Emigreat’s Post

Europe's labour market is facing a major challenge: a shortage of talent. In recent years, many employers in European countries have reported difficulties in filling vacancies. In particular, the post-pandemic recovery and demographic pressures have exacerbated the problem. Access to an international talent pool can be the key to overcoming this challenge. We recognise this and envision a world where potential is not limited by geography. Through our International Ready programme, we use our platform to break down the barriers of language and distance and ensure you have the right candidates with the right skills. Discover Tonnie Talent and tap into our talent pool of + 1M international talent. tonnietalent.com #TonnieTalent #Europe #InternationalTalent #TalentPool

Curious who runs Working in Sweden? This page is brought to you by the New to Sweden team! We’re a nonprofit organization working for an integrated and inclusive labour market here in Sweden. When it comes to integration, the discussion often focuses on what newcomers need to do. But at New to Sweden, we believe that integration is a two-way street: employers and the Swedish community have a huge role to play in welcoming and supporting internationals! That’s why we work with employers to improve their hiring and retention practices — and we advocate for more inclusive Swedish communities. 💛 And we’re here for you, too! Working in Sweden, an affiliate page of New to Sweden, is dedicated to supporting international jobseekers throughout their entire job search journey. We offer a wide range of tools and resources, from expert CV tips and partner-led courses to opportunities for networking with fellow jobseekers. We know firsthand the challenges of the job search, which is why we also focus on sharing wellbeing tips and organizing informative webinars. Working in Sweden’s mission is to be a haven for international professionals, guiding them with practical advice and helping them connect with the right opportunities and organizations. Here’s to finding your dream job in Sweden. We’re lucky to have you! #Jobseekers #DiversityAndInclusion #Integration

🎉EURES is celebrating 30 years of connecting talent with opportunity across Europe! The best way to celebrate is hearing directly from European #jobseekers and #employers about how EURES has been helping change their lives. 📺 In the fourth episode of our mini-series ‘Who seeks finds’, meet Bojana Kulis Bubalo, Head of HR at Love Carpe Diem in Croatia. Bojana shares how EURES Advisers have been instrumental in helping her company find the right talent, making the recruitment process smoother and more efficient. ➡️ EURES Advisers are always ready to offer expert guidance and support to employers across Europe, ensuring the perfect match between job seekers and businesses. 🎥 Watch Bojana’s story below 👇 And, stay tuned for more inspiring episodes. #EURES30 #EURESjobs #CareerAdvice #JobOpportunity #LabourMobility #WorkInEurope

How do marginalised cultural outsiders negotiate fit into new work settings? New research out at Human Relations (journal) by Dulini Fernando! She draws on a #discursive #(re)positioning lens to examine #qualitative #interview accounts of a group of #skilled #refugees in Britain and provide insights into three #temporal #moves they make to portray themselves as unconstrained by a lack of host country cultural #knowhow, able to swiftly address gaps in #knowledge and #skills, and able to blend in. Congratulations Dulini Fernando! The article proposes that the simultaneous #foregrounding and #minimising of the past is an important mechanism for #skilled #refugees to negotiate an ambivalent sense of fit into new work settings. Enjoy reading here: https://lnkd.in/ePPSP8QG #career, #employment, #fit, #refugees, #(re)positioning, #selfsocialisation, skilled #migration, #temporality, #workforce #integration

Reading this article brought back strong feelings for me. As someone with a Persian background who has faced challenges in Norway’s job market, I know how painful discrimination can be. That’s why, for the past three years, we, at Time2Staff have worked hard to create a system where opportunities are truly equal and where no one’s name, background, or language holds them back from earning decent income. My goal, from the first day, has been to make sure others don’t experience what I did. Real change starts with us and our actions, teams, and decisions. Let’s build a more inclusive future together. https://lnkd.in/dv7S2AcA #EqualityInHiring #DiversityAndInclusion #NoToDiscrimination #InclusiveWorkplace #JobEquality #EmpowerJobSeekers #BreakTheBias #EqualOpportunities #EndDiscrimination #DiversityMatters #InclusiveFuture

"Name at least one thing that is wrong with this picture". In Norway, a large number of companies (especially in the public sector), ask job applicants to checklist their status as immigrant as a "special consideration" for the employer to take during a job application process, in line with amongst others physical disabilities. 🫣 Useful tool to stimulate a diverse workforce or symptomatic corporate feature of a small country perhaps struggling to relate to a much larger world? 🌍🇧🇻 Check also out some thoughts (unfortunately only in Norwegian) by Sverre Haugen , Ida Charlotte Fehn , Sumeet Singh Patpatia (Schibsted ), Loveleen Rihel Brenna , Karoline Anglevik Ziesler (Vipps), Per Tore Trygg (KLP), Ida Furnes Breivik (Webstep) and Sadia A.M. (NIO Norge) - courtesy of MeyerHaugen and their HR podcast (link below). I wonder what #HR and #employerbranding colleagues abroad would think of the topic. 🙂 https://lnkd.in/deXhvsfd

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 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 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? P.S. Download the PDF and go to page 10 to see the results for yourself. ⭐️ 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 me to see more posts like this! #kompetensattraktion #kompetensbrist #arbetsmarknad #rekruttering #rustaochmatcha #Långtidsarbetslösa #arbetsförmedlingen

As recruiters understanding neurodiversity is important. Knowing how to make allowances for individuals to feel comfortable at work, understanding how some work well and ensuring that you are providing the same opportunities to everyone are just some aspects we should be across. This is your opportunity to understand and ask about neurodiversity at work. Last chance to book. Book Here: https://lnkd.in/gwVQ7gWd #captainstable #neurodiversity #youcantaskthat

Have you ever struggled to navigate the Danish job market as an expat? According to a professional job searcher, 70% of vacancies are filled within the Danish network. Check out the interesting article in the first comment to gain a new perspective on the job market. As modern businesses strive to scale and succeed globally, diversity and inclusion are becoming increasingly important. Expats and Danes alike, could you share your opinions on this topic in the comments below? Let's dive in together! 🌍🤝🏊♀️ #inclusion #diversity #innovation #banks #Denmark #denmarkjobs #remote #remotework #networking #eu

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.