BUT WHAT CAN SWEDISH COMPANIES DO to remove roadblocks to realizing the talent that is already here and is ready, willing, and able to work? Afterall, an academic can prepare his or her CV, validate or complete his or her education, study Swedish, and network (and network some more).. but the employer holds the key to the door. According to our report, here are some tips to make recruitment of foreign academics both easy and painless so that the door opens:
- Re-evaluate the recruiting process starting with the job announcement: is it inclusive? does it unnecessary exclude talented people by setting criteria that are actually not vital to the job? Are the competences demanded realistic?
- Look at the company's internal culture: Is there a structure that supports multiculturalism? Are there existing norms or patterns that lead to discrimination? How can these "bad habits" be broken? Are there change agents who can lead efforts that both attract and retain foreign talent? What needs to be done to gain support from management and The Board?
- Define "opening the door" in business terms: How can taking in the unique skills and perspectives of foreign academics affect the bottom line? What are the specific goals? How will the results be measured- in kronor?
IT IS NOT ABOUT CONTRIBUTING TO "A GOOD CAUSE" when we consider why a foreign academic should be given the chance to enter the labor market (or even to continue succeeding once in it). It is about the positive contributions that he or she can make based on his proven education and skills, and most of all, the valuable global perspective that is woven in the "package". One must never forget that making use of readily available and qualified talent is just plain smart (not an act of charity).