Turning a recruitment into a success

All the small things that make a big impact

Every little thing you do as an employer to personally support your foreign employees in Sweden is a valuable investment. These small gestures can lead to significant results.

Before your new employee even arrives in Sweden, reach out to see how you can assist. They might have questions that could make their move smoother. Being available and showing your support can make a big difference in helping them feel welcome.

Consider assigning a mentor within your company to guide your new colleague—not just with job-related matters but also with adjusting to life outside of work. This mentor can be a helpful resource for understanding Swedish culture and daily life. We're also gathering resources alongside umea.se/flytta and Visit Umeå to help new arrivals get to know Umeå as a place to live.

Regular check-ins are important to address any questions or concerns, big or small. Get to know your new employee and their family. Understanding their interests and helping them find activities or networks can make them feel more at home. Employees are more likely to stay if their partner feels integrated too, so consider organizing activities for spouses.

Housing is a top priority

Finding a place to live is crucial for anyone moving to a new country. If you can assist in securing housing, even if it’s temporary, it could be the deciding factor for your new employee to stay in Sweden. There is advice at umea.se/flytta about finding somewhere to live or making arrangements for accompanying persons.

The power of learning Swedish

Language is key to thriving in any society. As an employer, you can support your new employee’s language development by offering tailored language courses. Encourage your team to assist in increasing the new hire’s Swedish skills. We at Gateway Umeå are working on gathering Swedish learning opportunities on our website —Follow us on LinkedIn for updates.

Create an introductory package

Consider putting together an introductory package that includes housing plans, language courses, intercultural training, and social activities. This will benefit both your company and the new employee. It’s also a good idea to prepare your existing team to welcome the new arrival and the cultural diversity they bring.

Insights from the International Talent Map report of 2023

Future Place Leadership collaborated with Switch to Sweden via Linköping Science Park and European Talent Mobility Forum to create a benchmark report on the concerns of international talent across nine European countries. You can find the full report here. Below are their key recommendations for companies from the 2023 report.

Extending integration beyond recruitment:

Complementing the observation about companies’ openness to international talents, it is pivotal to extend focus beyond recruitment. A more comprehensive approach to onboarding and integration, encompassing not only job-related support but also social and cultural assimilation, can significantly improve the talent experience.

Inclusive language practices in workplaces:

Echoing the language-related observations made earlier, a critical aspect is the operational language in workplaces. Even when companies do not prioritize local language proficiency in hiring, the predominant use of the local language can create barriers. A shift towards more inclusive language practices or providing language support can enhance inclusivity.

Cultivating a culturally compatible work-life balance:

Adding to the discussion on work-life balance, it’s crucial for companies to ensure their culture is compatible with the diverse needs of their international workforce. This goes beyond job specifications to encompass cultural openness and lifestyle considerations that impact talent satisfaction and retention.

Offer international students part-time jobs or internships:

What we see from the data is that relevant work experience does leave an international student with a higher perception that good opportunities and support are available to start and grow a career in the new country and a slightly higher perception that good career opportunities for internationals like themselves exist in the new country while also being slightly more positive about making new friends. It does not however change how welcome they feel in the country.

Focus on career development and satisfaction:

Building on the idea of what attracts international talents, companies can further their appeal by emphasizing career growth and professional development opportunities. This aligns with the aspirations of talents seeking not just a job but a pathway for career progression.

We hope this information has inspired you, and can help you turn your recruitment into a smashing success!