Recruit an international talent

Finding skilled workforce is one of the greatest challenges in terms of the growth and internationalisation of companies and other organisations. At present, the best employees are not necessarily found through the employers’ immediate networks, which is why it is worthwhile to look beyond the local market. The most potential applicant may well be a foreign national or a person living abroad at the beginning of the recruitment process. When employers consider the option of international recruitment, they significantly increase their chances of finding the best employee candidates.

In international requiting it is worth paying attention to the following issues:

1. Consider questions related to language skills in advance – what is the sufficient level of language to cope with the task? For example, is it possible to use English at work, but at the same time learn Finnish?
2. It is advisable to prepare the job announcement in English and indicate clearly if the Finnish language is not a prerequisite for applying for the position.
3. Encourage students from different backgrounds to apply by showing, for example, how your organisation is promoting diversity and internationalisation.
4. If you use illustrations in your recruitment, please, take diversity into account visually as well
5. Also consider the possibility of anonymous recruitment. The purpose of anonymous recruitment is to prevent discrimination in recruitment and to draw recruiters’ attention, above all, to the applicant’s competence and ability.
6. Read more tips on diversity issue in recruitment from the website of the Finnish Institute of Occupational Health: How to promote diversity in recruitment.