The Transparency of Recruitment and Selection Processes for Management Positions and the Influence on Gender Equality.
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2017-07-14
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en
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Abstract
The purpose of this research is to answer the following question: “How do HR managers, recruiters and headhunters contribute to transparency during recruitment and selection processes for management positions?”. Answering this research question contributes to the theoretical debate about transparency during recruitment and selection processes. Since the lack of transparency is seen as one of the reasons for gender inequality and is the most common in management positions, answering this question will indirectly also contribute to the theoretical discussion about how gender equality can be reached. In the theoretical framework, a model for transparency during recruitment and selection processes has been developed, because no specific model was found in the literature. Semi-structured interviews with eleven different HR professionals were conducted. Moreover, documents such as job vacancies and websites texts have been analyzed. The analysis revealed that HR professionals claim that transparency is a very important topic within their recruitment and selection process. Analysis also showed that in many ways, organizations deviate from processes and decisions which possibly causes that processes are not so transparent as HR professionals claimed. This study contributed to the debate about transparency during recruitment and selection processes by showing different reasons for bounded transparency.
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Faculteit der Managementwetenschappen