Kauppakamarilehti tarttuu yritysten menestystä vauhdittaviin aiheisiin Helsingin seudulla. Neljä kertaa vuodessa ilmestyvä verkkolehti syventyy seudullisiin teemoihin ja taustoittaa ajankohtaisia ilmiöitä.
Tapani Salminen (oik.) johtaa Vantaalla Vaisalan instrumenttitehdasta, jonka työntekijöistä lähes viidennes on muita kuin kantasuomalaisia. Mohammed Soliman vetää tiimiä, jossa on kansainvälisiä osaajia 14 maasta.

Good practices accelerate international recruitment

International recruitment to alleviate the talent shortage should take advantage of the experiences gained and lessons learned by other companies. The Chamber of Commerce helps exchange ideas and share good practices.

You can read the article in Finnish: Hyvistä käytännöistä vauhtia kansainvälisiin rekrytointeihin

A recent study by the Helsinki Region Chamber of Commerce shows that 57 per cent of companies experieced in international recruitment in the region have positive experiences. However, the readiness of companies to hire foreigners varies greatly.

In future, the Chamber of Commerce wants to support companies more closely in international recruitment. One way is to highlight the successful experiences of companies and the practical lessons they have learned.

“We encourage companies to share good practices that help with international recruitment,” says Johanna Larsson, Project Manager at the Helsinki Region Chamber of Commerce.

Johanna Larsson, projektipäällikkö, kansainväliset osaajat, Helsingin seudun kauppakamari,
Project Manager Johanna Larsson says it is often easiest to start by recruiting international experts who are already living in Finland. (foto: Meeri Utti)

Larsson, who started working at the Chamber of Commerce in May, supports companies in international recruitment and helps international experts to settle into Finnish working life.

She has gained much and varied experience in immigration and employment management from both the private and public sectors.

“I am happy to exchange ideas and give tips on how to get started in international recruitment and what kind of related services are available.”

International talent potential already in Finland

In Larsson’s opinion, it is often easiest to start by recruiting international experts already living in Finland. However, according to the Chamber of Commerce’s survey, only 16% of companies had taken advantage of this opportunity.

“Companies have also not yet discovered the talent potential of the international students who are already in Finland. Only a fifth of the respondents had taken advantage of their skills, for example through a thesis, internship or summer job,” Larsson says.

A quarter of the companies that responded to the survey said that their capacity to recruit international experts is very weak or weak. The greatest challenges were related to language skills.

A quarter of the companies did not know where to start looking for international experts. According to Larsson, the Chamber of Commerce can help by finding the right partners and networks. In matters concerning international recruitment, companies can use the services offered by public and private operators. In the Helsinki Metropolitan Area, for example, International House Helsinki offers a wide range of government and advisory services.

“The Chamber of Commerce’s lawyers can also help in matters related to international recruitment,” Larsson says.

There is room for improvement in the cooperation between the private and public sectors. The Chamber of Commerce has proposed a national digital Finland Talent Match service as a possible remedy for the talent shortage. This would also work to attract new international students and experts to Finland.

Competitiveness requires internationalisation

In November, the Helsinki Region Chamber of Commerce will publish the first in a series of articles presenting various companies’ successful practices and good experiences in the recruitment of international experts.

Johanna Larsson feels that it is important for companies to hear about such experiences from each other, as this lowers the threshold for hiring a skilled person who has moved to Finland from abroad.

“The population of Finland is greying at a rapid pace. To maintain our competitiveness, it is vitally important to integrate international talent into our workforce. We have a huge pool of untapped talent in Finland,” Larsson says.

Vaisala, which manufactures state-of-the-art measurement technology in Vantaa, is a good example of successful international recruitments. For a company operating in a global market, the promotion of the internationalisation of personnel is a matter of course.

Tapani Salminen (oik.) johtaa Vantaalla Vaisalan instrumenttitehdasta, jonka työntekijöistä lähes viidennes on muita kuin kantasuomalaisia. Mohammed Soliman vetää tiimiä, jossa on kansainvälisiä osaajia 14 maasta.
Tapani Salminen (right) manages a Vaisala measuring instrument factory in Vantaa, where almost a fifth of the employees are non-Finnish. Mohammed Soliman leads a team of international experts from 14 countries. (foto: Meeri Utti)

Joel Kinnunen, Leading Talent Acquisition at Vaisala, says that increasing diversity in the work community is part of the company’s strategic policy. According to the policy, it is important for future success and a culture of innovation to continue the recruitment of the best experts and ensure their smooth integration into the work community.

