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"Döm inte boken efter omslaget": En kvalitativ studie om hur rekryterare hanterar svårigheten att bedöma kandidater under anställningsintervjuer
Södertörn University, School of Social Sciences, Sociology.
2017 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [sv]

Syftet med denna studie är att öka förståelsen för hur rekryterare hanterar svårigheten att bedöma kandidater under anställningsintervjuer. Studiens empiriska material har samlats in genom ett kvalitativt tillvägagångssätt där sju semistrukturerade intervjuer har genomförts. Intervjupersonerna arbetar med rekrytering i Stockholms län och använder anställningsintervjuer som metod i rekryteringsprocessen. Med hjälp av tidigare forskning och teorier som förklarar likhetseffekten, homosocial reproduktion, haloeffekten samt hur en kompetensbaserad rekrytering går till visar resultatet av studien att intervjupersonernas bedömning av kandidater till stor del baseras på den “personkemi” som uppstår mellan rekryterare och kandidat vid ett första möte. Enligt tidigare forskning tenderar bedömning av kandidater baserat på ett första intryck att å ena sidan utesluta potentiellt starka kandidater och å andra sidan resultera i felrekrytering. Intervjupersonerna var medvetna om denna problematik och har därför utvecklat egna tekniker för att undvika fallgroparna som gör att de riskerar att “döma boken efter omslaget”.

Abstract [en]

The purpose of this study is to increase the understanding of how recruiters handle the difficulty of assessing candidates during job interviews. The empirical material of the study was gathered based on a qualitative approach by which seven semi structured interviews were conducted. The interviewees are recruiting staff in Stockholm County who uses job interviews as a method in the recruitment process. With support by previous research and theory which explains the similar attraction theory, homosocial reproduction, the law of effect and recruitment based on qualifications, the results of the study show that the interviewees assessment of candidates are largely based on “the chemistry” created between the recruiter and the candidate during their first meeting. However, according to previous research, this is an approach that on one hand tends to exclude potentially strong candidates, and on the other hand could result in a recruitment gone wrong. The interviewees were aware of this issue, and have therefore developed their own techniques to avoid the pitfalls which puts them in risk to “judge the book by its cover”.

Place, publisher, year, edition, pages
2017. , p. 39
Keywords [en]
assessment, candidates, homosocial reproduction, job interviews, law of effect, recruiters, recruitment, recruitment based on qualifications, similar attraction theory
Keywords [sv]
anställningsintervjuer, bedömning, haloeffekten, homosocial reproduktion, kandidater, kompetensbaserad rekrytering, likhetseffekten, rekryterare, rekrytering
National Category
Sociology (excluding Social Work, Social Psychology and Social Anthropology)
Identifiers
URN: urn:nbn:se:sh:diva-34237OAI: oai:DiVA.org:sh-34237DiVA, id: diva2:1174850
Subject / course
Sociologi
Uppsok
Social and Behavioural Science, Law
Supervisors
Examiners
Available from: 2018-01-17 Created: 2018-01-16 Last updated: 2018-01-17Bibliographically approved

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CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • harvard-anglia-ruskin-university
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf