Peter Carlsson, Northvolt, October 2022, Alströmergatan Stockholm. Northvolt has proved very open to international talent.
It’s not a new story, but it’s a very annoying one. While various Swedish industries, including those in Skellefteå, complain about a talent shortage, readily available and qualified international applicants remain unemployed.
This mismatch suggests a deeper issue within the Swedish job market, not just difficulties in finding appropriate talent.
There was a recent news story in which a highly-qualified man with foreign-sounding name, fluent Swedish, and no visa issues applied to hundreds of jobs without an interview. A name change to "Jan" led to interviews and a job in 4 months.
My friend conducted a similar experiment last year. She applied for a job in Skellefteå, under her English name, for which she was qualified (and she speaks good Swedish) but heard nothing back.
A week later she applied again, with almost exactly the same CV but with a Swedish name, and received a call for an interview within 48 hours. Same person, same CV, Swedish name.
Northvolt's admirable internationals-friendly approach, aside, many Skellefteå companies are clearly not distinguishing themselves.
It's not a good situation, especially in an area which is desperate for talent.
Amanda Herzog is a Stockholm-based American who has carved out a niche helping international talent find their way through Sweden’s employment jungle, after she found her own Swedish job search stymied by persistent rejection and ghosting. As a result, she has a very focused view of this issue.
– Estimates suggest that around 140,000 individuals with college degrees and 5+ years of industry experience are either unemployed or hold jobs such as warehouse workers, cleaners, or cooks, Amanda says.
– Approximately 45% of highly skilled, qualified international professionals are unemployed. It’s such a waste, especially as Swedish employers still complain about a talent shortage.
Amanda gets many messages each week from newcomers struggling in the job market. She knows all about their struggles. But she also has close contacts with many Swedish companies and believes their motives for not hiring highly-skilled internationals are less about racism and more about cultural discomfort.
Amanda Herzog is a Stockholm-based American who has carved out a niche helping international talent find their way through Sweden’s employment jungle, after she found her own Swedish job search stymied by persistent rejection and ghosting.
– Several factors contribute to this reluctance, including cultural differences and employers' risk aversion. It takes time to integrate into a new work culture, and employers may be reluctant to take a chance on someone from a different background.
– Limited Swedish language skills can also be a barrier but in many jobs fluent Swedish is not always needed, Amanda continues.
Adding another layer of complexity, visa sponsorship requirements can be restrictive and vary depending on individual circumstances. This can limit employment opportunities for immigrants who require employer sponsorship.
– These challenges highlight the untapped potential and missed opportunities for both immigrants and the Swedish economy, says Amanda.
But Amanda is challenging these barriers because all of them have solutions.
– Hire a corporate language teacher for foreign employees and give them a deadline to become fluent if fluency is essential. Get a visa specialist to give you a quote and expectations of how long the process takes. Hire a specialist to give workshops and training to your staff for cultural integration.
While the need for change may seem obvious, the reality is often more complex.
Many Swedish companies and organizations are resistant to change, clinging to familiar methods despite potential downsides. However, remaining in this comfort zone carries a hidden cost, potentially hindering progress and competitiveness in the long run.
Although the cry for skilled workers rings across the entire Swedish economy, many Norrland companies face a unique challenge: attracting and retaining talent willing to relocate to their region, explains Amanda.
– This issue isn't just impacting profits and productivity, it's potentially setting the stage for a future where skilled professionals become a luxury, not a readily available resource.
The consequences are stark.
– Unfilled vacancies leave key positions vacant, hindering production and growth, Amanda continues.
Lower output and operational inefficiencies erode profitability, leading to stagnant or declining profits.
Unable to retain skilled workers, companies lose valuable experience and expertise, further perpetuating the talent gap. In the most extreme cases, facing an unsustainable talent gap, businesses may ironically be forced to sell to foreign investors.
Diverse workplaces are often more effective and productive than monocultural ones.
But instead of solely relying on international talent trying to force itself - often by any means necessary - into this equation, Amanda argues for a proactive shift within Swedish companies.
– This isn't just about alleviating the frustrations of skilled immigrants facing barriers; it's about preventing a looming crisis for the entire Swedish economy, she says.
– The message from the international newcomer community is clear: 'Give us a chance. We're not just seeking personal gain; we offer diverse perspectives, valuable skills, and a willingness to contribute.'
However, to truly capitalize on this potential, Amanda believes Swedish companies need to shift gears.
– Invest in training your teams with the knowledge and skills necessary to effectively recruit, onboard, and integrate international talent, she says.
– Challenge cultural biases that may hinder recruitment and create a truly inclusive work environment. Embrace the diversity that international talent brings both to your company and the Swedish economy as a whole.
The current situation isn't just a headache, it's a wake-up call, concludes Amanda.
– By embracing international talent and fostering a more inclusive work environment, Swedish companies can turn this challenge into a competitive advantage, she says.
The time for action is now. Are Swedes ready to flip the script?