Amanda Herzog’s Post

If you want to test someone’s skills, consider offering a short-term opportunity like a stipend-based role, internship, or probation period whether it’s one, two, or three months. This way, you can see how well they perform and if they fit to your team. Many talented people are ready to contribute but just need a chance to prove their skills. By offering these short-term roles, you can assess their abilities and decide if they should stay on longer. This approach helps you find the right talent and gives individuals a fair shot to show what they can do. Amanda Herzog please share your opinion.

Here is one clue to solving the “talent shortage” in Sweden: A recent study showed that 9 out of 10 highly qualified job seekers in Sweden wanted to change industries at some point in their career. Yet, that same study showed that one of the top three reasons for companies not being able to find the right candidate for a job was “due to a lack of adequate experience in the industry we operate in.” Even though 4 out of 10 leaders responded that lack of industry experience was among the biggest problems with candidates when recruiting, many seem to question whether industry experience should really be equated with skills. Does it really make sense that the vast majority of professionals will consider or try to make an industry change, yet the job market is not so supportive of this? Food for thought for leaders and hiring managers out there when you are on the hiring side and when it comes your turn to be on the job-seeking side. The trend shows that companies leading the way in successfully recruiting the RIGHT talents are challenging hiring norms. Instead, they are beginning to focus on being more inclusive, welcoming people from diverse backgrounds and skills outside the industry they THOUGHT they needed to hire within. This includes those from underprivileged backgrounds, internationals from other countries and nationalities than Sweden, employing more women (especially in leadership roles), those with disabilities, and exploring other age groups that are often overlooked (such as recent graduates and those who are at older ages in their careers). Want to solve the talent shortage in Sweden? One of the ways to start TODAY (i.e. your next round of hiring) is to redefine what really makes a candidate qualified. Does their age or nationality really play that large of a role when it comes to getting the job done? ⭐️ Hi! I’m Amanda Herzog the founder of Intertalents In Sweden and career coach. I help foreign-born professionals find career success in Sweden. 🔔 Follow my profile for more posts like this one! #kompetensattraktion #kompetensbrist #arbetsmarknad #rekruttering #rustaochmatcha #Långtidsarbetslösa #arbetsförmedlingen

Here is one clue to solving the “talent shortage” in Sweden: A recent study showed that 9 out of 10 highly qualified job seekers in Sweden wanted to change industries at some point in their careers. Yet, that same study showed that one of the top three reasons for companies not being able to find the right candidate for a job was “due to a lack of adequate experience in the industry we operate in.” Even though four out of ten leaders responded that lack of industry experience was among the biggest problems with candidates when recruiting, many seem to question whether industry experience should really be equated with skills. Does it really make sense that the vast majority of professionals will consider or try to make an industry change, yet the job market is not so supportive of this? Food for thought for leaders and hiring managers out there when you are on the hiring side and when it comes to your turn to be on the job-seeking side. The trend is showing that companies who are leading the way in successfully recruiting the RIGHT talents are challenging hiring norms. Instead, they are beginning to focus on being more inclusive, welcoming people from diverse backgrounds and skills outside of the industry they THOUGHT they needed to hire within. This includes those from underprivileged backgrounds, internationals from other countries and nationalities than Sweden, employing more women (especially in leadership roles), those with disabilities, and exploring other age groups that are often overlooked (such as recent graduates and those who are at older ages in their careers). Want to solve the talent shortage in Sweden? One of the ways to start TODAY (i.e. your next round of hiring) is to redefine what makes a candidate qualified. Does their age or nationality really play that large of a role when it comes to getting the job done? What are your thoughts, is this a good solution to solving the talent shortage in Sweden? ⭐️ Hi! I’m Amanda Herzog the founder of Intertalents In Sweden and consultant. I offer coaching services, online courses, lectures and other resources to help foreign-born professionals find career success in Sweden. ❇️ DM me to learn more about how I can help you! #kompetensattraktion #kompetensbrist #arbetsmarknad #rekruttering #rustaochmatcha #Långtidsarbetslösa #arbetsförmedlingen #sweden

