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Lägger rekryterare fokus på den arbetssökandes kvalifikationer eller värderingar? Rekryterares bedömning av P-J fit respektive P-O fit i urvalsprocessen

Erfors, Andrea LU and Ek, Erica LU (2017) PSYK11 20162
Department of Psychology
Abstract (Swedish)
Kultur och värderingar är ett allt mer omdiskuterat område i urvalsprocesser samtidigt som egenskaper och kompetenser krävs för att en person ska betraktas som kvalificerad för en anställning. Valet av frågor och bedömningsunderlag ligger till grund för anställningsbeslut och är därför av stor betydelse i intervjusammanhang. I denna studie genomfördes en attitydmätning för att undersöka vad yrkesverksamma rekryterare i Sverige fokuserar på hos arbetssökande. Utifrån Person-Environment fit (P-E fit) och dess underkategorier Person-Organization fit (P-O fit) och Person-Job fit (P-J fit) undersöktes huruvida rekryterare föredrog kulturspecifika respektive jobbspecifika frågor och bedömningsunderlag. Två huvudsakliga versioner av enkäter... (More)
Kultur och värderingar är ett allt mer omdiskuterat område i urvalsprocesser samtidigt som egenskaper och kompetenser krävs för att en person ska betraktas som kvalificerad för en anställning. Valet av frågor och bedömningsunderlag ligger till grund för anställningsbeslut och är därför av stor betydelse i intervjusammanhang. I denna studie genomfördes en attitydmätning för att undersöka vad yrkesverksamma rekryterare i Sverige fokuserar på hos arbetssökande. Utifrån Person-Environment fit (P-E fit) och dess underkategorier Person-Organization fit (P-O fit) och Person-Job fit (P-J fit) undersöktes huruvida rekryterare föredrog kulturspecifika respektive jobbspecifika frågor och bedömningsunderlag. Två huvudsakliga versioner av enkäter användes vilka randomiserades vid utskick till olika rekryterare. I den ena enkäten fick rekryterarna läsa en arbetsbeskrivning och därefter skatta relevansen av olika bedömningsunderlag i form av intervjusammanfattningar. I den andra enkäten användes samma arbetsbeskrivning men där ombads istället rekryterarna att skatta relevansen av 20 olika frågor. Resultatet visade på en signifikant skillnad där rekryterarna ansåg P-J fit vara mer informativt än P-O fit för den tänkta tjänsten. Även sambandet mellan erfarenhet och valet av frågor och bedömningsunderlag analyserades vilket indikerade på viss preferens för P-J fit. Både P-O fit och P-J fit kan anses relevant i urvalsprocessen för att få en så bra matchning mellan
arbetssökande och organisation som möjligt. Utifrån denna studies resultat framstår P-J fit som mest relevant men en kombination mellan båda kan vara att föredra för en rättvis
rekrytering som gynnar både den arbetssökande och organisationen. (Less)
Abstract
Culture and values are terms that are currently more and more discussed in recruitment processes, whilst at the same time personal traits and competences are required in order to be qualified for an employment. The choice of interview questions and assessment grounds are the foundation of the employment decision and therefore of the utter most importance in an interview context. In this research study we performed an attitude assessment in order to find out how professional recruiters in Sweden focus when recruiting jobseekers. From the perspectives of Person-Environment fit (P-E fit) and its subcategories Person-Organization fit (P-O fit) and Person-Job fit (P-J fit) a study was conducted to see whether recruiters preferred cultural- or... (More)
Culture and values are terms that are currently more and more discussed in recruitment processes, whilst at the same time personal traits and competences are required in order to be qualified for an employment. The choice of interview questions and assessment grounds are the foundation of the employment decision and therefore of the utter most importance in an interview context. In this research study we performed an attitude assessment in order to find out how professional recruiters in Sweden focus when recruiting jobseekers. From the perspectives of Person-Environment fit (P-E fit) and its subcategories Person-Organization fit (P-O fit) and Person-Job fit (P-J fit) a study was conducted to see whether recruiters preferred cultural- or employment specific questions and assessment grounds.Two main surveys which were divided in different versions was used. In one of the surveys recruiters were asked to read a job description and rate their relevance. Likewise, in the second survey where recruiters were asked to rate twenty different interview questions regarding their relevance to selection.The result revealed a significant difference where the recruiters rated P-J fit as more informative than P-O fit in relation to hireability. Furthermore, the relation between experience as a recruiter and the preference for questions related to P-O fit and P-J fit was investigated. A weak significant relation was found suggesting that more experienced recruiters preferred questions related to P-J fit. More experienced recruiters may consider P-O fit questions to be more valid in the selection process in order to achieve the best possible matching between employment seekers and the organization. Based on the results from this study P-J fit is considered most relevant – but - a combination between both subcategories might be of greater consideration since it allows for a fair recruitment process favoring both the employment seeker and the organization. (Less)
Please use this url to cite or link to this publication:
author
Erfors, Andrea LU and Ek, Erica LU
supervisor
organization
course
PSYK11 20162
year
type
M2 - Bachelor Degree
subject
keywords
person-environment fit, person-job fit, person-organization fit, recruitment, selection, interview
language
Swedish
id
8901541
date added to LUP
2017-01-30 09:06:58
date last changed
2017-01-30 09:06:58
@misc{8901541,
  abstract     = {Culture and values are terms that are currently more and more discussed in recruitment processes, whilst at the same time personal traits and competences are required in order to be qualified for an employment. The choice of interview questions and assessment grounds are the foundation of the employment decision and therefore of the utter most importance in an interview context. In this research study we performed an attitude assessment in order to find out how professional recruiters in Sweden focus when recruiting jobseekers. From the perspectives of Person-Environment fit (P-E fit) and its subcategories Person-Organization fit (P-O fit) and Person-Job fit (P-J fit) a study was conducted to see whether recruiters preferred cultural- or employment specific questions and assessment grounds.Two main surveys which were divided in different versions was used. In one of the surveys recruiters were asked to read a job description and rate their relevance. Likewise, in the second survey where recruiters were asked to rate twenty different interview questions regarding their relevance to selection.The result revealed a significant difference where the recruiters rated P-J fit as more informative than P-O fit in relation to hireability. Furthermore, the relation between experience as a recruiter and the preference for questions related to P-O fit and P-J fit was investigated. A weak significant relation was found suggesting that more experienced recruiters preferred questions related to P-J fit. More experienced recruiters may consider P-O fit questions to be more valid in the selection process in order to achieve the best possible matching between employment seekers and the organization. Based on the results from this study P-J fit is considered most relevant – but - a combination between both subcategories might be of greater consideration since it allows for a fair recruitment process favoring both the employment seeker and the organization.},
  author       = {Erfors, Andrea and Ek, Erica},
  keyword      = {person-environment fit,person-job fit,person-organization fit,recruitment,selection,interview},
  language     = {swe},
  note         = {Student Paper},
  title        = {Lägger rekryterare fokus på den arbetssökandes kvalifikationer eller värderingar? Rekryterares bedömning av P-J fit respektive P-O fit i urvalsprocessen},
  year         = {2017},
}