Rekrytering i praktiken : Rekryterarens beslutsfattande och bedömning av kandidater i rekryteringsarbetet

Today, employees are considered as the company's largest assets. Recruiting and attracting employees with the right competence provides competitive advantages. However, a recruitment can be quite costly. According to Langhammer (2013) there is a correlation between recruitment in research and how recruitment takes place in practice. The aim of this study is to investigate how recruitment takes place in practice, the recruiters approach to objectivity and subjectivity, and if recruitment to the own group are managed differently. Intotal, eight respondents have been interviewed through semi-structured interviews and all respondents are working with recruitment as their main task. Interview material were analysed from psychometric and social approaches, Kahneman's systems 1 and 2, wheresystem 1 is linked to the recruiter's gut feeling (Kahnemans, 2013) while recruitment into their own workgroup, is analysed from a principal agent perspective. The results showed that respondents strive to work based on a standardized recruitment process in line with the psychometric approach. However, factors that belong to the social approach are being practiced. Seven out of eight respondents indicated an awareness of subjectivity and that feeling of power could affect the assessment of the candidates. The impact on subjectivity could derive from the recruiter but also from the contracting company. The interview itself was raised by several respondents as a situation influenced by the recruiter. Among otherthings, the recruiter's communicative qualities were of importance for the interview and thereby, for the overall assessment of the candidate. Regarding recruitment to the own group, the respondents answered that subjective values such as personality and whether the candidate would fit to the team, weighed more than recruiting to an external company