further examine how recruiters are handling jobseekers personal privacy when they are using social media in a recruitment process. The paper are trying to understand the meaning of what personal integrity means and how or if recruiters show consideration to this in a recruitment process when they are using social media as a recruitment tool. Our result demonstrates that, today recruiters use social media daily to conduct background checks on job applicants. There are no clear instructions and rules on how recruiters should handle background checks through social media. Recruiters believe that job seekers are responsible for the information contained on the their social media.

This study focuses on the motives that recruiters can or may have within companies, organizations and authorities of using Facebook as a complement in the investigation of potential work-candidates. The study also explores the consequences that could occur regarding the boundaries of private and public spheres when recruiters are researching Facebook-pages of potential work-candidates.The results were collected by qualitative interviews with eight different recruiters from a wide range of businesses in Kalmar.By applying a framework of already identified uses and gratifications, we discovered six different motives of why recuriters would use Facebook as a complement while recruiting work-candidates. The motives are; security, guidance and advice, convenience utility, surveillance, curiosity and economic motives. We also discovered that the following consequences of researching Facebook-pages of potential workcandidates are that candidates are restricted in the possibilities of acting private on their Facebook-pages and that candidates have zero control of their published materials since recruiters sets the limits of what can be thought of as private and as public..

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.

The employment interview is an important part of the recruitment process because the recruiter then has a chance to form an opinion about the applicant as a person. The purpose with this study has been to examine if there are any differences between inhouse-recruiters and recruiting consultants concerning the employment interview and its assessment methods. Five inhouse-recruiters and five recruiting consultants have been interviewed on the basis of a manual. There are differences between the groups in 6 of the 17 themes that have been examined: purpose with the employment interview, private-, double- or panelinterview, length of the interview, personal chemistry, appearance and objectivity in the assessment. Many of the differences are caused by the fact that inhouse-recruiters recruit for their own organisation and recruiting consultants recruit for a client.

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.

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.

As artificial intelligence (AI) has gained more influence in recruitment, both recruitment processes and the role of the recruiter are changing. This study aims to describe and analyze how recruiters translate, use, and relate to AI in their work. Through a qualitative method based on semi-structured interviews and document analysis, the study explores recruiters? experiences, attitudes, as well as perceived obstacles and opportunities regarding the use of AI in recruitment. With a theoretical foundation in translation theory, fashion, and imitation, the study examines how AI is not only followed as a trend, but also shaped and adapted locally through translation, depending on organizational identity and needs.

Introduction: A job interview is for both the candidate and the company involved, an importantsituation. It might be tempting for the candidate to adjust the answers to the job in question or what heor she thinks the recruiter wants to hear. This behaviour is a part of what socialpsychology would callimpression management. This term means that you try to control the impressions you send out andaccordingly adjust your behaviour for the current situation.Purpose: Candidates usage of impression management is a widely debated subject where theresearch mainly has focused on the candidates, their strategies and the efficiency of impressionmanagement. Our purpose with this thesis is therefore to see how recruiters experience candidatesimpression management in a job interview, how they handle it and what level of acceptance they havefor it.Theoretical perspectives: The theories and previous research used as models for explanation andbasis for discussion is mainly Erving Goffman´s (1974) dramaturgical perspective and thoughts aboutimpression management and Mark R Leary´s (1995) theories concerning impression managementtactics.

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.

Our purpose was to investigate when a specific phenomenon is taken out of context and used in a manner not originally intended for. Facebook is meant to be used in the private sphere as a way for individuals to communicate and keep in touch with family, friends and acquaintances. However, Facebook has begun to be used increasingly in the professional context like recruitment. We have through qualitative interviews explored how the respondents, professional recruiters and future job applicants, think about the use of Facebook in a recruitment process. By applying theories dealing with roles and lifestyles we have been able to pinpoint our empirical data.

Men abuse women every day. It has become a Health Problem which we affects all of us. Help is available for those women who have the strength to seek it. Health care personnel are often these women?s only contact with the surrounding world.

ABSTRACTWe have chosen to write an essay about competence because we think that it is an important and a current subject of interest, both to us as future team leaders, but also to all activities within the community. We have a background working with eldercare and we have noticed that there are continued changes going on. This made us want to study what team leaders and their staff think about competence and the development of competence. The purpose of this study is to analyse how team leaders work to develop competence with their personnel working in home care. We also want to analyse how the personnel experience their competence and their need for development of competence.

The main issue of the essay were to create a picture of how the Swedish Armed Forces is and are supposed to be controlled with documents within the field of personnel management. The documents that are at hand in the essay´s field of problem, ?personnel idea? and ?personnel policy?, does not show a unitary or apparent picture of how control are meant to be executed; for which reason an explorative examination turned out to be important. Data was collected with interviews as a method. The persons interviewed have had different roles in the essay´s field of problem.

The study examines the meaning of having a dog in the workplace of personnel who work with therapy. The purpose was to examine the personnel?s view of dogs in their work envi-ronment. The study uses two theories. One is ?psychosocial work environment? and the other theory used is ?symbolic interactionism?.