“We are constantly working to ensure that we are an increasingly inclusive workplace for people from different backgrounds, be it a matter of origin, culture or gender identity.”

According to Kinnunen, there is no other option if the company wants to remain a competitive and attractive employer.

Vaisala employs approximately 2,200 people of nearly 60 different nationalities. In addition to Vantaa, this figure includes the company’s offices around the world.

Fresh ideas through diversity

International studies have shown that companies benefit from diversity, as it usually increases productivity, innovation and wellbeing at work.

This has also been noted at VTT Technical Research Centre of Finland. Team Leader Anna Schoonover says that a diverse workforce is vital for innovative solutions.

“A team that is too uniform will easily slip into group think, where ideas are not challenged creatively.”

Lentokonemoottoreita Helsinki-Vantaan lentoasemalla korjaava GA Telesis rekrytoi työntekijöitä Suomesta, mutta valmiiksi koulutettuja ammattilaisia haetaan koko ajan myös muualta maailmasta.
GA Telesis, an aircraft engine repair company operating at Helsinki Airport, recruits workers from Finland but also constantly seeks trained professionals from other parts of the world. (foto: Matti Remes)

VTT conducts top international research in many fields. Its more than 2,200 employees represent 55 different nationalities.

The strengths of a diverse work community have also been noticed in GA Telesis, which repairs aircraft engines at Helsinki Airport. Galina Alkvist, the company’s HR Manager, says that, in addition to personal competence, each employee brings to the table the strengths of their own culture.

“We try to make the most of these strengths. Diversity helps with problem-solving and allows us see things from many perspectives.”
A study conducted by Business Finland last year also highlighted the benefits brought to business by international employees. These benefits were reflected in increased income, new customers and networks.

Consider changing the working language

Many international experts wish that Finnish working life were more flexible in terms of language skills requirements. For example, employers could reconsider whether Finnish skills are absolutely necessary for holding certain jobs.

At present, VTT only requires fluent written and oral skills in Finnish for some administrative tasks, such as handling legal matters or reporting on government transfers.

Vaisala, too, only requires proficiency in Finnish in the positions where it is strictly necessary. However, the company still has teams whose members are all native Finns.

“Changing the working language to English is a big change when the first international expert joins the team, so it is good to discuss it openly and start preparing for the change well in advance. Change requires challenging traditional ideas,” says Joel Kinnunen.

Inission Lohja, a contract manufacturer for the electronics and mechanical engineering industry, has long supplemented its workforce with experts recruited from abroad. The factory’s working languages are Finnish and English.

Vesa Leppänen, Basri Ahmedov ja Pekka Väyrynen ovat työpaikallaan Lohja Inissionilla.
Lohja Inission, a contract manufacturer for the electronics and mechanical engineering industry, has long supplemented its workforce with international talent. Successful international recruitment requires proper management and induction of employees. (foto: Meeri Utti)

“Teams are made up in such a way that sufficient language skills are always available. Employees with better Finnish or English support others as needed,” says Pekka Väyrynen, CEO of Inission Lohja.

Careful induction important

Successful international recruitment also requires proper management and induction of new employees.

“We operate in accordance with Finnish law and values. At the same time, however, we take into account the special characteristics and religions of people from different cultures,” says Vesa Leppänen, Chief Operating Officer of Inission Lohja.

In his opinion, the induction of foreign employees must be done with special care so that they can work safely, productively and with high quality from the very start.

“Insufficient language skills may require more time for induction. The best way to give guidance work tasks is to demonstrate how they are done.

“Especially in occupational safety matters, it must be ensured that new employees have definitely understood everything,” Leppänen says.

Management fundamentals always apply

Aarno Hakanen heads a department at the GA Telesis aircraft engine workshop where two thirds of the 15 employees are from abroad. In his opinion, the same principles apply to the management of an international team as of a team consisting only of native Finns.

“A balanced mix of control and division of responsibility is required. In addition, everyone must be considered equally and people must be flexible on both sides,” Hakanen says.

Pekka Väyrynen from Inission Lohja considers it important that the rules of the workplace are the same for everyone. They must be internalised by every employee.

“We have absolutely zero tolerance against, for example, racism and all forms of discrimination. Any incidents are dealt with immediately. Inappropriate behaviour will very quickly result in a warning,” Väyrynen says.

