1 / 9

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

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.

emlyn
Download Presentation

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

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. 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

  2. 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

  3. 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

  4. 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

  5. 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.

  6. 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.

  7. 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.

  8. 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’

  9. 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

More Related