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Kompetensbedömningar vid rekrytering

Öberg, Kristofer LU (2012) JURM02 20121
Department of Law
Abstract (Swedish)
Ett flertal olika faktorer – däribland utbildning, tidigare arbetserfarenheter och personliga egenskaper – avgör tillsammans en arbetssökandes attraktivitet på arbetsmarknaden. I regel står det arbetsgivare fritt att avgöra vilka kriterier som ska vara de mest avgörande på just deras arbetsplats. Vissa inskränkningar finns dock i denna frihet, däribland diskrimineringsförbudet.

Inom den statliga sektorn finns ytterligare en inskränkning. I normalfallet ska här en arbetssökandes skicklighet för den aktuella tjänsten vara det mest avgörande kriteriet vid rekrytering. Något dylikt krav finns inte inom den privata sektorn. Huruvida denna teoretiska skillnad mellan de båda sektorerna medför några avgörande olikheter i praktiken framstår dock... (More)
Ett flertal olika faktorer – däribland utbildning, tidigare arbetserfarenheter och personliga egenskaper – avgör tillsammans en arbetssökandes attraktivitet på arbetsmarknaden. I regel står det arbetsgivare fritt att avgöra vilka kriterier som ska vara de mest avgörande på just deras arbetsplats. Vissa inskränkningar finns dock i denna frihet, däribland diskrimineringsförbudet.

Inom den statliga sektorn finns ytterligare en inskränkning. I normalfallet ska här en arbetssökandes skicklighet för den aktuella tjänsten vara det mest avgörande kriteriet vid rekrytering. Något dylikt krav finns inte inom den privata sektorn. Huruvida denna teoretiska skillnad mellan de båda sektorerna medför några avgörande olikheter i praktiken framstår dock som tämligen oklart. Målet med de flesta rekryteringsprocesserna torde trots allt oftast vara att rekrytera den skickligaste sökanden, oavsett lagkrav på området.

Rekryteringsförfarandet är alltså till stora delar oreglerat och nya rekryteringsmetoder utvecklas kontinuerligt. En utveckling som kan skönjas inom så väl statlig som privat sektor är att personliga egenskaper allt oftare ses som det mest avgörande kriteriet då kompetens bedöms. En annan trend är att allt fler arbetsgivare använder internet och olika former av sociala medier för att bilda sig en uppfattning om arbetsökande. Innebär avsaknaden av reglering att dylika förfaranden kan anses vara tillräckligt objektiva metoder? Kan en arbetssökande t.ex. sållas bort ifrån anställningsprocessen p.g.a. medlemskap i dubiösa Facebook-grupper?

Denna text kretsar kring två huvudfrågor. Dels vilka egenskaper som i svensk arbetsrätt utmärker en kompetent arbetssökande. Dels vilka skyldigheter arbetsgivare har att undersöka huruvida en arbetssökande har dessa egenskaper. Dessa frågor har ägnats ytterst lite utrymme av lagstiftaren samt inom den normala juridiska doktrinen. Därför används här ett något indirekt angreppssätt där frågorna försöker besvaras genom paralleller till hur kompetens diskuterats i andra rättsliga sammanhang. Utifrån vad som härigenom framkommer görs sedan ett försök att måla upp en rimlig bild både av vilka faktorer som får och ska tas i beaktande och av hur detta ska gå till. (Less)
Abstract
There are several different factors – including education, working life experience and personal characteristics – that together determine how attractive a specific job applicant is on the labour market. In general, the employers can freely choose which criteria they value the most when they are recruiting. However, there are some restrictions that the employers need to take into consideration, there among the prohibition against discrimination.

Within the public sector there is one extra restriction; the applicant’s proficiency for the appointment should normally be the most decisive criteria in the recruitment. There is no equivalent requirement within the private sector. Whether this theoretical difference between the two sectors... (More)
There are several different factors – including education, working life experience and personal characteristics – that together determine how attractive a specific job applicant is on the labour market. In general, the employers can freely choose which criteria they value the most when they are recruiting. However, there are some restrictions that the employers need to take into consideration, there among the prohibition against discrimination.

