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The lack of competence in Sweden is record. Currently, four out of ten companies struggle to find the right skills – the highest figure in twelve years, according to ManpowerGroup's lack of skills. Development is likely to hurt both business growth and the country's competitiveness. Now, Skåne companies must take responsibility for securing their skills.
The lack of skills in Sweden is the largest in twelve years, according to ManpowerGroup's annual skills gap. Forty-four percent of employers, 42%, report that they have trouble finding the right skills – and that it is becoming increasingly difficult to recruit. Worse, it looks like big business.
The lack of competence is mainly explained by the lack of concrete professional skills and sufficient experience. In addition, employers receive too few applications. Digitization and the rapid development of the labor market also have an impact. When businesses are digitized and professional roles change, it becomes more difficult to find candidates with the technical skills and personal qualities required.
The lack of skills requires companies to think more and more about recruitment. At ManpowerGroup we hear that more Scania companies should develop a strategy to secure their skills, now and in the future. Such a strategy can contain the following four elements:
1 Building – investing in learning and development
Develop the skills of the employees you already have and make sure that there is continuous learning in the organization. It benefits both the company, which can meet the new demands of the new world, and its employees, who become fit for work, today and tomorrow.
2 Buy – recruit or hire the right skills
A strong employer brand and an attractive corporate culture allow you to recruit or recruit external resources for consulting or group assignments. In addition, more and more people feel they are contributing to positive social development at work.
3 Loans – Create a Concert Network
All skills do not necessarily have to be in the business. With a pool of talent with outsiders for temporary needs, you can quickly find the right person for the right job. Maybe some students, freelancers or former colleagues no longer want to be permanent employees but want more flexibility in professional life.
4 Switch – change or find new roles
Use the skills you already have by helping employees change roles or tasks. If it is not possible to find a new role for the employee, the employer must respect, with respect and dignity, help the person to progress in professional life, at the same time. 39, inside or outside the organization.
Competence is a strategic issue for business management and crucial for your own business and, in the long run, for Swedish competitiveness. But it is possible to find the right skills by thinking in new and strategic ways about their skills. All Sweden wins that Skåne company assumes an even greater responsibility to exploit and develop the knowledge and abilities of the population.
Lars Forseth
CEO of Manpower Group
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