Är det så lätt att rekrytera rätt? : En kvalitativ studie om chefers förhållningssätt i rekryteringsprocesser inom detaljhandeln

In recent years, questions of fairness and objectivity in recruitment have received increasing attention. In the retail sector, an industry characterized by high staff turnover and strong customer focus, the need to balance formal qualifications with subjective impressions is particularly evident. This study investigates how recruiting managers in retail reflect on objectivity and subjectivity in the recruitment process. The study is based on six qualitative interviews with store managers and is analyzed using Bourdieu's theory of capital and Kanter's theory of homosociality. The results show that subjective factors such as personal impression and gut feeling play a significant role in candidate evaluation, several managers express that achieving a fully objective process is difficult in practice. The personal attributes most highly valued are related to social competence, energy and attitude, rather than formal qualifications. The study also shows that recruiters tend to prefer candidates who are perceived as fitting in with the existing team, which can be interpreted as a form of homosociality. Finally, the study discusses the importance of raising awareness about subjective judgements and combining them with structured methods to promote a fair and inclusive recruitment process.