Recruit responsibly

A good starting point for international recruitment is that it can be viewed in the same way as other recruitments. It is a good idea to invest in the job seeker experience and up-to-date communications to ensure you maintain a good employer image. This will then continue to help attract the best skilled workers to your organisation.

When you expand recruitment outside Finland, this also increases the risks of exploitation in the recruitment process. To minimise the risks of exploitation as an employer, you should carefully familiarise yourself with the recruitment process. For example, collecting a recruitment fee from a job seeker is part of the recruitment process in some countries. You must ensure that the job seeker has not at any point in the recruitment process had to pay for getting recruited to Finland. 

When you utilise the services of established and reliable international recruitment actors, you minimise any risks of exploitation. For example, EURES, the European employment service operating in the EU and EEA, consists of European public employment service specialists who provide their services free of charge to both employers and job seekers. The EURES network also includes private recruitment companies that can manage the entire recruitment process on your behalf. 

The further away from Finland and the Finnish working culture the person's country of origin, the greater the risks of exploitation. If you are recruiting independently directly from outside Finland, as an employer, it is your duty to tell the job seeker as truthfully as possible about your organisation, work tasks and working in Finland so that the applicant can make a decision on accepting the workplace and moving to Finland that is as informed as possible. If you select a recruitment partner, you should familiarise yourself with the partner carefully in advance. Work in Finland maintains a list of reliable recruitment partners.

No matter where you recruit from around the world, the appropriate induction of employees to work tasks and their inclusion in the work community are part of a responsible recruitment process. Good induction training and a warm reception will help you influence the employee’s willingness to continue working in your organisation. Ensuring the responsibility of international recruitment can only be a win-win situation.