The international talent acquisition process at F-Secure
Viluckyte, Aurelija (2012)
HAAGA-HELIA ammattikorkeakoulu
2012
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2012100214099
https://urn.fi/URN:NBN:fi:amk-2012100214099
Tiivistelmä
This thesis was conducted based on F-Secure’s needs and interests. F-Secure was interested to find out how international employees view their talent acquisition processes and to review the success of the co-operation with two recruitment partners.
The objective of this thesis was to give development suggestions to F-Secure on their international talent acquisition processes. Three different perspectives were researched in order to receive relevant data: F-Secure’s current international talent acquisition processes based on internal sources, the experiences of the recently employed international employees on F-Secure’s pre-selected recruitment and selection stages, and the current co-operation situation with Recruitment Partners A & B were studied.
The thesis project started in November 2011 and ended in July 2012. The theoretical literature studied included talent acquisition through recruitment and selection, candidate experience and recruitment service providers. The data was collected between January and June 2012. The data collection methods included company workshops, e-mails, interviews, a group discussion and a quantitative survey. The research tools aimed to pinpoint the experiences and opinions of the current and past situations in F-Secure’s international talent acquisition and to find any improvement ideas from the research participants. Some improvement ideas were based on theoretical evidence.
It was found that F-Secure’s international talent acquisition process is already well-developed and a lot of attention is given to the end of the process – the pre-engagement process and Day One. Some ideas for improvement were given as well. For example, the use of social media for recruitment purposes, making a more personalized recruitment and selection process, as well as improving the hiring manager’s and the recruitment service provider’s communication levels were the main improvement points suggested.
The objective of this thesis was to give development suggestions to F-Secure on their international talent acquisition processes. Three different perspectives were researched in order to receive relevant data: F-Secure’s current international talent acquisition processes based on internal sources, the experiences of the recently employed international employees on F-Secure’s pre-selected recruitment and selection stages, and the current co-operation situation with Recruitment Partners A & B were studied.
The thesis project started in November 2011 and ended in July 2012. The theoretical literature studied included talent acquisition through recruitment and selection, candidate experience and recruitment service providers. The data was collected between January and June 2012. The data collection methods included company workshops, e-mails, interviews, a group discussion and a quantitative survey. The research tools aimed to pinpoint the experiences and opinions of the current and past situations in F-Secure’s international talent acquisition and to find any improvement ideas from the research participants. Some improvement ideas were based on theoretical evidence.
It was found that F-Secure’s international talent acquisition process is already well-developed and a lot of attention is given to the end of the process – the pre-engagement process and Day One. Some ideas for improvement were given as well. For example, the use of social media for recruitment purposes, making a more personalized recruitment and selection process, as well as improving the hiring manager’s and the recruitment service provider’s communication levels were the main improvement points suggested.