Sweden is today, one of the most industrialised nations of the world, and as such, one of the most ethnically diverse countries in terms of immigrants. Of a total population of just over 9 million people, 12% of the population was born in another country other than Sweden. At the turn of the previous century, a national census in 1900 showed the population of Sweden was 5, 1 million, of which 36 000 were foreign-born. It was a mere 100 years later, in the year
2004 where the population of Sweden had passed the 9 million mark and the number of foreign-born people in the population had increased dramatically from 1 percent in 1900 to 12
percent in 2004. In the Skellefteå Municipality, the unemployment situation among immigrants also does not looking promising. The unemployment figures that were released by the Swedish Job Centre
and published in the local newspaper dated 7th April stated that of the total registered unemployment figure in Skellefteå is 5670 of which 1500 are regarded as “öppet arbetslösa”,624 people are foreign-born, which is totally disproportionate when considering the total
number of Swedish inhabitants to the immigrant population. Figures show that it is nearly half of this group of 1500 that are immigrants.Due to the high percentage of unemployment among immigrants in Skellefteå Municipality,this leads to the research question:
“Factors that can prevent the diversifying process for immigrants entering the labour market in Skellefteå Municipality!”
The results show that the organisation will look at the benefits of having immigrants as employees in terms of immigrants’ ability to speak a language that the organisation considers useful for its customers. It is also looking to benefit from the knowledge that immigrants may have on knowledge from other cultures that he or she came from. If, however, the organisations deems it to be unnecessary to have immigrants for a job that requires his or her a certain special skill, an immigrant job application will have to go through
the normal recruitment process and measure up to the organisation’s concept of “The Best person for the job”.
In addition to going through a normal process of “The Best Person for The Job” concept in the recruitment stage, immigrants will have to overcome three common factors that can prevent them from finding a job. These have become evident during this study:
1) The Swedish language: All organisations in this study require immigrants to have a certain proficiency in the Swedish language. Organisations that are customerorientated require high proficiency levels in the Swedish language.
2) Education: Very few organisations received job applications from immigrants, but those who have, stress a concern they have, about the qualification criteria of an immigrant’s application.
3) Unknown factor: uncertainty of how to handle people from another culture.
Umeå: Handelshögskolan vid Umeå universitet , 2007. , 71 p.