The Hunt for Electricians

In Sweden, a country known for its technical innovations and advancements, the electrical industry faces a challenge: attracting more people, especially more women, to a profession that has traditionally been male-dominated. In the midst of this challenge is a passionate HR partner at one of Sweden's largest electrical companies, Minna Nikkanen. Minna is one of those who have taken on the task of playing hide-and-seek to find 30,000 new electricians.

You most recently came from the Police, was it cable breakage that attracted you to the electrical industry?

I worked for nine years at a local staffing agency before joining the Police. It was a big difference moving from a small company where I handled a lot myself to working for the government. The Police was a good employer, but I missed the aspect of the small within the large. At family-owned Granitor, I feel like I've rediscovered that perspective, and thus, I've found a whole new arena, the electrical industry, to bring my knowledge, experience, and perspectives to.

What did you know about the electrical industry when you switched?

It was a completely new industry for me that is currently highly relevant on many fronts. I really knew nothing about the industry, but I'm always open to a challenge and have received a warm welcome from all colleagues. However, there's no purpose in me knowing everything, but rather being able to handle the various competencies within the company. It also doesn't hurt that I have an interest and commitment to electricity. Working with HR issues in the electrical industry is a fantastic opportunity to influence both people and the environment. I'm very enthusiastic about the fact that we're not just a company that installs electrical systems; we're also part of society's basic structure. Our work has a direct impact on society - socially, economically, and environmentally.

Tell us about your sustainability efforts.

Our industry plays a key role in both climate change and everyone's daily lives. By investing in green technology like electric cars and educating our employees in energy efficiency and environmentally friendly methods, we strive to reduce our climate impact and promote a sustainable future. We are committed to being part of the solution when it comes to combating climate change and promoting sustainable development. We base ourselves on the UN's agenda 2030 and call it Responsible Business. By integrating sustainability into everything we do, we can truly make a positive difference and contribute to a society where people can live, develop, and thrive.

To achieve the climate policy goals by 2030, it is estimated that Sweden will need 30,000 new electricians, any thoughts on that?

Personnel and employees are the backbone and the engine that drives everything forward, making it incredibly important to develop and elevate their skills and work on a good corporate culture. Being an attractive workplace while retaining and recruiting is essential. If we can offer opportunities for growth within the company while also attracting people from outside, we create a sense of community where everyone strives for the same goals. We also work with school collaboration, engaging in open dialogue with many schools about what is expected and required in the workforce.

Are there any specific education or skills you wish would be emphasized more in the future?

It's a very broad industry, but besides the need for electricians, we see an increased demand for roles like system engineers, programmers, and technicians to streamline, secure, and synchronize building automation. We give electricians the opportunity to develop into technicians within building automation through our own career program, Växa, which recently started. Regarding electricians, we have close dialogue with schools, and we take in many interns and apprentices through this collaboration.

Tell us more about your apprenticeship program "Startskottet."

The initiative was taken by our CEO, and in the fall of 2022, we started this introductory process for apprentices. The idea is to give all apprentices a good introduction to working life, implement our values, and make the apprentices want to stay. Everyone is assigned a mentor who can provide support and guidance or just be there to have a coffee with. A positive effect is that the mentor also grows by sharing their knowledge. We start with a kick-off followed by digital workshops where many of our managers are involved and, for example, talk about their journey from apprentice to their current position. It creates a very familial and non-competitive atmosphere where apprentices get a positive feeling and feel welcome.

Do you do anything specific to bring more women into the industry?

My colleagues and I actively work to create an inclusive work environment and corporate culture where everyone feels welcome and respected, regardless of gender or background. By showcasing role models for the new generation, creating interest in the industry through school collaboration, and collaborating with partners on gender equality issues, we are changing the perception of the industry.

How?

We highlight our female installers through marketing, Elektrikerpodden, articles, and at trade fairs. By giving them more visibility, we create recognition factors for other girls who see that it's perfectly possible to become an electrician as a girl too. The industry has changed a lot in recent years, and today, there are no barriers for a girl. With technological advancements in cables and tools, for example, it's also not as physically demanding anymore. At the same time, companies have eliminated the roughest jargon and adopted softer values, such as ensuring that work functions even if you have children, etc. The ability to combine work and leisure in a good way benefits everyone. A clear example of progress is seen in the statistics for Startskottet, where the proportion of girls has almost doubled in two years.

Well done! But who knows, AI might take over all jobs soon?

Haha, who knows, but I say it's difficult for AI to replace an electrician. A practical craft profession is hard for a computer to solve, and if there are no people behind it, there won't be any AI either. But sure, technology is constantly evolving, and in HR, we need to offer skills development so that we work together with new technology and don't ignore it.

Any final words?

To succeed in electrifying Sweden, we need to recruit the right skills, and we do that by being an attractive employer, through school collaboration, and by highlighting the electrician profession. By investing in people, we create a stable backbone, a sustainable and well-oiled engine where together we can achieve our goals.

Thank you, and good luck in the hunt for 30,000 new colleagues!