Abstract

Previous research has shown that the upper class has a high degree of self-recruitment. Simultaneously, research on job recruitment suggests that there has been an increase in the importance of ‘soft skills’. This article investigates the connection between these two phenomena by looking at elite employers’ constructions of ‘the ideal employee’ and how this may contribute to class reproduction. By analysing 150 advertisement texts linked to positions in the upper class and fractions within it (the cultural, professional and economic upper classes), it explores which qualifications and characteristics are required. The analysis indicates that ‘soft skills’ play a substantial role in recruitment in all upper-class fractions, suggesting that ‘hard skills’ do not suffice to achieve an upper-class position. Indeed, the fact that many of the personal characteristics are linked to modes of being typical of an upper-class habitus makes it harder for people from lower in the class structure to match the description of the ‘ideal candidate’. Furthermore, this article finds the following three distinct employee types: the authoritative leader is idealized in the economic fraction, the dedicated worker in the professional fraction and the coaching leader in the cultural fraction. This article also points to examples of gender stereotyping that may function as contributing factors in reproducing occupational segregation.

Highlights

  • The upper class has a high degree of self-recruitment

  • Returning to the research questions, which qualifications and characteristics are emphasized and valued by which types of employers? Are class fraction, gender composition, industry and sector aspects that affect upper-class job advertisements, and if so, how? By looking at the prevalence of the personal characteristics required (62% of all criteria coded), it is clear that personality traits are of great importance in recruitment processes in the Norwegian upper class

  • The contributions of this article can be summarized as follows: (1) In addition to qualifications, higher education and previous experience, personal characteristics play a substantial role in constructions of the ideal elite employee in all class fractions

Read more

Summary

Introduction

Achieving a position of employment at the top of the hierarchy is more likely if someone is born in the higher classes (Flemmen et al, 2017; Friedman et al, 2015; Gulbrandsen et al, 2002; Hansen, 2014; Savage et al, 2013; Toft, 2018) This remains the case even as we have witnessed a mass increase in people from different class backgrounds completing higher education (Reay et al, 2005; Tapper and Palfreyman, 2005). This indicates that something beyond higher education is considered when employment positions in the upper echelons of the labour market are filled. Studying recruitment provides insight into how the allocation of social benefits and resources is assessed, justified and legitimized in the upper echelons of society

Objectives
Results
Discussion
Conclusion
Full Text
Published version (Free)

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call