Talent Coastline

Boosting Growth in Ostrobothnian Regions

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The most frequently asked questions by employers


The actors of the Talent Coastline ecosystem have together prepared the most frequently asked questions by employers regarding international recruitments and the diversity of working life. Experts from various fields from the region who are part of the Talent Coastline ecosystem have been involved in preparing the answers. The regional FAQ column is part of the regional implementation of the national Talent Boost program.

International workforce from Finland

  • The employer can submit a job posting to the Job Market Finland of the TE Services, in which case the posting will be visible at the national level. You can submit the posting electronically. The TE Office may also introduce suitable jobseekers to the employer. Introductions may also be done in such a way that the job posting is not public. 

    If the employer is also looking for international talent in the EU/EEA area, the vacancy can be through Job Market Finland. The job posting will then be transferred to the EURES portal, which is a common European meeting place for employers and jobseekers. The employer may also search for suitable European jobseeker candidates in the portal’s CV bank within a certain sector. Jobs in Finland that require English skills, but no Finnish/Swedish skills are automatically transferred from Job Market Finland to the Job in Finland page.

    National platforms for job postings:

    A large number of experts from different fields are undergoing the labour market training offered by the Ostrobothnia TE Office and seeking work/placement opportunities during or after the training. You can find talent that meets your company’s needs among the participants! For example, the English-language Business Lead Integration Program for jobseekers brings together 15 highly educated experts from different fields looking for placement in spring 2023. You can find ongoing labour market training here.

    Other actors, such as education providers, also have their own recruitment channels. The best place to find information on these are the actors’ websites. 

    Workplace and traineeship platforms of regional training organisations


    If the employer offers traineeships or jobs for international students or recent graduates, you should contact the career services of the higher education institution directly or, for example, the ongoing projects:  


    Vaasa International Talents is a joint project of five higher education institutions located in Vaasa (University of Vaasa, Hanken, Åbo Akademi University, VAMK, Novia), which aims to promote the employment and establishment of international students in the region. It provides the students selected for the programme with high-quality content on the Finnish world of work and helps students network with employers in the region. The project offers traineeship vouchers to employers to hire trainees and, of course, help with finding a suitable talent. The project is funded by the City of Vaasa. 

    Export Expert is a project by Centria University of Applied Sciences, mapping the labour needs related to exports and internationalisation of companies and assisting companies in the recruitment of international talent. The project is funded by the European Social Fund, the ELY Centre for Central Finland.


    Employers are also encouraged to participate in recruitment events organised in the region! Events are organised by higher education institutions and other educational institutions, student organisations and the TE Office. The aim is to update the Talent Coastline website with up-to-date information on events aimed at international talent.

  • Students with a residence permit may work on average 30 hours a week in any field. The number of hours per week may be exceeded in some weeks, as long as it is on average 30 hours per week at the end of the year. During holidays, for example, students may work full-time in any field. All they have to do is ensure that, at the end of the year, their average working hours have been 30 hours a week. In other words, students may work an average of 120 hours a month and a total of 1,560 hours a year. 


    When hiring third-country nationals who are not directly employed through the work permit procedure, their right to work and what work they have the right to do in Finland must be checked before starting the hiring process. Copies of documents by which the employee proves their right to work in Finland (passport and residence permit) must be retained for another 4 years after the employment relationship has ended. In these cases, employee information must also be reported via EnterFinland or using the form TEM054 + appendices. Submit the form to the nearest TE Office or national work permit unit.

     

    The period of validity of residence permits granted to students who have graduated and researchers who have completed their studies, i.e., “jobseeking permits”, is two years. The permit does not need to be used immediately; it can be applied for within five years of the expiry of the residence permit.

  • Each higher education institution has its own career services, from which employers can receive support for attracting applicants. The employer can publish vacancies and traineeship opportunities on the platforms of the higher education institutions independently. Career services can provide guidance on this. The employer may also request that the company and open positions be advertised at any time.

    Career services of higher education institutions in the region


    Workplace and traineeship platforms of regional training organisations


    Employers can use the Vaasa International Talents programme to find international employees representing different degree programmes in Vaasa higher education institutions. Through the programme, international degree students have received information about the Finnish world of work and local business life and its expectations for jobseekers and employees. This gives employers a smooth start with already well-orientated international experts, which saves both time and resources. The activities are funded by the City of Vaasa.

    Export Expert is a project by Centria University of Applied Sciences, mapping the labour needs related to exports and internationalisation of companies and assisting companies in the recruitment of international talent. The project is funded by the European Social Fund, the ELY Centre for Central Finland. 

  • The procedure with international degree students is the same as with other work placements. However, when posting a traineeship, it is important to mention the language skill requirements of the traineeship, the geographic location of the traineeship and the possibility of pay, among other things. 
    A work placement form will be filled in with the student and the higher education institution’s supervisor responsible for the placement. The form should include the start date, duration, tasks and objectives of the traineeship, etc. Before each traineeship, it is important to discuss what is expected of the employee and what their main areas of responsibility are. 

