The aim of this article is to explore organisational recruitment practices from human resources (HR) experts’ narratives and discuss the challenges of recruiting underrepresented groups in relation to these practices. From the HR experts’ narratives, we identify four organisational recruitment practices: the informal, the pragmatic, the standardised and the strategic. These practices consist of, for example, ‘subjective’ judgements versus ‘objective’ criteria and are construed in relation to different rationalities, which also give rise to various dilemmas in relation to underrepresented groups. From our analysis, there seems to be a paradox between enhancing diversity and counteracting discrimination. Organisational recruitment practices that are counteracting discrimination do not necessarily enhance diversity and recruitment practices that radically work with enhancing diversity can be seen as discriminatory. We thereby draw the conclusion that there is no effective practice for the recruitment of underrepresented groups in the labour market. This is a dilemma for HR experts and a challenge for the Swedish labour market in general.

中文翻译：

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招聘代表性不足的群体的挑战–探索瑞典的组织招聘实践

本文的目的是从人力资源（HR）专家的叙述中探索组织招聘实践，并讨论与这些实践相关的招聘代表性不足的群体所面临的挑战。从人力资源专家的叙述中，我们确定了四种组织招聘实践：非正式，务实，标准化和战略性。这些实践包括例如“主观”判断与“客观”标准，并且是针对不同的理性而解释的，这也导致与代表性不足的群体有关的各种难题。从我们的分析来看，增强多样性与消除歧视之间似乎存在悖论。消除歧视的组织招聘做法不一定能促进多样性，而从根本上促进多样性的招聘做法却被视为歧视。因此，我们得出的结论是，在劳动力市场上没有招募代表性不足的群体的有效实践。对于人力资源专家来说，这是一个两难的境地，对瑞典劳动力市场总体而言都是一个挑战。