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De första stegen mot en framgångsrik rekrytering
Halmstad University, School of Business and Engineering (SET).
Halmstad University, School of Business and Engineering (SET).
Halmstad University, School of Business and Engineering (SET).
2009 (Swedish)Independent thesis Basic level (degree of Bachelor)Student thesis
Abstract [sv]

ABSTRACT

Title: First steps towards successful recruitment – A study about a small Swedish firm’s recruitment strategy

Course: Bachelor Dissertation - Leadership

Authors: Filip Agby, Damir Macanovic and Thomas Mennerdahl

Advisor: Anders Billström

Key Words: Recruitment in small firms, recruitment strategy, wrong fit recruitment, HRM, right staff

Problem enunciation: What pros and cons could the choice of recruitment strategy mean for a small Swedish firm.

Purpose: The purpose of this thesis is to give recruiters a better understanding of how a small Swedish company could use different recruitment strategies, together with systematic preparations, to affect the experienced recruitment result. Another purpose is to study if earlier mentioned international research about small firms’ recruitment strategies is applicable to a small Swedish firm.

Theoretical framework: The section initiates by introducing the reader to the subject through describing Human resource management with a focus on recruitment. Then we point out the importance of systematic preparations prior to recruiting. Thereafter we present five common recruitment strategies. The chapter ends with reasoning about successful recruitment and wrong fit recruitment.

Method: We have used a qualitative approach to gather profound data for the study.

Empirical perspective: The empirical framework presents the fallout of the interviews we had with the studied company.

Conclusion: Our study implies that earlier international research about the challenges in small firms’ recruitment is applicable to our studied firm. The study also demonstrates that our firm have had and has a lack of resources, structure and discipline which is pointed out by the researchers. Particularly the neglection of systematic preparations, which increases the risk of wrong fit recruitment. Our result also shows that the firm uses advertising, network recruitment, recruitment firms and recruiting through the own website. Network recruitment was earlier considered to be fitting when the staffing requirement was very high and speed was of importance. Recruitment firms were on the other hand considered to have many valueable advantages and tended to generate successful recruitments.

Place, publisher, year, edition, pages
Högskolan i Halmstad/Sektionen för Ekonomi och Teknik (SET) , 2009.
Keyword [sv]
Recruitment in small firms, Recruitment strategy, Wrong fit recruitment, HRM, Right staff
Identifiers
URN: urn:nbn:se:hh:diva-2869Local ID: 2082/3271OAI: oai:DiVA.org:hh-2869DiVA: diva2:240087
Uppsok
Social and Behavioural Science, Law
Available from: 2009-08-21 Created: 2009-08-21 Last updated: 2009-08-21

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CiteExportLink to record
Permanent link

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Cite
Citation style
  • apa
  • harvard1
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf