”The purpose of Matching from Day 1 is to transfer information between jobseekers and employers to achieve sustainable matches,” says Ayse Andersson, who has developed the method over 13 years. On 19 September, we had the privilege of inviting you to a lecture on the method.
In Lumena and Conecto, we hope to achieve our goals. One way to get there is to strengthen skills and learning. First up in autumn 2023 are Ayse Andersson and Magnus Rödin from the Swedish Public Employment Service.
They provide an in-depth insight into the highly topical subject of ”Matching from day 1”. The method has proven to give very good results. The introduction of Magnus was about research and results linked to the method during ”Jämställd Etablering” a previous social fund project that ran between 2018 and 2021 with a focus on new arrivals.
Focus on women
"We talk about the four U's, which means focusing on women in selection, design, outcome and follow-up. In summary, we can say that many participants are far from the labour market and express that they wish to be supported to enter the labour market and they also managed to get employed within a short time and at a reasonable cost says Ayse Andersson.
The starting points for Matching from Day 1 are group inventories, mapping of employers, approaches and more efforts to women to achieve a gender-equal result. Teamwork and follow-up are also important; employees need to know what works and what can be developed.
Mismatch is not the whole problem
The term mismatch is often used as a simple explanation for the relationship between labour market demand and skills availability, often linked to economic booms and busts.
-This does not explain the whole problem of mismatch. If we attack the other parts, we can reduce unemployment. The points we need to address are that employers minimise the risks by having a higher requirement profile than they need, that they use informal channels. The market lacks information about the new arrivals. And the applicants lack the prerequisites to match with the vacancies," says Ayse Andersson.
Another important problem is discrimination.
Discrimination in the labour market is another important barrier for participants, ranging from what is called preference discrimination, where you simply don't want to hire a foreign-born person. There is also so-called consumer discrimination, when for example patients claim they only want a Swedish doctor and the health centre listens to them and hires to meet their wishes,” says Ayse.
Documentation from the lecture is available in our competence bank >>
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