Pekka Väyrynen, Jan Lönnqvist ja Vesa Leppänen työpaikallaan Lohja Inissionilla.
CEO Pekka Väyrynen, Jan Lönnqvist and COO Vesa Leppänen examine the quality of work at Lohja Inission. (foto: Meeri Utti)

Potential workforce already in Finland

Foreign experts and degree students already living in Finland are an important resource to VTT in the search for new talent. More than half of the international employees recruited by VTT this year were already living in Finland.

Most of the international talent working at Vaisala Vantaa have been recruited in Finland. Some of them came to Finland to study and stayed for work, while others studied in their home country, built careers elsewhere and followed a partner to Finland.

Vaisala has recruited people from an immigrant background who were already living in Finland for both production and expert tasks. The company only recruits directly from abroad in exceptional circumstances.

“For example, product development may require special expertise that must be sought outside Finland’s borders,” says Joel Kinnunen.

Welders from the Philippines

Finnish companies look for skilled workers for production tasks abroad if they cannot find them in Finland. Škoda Transtech, a rolling stock manufacturer based in Otanmäki near Kajaani, has sought skilled labour from the Baltic countries and Ukraine, among other places.

The worsening labour shortage in Europe has now forced them to cast a wider net. Škoda Transtech recently hired 16 welders from the Philippines.

Škoda Transtech on palkannut 16 hitsaajaa Filippiineiltä.
Rolling stock manufacturer Škoda Transtech found welders in the Philippines. The worsening labour shortage in Europe made them cast a wider net. (foto: Škoda Transtech)

Leena Manner, the company’s Director of Public Affairs, says that successful international recruitments require careful preparation. It is important to carefully consider what kind of expertise is needed and where it could be found.

“We have gained a lot of experience in the best ways to recruit foreign employees and to work with them through the different stages of the process,” says Manner.

“Good partners are also essential. We use reliable and professional staffing agencies in international recruitments,” says Manner.

Škoda Transtech is primarily looking for good employees. However, the company hopes that the new employees can also bring their families to Finland at some point in time.

“Families bring permanence,” Manner says.

A staffing agency hired by Škoda Transtech helps to arrange matters for families moving to Finland. Help is typically needed with applying for social security numbers, registering with the authorities, opening bank accounts and arranging day care for children.

“We also strive to find work for spouses either at Škoda Transtech or in other companies,” says Manner.

GA Telesis also offers employees moving to Finland relocation services to help them get settled and take care of practical matters.

The company can also offer support with, for example, moving arrangements and apartment search.

“We try to make getting settled in Finland as easy as possible, so that the employees can focus on their work,” Galina Alkvist says.

Correction January 5th, 2024, 10.50:

Corrected sentece: A recent study by the Helsinki Region Chamber of Commerce shows that 57 per cent of companies experieced in international recruitment in the region have positive experiences.

Formerly it said that A recent study by the Helsinki Region Chamber of Commerce shows that 57 per cent of companies in the region have positive experiences in international recruitment.

Avainsanat

Lue ja kehity

Haluatko pysyä ajan tasalla ja varmistaa, että käytössäsi ovat aina tuoreimmat ammattikirjat? Hanki käyttöösi sähköisten kirjojen Ammattikirjasto – tilaa yhden aihealueen kokoelma tai kattavasti koko Ammattikirjaston sisältö.

Lisää luettavaa

Ydinkeskustan vetovoiman salaisuus on monipuolisuus
Helsingin ydinkeskusta ei ole elpynyt koronavuosista, toisin kuin muut pohjoismaiset suuret pääkaupungit....
Lue juttu ›
Mistä on menestyvät kaupungit tehty?
Kannusteista, veroratkaisuista, tiedosta, turvallisuudesta ja luonnosta, kertovat tässä lehdessä haastatellut...
Lue juttu ›
Ekonomisti lisäisi Helsingin vetovoimaa kannustimilla
Aki Kangasharjun mielestä Helsingin seudun kilpailukyky vaatii lisää kannustimia yrittäjyyteen ja innovointiin....
Lue juttu ›
Data auttaa parantamaan keskustan vetovoimaa
Uusi teknologia tarjoaa entistä tarkempaa tietoa ihmisten liikkumisesta Helsingin keskustassa. Data auttaa...
Lue juttu ›
Myös pehmeät arvot vetävät yrityksiä Helsinkiin
Kansainvälisiä yrityksiä ja osaajia Helsinkiin houkutteleva Clarisse Berggårdh sanoo, että sijaintipaikan...
Lue juttu ›
Nopea opas arvonlisäverolain muutoksiin
Kevään kehysriihessä sovittiin lisäsopeutuksista ja veronkiristyksistä valtiontalouden huonon tilanteen...
Lue juttu ›

