Uppsala International Hub is a new collaborative initiative for attracting and welcoming international talent, and making them and their families want to stay and thrive in the region. One aspect of the initiative is a new website that presents everything from how to get a personal identity number and childcare to different networks and business opportunities.
“This work is important to us at Uppsala University. When we recruit researchers from all over the world, we can offer good terms and exciting research environments. But that's not enough. There have to be positives to living and working in Uppsala as well. Not just for the individual researcher, but for the whole family,” says University Vice-Chancellor Anders Hagfeldt.
Every year, the employers in Uppsala recruit thousands of international talents who are experts in different areas of specialisation. But many choose to move on, which is a great loss for both the community and the employers. That is why the University, the Region, the Municipality and the Chamber of Commerce have now partnered to start a brand-new initiative – Uppsala International Hub – to try to keep talent in the region.
Shortage of the right expertise in Sweden
Universities are the biggest international recruiters in the region, but many of Uppsala’s knowledge-intensive companies are also having trouble finding the in-demand skills within Sweden. International recruitment makes it possible to broaden the talent pool so that more companies can find the people they need to grow.
According to Emilie Orring, Member of the Regional Executive Board, Region Uppsala is facing the same challenges:
“By making it easier for highly skilled workers to establish themselves in Uppsala County, we strengthen the region's positioning internationally and provide the conditions for a good life in an innovative knowledge region with international clout,” she says.
In addition to the website, a reception function is being established to identify needs and challenges and to create contacts and develop services to help new recruits and their families settle into their new community. The whole initiative is funded by the participating partners.
The services will be accessible via the new website, the municipality’s switchboard, as well as through various meeting points and events, once the pandemic restrictions are lifted.
Difficult to find social networks
Holly Guthrey from Texas, one of the project leaders, knows first-hand what it takes to establish yourself in a foreign country.
Having lived in Uppsala yourself since 2013, what was the biggest challenge for you?
“It was hard to understand how different authorities work and where to find information when you don’t speak Swedish. And I found it very difficult to find a social network here. Many Swedes already have their family or social networks, and then there is not much room for new people.”
“A big reason why I decided to stay is the Swedish work culture. In Sweden, we put a lot of emphasis on work-life balance, which is important to me.”
“I also appreciate the flat organisational structure here. It was unique for me to be part of the decision-making processes when I was new at Uppsala University after earning my PhD. I also like the informal atmosphere at many workplaces. And it’s great to be able to cycle easily and safely everywhere in Uppsala!”
Holly Guthrey helped launch the new Uppsala International Hub website.
What do you think it will mean for the skilled internationals looking to come to Uppsala?
“I think the website is an incredibly important first step in creating a more welcoming environment. In addition to the site conveying lots of information in English, all in one place, our reception function will be an interactive place where international talent and their accompanying partners can ask questions and meet someone who understands the challenges they are experiencing. I wish there had been a service like this when I arrived here. I think it would have given me a completely different experience.”
The need has existed for a long time
Erika Dabhilkar is Head of the Division for Internationalisation at Uppsala University – a division that is very much involved in the project.
“It’s very exciting that we now have a single entry point for supporting the recruitment of our international talents. It is a need that has existed for a long time,” she says and then adds:
“The common perception is that the University is good at recruiting international researchers – and we are, but we may not be as great at taking care of them once they get here. We need to be able to offer better services and opportunities in terms of reception, both for the researcher and for their accompanying partner or family.”
As part of this joint effort, Uppsala’s first primary school with an English curriculum, the British International School, will open this autumn in the Ulleråker area. It will give accompanying children the opportunity to follow a similar educational approach to that elsewhere in the world.
“Social networks and meeting points for like-minded people are high on the agenda, as are activities that can help integrate our international staff at home in various ways, such as connecting them with Swedish families,” says Erika Dabhilkar.
“Internationalisation is not just about translating information to other languages. We have to create context – the right context to make people feel welcome.”
Now it is all about making the new Uppsala International Hub website known, both to potential international employees and to Swedes who live and work here.
What factors influence the choice of employer?
In the project Uppsala University as Employer Brand, the aim is exactly that mentioned above – to strengthen the University’s long-term talent supply and also highlight various aspects that make the University particularly attractive as an employer. A lot of it boils down to communication and presentation.
Anna Borlund, Human Resources Specialist at University Administration, explains that the number of applicants for positions at Uppsala University has increased. The survey shows that the majority, 52 percent, actively look for information on a prospective employer’s website and in social media.
In a smaller survey, conducted at a gathering, which focused on what managers at the University thought was the best thing about working at Uppsala University, they highlighted – in addition to all of the great employees – the benefit to society, the opportunity for development and, as mentioned, good colleagues.
This matches up quite well with a larger survey conducted across Sweden, a top 5 list of factors that people consider most important when choosing an employer. Then you also have factors like job security, salary and benefits, and leadership, which come out as top among applicants.
If we turn our attention to our prospective international employees, what do they consider most important?
“Internationally, they look at factors such as the fact that Uppsala University is an old and distinguished university, which guarantees high quality – but they also like the Swedish model, with less top-down control and greater freedom, unlike what it can be like in other countries,” says Anna Borlund.
As a next step, the University wants to conduct a major study into which factors are important to different target groups when it comes to recruitment and retaining talent.