Why are Nordics so hard to find?
Numbers, technology, culture and opportunities.
There are circa 70,000 folk of all Nordic nationalities in the UK.
That includes people of all ages inc. children and students. This number has steadily decreased since the 2008 recession with Norway becoming the destination of choice thereafter.
Those Nordics that are in the UK can, due to modern technology, watch home TV channels and read local news on their devices.
Our research also shows search settings in browsers are often set to home countries.
So it is very difficult for traditional, UK based, advertising to win a share of their attention.
What can you do to find better quality Nordic candidates?
Obviously, we would recommend working with us (sorry, had to get a “plug” in!) but, before you get to that stage, here in reverse order, are the three main reasons why businesses fail to attract candidates.
3) Assuming that there is a candidate supply in your area. Since 2008 there has been a net reduction in Nordic expats. And yet, more businesses are moving Nordic sales and support out of the Nordic zone. This reduced number of candidates is in great demand and we do not see that situation improving in the near future – especially as Norway is now the destination of choice for Nordic speakers seeking work outside their home countries. There are circa 70,000 Nordic citizens in the UK, and around 3,000 Nordic language jobs.
2) Uncompetitive pay and benefits. Most Nordic speakers are employed in jobs that do not use any language other than English. They see this as beneficial to building their English language skills and offering better employment options. Candidates are therefore unlikely to move into a Nordic speaking role unless pay and benefits are considerably better.
and at number 1
1) Failing to review your PSL. Most well run businesses ensure continuity through the discipline of a Preferred Supplier List. Many, however, put that list into place before the need for multilingual staff arose. Failure to review suppliers against the changing needs of the business is the number one obstacle to filling vacancies.