{"id":58141,"date":"2022-01-03T10:55:17","date_gmt":"2022-01-03T10:55:17","guid":{"rendered":"https:\/\/www.compasshrg.com\/del-1-det-forandrede-arbejdsmarked-og-kampen-om-kandidaterne\/"},"modified":"2024-06-24T16:09:27","modified_gmt":"2024-06-24T14:09:27","slug":"del-1-det-forandrede-arbejdsmarked-og-kampen-om-kandidaterne","status":"publish","type":"post","link":"https:\/\/www.compasshrg.com\/sv\/blog\/del-1-det-forandrede-arbejdsmarked-og-kampen-om-kandidaterne\/","title":{"rendered":"Del 1: Den f\u00f6r\u00e4nderliga arbetsmarknaden och kampen om kandidaterna"},"content":{"rendered":"

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De seneste \u00e5r har arbejdsmarkedet \u00e6ndret sig markant for b\u00e5de arbejdsgivere og arbejdstagere. Det betyder, det er n\u00f8dvendigt at \u00e6ndre m\u00e5den, man hidtil har rekrutteret og fastholdt dygtige medarbejdere i adskillige brancher. Det er n\u00f8dvendigt med friske \u00f8jne og en frisk strategi.<\/span><\/p>\n

Rasmus Meyhoff<\/a> er partner hos Compass, hvor han leder et team p\u00e5 15 dedikerede personer, der er s\u00e6rligt specialiserede i Life Sciences-industrien<\/a>. Han har gennem mange \u00e5r fulgt udviklingen p\u00e5 arbejdsmarkedet t\u00e6t, og han vil her komme med sine betragtninger, erfaringer og anbefalinger til de virksomheder, der i dag k\u00e6mper en brav kamp om at finde og rekruttere de kvalificerede, talentfulde kandidater. Samtidig skal de ogs\u00e5 form\u00e5 at fastholde de n\u00f8glepersoner, der allerede er ansat i virksomheden. Og det g\u00e6lder b\u00e5de for virksomheder i og uden for medicinalbranchen.<\/span><\/p>\n

I dette blogindl\u00e6g s\u00e6tter vi fokus p\u00e5 rekrutteringen af nye medarbejdere, og i del 2 <\/a>er fokus i stedet p\u00e5 fastholdelsen af de eksisterende medarbejdere.<\/span><\/p>\n

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Kampen om de kvalificerede kandidater<\/h2>\n

\u201dGenerelt ser vi rigtigt mange virksomheder, der v\u00e6kster i s\u00e5dan en grad, at de har stor brug for talentfulde medarbejdere for at opn\u00e5 deres ambiti\u00f8se m\u00e5ls\u00e6tninger. En af udfordringerne ligger s\u00e5 i, at der ikke er nok kvalificerede kandidater til at opfylde rekrutteringsbehovet blandt disse virksomheder. Det ses s\u00e6rligt inden for Life Sciences, men mange andre brancher er ogs\u00e5 p\u00e5virkede. Det betyder, at virksomhederne er i h\u00e5rd konkurrence med hinanden, og derfor er der en st\u00f8rre tendens til, at kandidater i h\u00f8jere grad skifter job, hvis de er utilfredse med vilk\u00e5rene hos deres eksisterende arbejdsgivere,\u201d siger Rasmus Meyhoff.<\/span><\/p>\n

Dette har stor indflydelse p\u00e5, hvordan man rekrutterer nye talenter, samtidig med at man skal form\u00e5 at fastholde de eksisterende n\u00f8glemedarbejdere.<\/span><\/p>\n

\u201dKampen om de gode kandidater betyder, at l\u00f8nningerne ofte bliver h\u00f8jere og h\u00f8jere i et fors\u00f8g p\u00e5 at lokke de \u00f8nskede talenter over i en ny virksomhed. Men er det en holdbar udvikling, og hvilken betydning har det for jobtilfredsheden hos de eksisterende medarbejdere, n\u00e5r der pludselig kommer nye kollegaer, der f\u00e5r mere i l\u00f8nposen for lignende arbejdsopgaver? Og kan man s\u00e5 g\u00f8re andet end udelukkende at tilbyde flere penge?\u201d sp\u00f8rger Rasmus Meyhoff.<\/span><\/p>\n

