The skills gap no one talks about in steel

A batch made in heaven - how we find the best experts

As the steel industry continues to digitalize and modernize, ensuring access to the right expertise has become a growing challenge. While staffing in production remains stable, attracting and developing the right people for maintenance, engineering, and emerging digital roles is critical; both now, and in how we prepare for the future.

We see growing interest among conscientious young people in industries that contribute to sustainability and innovation. With focused recruitment, education partnerships and internal development, we can meet our long term skills needs and inspire the next generation to see manufacturing as a modern and meaningful career choice.

Shifting towards digital

The skills we seek are changing as steel production becomes increasingly automated and data driven. New roles continue to appear in IT security, digital project management, data analysis, and automation technology. These require both strong grasp on engineering fundamentals and a clear understanding of digital systems.

Practical digital literacy is now part of nearly every technical role. We are therefore broadening our outreach to include IT, robotics, and software graduates in addition to traditional engineering talent.

From the bottom up

A sustainable skills supply begins long before recruitment. We work systematically with the education sector, from local schools to universities, to maintain continuity in learning and engagement.

These collaborations make it possible to detect new competence needs quickly and to align studies with industrial practice. They also give students an opportunity to see our working environment firsthand and understand how research connects with production.

Talent acquisition that works

Early exposure: engaging with local schools, offering visits, and presenting real cases from our operations. Early contact tends to influence later study and career choices more effectively than late stage recruitment campaigns.

Applied learning: supporting degree projects and internships that link theoretical knowledge with practical application in metallurgical research, automation, and sustainability.

Targeted communication: sharing factual, behind the scenes insights through channels that reach young audiences, our social media, the Stalverket podcast, and participation in student fairs.

Internal development: providing clear training paths so employees can progress from operator to technician, or from trainee engineer to project leader.

"Working with Ovako during my PhD gave me direct access to the industrial side of materials research. Testing and evaluating advanced high-strength steels in real applications added a depth that I could never get from the laboratory alone in my work at KTH. This collaboration taught me how to turn focused research into practical improvements with real industrial value.

Today, as a materials researcher at Ovako, I know science drives the future. At Ovako I work with real cases, real performance needs, and a real impact, designing greener steels that support a sustainable tomorrow."

Strength of steel from within

Recruitment alone cannot secure competence. We continuously develop our existing employees through the Leadership Program, the Young Professional Network, and the Women’s Network. These initiatives create structure for career progression and succession planning.

Industrial apprenticeship programs remain essential to transferring practical know how from experienced colleagues to newer staff. Maintaining this internal knowledge base complements our external collaborations and supports stable operations.

Changing perceptions

Many potential recruits still view steel production as traditional heavy industry. But the work now involves advanced automation, analytics, and sustainability engineering. By using factual, transparent communication, we want to correct misconceptions and demonstrate the real complexity and importance of our industry.

Our outreach aims to inform rather than advertise. We want students and professionals to gain an accurate understanding of what we do and how they can help us be even better. Ultimately, we want people to see that Ovako is a place where you can grow, contribute, and build a meaningful long-term career, a place where you can truly build your life.

Career at Ovako

Lead-free with no impact on machinability

Historically, lead has been added to high-strength steel as a way to significantly improve its machinability. However, there are increasing regulatory and industry pressures to reduce or eliminate the industrial use of lead due to its toxicity and environmental impact.

Explore M-steel

STÅLVERKET Season 2 has arrived!

After a hugely successful debut, STÅLVERKET returns with six brand-new episodes that take you even further into the captivating world of steel production. This season features in-depth reports and conversations with employees and industry experts, highlighting innovation, sustainability,

and the future of steelwork.

Hosts Johanna Paues Darlington and reporter Micke Ginal once again lead the way, diving into topics such as green steel, research and development, and emerging career paths in the industry – all with the same engaging and informative touch as before.

“With Stålverket, our goal is to open the door to the world of steel – to show not only how advanced and forward-thinking our industry is, but also how deeply it’s connected to society as a whole,” says Saiva Zalkalns, Director and Head of Group Communication at Ovako.

An English version of the podcast is in the works – but for now, it’s all in Swedish

Listen now

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Before we wrap up, a big thank-you to everyone who’s read, shared, and supported Strength of Steel this year, it really means a lot!

We hope you get some well-earned rest, good food, and maybe a few laughs during the holidays.

Thanks for being part of the journey with us.

See you in 2026!

This letter has been sent to james.mailer@ovako.com

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