Rekrytering i en föränderlig arbetsmarknad : En kvalitativ studie av kompetensbrist i offentlig sektor

Sammanfattning

Recruitment challenges have become increasingly prominent in the Swedish labor market in recent years, particularly within the public sector and healthcare-related professions. In Norrbotten, these challenges are further intensified by geographical distances, skills shortages, and increasing competition for labor from the industrial sector. At the same time, regions and municipalities face a growing need to attract, recruit, and retain staff with the right competencies to ensure the long-term development of their operations. The aim of this thesis is to examine how public organizations in northern Sweden work to attract and recruit personnel with the right competencies, as well as how the matching between job positions and candidates can be understood in this process.The study is based on a qualitative method with an abductive approach and consists of seven semi-structured interviews within municipal and regional organizations, including managers and HR staff. The analysis was conducted using thematic analysis and is interpreted with the support of confirmation bias, competence supply management, The Strength of Weak Ties, and the learning organization perspective.The results show that the recruitment process is characterized by high competition due to a significant shortage of candidates with the right competencies, which leads to increased difficulties in recruitment. The organizations describe that they increasingly need to revise job requirement profiles, lower educational requirements, and use solutions such as probationary employment, internal training, and internal recruitment in order to fill positions.