Lisää luettavaa

4/2023
Teemajutut
Ydinkeskustan vetovoiman salaisuus on monipuolisuus
Helsingin ydinkeskusta ei ole elpynyt koronavuosista, toisin kuin muut pohjoismaiset suuret pääkaupungit....
Mistä on menestyvät kaupungit tehty?
Kannusteista, veroratkaisuista, tiedosta, turvallisuudesta ja luonnosta, kertovat tässä lehdessä haastatellut...
Ekonomisti lisäisi Helsingin vetovoimaa kannustimilla
Aki Kangasharjun mielestä Helsingin seudun kilpailukyky vaatii lisää kannustimia yrittäjyyteen ja innovointiin....
Data auttaa parantamaan keskustan vetovoimaa
Uusi teknologia tarjoaa entistä tarkempaa tietoa ihmisten liikkumisesta Helsingin keskustassa. Data auttaa...
Myös pehmeät arvot vetävät yrityksiä Helsinkiin
Kansainvälisiä yrityksiä ja osaajia Helsinkiin houkutteleva Clarisse Berggårdh sanoo, että sijaintipaikan...
Nopea opas arvonlisäverolain muutoksiin
Kevään kehysriihessä sovittiin lisäsopeutuksista ja veronkiristyksistä valtiontalouden huonon tilanteen...
Seuraa näitä 28.8.2024
Tekoälysäädös astui voimaan elokuun alussa. Pienten yrityksen arvonlisäverollisuuteen tulee puolestaan...
Jakamistalouden kuusi liiketoimintamallia
Jakamistalous on yksi kiertotalouden muoto ja tarjoaa mahdollisuuksia niin yrityksille, kuluttajille...
Metropolien kova kilpailu osaajista
Huippuosaajista ja kasvuyrittäjistä käydään kovaa kansainvälistä kilpailua. Yritysten investointiympäristöä...
Espoo tähtää kasvuun
Espoo varautuu yleiskaavaluonnoksessaan 200 000 uuteen asukkaaseen ja 90 000 uuteen työpaikkaan. Helsingin...
Tukholma on Pohjolan Ruotsi
Itämeren alueen metropolien talousvertailussa Tukholma on selvästi vahvin.
Uusi kaupunginjohtaja Jani Pitkäniemi: Porvoo pitää kiinni monipuolisesta yrityskentästä
Monipuolinen elinkeinoelämä ja omavaraisuus työpaikoissa ovat Porvoon vahvuus, sanoo uusi kaupunginjohtaja...
10 eri tyyppiä – millainen ihmisten johtaja olet?
Millaista on hyvä ihmisten johtaminen? Miten haasteet kannattaa kohdata? Miten kehittyä paremmaksi johtajaksi?...
Työntekijä ilmoittaa olevansa pois työstä hajonneen auton vuoksi. Onko kyseessä luvallinen vai luvaton poissaolo? Vastauksia kysymyksiin KauppakamariTiedon vastauspankista
Helsingin seudun kauppakamarin asiantuntijat vastaavat henkilökohtaisesti kaikkiin Helsingin seudun,...
Data Helps Improve the Attractiveness of the City Center
New technology is offering increasingly accurate information about people’s movements in Helsinki’s city...
Sääntötehtailusta kasvun edistämiseen
Euroopan vihreän kehityksen ohjelman eli Green Dealin tavoitteena on olla kasvuohjelma, jonka avulla...
Asenteista tekoihin!
Suomalaiset suhtautuvat positiivisesti Suomen jäsenyyteen Euroopan unionissa. Olisi hyvä, jos myönteiset...
EU-parlamentin puhemies Roberta Metsola: Kilpailukyvyn parantaminen vaatii erityishuomion
Uuden EU-parlamentin tulee tehdä sisämarkkinoita ja yritysten tasapuolista kilpailua edistäviä päätöksiä,...
Ehdokastentti - Sääntelyn purku nousee EU-vaalien kärkiteemaksi
Kesäkuussa valittava EU-parlamentti vaikuttaa monella tapaa yritysten kilpailukykyyn. Viisi Helsingin...
Lisäkierroksia kasvuun EU-markkinoilta
EU-markkinoilla suomalaisilla tuotevalmistajilla on vielä paljon otettavaa. Verkostoituminen ja tuotteen...