Preparing for Future Technological and Social Changes in the Context of its Recruitment Process: A Case Study of Company X
Ervasti, Kristiina (2025)
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025051210794
https://urn.fi/URN:NBN:fi:amk-2025051210794
Tiivistelmä
This thesis examines how a mid-sized international technology company, referred to in this study as Company X, can prepare for changes driven by future developments. As technology advances, demographics shift, and societal expectations evolve, the recruitment landscape is undergoing inevitable transformation.
The topic is highly relevant and highlights the growing need for companies to adapt their recruitment practices to remain both competitive and responsible. Its importance becomes especially clear when considering how organizations can respond to increasing pressure to renew their recruitment strategies and address key challenges such as talent shortages, workforce diversity, and long-term employee engagement.
The objective of this thesis is to examine how Case Company X can develop its recruitment practices to meet future challenges. The study focuses on identifying key actions, tools, and processes that support adaptation in areas such as digitalization, diversity, and sustainability.
The study employed qualitative methods, combining both exploratory and phenomenological perspectives. The aim was to deepen the understanding of Company X’s current recruitment practices and to compare them with future demands. Data was collected through semistructured interviews with five individuals involved in the company’s recruitment processes. The interview material was analyzed using thematic analysis to identify key aspects, challenges, and opportunities related to the development of recruitment practices in a changing international context.
The results of the study indicate that Company X’s recruitment practices have traditionally been more reactive than proactive. However, the recent change in ownership presents opportunities to move toward more strategic and future-oriented workforce planning. Three key themes were emphasized in the interviews: the need for better utilization of digital tools in recruitment, the advancement of inclusive hiring practices, and the role of recruitment in supporting sustainability objectives.
Based on the findings, it is recommended that Company X further develop its recruitment practices by strengthening internal HR resources, adopting a more proactive approach to competence and workforce planning, and integrating perspectives of diversity and sustainability into the recruitment process. By emphasizing long-term planning and more closely aligning recruitment with the company’s strategic objectives, the organization can enhance its competitiveness and ability to respond to changes in the labor market.
The topic is highly relevant and highlights the growing need for companies to adapt their recruitment practices to remain both competitive and responsible. Its importance becomes especially clear when considering how organizations can respond to increasing pressure to renew their recruitment strategies and address key challenges such as talent shortages, workforce diversity, and long-term employee engagement.
The objective of this thesis is to examine how Case Company X can develop its recruitment practices to meet future challenges. The study focuses on identifying key actions, tools, and processes that support adaptation in areas such as digitalization, diversity, and sustainability.
The study employed qualitative methods, combining both exploratory and phenomenological perspectives. The aim was to deepen the understanding of Company X’s current recruitment practices and to compare them with future demands. Data was collected through semistructured interviews with five individuals involved in the company’s recruitment processes. The interview material was analyzed using thematic analysis to identify key aspects, challenges, and opportunities related to the development of recruitment practices in a changing international context.
The results of the study indicate that Company X’s recruitment practices have traditionally been more reactive than proactive. However, the recent change in ownership presents opportunities to move toward more strategic and future-oriented workforce planning. Three key themes were emphasized in the interviews: the need for better utilization of digital tools in recruitment, the advancement of inclusive hiring practices, and the role of recruitment in supporting sustainability objectives.
Based on the findings, it is recommended that Company X further develop its recruitment practices by strengthening internal HR resources, adopting a more proactive approach to competence and workforce planning, and integrating perspectives of diversity and sustainability into the recruitment process. By emphasizing long-term planning and more closely aligning recruitment with the company’s strategic objectives, the organization can enhance its competitiveness and ability to respond to changes in the labor market.