Rekryteringsprocessen vid Svenska Spel

Sammanfattning: In  the  constantly  changing working  life  of  today, where  emphasis  on  human  capital  grows stronger,  the  importance  of  recruiting  and  retaining  good  staff  increases.  Successful recruitment  requires  a  first-rate  recruitment  process.  In  literature  on  recruitment recommendations for successful recruitment are presented.   The  aim  of  this  study  is  to  describe  similarities  and  differences  between  these recommendations and Svenska Spel’s recruitment practice on the basis of a description of the recruitment process at AB Svenska Spel, and also to identify possible reasons for differences between theory and practice.  To  meet  the  purpose  of  this  study  literature  and  scientific  reports  have  been  studied. Interviews  with  five  HR-specialists  and  four  managers  have  also  been  conducted.  The recruitment process is therefore described out of the employer’s point of view.  The study shows that the recruitment process of Svenska Spel is characterized by differences in  how  the  recruitment work  is  being  done.  It  also  shows  both  similarities  and  differences with  recommendations  provided  in  recruitment  literature.  It  is  suggested  that  reasons  for differences  in  how  the  recruitment  work  is  being  done  and  differences  with  recruitment recommendations could be lack of time, lack of knowledge, indolence and lack of guidelines for  the  recruitment  process.  Another  possible  reason  why  there  are  differences  with recruitment recommendations could be that the recommendations aren’t suitable for Svenska Spel’s  corporate  circumstances.  These  circumstances  need  to  be  taken  into  account  while changes are being made.  One  of  the  propositions  of  change  that  are  presented  is  a  clarification  of  the  recruitment process  and  of  the  roles  of HR-specialists  and managers. Finally  it  is proposed  that  further research  on  recruitment  should  take  into  consideration  the  fact  that  company  resources  are limited.