By Michaela Zankl FIEP
The problem of skills supply is significant and difficult to solve, requiring efforts from multiple angles and perspectives. While I may have an ideological belief and desire that everyone has a place in the labor market, it is also essential to achieve this if we want our society to function effectively.
A significant issue facing the labor market today is the paradoxical gap where there are simultaneously numerous job seekers and many vacant positions. The mismatch occurs between the skills possessed by job seekers and the qualifications demanded by employers. In Sweden, this issue is particularly pronounced, with industries like technology, healthcare, and construction experiencing acute shortages of skilled workers, while many job seekers struggle to find suitable employment. Comparatively, other European countries also face similar challenges, but the extent varies. According to recent statistics, Sweden has one of the highest job vacancy rates in Europe, highlighting the severity of this mismatch. I have taken part in many events and discussion on the topic and believe that we are most productive when we have a broad approach with many options when we talk about solutions. We also need stamina to really examine the nature of the challenges and reach a real understanding.
Factors such as rapid technological advancements, shifts in industry needs, and inadequate training programs contribute to the disparity, and we have not seen the end of it. Additionally, geographical mismatches, where job opportunities are concentrated in areas different from where job seekers reside, exacerbate the problem. For instance, rural areas may have high unemployment rates, while urban centers face labor shortages. To this we can add demography and the fact that skilled workers leave work and must be replaced with younger talents. One article addresses this in a German perspective and shows us that we share many challenges.
In this landscape of scarce skills, employers expect to find candidates with the right education, relevant experience, and suitable abilities and personalities. Therefore, we need to consider how we can support employers in welcoming those who may not have it all and assist them throughout this process. Knowledge of this can also help us better equip job seekers with what we know can aid them in their employment journey. Another aspect is the recognition of education and experiences from other countries.
The Swedish adult education system is exemplary in its flexibility and inclusivity, providing numerous opportunities for lifelong learning and career development. For those new to the country, Swedish for Immigrants (SFI) offers courses to help newcomers master the language. Individuals who have had difficulties in their previous education or come from different educational backgrounds can complete their basic education equivalent through adult education programs. Adults can also supplement their high school education or shift career paths with vocational training available at municipal adult education centers (Komvux) and higher vocational education institutions (Yrkeshögskola). Folk high schools (Folkhögskolor) are particularly adept at supporting individuals who have faced challenges, offering a supportive and adaptive learning environment.
The system’s flexibility is one of its greatest strengths. Students can take individual courses or complete entire programs, study part-time or full-time, and choose a pace that suits their personal and professional commitments. Financial support is readily available through study grants and the new transition study support (Omställningsstudiestödet). Additionally, job seekers can pursue further education while retaining their unemployment benefits.
Addressing this gap in Sweden requires a multifaceted approach, including enhanced vocational training, better alignment of educational curricula with industry requirements, and improved mobility support for workers. Without addressing these underlying issues, the labor market will continue to experience inefficiencies, hindering economic growth and leaving many individuals underemployed or unemployed despite the availability of jobs.
It is likely that we have participants in our programs who need coaching, those who need education, and often both. Additionally, there needs to be employers who take responsibility by enabling training and support in the workplaces. The financial support must be cleverly designed to make a proper difference.
The IEP is and should be a platform for professional development and discussions based on evidence, while we navigate together through a politically governed landscape. According to research on collaboration and development, several key factors are necessary for us to be successful in international and cross-professional cooperation. A shared vision and objectives are essential, as all parties involved must align our efforts towards a unified goal to effectively bridge the gap between job vacancies and job seekers. Effective communication is crucial, ensuring that we, regardless of our country or profession, can share information, best practices, and innovations clearly and consistently.
Data-driven decision-making can be a key factor, utilizing labor market trends, skills shortages, and employer needs to make informed decisions and tailor strategies accordingly. Building and maintaining mutual trust and respect among international and cross-professional partners fosters a collaborative and productive environment, while flexible and adaptive strategies allow for adjustments based on changing circumstances and continuous evaluation.
Investing in continued capacity building and knowledge sharing enhances the overall effectiveness of our collaboration, as sharing skills and expertise helps build a competent workforce. The spreading of our supportive policy frameworks from governments and policymakers creates an enabling environment, providing the necessary funding and incentives. Even greater active engagement with employers is essential, as they can provide insights into required skills, participate in training programs, and offer on-the-job training and support.
A focus on skills development that matches labor market needs, including both hard and soft skills, is critical, and a long-term commitment from all parties is necessary for sustainable solutions. By continuing and adhering to these principles, our international and cross-professional collaborations can significantly contribute to solving the mismatch between job vacancies and the unemployed, leading to a more efficient and balanced labor market.
By learning and deepening our understanding through reading and conversation, the IEP can become a genuine knowledge base and achieve proactive and forward-looking advocacy.