Lige pr\u00e6cis sp\u00f8rgsm\u00e5let om, hvordan virksomheder bedst kan fastholde de essentielle medarbejdere uden at skabe en l\u00f8nspiral, der kommer ud af kontrol, kommer Rasmus Meyhoff n\u00e6rmere ind p\u00e5 i del 2 af denne blog.<\/a><\/span><\/p>\n

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Rasmus Meyhoff \u00e4r partner i Compass Human Resources Group och har \u00f6ver 10 \u00e5rs erfarenhet som headhunter. Han leder ett team med \u00f6ver 15 konsulter som specialiserar sig p\u00e5 rekrytering inom Life Science- och h\u00e4lsov\u00e5rdsbranschen.<\/p>\n

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F\u00f6retaget m\u00e5ste s\u00e4lja sig sj\u00e4lvt
<\/strong><\/h2>\n

F\u00f6r\u00e4ndringarna p\u00e5 arbetsmarknaden inneb\u00e4r ocks\u00e5 att maktbalansen mellan kandidat och arbetsgivare vid rekrytering har f\u00f6rskjutits till kandidaternas f\u00f6rdel. Tidigare var kandidater vanligtvis tvungna att \u00f6vertyga en potentiell arbetsgivare om att de ”f\u00f6rtj\u00e4nade” en tj\u00e4nst p\u00e5 f\u00f6retaget. Men detta \u00e4r inte l\u00e4ngre fallet inom sektorer d\u00e4r det r\u00e5der brist p\u00e5 kandidater. H\u00e4r \u00e4r det ocks\u00e5 f\u00f6retaget som m\u00e5ste lyckas s\u00e4lja sig sj\u00e4lvt till kandidaten som en bra arbetsplats och fokusera p\u00e5 de r\u00e4tta v\u00e4rderingarna som svarar mot kandidatens utvecklingsbehov och prioriteringar.<\/span><\/p>\n

”F\u00f6retag kan dra nytta av att l\u00e4gga extra fokus p\u00e5 employer branding. Vad kan de erbjuda kandidater som skiljer dem fr\u00e5n konkurrenterna p\u00e5 andra s\u00e4tt \u00e4n l\u00f6nen? Hur kan de ”locka” en kandidat att ta jobbet? Detta inneb\u00e4r en f\u00f6r\u00e4ndring av rekryteringsintervjuerna n\u00e4r det g\u00e4ller valet av fr\u00e5gor. Ist\u00e4llet b\u00f6r fokus ligga p\u00e5 att identifiera kandidatens motivation snarare \u00e4n den klassiska fokuseringen p\u00e5 hur kandidaten kan bidra positivt till f\u00f6retaget. \u00d6msesidigheten mellan f\u00f6retag och kandidat m\u00e5ste d\u00e4rf\u00f6r \u00f6ka”, s\u00e4ger Rasmus Meyhoff och forts\u00e4tter:<\/span><\/p>\n

”Hur kan arbetet anpassas till varje medarbetares behov av utveckling och ansvar? Finns det m\u00f6jlighet till hemarbete? Kompetensutveckling genom kontinuerlig utbildning och fortbildning? Kan en anst\u00e4lld ha reducerad arbetstid n\u00e4r han eller hon har sm\u00e5 barn eller liknande? Vilka sociala aktiviteter och evenemang erbjuds f\u00f6r att g\u00f6ra f\u00f6retaget till mer \u00e4n bara en arbetsplats? Hur kan man skapa en v\u00e4rdegemenskap som knyter de anst\u00e4llda n\u00e4rmare till f\u00f6retaget? F\u00f6retagen m\u00e5ste inse att det inte l\u00e4ngre bara \u00e4r en fr\u00e5ga om huruvida kandidaten matchar f\u00f6retaget, utan \u00e4ven om f\u00f6retaget matchar kandidaten.”<\/span><\/p>\n

