Från papper till person : En kvalitativ studie om normer och institutionella strukturer i rekryteringsprocessen

The recruitment processes are something that many people already have experience with, and something that most will go through sooner or later when seeking employment. This process is crucial for organizations to find the right talent, while also offering individuals the opportunity to enter the job market or explore new career opportunities. However, this process is complex and can be influenced by various factors. Therefore, the purpose of this study is to explore how established norms and institutional structures are manifested in recruiters’ evaluations of candidates in the recruitment process, with a particular focus on CVs and cover letters, as well as to explore the strategies and methods used to counteract bias and reduce the risk of discrimination. Special attention is given to how intersectional aspects contribute to shaping and maintaining social structures that may reproduce discrimination. In this study, qualitative interviews were held with three recruiters based in Örebro and three based in Gothenburg. The results of the study show that the CV is the most decisive tool in recruitment, where structure plays a central role, while the cover letter can lead to biases and preconceived notions. Despite the acknowledgment of biases and the importance of diversity, recruiters are often unconsciously influenced by norms and gut feelings, which reduces objectivity. To counter this, strategies such as structured interviews, awareness training and eliminating the personal letter are suggested. At the same time, deeply rooted norms within organizations and society make change difficult and hinder the implementation of diversity initiatives.