#Germany boasts a relatively low unemployment rate compared to many other countries. In recent years, it has hovered around 4% to 5%, though Job Outlook in Germany 2024-25 is favourable for both employers and job seekers. The country boasts a robust #economy, low #unemployment rates, and a strong emphasis on #skilled #labour. By incorporating these 6 #frameworks into your career development and job search strategy, you'll position yourself as a standout candidate in the dynamic German job market. Note: "German language" might not be mandatory for intial break-through but it's essential for Career progression and leadership positions. 🚀 #CareerDevelopment #GermanJobMarket #StandOutSuccess #JobSearch #CareerAdvice #ProfessionalDevelopment #EmploymentTips #CareerSuccess #JobMarket #CareerStrategy #WorkplaceSkills #JobHunting #JobTips #JobSeekers #CareerGrowth #InterviewTips #ResumeTips

Employment on the Rise in the EU! 🌟 In Q2 2024, an incredible 197.6 million people were employed across the European Union. 📈 Not only that, but the labor market slack continues to shrink, signaling growing opportunities for job seekers. 💼 📊 Stay tuned with NOVARIC® for the latest insights and top vacancies across the continent. Your next big opportunity is closer than you think! 🌍 #EmploymentRise #JobsInEurope #LabourMarketTrends #NOVARICEurope #WorkOpportunities

As the USA celebrates Independence Day, we take a moment to reflect on the dynamic landscape of international recruitment in the USA. The American job market continues to attract global talent, driving innovation and growth across various sectors. At GAP Talent, we are at the forefront of these trends, leveraging our global expertise to meet the unique needs of our Talent Partners (or Clients). Our commitment to changing lives, one placement at a time, aligns perfectly with the aspirations of Professionals seeking new opportunities across the globe. Key Highlights: - Technological Advancements: The tech industry is booming, with a 10% growth in employment projected in 2024. - Healthcare Expansion: Healthcare occupations are expected to grow by 13% from 2022 to 2032. - Financial Services: The financial sector is projected to grow by 8% by 2032. Discover how GAP Talent’s Global Talent Solutions Model is facilitating global mobility and ensuring the right talent fits the right roles at the right time and how our personalised approach, advanced technology, and comprehensive support are transforming lives and driving success for our Talent Partners. Read the full blog post to explore more about international recruitment trends in the USA and how GAP Talent is shaping the future international recruitment: https://lnkd.in/d2MV65Fd Happy Independence Day from all of us at GAP Talent! #IndependenceDay #USA #InternationalRecruitment #GlobalTalent #GAPTalent #Innovation #Growth #Technology #Healthcare #Finance #GlobalMobility #GlobalPeopleSolutions #WeChangeLives

What Can the Polish Government in 2024 learn from the Chinese leader MAO ZEDONG and a Canadian psychologist JORDAN PETERSON to avoid following the Argentine Path? The short answer is simple: ensure the transparency of institutions in the public sector. Let's take a look how high-level professionals are recruited in the public vs. private sector in Poland in 2024. If you want to get a job of a HR Director (or a member of a board) in a private business you need to beat up to 149+ other applicants (according to LinkedIn statistics for HR Directors). You won't get the job just by sending in your CV or knowing the right person (this does not apply to state-owned companies). Then, you need to go through a multi-level selection process. First, the automated or semi-automated process sifts through the initial 150 cv's. Next, a human—maybe a junior assistant—may read the pre-selected sample of say 50 applications. Next, the 50 cv's are scrutinized by a senior consultant who chooses 15-20 candidates. A series of interviews with the headhunter and the client is carried out, and at each stage, some candidates are eliminated, narrowing the field further and further.  The communist leader Mao Zedong encouraged a variety of viewpoints and creative ideas as a part of a broader campaign to promote freedom of expression and intellectual diversity."Let a hundred flowers bloom, let a hundred schools of thought contend" (百花齐放，百家争鸣). In 2024, in a state-owned company in Poland usually you do not find ANY evidence of competition. Optimistic Perspective: It is optimistic for the Polish private sector because it supports free competition. Jordan Peterson elaborates on this in his lecture titled "The Hierarchy of Competence": (https://lnkd.in/gyvXcruH) "If your father has a brain tumor, you propably want a hierarchy of competence for neurosurgeons so that you can pick the one that’s the best so that he might not die. That’s what the hierarchy of competence is for." Jordan Peterson also points out that we need to keep competent people in their positions so that we (in the case of Polish state: Polish citizens as the co-owners of state-owned companies) can "suck" everything valuable from them. Pessimistic Perspective: It is pessimistic because the hierarchy of competence does not always exist in state-owned companies in Poland. Sadly, to become a senior-level manager in a state-owned company in 2024, you do not need to be "the best surgeon", nor do you have to beat 149 other candidates in a multi-layer recruitment process. I wish the Polish government in 2024 would oblige the CEO's of state-owned companies to abandon the current practices and introduce open competition and did not use the excuse that he was recruiting "trusted individuals." Let us not follow the Argentine example, where once-prosperous Argentina was marred by corruption scandals that destroyed trust in institutions. "In a time of deceit telling the truth is a revolutionary act." - George Orwell.

