The battle for talent
(2020) MGTN59 20201Department of Business Administration
- Abstract
- This thesis is placed in the context of talent management and revolves around the phenomena of
talent and talent wars. The two phenomena have received increased attention in the talent
management discourse during the last decades as the international competitiveness for talents
among organizations has become amplified. The purpose of this thesis has been to explore,
analyze and compare different perceptions of talent and experiences of a talent war. The sample
population included in house and outsourced professionals involved in recruitment in the
Swedish private service sector.
This study has adopted a social constructivist perspective and an abductive approach.The
empirical data was collected through 16 semi-structured... (More) - This thesis is placed in the context of talent management and revolves around the phenomena of
talent and talent wars. The two phenomena have received increased attention in the talent
management discourse during the last decades as the international competitiveness for talents
among organizations has become amplified. The purpose of this thesis has been to explore,
analyze and compare different perceptions of talent and experiences of a talent war. The sample
population included in house and outsourced professionals involved in recruitment in the
Swedish private service sector.
This study has adopted a social constructivist perspective and an abductive approach.The
empirical data was collected through 16 semi-structured interviews which subsequently were
analyzed by the use of a qualitative content analysis in order to detect themes and patterns.
The results indicated that talent perceptions are highly individual and there seemed to not be any
connections between professional belonging and talent perceptions. However, the diverse ways
of defining talent did not indicate that the professionals actively worked with talent diversity. On
the contrary, none of the participants responded that they have an organizational talent diversity
framework to rely on in the attraction and recruitment of talents. The study found a discrepancy
among the professional groups in regards to the existence of a talent war. The outsourced
professionals believed that the talent war existed while the in house professionals were less
certain. Different experienced factors contributing to a talent war were also discovered. (Less) - Popular Abstract
- This thesis is placed in the context of talent management and revolves around the phenomena of
talent and talent wars. The two phenomena have received increased attention in the talent
management discourse during the last decades as the international competitiveness for talents
among organizations has become amplified. The purpose of this thesis has been to explore,
analyze and compare different perceptions of talent and experiences of a talent war. The sample
population included in house and outsourced professionals involved in recruitment in the
Swedish private service sector.
This study has adopted a social constructivist perspective and an abductive approach.The
empirical data was collected through 16 semi-structured... (More) - This thesis is placed in the context of talent management and revolves around the phenomena of
talent and talent wars. The two phenomena have received increased attention in the talent
management discourse during the last decades as the international competitiveness for talents
among organizations has become amplified. The purpose of this thesis has been to explore,
analyze and compare different perceptions of talent and experiences of a talent war. The sample
population included in house and outsourced professionals involved in recruitment in the
Swedish private service sector.
This study has adopted a social constructivist perspective and an abductive approach.The
empirical data was collected through 16 semi-structured interviews which subsequently were
analyzed by the use of a qualitative content analysis in order to detect themes and patterns.
The results indicated that talent perceptions are highly individual and there seemed to not be any
connections between professional belonging and talent perceptions. However, the diverse ways
of defining talent did not indicate that the professionals actively worked with talent diversity. On
the contrary, none of the participants responded that they have an organizational talent diversity
framework to rely on in the attraction and recruitment of talents. The study found a discrepancy
among the professional groups in regards to the existence of a talent war. The outsourced
professionals believed that the talent war existed while the in house professionals were less
certain. Different experienced factors contributing to a talent war were also discovered. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9011047
- author
- Cronsell, Hanna LU and Lindahl, Lykke LU
- supervisor
- organization
- alternative title
- Exploring perceptions of talent and experiences of a talent war in the Swedish service sector
- course
- MGTN59 20201
- year
- 2020
- type
- H1 - Master's Degree (One Year)
- subject
- keywords
- talent, talent management, talent perceptions, war for talent, talent diversity, employee attraction, employee recruitment
- language
- English
- id
- 9011047
- date added to LUP
- 2020-06-23 08:32:53
- date last changed
- 2020-06-23 08:32:53
@misc{9011047,
abstract = {{This thesis is placed in the context of talent management and revolves around the phenomena of
talent and talent wars. The two phenomena have received increased attention in the talent
management discourse during the last decades as the international competitiveness for talents
among organizations has become amplified. The purpose of this thesis has been to explore,
analyze and compare different perceptions of talent and experiences of a talent war. The sample
population included in house and outsourced professionals involved in recruitment in the
Swedish private service sector.
This study has adopted a social constructivist perspective and an abductive approach.The
empirical data was collected through 16 semi-structured interviews which subsequently were
analyzed by the use of a qualitative content analysis in order to detect themes and patterns.
The results indicated that talent perceptions are highly individual and there seemed to not be any
connections between professional belonging and talent perceptions. However, the diverse ways
of defining talent did not indicate that the professionals actively worked with talent diversity. On
the contrary, none of the participants responded that they have an organizational talent diversity
framework to rely on in the attraction and recruitment of talents. The study found a discrepancy
among the professional groups in regards to the existence of a talent war. The outsourced
professionals believed that the talent war existed while the in house professionals were less
certain. Different experienced factors contributing to a talent war were also discovered.}},
author = {{Cronsell, Hanna and Lindahl, Lykke}},
language = {{eng}},
note = {{Student Paper}},
title = {{The battle for talent}},
year = {{2020}},
}