Evaluation of a successful recruitment process of senior managers in central government agencies of Finland : Case: Central government agencies of Finland
Räihä, Misa (2014)
Räihä, Misa
HAAGA-HELIA ammattikorkeakoulu
2014
All rights reserved
Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201404254933
https://urn.fi/URN:NBN:fi:amk-201404254933
Tiivistelmä
The Ministry of Finance of Finland published a guide on how to successfully recruit senior managers for ministries or government agencies in December 2013. The guide presents the recruitment process of senior managers step by step. Its aim is to help government employees who are in charge of recruitment and to standardize the recruitment process, since it is not clear how much this process actually corresponds to the above-mentioned guide.
The main objective of this thesis was to study the recruitment processes of central government agencies of Finland and see what the similarities and differences are between these processes and the model recruitment process introduced by the Ministry of Finance. The studied government agencies are Tekes (the Finnish Funding Agency for Innovation), Tulli (Finnish Customs), Väestörekisterikeskus (the Finnish Population Register Center), Trafi (the Finnish Transport Safety Agency) and Evira (the Finnish Food Safety Authority). Another objective was to describe how to best succeed in the recruitment process based on general theory, the publication by the Ministry of Finance and a number of interviews carried out.
The study of the recruitment process was made by using qualitative methods. The most important method was carrying out interviews. The interviews were with government agency employees on the human resources decision-making level. These interviews took place from January to March 2014 using semi-structured interview questions. Another research method was to study appointment memoranda, which are public memos from the recruitment process in which the whole recruitment process is described. These memoranda provide an explanation as to why a particular applicant was chosen for a given position.
The outcome of the research indicated that all the studied central government agencies have a similar recruitment process when compared to the ideal recruitment process model, as described by the Ministry of Finance. Briefly stated, successful recruitment means connecting with a candidate who is able to accomplish the objectives of the position and who needs what the recruitment organization has to offer. The successful recruitment process includes several points. The most important one, according to the publication by the
Ministry of Finance and the interviews, is to make meticulous preparations. Recruitment is a strategic process; the overall strategy must therefore be set first.
The main objective of this thesis was to study the recruitment processes of central government agencies of Finland and see what the similarities and differences are between these processes and the model recruitment process introduced by the Ministry of Finance. The studied government agencies are Tekes (the Finnish Funding Agency for Innovation), Tulli (Finnish Customs), Väestörekisterikeskus (the Finnish Population Register Center), Trafi (the Finnish Transport Safety Agency) and Evira (the Finnish Food Safety Authority). Another objective was to describe how to best succeed in the recruitment process based on general theory, the publication by the Ministry of Finance and a number of interviews carried out.
The study of the recruitment process was made by using qualitative methods. The most important method was carrying out interviews. The interviews were with government agency employees on the human resources decision-making level. These interviews took place from January to March 2014 using semi-structured interview questions. Another research method was to study appointment memoranda, which are public memos from the recruitment process in which the whole recruitment process is described. These memoranda provide an explanation as to why a particular applicant was chosen for a given position.
The outcome of the research indicated that all the studied central government agencies have a similar recruitment process when compared to the ideal recruitment process model, as described by the Ministry of Finance. Briefly stated, successful recruitment means connecting with a candidate who is able to accomplish the objectives of the position and who needs what the recruitment organization has to offer. The successful recruitment process includes several points. The most important one, according to the publication by the
Ministry of Finance and the interviews, is to make meticulous preparations. Recruitment is a strategic process; the overall strategy must therefore be set first.