Finland – the best country in the world – also for international talents?

The “Työn uudistajat” (Worklife Reformers) podcast dives into the renewal of Finnish working life, without formal speeches or political jargon. In the eighth episode, Anu Ahokas discusses the recruitment of international talent with Jenny von Knorring, Director of International Operations at StaffPoint, and Laura Kamtsan, HR Director for the Grocery Trade and Common Functions at Kesko.

Finland needs more work-based immigration. This requires employers to have the courage to adapt their work environments to the needs of a diverse workforce. But what does this mean in practice and are Finnish employers ready to make the change?

Readiness for International Recruitment Varies

According to Jenny von Knorring, many Finnish companies are still cautious about hiring international employees. The willingness to adapt, for instance by offering English as a working language, varies widely between organisations.

However, many Finnish companies are already well-prepared to begin international recruitment. Von Knorring highlights the importance of honestly assessing what kind of investments and adjustments international hiring requires from each company. In many cases, recruiting international talent or employing immigrants already living in Finland can be done with relatively little effort.

At Kesko, one of Finland’s leading retail groups, investing in the employment of immigrants has been a clear focus. Laura Kamtsan explains that Kesko aims to find the best professionals for each position, which is why they provide opportunities to work in English whenever possible. Most international employees at Kesko work in digital, IT, logistics, and K-Citymarket store operations.

“Our customer base is becoming more diverse, and therefore it’s important that our workforce reflects that diversity,” Kamtsan notes.

A New Attitude Toward Language Challenges

Finnish employers often cite language as the biggest challenge in international recruitment. Von Knorring reminds us, however, that every new language skill and every new language introduced to a workplace is an asset, it opens the door to new customers and markets.

A multilingual workplace does require some investment. Translating work materials and conducting onboarding in an employee’s native or familiar language are concrete steps toward a safe and functional work environment.

At K-Citymarket, Kesko has approached language challenges from a different angle. They launched a program that allows employees to study Finnish while working. Participants complete a vocational qualification in business while doing their internship in a Citymarket store, which also helps them practice Finnish in everyday situations. The goal is to offer participants long-term employment at Kesko.

“The feedback has been very positive, both from managers, the team, and the participants themselves,” Kamtsan shares.

In teams where not everyone speaks Finnish, English is used as the working language. Key materials and even cafeteria menus are translated into English.

“It’s important to encourage the entire work community to include non-Finnish-speaking colleagues and to use languages that may be unfamiliar to them,” Kamtsan adds.

Finland Attracts Talent as a Reliable Employer Country

For many Finnish companies, interest in international recruitment grows when labour shortages start to bite. But how can employers attract and retain the best talent?

“The easiest answer is to put yourself in someone else’s shoes. Imagine arriving in a new country, a new situation, a new language, even a new mindset. From there, you can start identifying what the essential first steps should be for an employer,” von Knorring explains.

She encourages employers not to face the challenge alone, training and support are available for those beginning international recruitment.

Von Knorring also notes that international talents often praise Finland and Finnish employers for their reliability. In Finland, agreements are honoured, and promises are kept. While Finns may seem reserved at first, the relationships built over time are genuine and long-lasting. “Employers succeed when they have the courage and the ability to build relationships with their employees based on the same kind of trust,” von Knorring concludes.

Podcast episodes written into blogs