How can you make this a success?
Everything that you as an employer can do in a personal way to help your foreign employees to want to stay in Sweden is a good investment.
It's the little things that can make a big difference.
- It’s a good idea to appoint a mentor at the company tasked with supporting the new employee.
- Not just with job-related issues, employment, company culture and social structures in working life, but also with matters about life outside the job.
- Also, be sure to meet from time to time to address any questions and concerns about matters large and small.
- Ask early on what interests the person and those accompanying him or her have and help find activities and networks.
Housing is a very important issue for people who have recently moved to Sweden.
If, as an employer, you are able to help find housing – even if it's just a temporary home – it's probably the best thing you can do to convince the cutting-edge expertise you finally found to move here and stay. There is advice and help at movetogothenburg.com about finding somewhere to live or making arrangements for accompanying persons.
Language is the key to society.
about the ways you can contribute as an employer. Perhaps by offering a tailor-made language course? Encourage other employees to help increase the new arrival’s knowledge of Swedish.
Putting together an introductory package in advance with a plan for housing, language skills, intercultural education and social activities is a good investment for both parties.
And make it work both ways too! Prepare existing employees about who’s coming and the culture the person will bring along.
Paola Sievers, HR specialist with a focus on recruitment and relocation of international expertise at Sahlgrenska University Hospital:
“I tend to wonder what I would like to encounter first.”
“In this work, creativity and a focus on solutions is a distinct advantage, and you have to have a genuine interest in people and service. I take part in recruiting activities from an early stage and act as a consultant in assessing which candidate has the best chance of becoming a successful, long-term recruitment.
I tend to wonder what I would like to encounter first and what I would need to join a new culture. It’s on this basis that we receive employees recruited abroad and begin an introduction that comprises three equally important parts – linguistic, clinical and social. Not only must the recruit have a very good command of Swedish for working closely with patients, but also in order to put the hospital’s clinical introduction to good use. Working in Swedish health care can differ greatly from the country the recruit is from, so this part of the introduction must be given time.
We also have a strong focus on social foundation. We offer the recruit and his or her partner/family activities such as networking and professional gatherings, museum visits and socializing after work.
I also work in support of the activities and help new employees with e.g. accommodation in Gothenburg, opening bank accounts, finding an internet and mobile phone provider and applying to schools and preschools for children. It’s important to reduce the stress and take the strain off of our new employees and I’m available all the time for questions and support during the first one or two years.”