Employers' view on studies abroad - Svenskt NÃ¤ringsliv

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Results 21 Language skills – other languages Language skills – English Intercultural competence Flexibility Communicative skills Self-confidence Tolerance Social skills Developed Initiative skill Knowledge of relevant subject Momentum[/endurance] Ambition Creativity Problem solving capacity Ability to handle customers Responsibility Analytical skills Stress handling capacity Leadership skills importance Students are thus considered to develop the “right” skills, skills that are important to have and are attractive to employers. Many of the skills in the upper right corner of the chart are skills that also authorities asses will become more important in the future – i.e. intercultural competence, communicative skills and social skills. 4.6 Education, work practice and work life experience Almost half of respondents consider international experience to be an edge in employees being recruited. To chart this we gave the responding employers a number of alternative hypothetical situations. In the situation presented below they were asked to choose between a candidate with international experience and one without. The result shows a significant discrepancy between large and small companies, where most of the larger companies choose the candidate with international experience. Among the smaller companies a majority (60 %) state that international experience does not make a difference when recruiting. In both cases, however, very few state that they would rather choose the candidate without international experience in a situation like this. Among authorities about 50 % choose the candidate with international experience, while almost half do not consider it to make a difference – a very good result, which shows that it is never a liability to have this kind of experience, but on the other hand often an asset. Svenskt Näringsliv
Results 22 Figure 20 – When recruiting, in a choice between two candidates, with all other merits being equal – whom would you choose? Companies 46% Small companies: 37% Large companies: 56% 52% 2% Authorities 51% 46% 3% 0% 20% 40% 60% 80% 100% The candidate who has studied abroad for at least 3 months Makes no difference The candidate without international experience It is obvious, seen to the questions regarding the hypothetical recruitment situations, that many respondents consider personality/personal traits to always be of higher importance than international experience. “The basis of hiring employees has a lot more to do with personal traits and skills than a time spent in or outside of Sweden. The sum of experiences and the person’s assets are weighed together when recruiting”, as one respondent put it. Employers were also given other situations, where they among other things were asked what they value more: work practice/work life experience abroad or work practice/work life experience in Sweden. The international experience is valued higher, see figure 21: Figure 21 – When recruiting, in a choice between two candidates, with all other merits being equal – whom would you choose? Companies 44% Small companies: 31% Large companies: 56% 36% 20% Authorities 37% 42% 21% 0% 20% 40% 60% 80% 100% The candidate who has worked/conducted work practice abroad in a relevant field of work Makes no difference The candidate without international experience but who has worked/conducted work practice in Sweden in a relevant field of work Svenskt Näringsliv
Page 1 and 2: Employers’ view
Page 3 and 4: Content 2 Content Summary .........
Page 5 and 6: Introduction/Background 4 The study
Page 7 and 8: Introduction/Background 6 In additi
Page 9 and 10: Method 8 3 Method The study has bee
Page 11 and 12: Results 10 Figure 2 - How many of y
Page 13 and 14: Results 12 Figure 4 English 73% 76%
Page 15 and 16: Results 14 Figure 8 - How important
Page 17 and 18: Results 16 Figure 11 - How importan
Page 19 and 20: Results 18 Figure 14 and 15 - To wh
Page 21: Results 20 The results show that th
Page 25 and 26: Results 24 Figure 23 - When recruit
Page 27 and 28: Conclusions 26 5 Conclusions This r
Page 29 and 30: References 28 6 References Bengtsso

Employers' view on studies abroad - Svenskt NÃ¤ringsliv

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