To make a company or an organization reach a goal it requires the right way of thinking when recruiting new employees. One mistake and one wrong Recruitment can cause a company or an organization huge expense, which are possible to avoid. A right Recruitment is about having a good Recruitment process which will support the right decision when choosing new employees. The purpose of this thesis is to do an analysis on three Recruitment companies Recruitment process and show the significance of the Recruitment process for hiring the right person for the right position. The information for this paper has been collected through interviews and literature which concerns this subject.

In  the  constantly  changing working  life  of  today, where  emphasis  on  human  capital  grows stronger,  the  importance  of  recruiting  and  retaining  good  staff  increases.  Successful Recruitment  requires  a  first-rate  Recruitment  process.  In  literature  on  Recruitment recommendations for successful Recruitment are presented.   The  aim  of  this  study  is  to  describe  similarities  and  differences  between  these recommendations and Svenska Spel?s Recruitment practice on the basis of a description of the Recruitment process at AB Svenska Spel, and also to identify possible reasons for differences between theory and practice.  To  meet  the  purpose  of  this  study  literature  and  scientific  reports  have  been  studied. Interviews  with  five  HR-specialists  and  four  managers  have  also  been  conducted.  The Recruitment process is therefore described out of the employer?s point of view.

Networking is an important part, for organizations, in the Recruitment process. This since the emergence of Internet networking has become more common and the organizations finds that networking is applied more frequently in the Recruitment process. Organizations have noticed that networking often is a more cost efficient option compared to traditional Recruitment. Since networking in the Recruitment process has increased, we intend to investigate if and how it affects the composition of organizations. This thesis aims to examine networking in the recruiting process, and aims to make no differences between networking offline and online.

Title: Who are you? A study on companies reviewing of Facebook profiles.  Social media has opened up new possibilities in Recruitment situations in forms of background checks on social networks such as facebook. Even though there are many advantages, there are few Recruitment workers who choose to embrace the possibilities with social networking..

ABSTRACTTitle: First steps towards successful Recruitment ? A study about a small Swedish firm?s Recruitment strategyCourse: Bachelor Dissertation - LeadershipAuthors: Filip Agby, Damir Macanovic and Thomas MennerdahlAdvisor: Anders BillströmKey Words: Recruitment in small firms, Recruitment strategy, wrong fit Recruitment, HRM, right staffProblem enunciation: What pros and cons could the choice of Recruitment strategy mean for a small Swedish firm. Purpose: The purpose of this thesis is to give recruiters a better understanding of how a small Swedish company could use different Recruitment strategies, together with systematic preparations, to affect the experienced Recruitment result. Another purpose is to study if earlier mentioned international research about small firms? Recruitment strategies is applicable to a small Swedish firm.Theoretical framework: The section initiates by introducing the reader to the subject through describing Human resource management with a focus on Recruitment.

In order to attract talented consultants, Sigma, a consultant company, wanted an online game for Recruitment. In the game, potential employees? skills could be tested to determine whether they are qualified for the job. This paper presents a general technique for creating such a Recruitment game. The report generalizes the Recruitment game to a level-based game for the web, where a player should be able to progress from one level to the next by solving a given problem.

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.

Audionomprogrammet.

Purpose: The purpose of this study is to increase the understanding of the Recruitment process and its complexity. The study also aims to examine whether there are any problem areas with a Recruitment process which is emotionally based and if so, how these can be resolved. Four issues have been presented, in regard to solving the study?s purpose and problem definition.Theoretical framework: The chapter begins by briefly illustrate the concept of employee turnover and the economic aspects a staff turnover can bring. Thereafter, the importance of a formal preparatory work for Recruitment is presented.

Consultancy as a profession has always been a debated topic and has constantly been surrounded with a kind of secrecy. People have a hard time defining what consultants actually do and how they do it. It seems that they are simply waving their magic wands, performing wonders. We have therefore decided that the purpose of this study is to unveil the secrecy around the profession. By conducting interviews and analysing literature we have examined Recruitment processes in three different consulting industries and their wanted personal characteristics.

The aim of this study is to investigate the discourses of widening Recruitment to higher education in some political documents from the 21st century. The scientific method applied is critical discourse analysis as developed by Norman Fairclough. This implies the analyses of the actual texts, the social practice as well as the discursive practice, i.e. the conditions under which the texts are produced, distributed and consumed.The major results include four discourses: a post-modern discourse, a neoliberal economic discourse, a political discourse of multi-culturalism and a modern discourse with its roots in the 20th century?s discussions about social imbalance in Recruitment to higher education.

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.