Kaare Danielsen

🌍 FAQs from Our Clients: We’ve Got You Covered! 🌍 We often receive similar questions from our clients who are navigating the complexities of Swedish work and migration regulations. Here are a few of the most frequent: How much vacation do I need to take to stay compliant? What happens if I’m on maternity leave? What can I do if one of my insurances wasn’t signed up from day one? These may sound like straightforward questions, but the answers are often more nuanced. Many people spend hours on the Migration Agency’s website trying to find answers. While it’s a great resource, piecing together the right details can be tricky. That’s where Nimmersion steps in! ✅ Our team of experts ensures you get the right answers the first time, saving you time and avoiding costly mistakes. Do it right the first time – that’s our motto. Stay on top of the news https://hubs.li/Q02Vx2ms0 #SwedishMigration #Compliance #GlobalMobility #HRSupport #NimmersionExperts

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Interesting statistics from the Swedish Migration Agency on processing times per category The category for highly skilled people has gone from an average of 10 days to 17 days this spring. The promise is within 30 days so that is well within the margin and our applications tend to be faster. Are the longer processing times a sign of increased volumes to offset Sweden's skill shortage? EU Blue Card processing times are well within the allotted 90 days, yet the processing time has nearly doubled from 10 to 19 days despite having STELLAR case workers at the Migration Agency. More people opt for this permit. Research applications have gone from 11 days in February to 24 days in May. Perhaps it reflects the new academic year coming up. ICT permits had 25 days of processing time in February went to 34 days and are now down to 23. The Migration Agency states that many of the applications filed are incomplete which is the reason for delays. Some industries have extra requirements and failing to meet them can result in very long processing times. Want to learn more? Why not reach out to Nimmersion and we can help you have a safe, legal route to deploying your workforce in Sweden?

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🌍 New Leadership with AI: Ethical Considerations 🤖 I read a really interesting article about the ethical considerations in connection with using AI in Leadership, that I would like to share with you. In a world where AI technologies promise to reduce stress, accidents, and improve well-being in the workplace, leaders need to pause and reflect. Technologies like monitoring systems for productivity or safety chips sound promising, but they also raise ethical concerns. Researchers Jeppe Z. N. Ajslev (National Research Centre for the Working Environment) and Malene Friis Andersen (Occupational Psychologist) highlight that before adopting AI solutions to improve workplace conditions, organizations must ask seven critical questions: 1️⃣ What are the clear purposes of the technology? – Define the specific goals and benefits the technology is expected to bring. This clarity helps measure its long-term value. 2️⃣ How can the technology be applied universally within the organization? – Discuss how the technology can be integrated fairly across all departments or roles without creating unequal monitoring or surveillance practices. 3️⃣ Who will be impacted by the technology? – Identify all the employees who may be affected by the technology. Ensure they are involved in discussions about data collection and usage. 4️⃣ What are the pros and cons of the technology? – Analyze both the benefits and potential drawbacks of the technology, drawing from past experiences or other implementations. 5️⃣ What new possibilities will the technology open up once in use? – Think ahead about how the technology might be used beyond its initial purpose, considering both positive and negative outcomes. 6️⃣ How will the technology affect power dynamics in the organization? – Consider who will control the data and decision-making processes, and how this will influence employee autonomy and influence. 7️⃣ How would you feel if the same technology were used on you? – Reflect on the fairness of the technology by imagining it being applied to yourself or other leaders. This promotes empathy and ethical leadership. 👥 Should AI be leading us, or should we be leading AI? The answer is clear: technology should serve people, not the other way around. Read the full article in Danish here: https://lnkd.in/d5vpdv3w #MasterInternational #Leadership #AI #Workplace #EmployeeEngagement #Ethics #WellBeing #OccupationalPsychology

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🌍 A week of growth, collaboration, and innovation in Stockholm! 🌍 Last week, our People and Sustainability team at Tobii Dynavox/Dynavox Group AB gathered for a powerful series of trainings and events, all centered on driving the business forward while keeping people at the heart. Here's a recap: 𝗗𝗮𝘆 𝟭: 𝗧𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗗𝗿𝗶𝘃𝗲𝗻 𝗛𝗥 We kicked off with CEO Fredrik Ruben presenting the strategic 5-year plan, followed by sessions with Christina Hogan and Nima Bador from Lorensbergs, refining our communication skills and deepening our understanding of DEI. It was a great start to the week! 𝗗𝗮𝘆 𝟮: 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗟𝗶𝗳𝗲𝗰𝘆𝗰𝗹𝗲 & 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗠𝗮𝗽𝗽𝗶𝗻𝗴 I had the privilege of facilitating a training for our global P&S team where we mapped out the entire employee lifecycle, pinpointing specific HR process pain points within our functions and identifying solutions. The openness, collaboration, and dedication of everyone involved was truly inspiring, especially from my co-facilitators Christine Cleuziou and Lynn Schultz. I couldn't be prouder of the progress we made and I am excited for the follow-up work to come! 𝗗𝗮𝘆 𝟯: 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗖𝗼𝗻𝗳𝗲𝗿𝗲𝗻𝗰𝗲 – "𝗣𝗼𝘄𝗲𝗿 𝘁𝗼 𝗯𝗲 𝗬𝗼𝘂: 𝗣𝗼𝘄𝗲𝗿 𝘁𝗼 𝗟𝗲𝗮𝗱 𝗖𝗵𝗮𝗻𝗴𝗲" This day was all about personal empowerment and sustainable business. We had a motivational speaker who reminded us of the importance of being our own best friend, we heard examples of how we engage in sustainable business, had a Q&A town hall with the executive management team, engaged in a cross-functional problem-solving activity, and celebrated the winners of our first-ever Values Awards. 𝗗𝗮𝘆 𝟰: 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗶𝗻𝗴 𝗗𝗮𝘁𝗮 𝗳𝗼𝗿 𝗛𝗥 𝗜𝗺𝗽𝗮𝗰𝘁 Our final day, moderated by our fearless CP&SO, Mikael Bäckström, focused on how we can better use data to drive the business. With great sessions from Gary Munro (Spotify) and Linnéa Molin (Sysarb), we explored ways to leverage data across our HR team and understood the importance of job architecture for stability and sustainability, especially in the wake of the EU Pay Transparency Directive. As wonderful and thought-provoking as the entire week was, here are my top takeaways: 1️⃣ Intentionality in daily actions – I’m committed to continuously asking: “What did I do well yesterday? What do I plan to do today, and how will I get there?” 2️⃣ HR is a people game – Understanding people helps us better understand the business. 3️⃣ Rethinking corporate deliverables – If our colleagues were customers, how would we rethink our deliverables? 4️⃣ The power of collaboration – Seeing the HR team come together on Tuesday to work cross-functionally and collaboratively was incredibly rewarding. Tobii Dynavox is simply an amazing place to work! I’m so grateful for the growth opportunities this company has given me over the last couple of years and I’m looking forward to where the next two years will take me! 😉🚀

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A while back, I heard about a candidate’s experience with a large Swedish organization that got me thinking. The candidate had the right qualifications and experience, advanced through the process, and was asked to complete a personality test and a logical reasoning assessment. All seemed routine - until the feedback arrived. While she seemed to have a reasonably good result in relation to the role, she was informed she didn’t fit ”the company profile”. It became clear that the assessments weren’t tailored to a specific job analysis or the actual demands of the role which I thought was strange. One personality doesn’t fit all roles. So why should one profile fit all jobs within a company? Naturally, the feedback was discouraging. It’s a reminder of how frustrating it can be when a hiring process feels rigid and impersonal. And listening to the comments, she wasn’t planning to apply again anytime soon. 😬 Here are a few adjustments to, in my opinion, improve and make the process more smooth: ✅ Base assessments on a thorough job analysis including critical competencies for the role. ✅ Be transparent with candidates upfront about how and why assessments will be used in the decision-making process. ✅ Provide clear and constructive feedback to give candidates closure and help them grow. ✅ Encourage all candidates to keep applying - remind them that a low score isn’t the end of the road. ✅ Recognize that nothing is set in stone - both organizations and roles evolve over time. ✅ Consider lowering cut-off scores if needed to ensure a more inclusive hiring process that allows a diverse range of candidates to reach the final interviews. Happy Friday folks! ⭐️🍂

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𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 𝐢𝐧 𝐂𝐨𝐦𝐦𝐢𝐬𝐬𝐢𝐨𝐧-𝐎𝐧𝐥𝐲 𝐒𝐚𝐥𝐞𝐬 𝐑𝐨𝐥𝐞𝐬 Transparency isn't just a buzzword—it's a cornerstone of trust and effectiveness in commission-only sales roles. Here’s why being upfront matters: 1. Trust and Credibility: Clear, transparent communication about the commission structure can increase trust by up to 75% among new recruits. When sales professionals understand exactly how their efforts translate into earnings, their commitment and trust in the organization deepen. 2. Retention Rates: Companies that maintain high transparency in their payment structures see about 50% higher retention rates. Sales professionals are more likely to stay where they feel valued and fairly compensated. 3. Attracting Talent: About 65% of top-performing sales professionals cite clear and transparent commission structures as a key factor in choosing a company. Top talent is drawn to environments where there are no hidden surprises. 4. Performance: Sales teams informed regularly about their performance metrics and potential earnings tend to outperform others by up to 30%. Knowledge empowers action! Transparency isn’t just good ethics; it’s good business. It creates a supportive environment where sales professionals can thrive. How do you ensure transparency in your commission structures? I’d love to hear your strategies in the comments below! #SalesLeadership #CommissionOnly #TransparencyInSales #SalesRecruitment #CareerAdvice

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Genius teams, according to the author, Merete Wedell-Wedellsborg, are distinguished by three key characteristics: exceptional individual capabilities, a grand vision for large-scale achievements, and a constant state of generative tension...