    Higher education institutions provide help for the traineeship and on guiding it. 

    Career services of higher education institutions in the region

     

International labour from abroad

  • One of the tasks of Business Finland’s country branding is to promote the export of Finnish companies. The Finland Works section offers ready-made materials that Finnish companies can use in their own channels in international marketing and communications. The materials highlight Finland’s strengths in different sectors.

    Read more about Business Finland’s Finland Works activities and services.

    Measures will be taken especially in the following third countries during 2023: Vietnam, Turkey, India, Brazil.

  • Work in Finland’s employer advisory service for international recruitment serves all employers operating in Finland, regardless of size or sector, in matters related to the recruitment of foreign labour. This may involve hiring talent living abroad or international talent already in Finland. 
    Experts have a comprehensive understanding of the overall process of international recruitment, such as processes with authorities, hiring a foreign employee, residence permits and matters related to settling in. 

    The advice will benefit especially employers planning their first international recruitment and small and medium-sized employers with limited human resources. The service experts also help all persons responsible for HR functions or recruitments.

    The employer advisory service is available nationally on weekdays from 9:00 to 15:00. Call +358 295 016 770 or contact us by e-mail at [email protected]. 


    Service is provided in Finnish, Swedish and English.

     

  • In 2019, a Talent Coastline ecosystem was established, covering the regions of Ostrobothnia and Central Ostrobothnia. It serves as an umbrella for promoting the recruitment of international labour from Finland and abroad. The ecosystem covers a wide range of actors from cities and TE Offices to educational institutions in the region. 
    Vocational institutions in the region have ongoing cooperation projects in sectors such as social welfare and health care and industry, where apprenticeship agreements are used, for example. Higher education institutions have different measures to promote the employment of international students in the region. 
    There are active development companies operating in the region that are strongly profiled in the recruitment of international labour, working in close cooperation with companies in the region. Projects promoting the availability of labour as one of their key themes have also been developed in the region. 

  • When recruiting someone from abroad, it is a good idea to immediately start planning and considering how to promote their settling-in. Sometimes the person recruited from abroad may also have a spouse and/or children, in which case they should also be taken into consideration in the process of promoting settling in. 


    The promotion of settling in may include the following: support for applying for residence permits and verifying the right to work, help with local registration, applying for a tax card and filling in Kela applications, applying for a foreigner’s identity card, opening a bank account, finding temporary and permanent housing, finding places in day-care centres and schools, supporting the spouse’s employment, mapping out hobby opportunities. 

    There are several options and operating models for promoting settling in. The most important thing, however, is that the above-mentioned matters supporting settling in have been reviewed and planned and the responsibilities have been assigned in one way or another so that the employee also knows how and when to proceed with these matters. 

    Private sector as service provider

    There are many companies that offer settling-in services in Finland, and it is well worth the effort to map out the service providers close by. When searching for companies providing settling-in services, you can use search terms such as: relocation services, settling-in services, welcoming services, etc. 

    The Course towards Finland project

    The Course towards Finland project offers a great alternative for arranging settling-in services for small or medium-sized enterprises hiring 1-2 people. Through the Course towards Finland project, it is possible to receive support covering up to 80% of the service costs. The Course towards Finland service packages bring together concrete issues from using official services to supporting the employee’s family. The offering ranges from compact service packages to comprehensive ones. 
    The service will be available until October 2023 or as long as funding is available.

    Target Mobility Schemes

    EU/EEA citizens employed in Finland can apply for financial support for settling in to the Targeted Mobility Schemes (TMS) project. The employee must contact a EURES adviser in their home country well before moving!  Read more
     

    Local and regional information, advice and guidance services for immigrants

    The municipalities of Ostrobothnia and Central Ostrobothnia have information, advice and guidance services for immigrants, which are available free of charge and at a low threshold to everyone arriving in Finland regardless of the reason for entry. These services provide comprehensive information on local, regional and national issues and services related to immigration, integration and settling in. 

    •    Welcome Office: Närpiö
    •    Welcome Office: Kokkola
    •    Welcome Office: Mustasaari
    •    Welcome Office: Vaasa
    •    Integration Port: Kruunupyy, Pietarsaari, Uusikaarlepyy


    The Vaasa Spouse Programme

    The Vaasa spouse programme coordinated by the University of Vaasa is aimed at immigrants whose spouse works or studies full-time in the region. The programme helps with both career matters and creating a social network. 

  • EURES TMS projects support recruitment in the EU/EEA regions

    The Targeted Mobility Scheme projects coordinated by EURES support labour mobility and recruitment from one country to another in the EU region, Norway and Iceland. The amount of support for Finnish companies is EUR 1,390–1,750 per recruited employee. This is based on the scope of the orientation programme prepared by the employer. This support is intended for small and medium-sized enterprises. Applying for employer support requires contacting a regional EURES adviser at the Ostrobothnia TE Office. 

