In the constantly changing working life of today, where emphasis on human capital grows stronger, the importance of recruiting and retaining good staff increases. Successful recruitment requires a first-rate recruitment process. In literature on recruitment recommendations for successful recruitment are presented. The aim of this study is to describe similarities and differences between these recommendations and Svenska Spel’s recruitment practice on the basis of a description of the recruitment process at AB Svenska Spel, and also to identify possible reasons for differences between theory and practice. To meet the purpose of this study literature and scientific reports have been studied. Interviews with five HR-specialists and four managers have also been conducted. The recruitment process is therefore described out of the employer’s point of view. The study shows that the recruitment process of Svenska Spel is characterized by differences in how the recruitment work is being done. It also shows both similarities and differences with recommendations provided in recruitment literature. It is suggested that reasons for differences in how the recruitment work is being done and differences with recruitment recommendations could be lack of time, lack of knowledge, indolence and lack of guidelines for the recruitment process. Another possible reason why there are differences with recruitment recommendations could be that the recommendations aren’t suitable for Svenska Spel’s corporate circumstances. These circumstances need to be taken into account while changes are being made. One of the propositions of change that are presented is a clarification of the recruitment process and of the roles of HR-specialists and managers. Finally it is proposed that further research on recruitment should take into consideration the fact that company resources are limited.