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Most of you know that I have focused on the projects rather than posting on LinkedIn sharing my thoughts and insights. Thanks to Sneha Shakya joining HR Pathfinder AB and supporting not only with regards to HR Controlling & Compensation&Benefits topics sharing our thoughts is one of the changes - so stay tuned:-) #newways #hr #hranalytics #change #relocate #justdoit

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Within 10 years Swedish companies need 175 000 employees Regions and communes need 75 000 State employees 15 000 If part-time employees increase their work hours from 28 to 31 hours/week and the retirement age is raised by one year to 66 it will save employers from finding 100 000 workers. That leaves 185 000 vacancies. Where will they be found? Who will have educated them? Can they move to Sweden? Will Sweden provide an awesome place to live? All relevant questions that need answers soon! What does it mean to Nimmersion? Lots of work, great opportunities & challenges. What does it mean to Sweden? It's a make-it-or-break situation to offset our demographics. It's in the politicians' court to give us the best environment to help. It's up to us to find solutions! Exciting times. Where there are problems there are solutions. Why not stay in touch and in the know for what is in the pipeline? Subscribe to our News Alerts. https://hubs.li/Q02m1Mps0

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Empirically keyed biodata assessment – is the juice worth the squeeze? Lately, there has been some buzz in the Nordics around Empirically keyed biodata questionnaires and what they could add to a hiring process. This is a really interesting selection method and thank you to our esteemed college Linnéa Jönsson that dug up a lot of useful information on the topic! This is how I understand it: By focusing on structured questions about past behaviors and experiences, the selection method identifies patterns linked to job performance. Think along the lines of concrete and verifiable questions like: "How many people have you managed in a previous role?". Why consider using this type of assessment? ✅ It shows consistently good validity in predicting job success. ✅ It gives unique information beyond traditional assessments like personality tests or logical reasoning. ✅ Objective and scalable (once developed that is). The questionnaire is typically role-specific, making it highly focused on competencies crucial to a given job. While broader applications are possible, specificity seems to be the key to its effectiveness. The standard questionnaire contains between 10 and 30 questions. The bottom line is that the questionnaires can be a powerful tool for predicting job success when implemented thoughtfully but I am wondering, is the juice worth the squeeze? ⚠️ Complex development: Requires time, significant data and sample sizes. ⚠️ Perceived fairness: Some questions may lack face validity ("how many books have you read in the past six months"), leading to concerns about fairness or relevance. ⚠️ Susceptibility to faking if developed poorly: Like some other self-reports, responses can be distorted. ⚠️ Dependent on specific experience: Is it possible to build a questionnaire that suits all candidates, regardless of background? I'm not sure. What do you think? Have you worked with Empirically keyed biodata questionnaires or seen them in action? How do you see their role in the future of recruitment? 🚀

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Terma, a renowned Danish company, excels in combining Tech and Defense, spearheaded by top-notch professionals for decades. It's been an honor to learn from influential figures like former CEO Jens Måløe, board member Anders Eldrup, and Jørgen Huno Rasmussen. Not to forget, the innovative LinKS alumni Lars Gert Lose, serving on Terma's board. LinKS has had the. Honor of playing a role in educating and in shaping decision-makers in Denmark, from politicians to corporate leaders, with the world's leading business schools. Witnessing Europe unite under a common identity and business platform is truly remarkable, showcasing unprecedented speed and ambition. The recent news of ATP's investment in Terma underscores the significance of supporting Danish core competencies. ATP's bold move sets an example for investing in Europe, fostering global alliances in Defense and Tech. This strategic investment aligns with the vision for a strong and progressive European business landscape. #InvestinEurope #BuildglobalAlliances #DefenseandTech #ATP #Terma

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I learnt this (facts) about ⚡️charging my human battery🔋🚶🏃‍♀️‍➡️🫶🏼using #Zmartrest AI Coach & sensor for 5 weeks in Aug/Sept: 🔋That most of us consume energy even when we believe we are relaxed, how to sense energy drain and what to do about it📈#Stress has an immediate physiological impact 😮‍💨What immediate physical impact good breathing technique has on my body and it’s physiology 💪That a few squats and simple moving excercises (3-5 min) implemented regularly throughout the day has an huge impact on us physiology 🤖How much I can learn about my body and physiology from having a kind, knowledgeable, empathetic AI coach to throw health related questions at throughout the day 👉🏻What is your best and actionable “health hack” at work or in life? ✅ If we want to feel good, perform, care for ourselves, be kind to ourselves and others, find a new job, change jobs, be a good leader, knowing our physiology is a founding brick🙏 🎯#SustainabilityManagers, would love to hear about your best initiatives/ideas, what has worked and not☀️😬😅 Jenny Nilsson, Anders Nilsson Tony, Johan and Anna Olsson, thanks for this opportunity🐾💪📈🔋Simple, easy to use, individually adapted, measurable and fun!

