{"id":32836,"date":"2022-03-11T18:03:54","date_gmt":"2022-03-11T18:03:54","guid":{"rendered":"https:\/\/www.talogy.com\/varderingar-pa-jobbet-hitta-din-perfekta-passform\/"},"modified":"2025-12-09T11:44:08","modified_gmt":"2025-12-09T11:44:08","slug":"varderingar-pa-jobbet-hitta-din-perfekta-passform","status":"publish","type":"post","link":"https:\/\/talogy.com\/sv\/blog\/varderingar-pa-jobbet-hitta-din-perfekta-passform\/","title":{"rendered":"V\u00e4rderingar p\u00e5 jobbet: hitta din perfekta passform"},"content":{"rendered":"\n<h5 class=\"wp-block-heading\">&#8221;Den vikt individer l\u00e4gger vid olika aspekter i deras arbetsliv, vilket hj\u00e4lper till att styra deras omd\u00f6me och beteende i arbetsmilj\u00f6n.&#8221;<\/h5>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h4 class=\"wp-block-heading\">Varf\u00f6r spelar arbetsv\u00e4rderingar roll?<\/h4>\n\n\n\n<p>Arbetsv\u00e4rderingar \u00e4r viktiga eftersom en av nyckelkomponenterna f\u00f6r person-organisation-passform \u00e4r i vilken utstr\u00e4ckning individens v\u00e4rderingar st\u00e4mmer \u00f6verens med organisationerna (\u00e4ven k\u00e4nt som v\u00e4rderingskongruens). Person-organisation-passform handlar om i vilken utstr\u00e4ckning en individs egenskaper, v\u00e4rderingar och \u00f6vertygelser st\u00e4mmer \u00f6verens med organisationens.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Varf\u00f6r \u00e4r person-organisation-passform n\u00e5got vi borde bry oss om?<\/h4>\n\n\n\n<p>M\u00e5nga av de element som bed\u00f6ms i urvalsprocesser relaterar till en kandidats f\u00f6rm\u00e5ga att prestera v\u00e4l. N\u00e5got som beaktas mer s\u00e4llan \u00e4r sannolikheten f\u00f6r en kandidat att stanna kvar i organisationen, vilket vanligtvis \u00e4r en subjektiv bed\u00f6mning som g\u00f6rs under en intervju. \u00c4ven om det \u00e4r mycket viktigt att f\u00f6rs\u00f6ka fastst\u00e4lla om n\u00e5gon kommer att prestera v\u00e4l, m\u00e5ste vi ocks\u00e5 \u00f6verv\u00e4ga sannolikheten f\u00f6r att han eller hon stannar kvar. Det \u00e4r meningsl\u00f6st att anst\u00e4lla n\u00e5gon som \u00e4r h\u00f6gpresterande och satsa tid p\u00e5 onboarding och utbildning, bara f\u00f6r att se vederb\u00f6rande sluta kort d\u00e4refter och beh\u00f6va starta processen p\u00e5 nytt. <\/p>\n\n\n\n<p>Under 2017 uppskattade CIPD att rekryteringskostnaderna enbart f\u00f6r en nyanst\u00e4llning varierar fr\u00e5n \u00a32 000 f\u00f6r den genomsnittliga anst\u00e4llde till \u00a36 000 f\u00f6r en h\u00f6gre chef. <\/p>\n\n\n\n<p>Person-organisation-passformen \u2013 och mer specifikt v\u00e4rdekongruens \u2013 har empiriskt visat sig vara kopplat till engagemang, arbetstillfredsst\u00e4llelse och avsikt att stanna kvar. N\u00e5gra viktiga studier inom detta omr\u00e5de har visat f\u00f6ljande:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>N\u00e4r n\u00e5gons personliga arbetsv\u00e4rderingar st\u00e4mde \u00f6verens med deras uppfattning om organisationens v\u00e4rderingar var de avsev\u00e4rt mycket mindre ben\u00e4gna att sluta. (1)<\/li>\n\n\n\n<li>Person-organisation-passform bidrog till variationen i personaloms\u00e4ttning och arbetstillfredsst\u00e4llelse hos ett urval anst\u00e4llda fr\u00e5n elva olika callcenter. Callcenter har i genomsnitt en \u00e5rlig personaloms\u00e4ttning p\u00e5 32 %. (2,3)<\/li>\n\n\n\n<li>172 studier av person-organisation-passform fann starka samband mellan arbetstillfredsst\u00e4llelse, organisatoriskt engagemang och avsikt att stanna kvar. (4)<\/li>\n<\/ul>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h5 class=\"wp-block-heading\">Det \u00e4r meningsl\u00f6st att anst\u00e4lla n\u00e5gon som \u00e4r h\u00f6gpresterande och satsa tid p\u00e5 onboarding och utbildning, bara f\u00f6r att se vederb\u00f6rande sluta kort d\u00e4refter och beh\u00f6va starta processen p\u00e5 nytt.<\/h5>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h4 class=\"wp-block-heading\">Hur kan du integrera v\u00e4rderingsbaserad person-organisation-passform i din urvalsprocess?<\/h4>\n\n\n\n<p>Cubiks Capture bed\u00f6mer \u00f6verensst\u00e4mmelsen med en s\u00f6kandes arbetsv\u00e4rderingar och organisationens v\u00e4rderingar. Den ger en realistisk organisationsf\u00f6rhandsgranskning i motsats till en realistisk jobbf\u00f6rhandsgranskning, genom att den kommunicerar organisationens kultur och varum\u00e4rke till den s\u00f6kande under hela bed\u00f6mningen. Utifr\u00e5n den s\u00f6kandes reaktion p\u00e5 en serie bilder och fraser som presenteras genom ett sociala medier-liknande fl\u00f6de, ber\u00e4knar Cubiks Capture-algoritmerna graden av passform inom en organisation.