Knowledge

The student...

understands the basic theories and perspectives that are of vital importance to the field of recruitment and performance development.
can describe person-situation- debate that has characterized the research field for the past 50 years and what implications it has had for the current interpretation of the development of human personality, abilities and intelligence.
can describe the various theoretical approaches in personality psychology, their historical roots, as well as criticism of the various theoretical approaches.
can discuss the concept of intelligence, know the different directions in intelligence research and interpret IQ scales.
can interpret differences and discuss implications of candidates' ability, intelligence and skill profiles.
can explain the most important steps in a recruitment process that includes: job analysis, ad design, media selection, application handling, rough grading, first interview, testing, second interview with feedback of test results, final interview, reference retrieval, setting and employment.
can discuss the principles of what it means to manage the responsibility for recruitment in an appropriate and ethical manner. This implies knowledge of the rights and obligations that apply to both employers and candidates.

Skills

The student...

can use a strategic approach when designing recruitment processes.
is able to manage human resources, to analyze strategic situations and recommend courses of action to improve an organization's competitiveness.
can identify which procedures and tools that should be used in recruitment. Based on the method knowledge they already have, they will be able to perform trade-offs with respect to the quality standards to be imposed on utilities and possible. Suppliers of such. Key concepts in this context will be validity, reliability and norm groups.
can explain central laws and agreements, instruments, actions and priorities to ensure proper recruitment.
can prepare a job analysis and various types of employment interviews
can plan and execute professional work and processes that extend over time, individually and in collaboration with others

General competences

The student...

can explain the theoretical foundations of the field of recruitment and performance development.
has insight into various psychological testing tools that measure both typical behavior and maximum performance.
can discuss all elements that should be included in a job analysis and design of competency-based interviews.
has insight into the importance of developing structured interview guides
understands how to avoid abuse of power and achieve good ethics in recruitment processes
have the ability to reflect on their own professional and personal development, and be self-regulated in the learning process
sees himself as a professional in the HR field, exchanges views and experiences with others, and through this contributes to the development of good practice

Subject description RKR3101

Recruitment