Lessons from a pilot mentor programme show how professional guidance, stronger networks, and realistic expectations can help international graduates take the next step into the Scandinavian labour market.

Connecting international talent with employers is at the heart of Work Without Borders. Across Denmark, Sweden, and Norway, project partners are developing and testing methods that strengthen labour market participation and improve the retention of international students and graduates. One of these methods is mentoring, creating direct connections between international talent and experienced professionals from the business community.

This spring, Erhverv Aarhus tested an international mentoring initiative as part of the project's efforts to support international graduates in their transition to employment. The programme builds on a well-established mentoring model that has already demonstrated strong results in helping highly educated job seekers build networks, gain labour market insights, and find employment.

According to Erhverv Aarhus, more than 600 job seekers have participated in mentoring programmes supported by a network of over 100 volunteer business mentors. Around 70% of participants have traditionally found employment during or shortly after completing a mentoring programme. While the international pilot within Work Without Borders is still being evaluated, these figures illustrate the potential of mentorship as a tool for connecting talent with opportunity.

Managing Expectations Creates Stronger Mentoring Relationships

One of the key lessons emerging from the pilot concerns the importance of clear expectations from the beginning.

Mentors can offer valuable guidance, labour market insights, and access to professional networks, but participants also need a shared understanding of what mentoring can and cannot provide. Future programme rounds will therefore place greater emphasis on preparing participants before mentoring relationships begin and clarifying both the opportunities and responsibilities that come with participation.

The experience highlights that successful mentoring is not only about receiving advice. It is also about actively building relationships, using networks effectively, and engaging with opportunities that emerge through professional connections.

Understanding the Reality of International Job Seekers

Another important insight relates to the reality faced by many international graduates seeking employment in Scandinavia.

Unlike many domestic graduates, international job seekers often balance their career search with part-time work required to support themselves financially. This leaves less time for networking, volunteering, and professional development activities, despite these often being key pathways into the labour market.

The pilot has highlighted the need for support initiatives that recognise these circumstances and offer flexible ways for international talent to engage with employers and professional networks.

This lesson contributes valuable knowledge to the wider Work Without Borders partnership, helping partners develop methods that better reflect the real-life circumstances of international graduates across Scandinavia.

More Than Career Advice

One of the strengths of mentoring lies in the combination of practical guidance and personal support.

Through mentor relationships, participants gain insight into employer expectations, receive feedback on CVs and applications, and gain access to professional contacts that would otherwise be difficult to reach. Equally important, many participants build confidence and develop a better understanding of the unwritten rules of the labour market.

For mentors, the value extends beyond supporting individual participants. The programme creates stronger links between employers and the international talent educated in the region, giving companies greater insight into the skills, perspectives, and potential that international graduates can bring to the workplace.

Building Communities Alongside Mentoring

The mentoring relationship itself is only one part of the equation.

Experience from the pilot suggests that stronger connections between participants can create additional value. When international graduates share experiences, exchange advice, and help each other identify opportunities, they build a support network that extends beyond the formal mentoring relationship.

Future programme development will therefore explore new ways of strengthening peer-to-peer networking among participants. The goal is not necessarily to create close personal friendships, but rather to encourage a professional community where participants can share insights, ask questions, and support one another throughout their career journeys.

Contributing to Shared Scandinavian Learning

Work Without Borders is about more than delivering activities. The project also aims to identify, document, and share effective methods that can be applied across borders.

The mentoring initiative demonstrates how a relatively simple model can help bridge the gap between employers seeking qualified talent and international graduates seeking a foothold in the labour market. By testing and refining these approaches across Denmark, Sweden, and Norway, project partners are building knowledge that can strengthen talent retention and contribute to a more competitive Scandinavian labour market.