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¨Föreställningsdiskrepans vid rekrytering¨

Skånberg, Sara and Öhlin, Henrik (2003)
Department of Psychology
Abstract
The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The... (More)
The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The data were collected from students at Lund University, Sweden. The selections were made from a matched population, both women and men aged from 19 - 28. The data were collected in two separate ways, one survey, with 115 students participating, and one semi-structured interview, with 15 students participating. The results showed that there are mainly two differences between how students and employers view merits. The employers considered looking for a job fulltime to be qualifying, whereas students did not, thus Academic research was more valued by students than by employers. (Less)
Please use this url to cite or link to this publication:
author
Skånberg, Sara and Öhlin, Henrik
supervisor
organization
year
type
M2 - Bachelor Degree
subject
keywords
Psychology, Psykologi
language
Swedish
id
1356400
date added to LUP
2004-11-08 00:00:00
date last changed
2004-11-08 00:00:00
@misc{1356400,
  abstract     = {The aim of this study is to examine how students perceive and value their prior merits. We will also study whether there is a discrepancy in how employers and applicants perceive and value their images and representations of applicants prior merits. In addition we will try to suggest that discrepancy may harm the possibility to carry out a successful recruiting; in that effect incongruity may lead to instability in the recruiting process. Thus instability may create dysfunctionality in certain elements which are essential to a successful recruiting. The thesis discusses important issues concerning cognitive motivational theories as well as essential parts of theories with reference to negotiation, personnel selection and recruiting. The data were collected from students at Lund University, Sweden. The selections were made from a matched population, both women and men aged from 19 - 28. The data were collected in two separate ways, one survey, with 115 students participating, and one semi-structured interview, with 15 students participating. The results showed that there are mainly two differences between how students and employers view merits. The employers considered looking for a job fulltime to be qualifying, whereas students did not, thus Academic research was more valued by students than by employers.},
  author       = {Skånberg, Sara and Öhlin, Henrik},
  keyword      = {Psychology,Psykologi},
  language     = {swe},
  note         = {Student Paper},
  title        = {¨Föreställningsdiskrepans vid rekrytering¨},
  year         = {2003},
}