Within the public sector there is one extra restriction; the applicant’s proficiency for the appointment should normally be the most decisive criteria in the recruitment. There is no equivalent requirement within the private sector. Whether this theoretical difference between the two sectors leads to any significant differences in practice is rather unclear though. After all, the aim of any recruitment process normally ought to be to recruit the most proficient applicant, with or without any legal requirements regarding the matter.

All in all the process of recruiting new employees is by large unregulated and new methods of recruiting is continually being developed. One trend that can be seen both in the public and the private sector is that personal characteristics frequently are considered to be the most valuable criteria when competency is being evaluated. Another tendency is that more and more of the employers are using internet and different forms of social medias to form themselves a picture of the applicants. Does the absence of legal regulations mean that methods such as these are sufficiently objective? Can an applicant, for example, get screened from the recruitment process because of memberships in dubious groups on Facebook?

This text revolves around two questions. First of all, which criteria distinguish a competent job applicant according to Swedish labour law? Secondly, what obligations does an employer have to actually evaluate a job applicant according to these criteria? Neither of these questions has gotten much attention from the legislator, nor in the literature. Therefore a rather indirect approach is used in trying to give answers to them; mainly by drawing parallels to how competency is discussed in other legal contexts. From this an attempt is made to draw a plausible picture both of which factors that could and should be taken into account and also how it should be done. (Less)
Please use this url to cite or link to this publication:
author
Öberg, Kristofer LU
supervisor
organization
alternative title
Assessment of qualifications during recruitment
course
JURM02 20121
year
type
H3 - Professional qualifications (4 Years - )
subject
keywords
arbetsrätt, kompetens, rekrytering, kvalifikationer
language
Swedish
id
2596951
date added to LUP
2012-08-31 14:56:58
date last changed
2012-08-31 14:56:58
@misc{2596951,
  abstract     = {There are several different factors – including education, working life experience and personal characteristics – that together determine how attractive a specific job applicant is on the labour market. In general, the employers can freely choose which criteria they value the most when they are recruiting. However, there are some restrictions that the employers need to take into consideration, there among the prohibition against discrimination.

Within the public sector there is one extra restriction; the applicant’s proficiency for the appointment should normally be the most decisive criteria in the recruitment. There is no equivalent requirement within the private sector. Whether this theoretical difference between the two sectors leads to any significant differences in practice is rather unclear though. After all, the aim of any recruitment process normally ought to be to recruit the most proficient applicant, with or without any legal requirements regarding the matter.

All in all the process of recruiting new employees is by large unregulated and new methods of recruiting is continually being developed. One trend that can be seen both in the public and the private sector is that personal characteristics frequently are considered to be the most valuable criteria when competency is being evaluated. Another tendency is that more and more of the employers are using internet and different forms of social medias to form themselves a picture of the applicants. Does the absence of legal regulations mean that methods such as these are sufficiently objective? Can an applicant, for example, get screened from the recruitment process because of memberships in dubious groups on Facebook?

This text revolves around two questions. First of all, which criteria distinguish a competent job applicant according to Swedish labour law? Secondly, what obligations does an employer have to actually evaluate a job applicant according to these criteria? Neither of these questions has gotten much attention from the legislator, nor in the literature. Therefore a rather indirect approach is used in trying to give answers to them; mainly by drawing parallels to how competency is discussed in other legal contexts. From this an attempt is made to draw a plausible picture both of which factors that could and should be taken into account and also how it should be done.},
  author       = {Öberg, Kristofer},
  keyword      = {arbetsrätt,kompetens,rekrytering,kvalifikationer},
  language     = {swe},
  note         = {Student Paper},
  title        = {Kompetensbedömningar vid rekrytering},
  year         = {2012},
}