En andra chans eller bortvald vid lika kompetens? : En kvalitativ studie om rekryterares förhållningssätt till att anställa lagöverträdare
Sammanfattning: This study has been based on a qualitative approach where the focus has, primarily, been on increasing the understanding of the phenomenon of recruitment of individuals who are included and registered in criminal records. The purpose of the study was to investigate the opinions and perceptions of individuals with criminal backgrounds among persons working in recruitment. To answer the purpose, three questions were formulated: What perspectives do employers and recruiters have about people with a criminal background? What do they think about hiring people with a criminal background? How can this be linked to the labelling theory and the stigmatization theory? The usage of empirical data was collected through qualitative interviews with recruiters and employers, the data was further complemented by a questionnaire that was also addressed to recruiters and employers. Thematic analysis was then used to analyze the collected data. In the study, the collected empirical data is linked to two different theoretical points of departure: Goffman's stigmatization theory and Becker's labelling theory. The stigmatization theory and the labelling theory are used to identify recruiters' perspectives on people with criminal backgrounds, and to investigate how recruiters approach hiring people who have committed crimes. The stigmatization theory helped to clarify if and how recruiters relate to character stigmatized criminals. The labelling theory was used to understand how recruiters categorizes and uses "stamps" on job seekers based on their criminal acts. The study has shown that there appear to be varying perceptions and prejudices about people with criminal background among recruiters. A vast majority of the respondents had at some point requested an extraction of previous criminal records from their job seekers. The study has also shown that recruiters can be open and positive about hiring people who have committed crimes, at least when it comes to less serious crimes. Whether a recruiter is positive or negative about hiring a person with a criminal background seems often to be dependent on the individual case. If a recruiter chooses to hire a person who has committed a crime, they usually make their decision from the three following factors: the nature of the crime, the severity of the crime and the time of the criminal act. The workplace, type of service and tasks can also be important factors for the recruitment process.
HÄR KAN DU HÄMTA UPPSATSEN I FULLTEXT. (följ länken till nästa sida)