Magkänsla mot matematik : Kan mekanisk rekrytering förhindra diskriminering?

The aim of this study was to investigate if a mechanical recruitment process could be a useful tool for employers to avoid discrimination. National and international law protect jobseekers from discrimination during the recruiting process. Despite this individuals frequently report that they are treated unfairly when they apply for a job. In line with this research shows that some individuals do not have the same opportunities in the labour market as the rest of the population. This study focus on discrimination based on ethnicity, age, gender or disability. Today most of the hiring decisions are based on employers professional judgement. This constitute a potential risk for discrimination since the judgement can be influenced by prejudices and stereotypes. The research shows that employers tend to measure variables which are not relevant for individuals future job performance when they make decisions in selection processes. A mechanical approach for the recruitment can broadly correct for this since it is based on standardized procedures that eliminates human judgement. The data collection of candidates strictly relate to a defined job profile which only contains criterions that are of importance for the employment. Pre-specified algorithms are later on used for combining each candidates data into an overall assessment. This regulates that the same criteria is measured for all individuals. In order to analyse the material a legal dogmatic method has been combined with a legal sociology method