Crisis management how to expand the labour market for university graduates in denmark
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Crisis management: How to expand the labour market for university graduates in Denmark. Rasmus Conradsen, Chief Adviser The Danish Confederation of Professional Associations. Contact details: Rasmus Conradsen, Tel: +45 2249 5867, email: rc@ac.dk. 1.000 personer. +190.000. +221.000.

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Crisis management: How to expand the labour market for university graduates in Denmark

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Crisis management: How to expand the labour market for university graduates in Denmark

Rasmus Conradsen, Chief Adviser

The Danish Confederation of Professional Associations

Contact details: Rasmus Conradsen, Tel: +45 2249 5867, email: rc@ac.dk


1.000 personer

+190.000

+221.000

27 %

unemployment rate among university graduated

Development in the labour supply – people with a university degree

+132.000

Source: AE-rådet


How many extra jobs should be created? (in order to avoid increasing unemployment)

No. of extra jobs per year

+

+

+

The uptake by the public sector

Source: AE-rådet


The business case

  • Small family-owned company

  • But declining profit and customer satisfaction

  • Major strategic change in 2009

  • Improving customer focus by hiring Peter, MA in Corporate Communication


AC’s campaignI

  • ”Digging up” latent jobsamong small and medium enterprises with no former experience with using people with a university degree

  • Close direct dialogue with the SMEs (visits):

    • What are your growth ambitions for the company?

    • Are you aware of how skills from higher educated can help you realise your growth ambitions?

    • Help to formulate qualification requirements, suggesting candidates etc.


AC’s campaign II

  • Database with unemployed who are – by heart – interested in working in ‘a small company in the province’

  • Activate and connect all relevant resources and networks. Business organizations, private vendors, unemployment insurance funds, public job centers etc.


AC’s campaign III

  • Spreading the good business cases through newpapers, magazines, television etc.

  • Bus trips for university graduates to periphical locations in Denmark with introduction to local companies, settling posibilities etc.


Lessons learned I

  • Long way from ‘initial contact’ to ‘job created’.

  • The need to bring in new competencies can be a tough realisationproces for the owner

  • Preconceived opinions about wage level, mobility. managerial challenges:

    • “He is too expensive”

    • “He would not settled in this province town”

    • “He will have a know-all attitude”

    • “He will not bond well with my wife”

  • => Professional specialised consultant staff should make the visits – ‘midwifes’


Lessonslearned II

  • Highly important that SME’s can receive wage subsidy in a introduction period after hiring a university graduated for the first time.

  • In Denmark we have ”Videnpilot-ordningen” [The Knowledge Pilot Programme]

    • Enterprises with a max. of 100 employees 

    • Wage subsidies of up to DKK 150,000 (approx. EUR 20,000) over a twelve-month time period for hiring a postgraduate with an academic degree


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