Hur arbetar verksamheter inom offentlig sektor med inkludering och mångfald i en rekryteringsprocess? : En kvalitativ fallstudie om chefers upplevelser av inkludering och mångfald

Sammanfattning

Within the public sector, recruitment should be based on competence, with the prerequisites for equal treatment as the starting point. The purpose of this study is to understand how a public sector organization works with inclusion and diversity in recruitment processes. A qualitative interview method was conducted with a total of eight respondents who work as managers with recruitment responsibility. The interviews were supplemented with document analyses of the organisations' recruitment guidelines. The theoretical starting points in the study are theories of person-job fit and person-organizational fit, which together with the social mechanism of homophily help to nuance the results of the interviews and document analyses. All respondents explain that they are using the competence-based structure in the recruitment process, but at the same time the results of the interviews show that one cannot be completely objective and factual during a recruitment. It is importance to create understanding around this, not only in terms of being able to maintain objectivity but also about the strengths that a subjective assessment in recruitment can have on the organizational environment and future supply of skills.