\nDet \u00e4r en rolig, kort och engagerande uppgift som g\u00f6r det m\u00f6jligt f\u00f6r HR-specialisterna att f\u00e5 en k\u00e4nsla f\u00f6r en individs arbetsv\u00e4rderingar och\/eller intressen. I slutet kommer s\u00f6kande som passar bra att uppmuntras att g\u00e5 vidare till n\u00e4sta skede i urvalsprocessen, samtidigt som kandidater med l\u00e4gre passform kommer att informeras om att det kanske inte riktigt \u00e4r vad som passar dem b\u00e4st.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Om v\u00e4rderings\u00f6verensst\u00e4mmelse \u00e4r s\u00e5 viktigt, varf\u00f6r ligger beslutet i den s\u00f6kandes h\u00e4nder?<\/h4>\n\n\n\n<p>Genom att st\u00e4rka de s\u00f6kande att fatta detta beslut sj\u00e4lva uppmuntras de att bli mer \u00e4rliga i sina svar, vilket g\u00f6r det m\u00f6jligt f\u00f6r dem att f\u00e5 en b\u00e4ttre f\u00f6rst\u00e5else f\u00f6r vad som \u00e4r viktigt f\u00f6r dem och om en organisation delar deras v\u00e4rderingar eller ej. F\u00f6r arbetsgivarna kommer detta att resultera i att en del av de s\u00f6kande som inte passar bra kommer att filtreras bort innan de bed\u00f6mer kompetens kopplat till prestation. Detta minskar i sin tur risken f\u00f6r att rekrytera n\u00e5gon som verkar vara ett bra val p\u00e5 grund av dennes sannolikhet att prestera v\u00e4l, men som i slut\u00e4ndan blir missn\u00f6jd och\/eller oengagerad\u2013 vilket i slut\u00e4ndan kan leda till att denne slutar.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h6 class=\"wp-block-heading\">Referenser<\/h6>\n\n\n\n<p>1) Van Vianen et al., (2007)<br>\n2) McCulloch &amp; Turban (2007)<br>\n3) Anton (2005)<br>\n4) Kristof-Brown et al., (2005)<\/p>\n\n\n\n<div class=\"wp-block-media-text alignwide is-stacked-on-mobile\"><figure class=\"wp-block-media-text__media\"><img decoding=\"async\" width=\"640\" height=\"828\" src=\"http:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-whitepaper-cover-hiring-for-cultural-fit.jpg\" alt=\"\" class=\"wp-image-5432 size-full\" srcset=\"https:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-whitepaper-cover-hiring-for-cultural-fit.jpg 640w, https:\/\/talogy.com\/wp-content\/uploads\/2022\/01\/cta-whitepaper-cover-hiring-for-cultural-fit-232x300.jpg 232w\" sizes=\"(max-width: 640px) 100vw, 640px\" \/><\/figure><div class=\"wp-block-media-text__content\">\n<h4 class=\"wp-block-heading\">Rekrytera f\u00f6r kulturell passform<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">Vad du beh\u00f6ver veta f\u00f6r att komma ig\u00e5ng<\/h5>\n\n\n\n<p>Organisationer v\u00e4nder sig alltmer till konceptet &#8221;kulturell passform&#8221; f\u00f6r en lyckad rekrytering och anst\u00e4llning. Att s\u00e4kerst\u00e4lla att nyanst\u00e4llda har v\u00e4rderingar och \u00f6vertygelser som st\u00e4mmer \u00f6verens med den befintliga organisationskulturen kan vara \u00e4nnu viktigare \u00e4n f\u00e4rdigheter, kvalifikationer och erfarenhet n\u00e4r det handlar om framg\u00e5ngsrika rekryteringsbeslut.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/info.talogy.com\/en-gb\/hiring-for-cultural-fit\" target=\"_blank\" rel=\"noreferrer noopener\">Ladda ner nu<\/a><\/div>\n<\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"<p>&#8221;Den vikt individer l\u00e4gger vid olika aspekter i deras arbetsliv, vilket hj\u00e4lper till att styra deras omd\u00f6me och beteende i arbetsmilj\u00f6n.&#8221; Varf\u00f6r spelar arbetsv\u00e4rderingar roll? Arbetsv\u00e4rderingar \u00e4r viktiga eftersom en av nyckelkomponenterna f\u00f6r person-organisation-passform \u00e4r i vilken utstr\u00e4ckning individens v\u00e4rderingar st\u00e4mmer \u00f6verens med organisationerna (\u00e4ven k\u00e4nt som v\u00e4rderingskongruens). Person-organisation-passform handlar om i vilken utstr\u00e4ckning en [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":104476,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"custom_post_author_id":"105877","footnotes":""},"categories":[206],"tags":[],"tax_topic":[415],"tax_industry":[584,585,586,583,592,590,589,587,591,588],"class_list":["post-32836","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blogg-sv","tax_topic-varderingar-kulturmatchning","tax_industry-energi-allmannytta","tax_industry-federal-regering","tax_industry-finans-forsakring","tax_industry-fordon","tax_industry-kommun-landsting","tax_industry-offentlig-sektor-sv","tax_industry-professional-services-sv","tax_industry-sjukvard","tax_industry-tillverkning-sv","tax_industry-tillverkning"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - 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