It doesn’t matter how good your idea is. If you don’t have the right employees to power your business, things are going to get complicated. Like many other markets, Danish companies are also experiencing a skills shortage in different sectors.

We have helped several Danish companies to hire the right talent pool from different european markets. This approach of hiring international employees is nothing new. Apart from the skill shortage in the Danish market, there are several other recruitment challenges faced by the companies.

In a recent survey, one in 10 employers reported having difficulties filling vacant positions due to serious performance issues or disengagement amongst their workforce (or both). This number goes up to one in five when looking specifically at the recruiting process. The problem has forced companies to look for ways to attract top talent without relying solely on advertising budgets or large salaries.

Recruiters are not always equipped with the tools and time needed. This is where we assist companies to hire talented employees from other countries. We have experienced 5 main common recruitment challenges faced by our customers:

1) Difficulty attracting talent

Talent acquisition is a top priority for companies in Denmark but there seems to be a gap between needed and available talent. That is the reason why companies often look at inbound recruiting as a viable solution to fill their job requirements. Recruiters will have to expand their network and reach out to qualified candidates that they have not worked with before. These workers are sometimes located in other cities, states, or even countries.

2) Attracting passive candidates

Many talent acquisition strategies are built around attracting active candidates. However, there are some high-quality individuals who are not actively seeking jobs but would be interested if approached at the right time. This type of candidate must be identified and persuaded to join the company.

3) Loss of top performers

The most talented employees will often leave a company when they feel that their ability is undervalued. To retain top talent, companies need to acknowledge and recognize their strength. This includes giving them feedback and providing them with development opportunities at work.

4) Lack of transparency

Talent retention strategies are difficult if workers do not know what opportunities are available to them. Employees should be able to easily access information about the careers within a company rather than looking for it in different places or having to ask different individuals working within the organization. Other ways to make information transparent may include group discussions or town hall meetings during which employees can easily ask questions and get immediate answers from management.

5) Identifying candidates

It is difficult to identify the hidden gems that could be great candidates if not for their current situation. There are opportunities in various industries outside of traditional recruitment companies’ reach. These workers can also be employed via partnerships with agencies or recruiting networks. It’s important that these candidates are considered, and this may include offering them a job even before they are specifically hired through a formal process.


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