Getting to know international recruitment
This page contains information on the benefits of international talent for businesses and for existing talent in the region, such as international students. You can learn about the international recruitment process in a nutshell and also about responsible recruitment, which is of particular importance when recruiting from abroad. Advice and guidance on international recruitment is available for companies.
Diversity as a success factor for business
A diverse workplace is proven to be more innovative, efficient and competitive. Different talents bring different ways of thinking, solving problems and delivering services. This enables diverse market insight, increases customer and employee satisfaction and also has a positive impact on the financial success of the company.
Diversity in the workplace means that employees are individuals with different backgrounds. They may be of different ages and genders, from different cultural, linguistic, educational, experiential or ethnic backgrounds, from different religions or from different sexual minorities.
Diversity can be harnessed as a success factor by taking into account different individuals and ensuring that everyone feels equal and valued. Inclusiveness refers to an inclusive and inclusive way of working. Leadership and pre-employment policies play an important role in achieving inclusiveness in the workplace.
Existing CT experts in the area
When considering recruiting an international talent, consider the international talent already in the region. There are many international students studying at local institutions, and immigrants have also come to the region for work, refugee and family reasons.
If your company offers work placements, projects or part-time jobs for students after school, contact the institutions:
Savo Vocational College: https://sakky.fi/fi/yrityksille/opiskelijoita-tyopaikalle
Savonia University of Applied Sciences: https://talenthubeasternfinland.savonia.fi/tyonantajille/
https://www.opiskelijatoihin.fi/
Contact the immigration services in your municipality to find international jobseekers in your area.
EURES
EURES (European Employment Services) is a pan-European employment services network that helps companies find international talent from EU countries as well as Norway, Iceland, Liechtenstein and Switzerland. The EURES international job portal includes an extensive CV bank where companies can browse and search for suitable candidates among millions of jobseekers and submit their own recruitment advertisements. EURES is a public service that can help companies plan their recruitment, choose a destination, launch a search, interview and pre-select candidates, etc.
Central Savo Employment Region EURES expert:
Ragnar Luur, ragnar.luur@varkaus.fi
The international recruitment process in a nutshell
1. Defining the need, budgeting and scheduling
When you start to plan your international recruitment, contact a EURES expert in your employment area (link). It is important to carefully define the type of talent your company needs. It is a good idea to allow enough time for the international recruitment process. If the talent comes from outside the EU and EEA countries, it can take a surprisingly long time to apply for and obtain a residence permit. Please note that international recruitment may require a larger budget due to relocation costs and possible visa costs. Additional orientation needs should also be taken into account.
2. Choosing recruitment channels and partners
If the company has no previous experience, it makes sense to consider using external experts for international recruitment. For example, international employment services ( EURES), recruitment partners and professional networks who can help, for example, with the selection of the target country and the use of the right search channels.
3. Opening up the search and active communication
The job advertisement should be published in several languages and should contain comprehensive information about the job description, the skills required and also about the place to which the candidate may be moving. When using an external partner, they are often responsible for publishing the recruitment advertisement.
4. Interviews and shortlisting of candidates
During interviews and initial selection, equal and non-discriminatory assessment must be ensured. Applicants' suitability can be verified, for example, by means of job samples and aptitude tests. These can be carried out with the help of source country partners, which can be found in many specialist recruitment companies. Video-based interview tools make remote recruitment easier, but it is worth considering whether face-to-face meetings with candidates could also be an option.
4. Selection and employment contract
When you announce your selection to the selected candidates, you should also remember to communicate with the other candidates involved in the process. When concluding the employment contract, make sure that it complies with international and local regulations. Agree carefully with the selected person on the timing of the move and the start of work.
5. Preparing for entry and practical arrangements
Contact your local immigration services' integration advisor (link to contact details?) when an international part of the company is to be recruited. They will help you with visa and work permit issues and, if necessary, with finding accommodation for both the employee and his/her potential family.
6. Relocation, starting work and a comprehensive induction
Provide a comprehensive induction for the new employee, preferably in your own language.
Provide support during the first few weeks, both at work and in everyday life. Also consider the host workplace by providing training and additional information, especially if there are no previous international staff in the organisation.
7. Supporting the settling in and integration of the worker
Helping the worker and his/her family to settle in the new country will also help to build commitment to the workplace. Immigration services can help with day-to-day tasks, but it is useful to have initial discussions at the workplace where the worker can talk about any challenges or support needs.
Responsible recruitment
When recruiting internationally, the responsibility of recruitment is emphasised. This means an ethical, fair and transparent process that respects the rights and obligations of both the employee and the employer. The recruiting company must ensure fair working conditions, safe working conditions and support for the worker's adaptation to the new country and living environment. It is important to comply with local and international regulations and to ensure that there is no discrimination or exploitation in the recruitment process. Where service providers are used, it is also important to ensure that their practices are responsible.