Competencemethod

Most recruitments today are through existing networks or contacts. This means that the majority will miss out on more than half the candidate base.
Source: Svenskt Näringslivs rekryteringsenkät 2018
Slide Analyze your organization in 2 minutes - free and anonymous BEGIN ANALYZING > 45% of foreign-born academics find it hard to get a job, since they lack the "right" network.
Source: SCB, Arbetsmarknaden 2018 för högutbildade utrikes födda
Slide For inclusive and skill-based recruitment free from discrimination.
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Why does your business or organization need an inclusive and skills-based recruitment process?

1. Providing competence

Take advantage of all the skills available on the labor market by recruiting from the entire candidate base.

2. Increased business benefits

Diversified working groups provide broader perspectives and increased understanding of different customer needs. This promotes innovation and creates more business.

3. The Swedish Discrimination Act

The purpose of the Swedish Discrimination Act is to counter discrimination and promote equal rights and opportunities in the workplace. As an employer, it is your duty to comply with the legislation.

 

 

A win-win method

Analyze your organization – free and anonymous

With a uniquely developed analysis tool you can now quickly and easily analyze your company’s recruitment process. Find out your pitfalls and get valuable tips when it comes to improvement opportunities in your particular processes. In this way, you can increase your chances to take advantage of all skills from the labor market, increase your business benefits and of course – comply with the Swedish Discrimination Act.

Who is it for? The analysis tool is primarily aimed at those who are already working for, or decided to work for, increased cultural diversity* and inclusion in your organization. As a manager or a professional recruiter. It’s free and you’re completely anonymous.

The analysis tool has no limits to any specific industry or sector, in-house or external recruitment. Instead, it has a generic form for being able to be used by all who in different ways control and work in recruitment processes in the Swedish labor market. Thus, some components may fit more or less well into specific organizations and companies, mainly depending on your size, experience and expertise in the field.

* By cultural diversity we mean persons who are perceived to have a different ethnic origin than the majority group in Sweden through, for example, skin color, religion, habits, customs, attitudes, values or ways of communicating due to background.

 

Analyze

Ethnically diverse companies are 35% more likely to outperform.

 

Source: Diversity Matters

What is unique about the Competence Method?

What mainly distinguishes the Competence Method from other methods or analyzes on the subject is that it is based on the voices of the job seekers themselves, stories from the foreign-born academics’ experiences of looking for work in the Swedish labor market.

Based on the voices of the job seekers

The focus has primarily been on the target group of foreign-born academics originating in the Middle East or Africa, as research shows that it is a group having particular difficulty finding jobs matching their education and that they are more likely to suffer discrimination, than domestically born people. To ensure that foreign-born academics’ own experiences of recruitment processes were included in the work, focus groups and in-depth interviews were conducted. The result of this work includes a variety of insights on obstacles and pitfalls, which help to explain the differences that can be seen between the situation of domestic and foreign-born in the Swedish labor market.

 

What is the definition of competence?

Competence refers to the skills that people use to achieve what is required in a given situation. It may include education, knowledge, work experience as well as other experiences. It may also include social skills such as ability to cooperate, service-mindedness and caring.

 

The foreign-born academics we interviewed demanded a greater focus on skills during the recruitment processes. Research has also identified this as one of the keys to reducing discrimination in the labor market. The results report you will receive from the analysis tool can help you to create self-reflection, be a support for reviewing the entire recruitment process as well as a uniquely customized basis for internal discussions.

News

New partners and sponsors, we are looking for you! We are searching for partners and sponsors who share our ambitions and who want to support us in our activities. Our... Read more
Two workshops took place. We presented KOMPETENSMETODEN – WFC’s new digital platform based on our model for inclusive recruitment, which we have built during our project Working For Change Matters.... Read more
Our first workshop: brainstorming exercise for a course based on the WFC model (Moderator:Leila El-Sherif Wollheim) Together with very committed participants and members of our Reference Group, we have taken... Read more
More news

The Competence Method – 6 steps for diversified recruitment

 

For an inclusive recruitment process, free from discrimination and for greater diversity on the Swedish labor market.

The method described here is aimed at those who are already working, or have decided to work, for increased cultural diversity and inclusion in their organization. The ambition has been to create a method that can be used as structured support or guidance for you as manager or professional recruiter.

The stories on which the method is based show that people are being systematically excluded during recruitment processes. This is due to structures and situations that could probably be avoided if there was an awareness. The method therefore creates an awareness of the obstacles and challenges that the group of foreign-born academics often encounter. The method also highlights common pitfalls that can lead to unintentional and unconscious exclusion of job seekers.

Steps 1–4 refer to the recruitment process, while steps 5–6 are about how employers can ensure that all employees are included in the workplace.

Read the complete method here.
Developed in collaboration with Kantar Sifo.

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