Och det \u00e4r denna f\u00f6r\u00e4ndring som Rasmus Meyhoff rekommenderar de f\u00f6retag som inte redan g\u00f6r det att \u00f6verv\u00e4ga att anv\u00e4nda en extern rekryteringspartner som redan arbetar aktivt med denna typ av rekryteringsprocess. Men mer om detta senare.<\/span><\/p>\n

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Smidighet och bredare visioner vid rekrytering<\/strong><\/h2>\n

Enligt Rasmus Meyhoff finns det flera fr\u00e5gor som f\u00f6retag med rekryteringsutmaningar b\u00f6r \u00f6verv\u00e4ga – f\u00f6rutom att arbeta f\u00f6r mer \u00f6msesidighet i rekryteringsprocessen och flexibla arbetsvillkor.<\/span><\/p>\n

”Det finns flera viktiga faktorer som f\u00f6retagen b\u00f6r ta h\u00e4nsyn till p\u00e5 den f\u00f6r\u00e4nderliga arbetsmarknaden. F\u00f6r det f\u00f6rsta finns det en stor potential i att leta efter talanger utanf\u00f6r Danmark, s\u00e4rskilt n\u00e4r man letar efter h\u00f6gt specialiserad arbetskraft. Genom att s\u00f6ka internationellt f\u00e5r du en betydligt st\u00f6rre pool av kvalificerade kandidater. Om f\u00f6retaget ocks\u00e5 kan acceptera att beg\u00e5vade personer kan arbeta i samma team, till exempel \u00e4ven om de bor i ett annat land, blir det l\u00e4ttare att rekrytera personer fr\u00e5n andra l\u00e4nder. Den h\u00e4r trenden v\u00e4xer kraftigt, och s\u00e4rskilt den \u00f6kande digitaliseringen st\u00f6der utvecklingen”, s\u00e4ger Rasmus Meyhoff.<\/span><\/p>\n

En annan viktig aspekt \u00e4r att f\u00f6retagen med f\u00f6rdel kan t\u00e4nka om n\u00e4r de fokuserar p\u00e5 det rent yrkesm\u00e4ssiga och i st\u00e4llet titta p\u00e5 personliga kompetenser – naturligtvis bara i de fall d\u00e5 en mycket specifik yrkeskompetens inte kr\u00e4vs f\u00f6r att lyckas i jobbet.<\/span><\/p>\n

”Ett av mina b\u00e4sta exempel \u00e4r ett stort globalt l\u00e4kemedelsf\u00f6retag som beh\u00f6vde nya ledare f\u00f6r sin kommersiella produktion. Cheferna var tvungna att leda n\u00e5gra st\u00f6rre produktionsteam med m\u00e5nga anst\u00e4llda. Ist\u00e4llet f\u00f6r att endast beakta kandidater som uppfyllde b\u00e5de kraven p\u00e5 ledningskompetens och yrkesm\u00e4ssig produktionserfarenhet, \u00f6ppnades kandidatpoolen upp. Det visade sig att det tog betydligt l\u00e4ngre tid att hitta yrkeskvalificerade kandidater med r\u00e4tt ledningskompetens \u00e4n vad det skulle ha tagit att l\u00e4ra kompetenta chefer fr\u00e5n andra sektorer de n\u00f6dv\u00e4ndiga yrkeskunskaperna”, s\u00e4ger Rasmus Meyhoff och forts\u00e4tter:<\/span><\/p>\n

”Ist\u00e4llet hittade de sp\u00e4nnande kandidater som hade tr\u00e4nats inom milit\u00e4r- och idrottsv\u00e4rlden och som d\u00e4rf\u00f6r hade relevanta ledaregenskaper som matchade de \u00f6vergripande kraven f\u00f6r tj\u00e4nsterna, t.ex. att f\u00e5 medarbetarna att arbeta i samma riktning, att s\u00e4tta upp tydliga m\u00e5l och att leda i en snabbt f\u00f6r\u00e4nderlig milj\u00f6. Det \u00e4r den h\u00e4r typen av \u00f6ppenhet och inst\u00e4llning fr\u00e5n rekryteringsf\u00f6retagens sida som kan bidra till att bredda kandidatpoolen och g\u00f6ra skillnad p\u00e5 l\u00e5ng sikt.”<\/span><\/p>\n

