Security clearances lasting over a year could slow Nordic defense buildup, EY warns

EY, the international professional services firm, released a study on October 22, 2026, examining workforce challenges in Denmark, Finland, Norway and Sweden. It identifies obstacles between governments’ defense ambitions and the availability of people qualified to deliver them.

Security clearance can take anything from a few weeks to more than a year, depending on the individual case, according to the report. Those waiting periods can delay recruitment even when suitable candidates are ready to join.

The findings raise a practical question for Europe’s military expansion: how quickly can increased spending become operational capability when recruiting and developing essential personnel takes substantially longer?

Interest meets a slow recruitment system

The study describes growing interest in defense employment, driven partly by a desire to contribute to national security and society. Organizations struggle to turn that interest into appointments.

Security vetting is one obstacle. Unclear civilian roles and uncertain career prospects create further friction. In Sweden, a recruitment process described as quick can still take up to six months.

Delays can continue after recruitment. Equipment arriving late and inadequate preparation for new employees can extend the time before they become productive.

Louise Dyrendahl, a partner at EY Sweden who initiated the report, argues that successful defense expansion depends on organizations improving how they recruit, welcome and develop employees.

Experience takes longer to build

Demand is particularly strong for people working with artificial intelligence, drone systems and advanced military technology. Defense employers compete for these skills with other industries and with each other.

The distinction between recruiting beginners and securing experienced specialists is central to the findings. Conscription and graduate recruitment can expand the pool of entrants, while senior military and technical roles require years of development.

Denmark’s findings highlight gaps at middle and senior levels. In Norway, specialist recruitment remains difficult despite strong employee loyalty and the appeal of work with a public purpose.

Training existing employees also faces a practical constraint: time. The report describes Swedish employees withdrawing from development programs when operational demands take priority. Expanding workloads can therefore reinforce the skills shortages that training is intended to address.

A challenge for allied readiness

For the North Atlantic Treaty Organization (NATO), the findings suggest a potential gap between national investment plans and the workforce available to sustain them. Equipment depends on qualified people throughout its operational life, making personnel development part of the timetable for military readiness.

The report also connects retention to everyday working conditions. Manageable workloads, fair compensation and credible career opportunities help organizations preserve expertise. Losing a small number of specialists can have disproportionate consequences where replacements take years to develop.

EY recommends closer cooperation with educational institutions and industry, alongside more systematic workforce planning and investment in employees’ development.

The study draws on approximately 20 interviews with public and private defense organizations, conducted between February and September 2026, supplemented by published material. Its qualitative design identifies recurring experiences among participating organizations; measuring their prevalence across the sector requires broader data.