The Best Position For Any Job Seeker: No matter the economic state, industry leaders at the top of their game remain in prime position for faster hires and higher salaries. The key is to make complex skills easily understandable at every stage of the hiring process. Talent International confirms, “while ‘we have seen the cooling of salaries across many job families, hard-to-find niche talent will always test the top end of what the market has to offer” (Talent International Employment Trends). See more here... https://lnkd.in/gppvbTDD

Stockholms Akademiska Forum has worked actively with dual career support since 2015 through Stockholm Dual Career Network (SDCN). In a new report, called ’The Hidden Cost of Neglect - Why Dual Career Support is Vital for Talent Retention’, we share some of our key findings from this work. It is clear that proactive dual career support is a crucial factor when it comes to attracting and retaining international workforce in Stockholm and Sweden. Here is an excerpt from the report: Swedish companies face a significant challenge in filling approximately 120,000 job vacancies in the coming years. Hiring new employees entails substantial investments, both in terms of time and finances, and the consequences of high employee turnover increase these costs even more. Therefore, it is imperative that the individuals recruited by Swedish companies are not just hired but are also motivated to remain in their positions. An underestimated factor in this equation is the situation of the accompanying partner of international employees. 🎯 Tackling this challenge requires targeted dual-career support initiatives, which, in contrast to potential losses, are relatively inexpensive. ⬇ Over the past decade, Sweden’s ranking in the Global Talent Competitiveness Index has declined from #4 to #9. 🛫 81% will leave Stockholm if the accompanying partner doesn't get a job. 🌟 Taking a proactive stance in addressing the dual career question is of utmost importance if Sweden wants to continue to compete for a highly qualified international workforce. Would you like to read the full report and get tips on how to succeed with proactive dual career support? Download it here: https://lnkd.in/d-UPsA2x #dualcareersupport #StockholmDualCareerNetwork #talentattraction #talentretention #STOCKHOLMISASTATEOFMINDS

Last week I attended the (TRN) The Recruitment Network Summer retreat, with over 200 other recruitment leaders and learnt a lot. Here are some of the key points; The world and global order is changing rapidly – For example, did you know that China has built an airport every month for the last 5 years and will continue to do so for the next 10. That is 180 new airports! Or that in India last year 5,200km of new road was built, but that pales into insignificance against 13,300km built there in 2021 AI is transforming the sector exponentially, we have to be onboard with a clear strategy or the likelihood is that we won’t be around long, because we won’t be able to compete. Only around 11% of recruitment businesses in the UK has got a proper plan right now. We haven’t… A survey of over 500 recruiters showed that, despite what is put on social media, Generation Z is far more concerned about how much they are getting paid versus protecting the planet, which was a very surprising stat. And finally.. it is surprising how many recruitment leaders, which in the bar said that they are getting up for the 7am boot camp, opted for the proverbial lie in.. I did learn a lot more, these events are essential, it was great to sit and chew the fat with many other recruitment leaders, many candid/ enlightening conversations were had. #Therecruitmentnetwork #airevolution #engineeringtalent