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In a recent episode of Reccast 🎙️ we met with Pil Byriel, CEO and Co-Founder of Develop Diverse, a Danish software company that specializes in inclusive writing software for recruiters. 👀 Before we dive in further, a heads-up is in order: this episode will be a big eye-opener for most of us! 🚀 💡 Pil Byriel has a background in organizational communication and change management. Her interest in technology and human behavior research led her to explore how AI can be used to create more inclusive workplaces and hiring practices.   💡 Develop Diverse's solution focuses on understanding and addressing stereotypes and biases in language. The company's research covers various biases, such as those related to gender, age, ethnicity, physical disability, and neurodiversity. 💡 By analyzing how language influences behavior, Develop Diverse aims to create job ads that attract a diverse pool of candidates without excluding any group. 💡 The company integrates diversity, equity, and inclusion (DEI) into its AI strategies to ensure that its technology does not perpetuate existing biases. 🌟 For example, in a study comparing job ads written by humans and those generated by AI models like ChatGPT, it was found that AI-generated ads were significantly more biased. This highlights the importance of using AI responsibly and training it with the right data. 💡 According to Pil, one of the biggest challenges in recruitment is the reliance on job ads to attract candidates. Often, these ads are written by individuals lacking proper training, leading to the unintentional exclusion of potential candidates. Moreover, the job descriptions themselves may be outdated or stereotypical, further limiting the talent pool. ❗️ Companies need to invest more resources in creating effective job ads and understanding their recruitment challenges through data analysis. Something to think about! 🧡 Thank you, Pil and Develop Diverse, for joining us 🙏 🎧 📺 Listen/watch all this and more by subscribing to Reccast! _______________________________________________________________ 🛎️ You can catch the latest episode of Reccast on: 🎙️ Spotify: https://lnkd.in/dSUAVaAg 🎥 YouTube: https://lnkd.in/dgu6Ht_Z Or on a podcast platform of your choice. Watch this space and stay up-to-date with the latest on AI in recruitment! #reccast #videopodcast #AI #recruitment #talentacquisition #diversity #inclusion #dei #inclusivehiring #makesyouthink

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💡 Interesting read from #ManpowerGroup's Employment Outlook Survey for Q4 2024. 🌟 To see employment projections in Sweden alone, check out the summarised version here ➡️ https://lnkd.in/diPWhGR6 🌟 For global context, see the full report here - https://lnkd.in/dE4E8iVr Talent Solutions Sverige #Arbetsmarknadsbarometern

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Lend a helping hand if you can! My good friend Bjarne Tersbøl is writting his final thesis and needs our help. Thus, if you are working in a Danish company with more than 50 employees and up to 500 employees (and do not have an actual IT security department), please use 10 minutes of your time to answer his survey. https://lnkd.in/dqGq2nha "This questionnaire is part of the basis for a graduation project on KEA - Københavns Erhvervsakademi's diploma program in IT security. The goal of the graduation project is, firstly, to take the temperature of the level of incident management in Danish companies that do not have their own IT security department and, secondly, to identify the most effective measures that companies can implement to raise the level."

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Homefinding time for newcomers in Sweden Nimmersion is busy at this time of year finding housing for the new hires (and old ones that need to move to a new place). Navigating a dysfunctional housing market in heavy competition is demanding. What is our protocol? 1. Frauds and scams need to be identified (there are many) 2. Negotiation skills 3. Viewing and validating all data and properties 4. Help the person looking for a property to understand the dynamics of the rental market 5. Educate the landlord on the rental law which is legally binding 6. Checking ownership/permit to sublet 7. Setting up a legally correct lease 8. Inspection of the property before move in (start with the end in mind - ie deposit return) Fortunately, we have done this for thirty years so we know the ins and outs, yet this time of year many students are also urgently competing to get housing so the market it tight and extremly fast moving. Stressful? No! Can we act quickly? Yes! Do you need help? You know where to find us and if you want to learn more about the housing market we are hosting a webinar for HR on September 10th. If you don't get our invites, DM me.

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