ALLA ÄR VÄL TREVLIGA PÅ ANSTÄLLNINGSINTERVJUER? : OM BESLUTSFATTANDE REKRYTERARES ERFARENHETER OCH UPPFATTNINGAR KRING DERAS REKRYTERINGSBESLUT

Sammanfattning

Knowing which candidate is the perfect fit for your workplace is not as easy as it seems. Recruitment assessments are becoming more and more complex as organisations evolve and require more flexibility. A qualitative content analysis has been carried out with the aim of investigating which perception and experience recruiters in a decision-making role have during new employment and explore if the recruiter considers aspects in order to create a well-functioning workgroup. A total of seven in-depth interviews were conducted. The distribution consisted of four men and three women between the ages of 45 years to 57 years. Four of the participants worked in the public sector and three worked in the private sector. Twelve categories were identified; Formal frameworks for the recruitment process to take into account, The right formal competence of the candidate is important, Influence of work and knowledge tests, Right personality for the job is important, The impact of similarity-attraction effect, Important that day form does not affect decisions, Objective assessment is important, Other people's input and coherence in decisions is important, Important to create the right group dynamics, The gut feeling is important, Clicking is not necessary and Weighting between personality and formal competence. Finally, it can be stated that participants were keen that the recruitment decision result in the right person being in the right place both with regards to tasks as well as the workgroup.