Person-Organization fit i guiderekrytering : Case: Nazar Nordic
Laurén, Katarina (2013)
Laurén, Katarina
Vaasan ammattikorkeakoulu
2013
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201305107719
https://urn.fi/URN:NBN:fi:amk-201305107719
Tiivistelmä
Syftet med detta lärdomsprov var att ta reda på hur researrangören Nazar Nordic bättre kunde locka kvalificerade kandidater att ansöka om arbete under den årliga rekryteringsprocessen. Utgångspunkten för undersökningen bestod i att ta reda på ifall den kommunikation som skett under rekryteringsprocessen gett kandidaterna tillräckligt med information för att de skulle kunna bilda sig en god uppfattning om Nazar som arbetsgivare, samt om de värderingar som företaget kommunicerat sammanfallit med det som de kvalificerade arbetssökandena anser som viktigt. Lärdomsprovets teoretiska referensram byggdes upp kring teorier om person-job fit, person-organisation fit, rekrytering, preferenser hos generation Y, arbetssökandens beslutsprocess samt även marknadsföring och kommunikation under rekryteringsprocessen. Den empiriska undersökningen utgjordes av en enkät som besvarades av de arbetssökanden som kallats till Nazars intervjutillfälle i Helsingfors. Undersökningen visade på att Nazar hade lyckats kommunicera en mycket positiv bild åt de kandidater som kallats till intervju samt att de värderingar som arbetssö-karna ansett som viktiga även ansågs karaktärisera Nazar som arbetsgivare och guidearbetet hos Nazar. Då det gäller den information som kommunicerats i rekryteringsskedet så fanns det vissa aspekter som arbetssökarna skulle ha önskat få mer information om, samt att det finns en del rekryteringsmöjligheter som Nazar ytterligare kunde använda sig av för att lättare nå ut till kvalificerade potentiella kandidater. The aim of this thesis was to determine how the travel company Nazar Nordic could better attract work applications from qualified candidates during their annual recruitment process. The starting point of the research was to find out if the communication during the recruitment process had given the candidates enough information so that they could form a comprehensive image of Nazar as an employer. The aim was also to find out if the company values that were communicated during the process matched the values that the candidates found important. The theoretical part of the thesis consist of theories and results from existing re-search from the fields of person-job fit, person-organization fit, recruitment, preferences of generation Y, job-seekers choice process and also marketing and communication during recruitment. The empirical study consisted of a survey that was carried out during the company’s group interviews in Helsinki and the respondents were the job-seekers invited to the occasion. The results of the survey indicated that Nazar had succeeded very well in communicating a positive image to the job-seekers that were invited to the interviews. The values that the candidates viewed as important when choosing an employer were also considered very characteristic of Nazar as an employer and for the work as a travelguide in the company. About the information that was communicated during the recruitment process, there were a few things that the job-seekers would have wished to have more available information about and there were some avail-able recruitment opportunities that the company could make better use of in the future.