Recruiting international talent to West Sweden

We outline some of the key points for you to consider when recruiting international professionals to Sweden.

We also have an ebook for you to download where the international recruitment process is outlined, together with advice to help ensure your international recruitment is a success and the international talents stay and thrive,

It's important to remember, recruiting international talent is different. However, it doesn't have to be complicated and for an increasing number of companies is essential to get the skills and competence you require. 

Attracting international professionals

Here we outline ways to raise awareness and attract international professionals. There is no single route to sucess, but by using a combination of approaches, you should get a good result and do make make sure there is consistency in your approach.

• Identify countries to target for required competences. You should consider whether you can get the competence from an EU country (talents then don't requite a work permit) or have to look further afield. Looking at international talents who already live in Sweden is also good idea, they are already live in the country and will often have their partner working, so are very motivated to stay.
• Use platforms such as LinkedIn and Eures. Though do consider that not everyone is on LinkedIn and in some countries, such as Germany, isn't used very much. EURES is the EU's mobility scheme and can be used to reach professionals looking to move within Europe. It's important to also have at least one page of your website in English, so potential talents can find out more about the company. 
• Highlight the benefits of living and working in West Sweden. International talents don't just choose a company anymore. Today, talents choose a combination of a place to live and a company. Fortunately, the Gothenburg region, West Sweden offers a high quality of life and good career prospects. Download our information on how to use some of our resources at this stage in the hiring process.
• Make sure talents who are interested in moving to the region know about the role. You can easily do this by ensuring the job description is in English. Also consider what the job description says about the need to speak Swedish and your website.
• If you have existing international staff, use their stories in the recruitment process. It highlights that you are an international employer and people from around the world like working at your company.

Recruitment and onboarding of international professionals

• Understand the differences between national and international recruitment - You can find out more in our free ebook 'Recruting International Talents'.
• If you recruit from outside the EU - do you understand the process for work permits? You can get an overview of the process here.
• The tools and support that are available to your international recruits from Move to Gothenburg and International House Gothenburg.
• Onboarding outside work - Moving to a new country is a big move and first impressions are really important. Here you can really stand out as a great employer by signposting existing services and giving international talents the information and tools to settle into their new country.

Retain and develop international professionals 

You can find out how to retain and develop international talents in our free ebook. You can also find more detailed information on attracting, recruting, onboarding of international professionals. Together with a case study too.