International candidate perspective

Sweden is generally regarded as an interesting market in Europe for international careerists. We speak English, we promote diversity and Sweden has a large proportion of international companies compared to our relative size. We’ve asked Ross Laidlaw who has experience from an international career to give his advise on how to approach the swedish market.

What characterizes the Swedish job market in your perspective?

I have been fortunate to have found work via recruitment companies in several countries. No doubt like many industries the recruitment market continues to evolve and utilise the technology that is available to improve the efficiency of the process.

In many countries, including Australia where I come from, it is sometimes difficult to get past their personal assistant. This is not the case in Sweden. As an outsider, particularly not as a local Swedish speaker, there are extra challenges. You need to talk to people and find recruiters that are a little bold and and willing to see the strengths international candidates bring.

What are the general similarities between recruitment companies in different markets?

International recruitment companies are generally open to international candidates as they often have assignments from a global perspective and therefore can draw on their global database.

In the case of small niche recruiting companies, the success of these companies is very dependent upon the ability of the recruiter to place excellent candidates into roles in order to get repeat business.

What is the main challenge as a newly arrived candidate?

Before entering the market, write to recruiters in advance and let them know your background. When you arrive this allows you to hit the ground running. I remembering having an interview in the first week I arrived, rather jet lagged, but due to the work that I had done before leaving Australia.

In 1996 when first looking for work in Sweden I was impressed by the openness of recruitment companies in Sweden to take my calls and listen to my story.

How did you choose the recruitment firms to meet?

Do your homework which recruitment companies to meet. Find out which recruiters are specialising in the types of roles you are applying for. You need to network, ring and talk to the recruiters. Ask about the trends in the market, whom would they recommend you should talk to, and ask to meet them. This is important in building relationships and getting to know the market place.

You can’t build relationships via your CV, you must get in front of the recruiter.

Do you see any international recruitment trends?

A clear trend is the globalisation of the employment market, many of the young graduates coming out of university today are likely to work in a number of different market places, across different regions. This means that the recruitment companies cannot only take the hard skill sets into consideration, but also the soft skill sets of potential candidates. It will become increasingly important for candidates to be flexible and adaptable to different working environments, so they can adjust culturally to the new work environment whether that be Shanghai, New York, Stockholm or Sydney.

Ross Laidlaw has worked in the financial services industry over the last 25 years. Having worked with Skandia in both Sweden and Australia (establishing the Skandia business in Australia from 1999 to 2008) and also working for Swedbank Robur in Sweden from 2010 to 2012. Today Ross is an Executive Director for an innovative financial services start-up company called DomaCom dealing in Fractional Property investing, with the objective of applying equity principles to property.