En annan sak att t\u00e4nka p\u00e5 n\u00e4r du rekryterar \u00e4r ”time to hire” (tid till anst\u00e4llning). En ordentlig och grundlig rekryteringsprocess tar tid. I m\u00e5nga f\u00f6retag kan rekryteringen dra ut p\u00e5 tiden eftersom rekryterarna har m\u00e5nga kortsiktiga uppgifter att utf\u00f6ra, vilket kan g\u00f6ra det sv\u00e5rt att avs\u00e4tta den tid som beh\u00f6vs. Men det \u00e4r ett stort misstag, enligt Rasmus Meyhoff, eftersom det g\u00f6r det mer sannolikt att den attraktiva kandidaten till exempel tar en tj\u00e4nst p\u00e5 ett annat f\u00f6retag f\u00f6r att rekryteringsprocessen \u00e4r f\u00f6r l\u00e5ngsam. <\/span><\/p>\n

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F\u00f6rdelen med en extern rekryteringspartner<\/h2>\n

Den tid som kr\u00e4vs och den prioritet som ges \u00e5t rekryteringsprocessen \u00e4r ytterligare ett sk\u00e4l till varf\u00f6r en extern rekryteringspartner kan vara det b\u00e4sta alternativet.<\/span><\/p>\n

”N\u00e4r ett f\u00f6retag v\u00e4ljer att anv\u00e4nda en extern rekryteringspartner inneb\u00e4r det att betydligt mindre tid och resurser l\u00e4ggs p\u00e5 processen internt. Och nu n\u00e4r m\u00e5nga f\u00f6retag har mer att g\u00f6ra \u00e4n n\u00e5gonsin och det finns fler lediga platser \u00e4n l\u00e4mpliga kandidater \u00e4r det en kalkyl som b\u00f6r g\u00f6ras, f\u00f6r ofta kan det l\u00f6na sig”, s\u00e4ger Rasmus Meyhoff och avslutar:<\/span><\/p>\n

”Rekryterare som specialiserar sig p\u00e5 en viss bransch – till exempel life science – vet exakt hur kandidatmarknaden ser ut, vilka de allm\u00e4nna trenderna \u00e4r och var de ska locka kandidater. Genom ett v\u00e4lutvecklat n\u00e4tverk och djup branschkunskap kan rekryterare effektivisera rekryteringsprocessen avsev\u00e4rt och \u00f6ka sannolikheten f\u00f6r att de absolut b\u00e4sta och mest l\u00e4mpliga kandidaterna inte har accepterat andra tj\u00e4nster under tiden.”<\/span><\/p>\n

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Del 2: Den f\u00f6r\u00e4nderliga arbetsmarknaden och god personalbindning<\/p>\n

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L\u00e4s den andra delen av v\u00e5r serie om den f\u00f6r\u00e4nderliga arbetsmarknaden h\u00e4r<\/div>\n

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Under de senaste \u00e5ren har arbetsmarknaden f\u00f6r\u00e4ndrats avsev\u00e4rt f\u00f6r b\u00e5de arbetsgivare och arbetstagare. Detta inneb\u00e4r att man m\u00e5ste \u00e4ndra det s\u00e4tt p\u00e5 vilket medarbetare har rekryterats och beh\u00e5llits i flera branscher. Det beh\u00f6vs nya \u00f6gon och en ny strategi.<\/p>\n","protected":false},"author":3,"featured_media":57273,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","om_disable_all_campaigns":false,"inline_featured_image":false,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[86,1],"tags":[],"class_list":["post-58141","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-okategoriserad","category-uncategorized"],"acf":[],"yoast_head":"\nDen f\u00f6r\u00e4nderliga arbetsmarknaden och kampen om kandidaterna<\/title>\n<meta name=\"description\" content=\"Arbetsmarknaden har f\u00f6r\u00e4ndrats avsev\u00e4rt f\u00f6r b\u00e5de arbetsgivare och arbetstagare. 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