Lack of Research on Labour Market Initiatives in the North

Despite extensive industrial initiatives and labour shortages in northernmost Sweden, Norway, and Finland over the past decade, there are surprisingly few studies showing the effects of strategies to recruit, attract, and retain workers. One exception is research that has identified Norwegian success factors for ensuring a sufficient supply of skilled workers in the healthcare sector.

This is shown by a pan-Nordic review of the research field conducted under the leadership of Karolina Parding, professor of Human Work Science at Luleå University of Technology. She believes there may be several reasons why there is so little research in this area, even though the need should be great.

“It can be difficult to measure the effects of projects like these. Research funding is usually allocated for a period of about three years, and projects often need to be monitored over a longer period to draw conclusions. The academic community could also improve its communication with the surrounding community, and vice versa. As researchers, we would love to be involved at an early stage when projects are launched,” she says.

Most articles about healthcare

Of the 21 articles the researchers found relevant, 9 were Norwegian, 6 were Swedish, 4 were Finnish, and 1 was a comparative study across several countries. Seven of the articles dealt with attracting, recruiting, and retaining healthcare workers. All of these articles were Norwegian, which may reflect Norway’s long history of focusing on equity in healthcare and policies to promote regional equality.

Among other things, the articles demonstrate the positive effect of connecting students in healthcare professions to the region and the local community early on through, for example, internships. However, it is important how these internships are structured—for instance, whether there are opportunities for summer jobs, thesis projects, and employment even before the student has graduated. The initiative is most effective when targeted at individuals who were born abroad, who grew up in the north, or who graduated from a northern university.

It is highly effective to make it possible to pursue healthcare education in locations other than the campus, especially when the initiative targets students who already live in the north. One of the studies showed that as many as 93 percent remained in their hometown five years after graduation.

“Another complementary strategy was to offer good conditions for learning and professional development as part of employment. Working in rural areas can sometimes feel isolating, but by establishing systems for collegial learning and support, a sense of community and cohesion was created,” says Karolina Parding.

Recruiting immigrant workers

Apart from the publications dealing with healthcare, they found very few studies that presented actual outcomes. Some of the articles analysed strategies for recruiting and retaining immigrant workers. One conclusion was that while these strategies certainly have potential, regional and national structures need to work together more effectively to ensure a more long-term approach.

“This group is often very likely to move. This means they will move on if the locality cannot offer what they are looking for.”

Another category of articles focused on various regional development projects. Here, some articles showed that initiatives aimed at regional growth did not necessarily yield positive results. There is a risk that existing businesses will be driven out of business by large industrial developments, and in some cases, this hinders regional development. Sometimes it may be better to assume that the region is shrinking in order to design a strategy where the money invested will be put to the best use.

About the research:

• “Attracting, Recruiting, and Retaining Residents and Staff—A Systematic Literature Review of Studies in Northern Sweden, Finland, and Norway”

The literature review was conducted by Karolina Parding, Luleå University of Technology, Emma Lundholm, Umeå University, Birgit Abelsen, UiT—The Arctic University of Norway, and Grete Overvåg, UiT—The Arctic University of Norway, as part of the collaborative organisation The Arctic Six.

• The Arctic Six