    An employee employed in Finland may apply for financial support for such purposes as moving costs, language training, recognition of a qualification and family relocation. To apply for an employee’s support, the employee must contact a EURES adviser in their home country. 

     

    Business Finland’s Talent funding

    Business Finland’s Talent funding provides support for companies’ development projects and the recruitment of international talent. The Talent funding is suitable for SMEs and midcap companies that want to improve their capabilities for international growth by creating work, organisational and management practices supporting this, and their ability to increase the number of international experts in Finnish companies. 
    The funding can be used for both pay-related costs and purchased expert services. The maximum amount of the Talent funding is EUR 50,000. Business Finland’s funding covers 50 per cent of the project costs, which may amount to a maximum of EUR 100,000. This funding is a grant that does not need to be repaid. The grant is not paid in advance. Instead, the entire funding is paid in connection with the final report. 
    You can apply for funding between 16 January and 31 March 2023. Applications will be processed after the end of the application process. After this, the financial service will be opened for continuous applications.

    Further information on Business Finland’s Talent funding

  • When recruiting international experts, employers should examine the overall recruitment budget, especially in situations where the employee arrives in Finland from abroad. It is impossible to say straight away how much recruiting from abroad will cost, as many aspects will need to be examined.

    It is a good idea to assess, among other things, whether it is worth it to carry out the recruitment process within the organisation or if it is more economically advantageous to outsource the process or parts of it to a recruitment company operating in the area, EURES (the EU/EEA regions) or another service provider. The state offers various international recruitment services on the palvelualusta.fi website, the costs of which the state will partly cover (“joint procurement”).

    The employee’s pay cost is often the highest statutory cost. Under the law, the employer is not obligated to reimburse the moving costs or language and cultural training expenses incurred by an employee arriving from abroad. However, it is clear that the employer may offer additional benefits and determine how much it is otherwise prepared to allocate for international recruitment. Costs are incurred by the employee’s residence permit, the employee’s relocation and travelling to Finland, among other things. Additionally, the employee’s family’s residence permits, etc., may generate costs. See also the settling in section in the FAQ. 
     

    Recruiting

    In general, recruitment processes and labour mobility between the EU/EEA countries run smoother than in other areas. The employer can use the services of the TE Office’s EURES adviser free of charge to find and recruit experts in the EU/EEA regions. The Finnish EURES network also includes private service providers whose services are not free of charge. You can also participate in the EURES network’s European job days or the Finland Works recruitment events free of charge. At the above-mentioned events, you can freely display your own organisation’s vacancies to experts in the EU/EEA countries. 

    Employers’ vacancies located in Finland that do not require Finnish or Swedish skills can be posted free of charge on the jobsinfinland portal, a national website that is actively marketed in international networks. Vacancies posted on Job Market Finland that do not require Finnish/Swedish skills are automatically transferred to the Jobs in Finland page.

    Residence permit

    EU/EEA countries. An EU/EEA citizen does not need a residence permit, but they must register their right of residence within three months, which costs EUR 54. 
    Non-EU/EEA countries. For persons who apply for their first residence permit for work requiring a partial decision, the cost of the residence permit is EUR 490. 

    For those applying for their first residence permit through enterfinland.fi, the cost of the residence permit is EUR 380, and the consideration of labour availability will not be applied to them (specialist, specialist blue card, researcher, athlete, coach, trainee, au pair, working holiday, other work). 

    In addition, the costs are increased by EUR 95–120 if the person applies for a D visa. A D visa allows a person to enter Finland as soon as a positive decision has been made on the residence permit and they have a D visa sticker for their passport. In this case, the residence permit card is delivered to Finland.

  • Citizens of EU and EEA countries have the right to work in Finland without restrictions. 

    If the person is a citizen of the European Union, Liechtenstein or Switzerland, residing in Finland for more than three months, the stay must be registered with the Finnish Immigration Service.

    If the person is a Nordic citizen (Sweden, Norway, Denmark and Iceland), the stay must be registered with the Digital and Population Data Services Agency.

    Please also read about the employer’s obligations when hiring foreign labour.

  • The work-related residence permit process should be handled electronically via the EnterFinland online service. The person applying for a work permit creates their own account (does not require identification), attaches the documents and authorises the employer in the online service to supplement their application with the documents concerning the employment relationship required for processing the application. Once the employer supplements the application with appendices and the payment has been paid (the jobseeker or the company pays) the person will identify themselves, i.e., prove their identity in the country of origin; then the decision process begins. It is possible to monitor the progress of the process in EnterFinland. The jobseeker will be informed as soon as the decision has been made. 

    The “fast track” for faster processing of a residence permit (two weeks processing) applies to specialists, applicants of the EU Blue Card, ICT residence permits or applicants for a residence permit at the senior or middle management level as well as family members. Please check that the conditions for the fast track service are met. To process a residence permit via the fast track, the following must be true: 

    • the application is filled in in the EnterFinland service.
    • the employer meets the terms of employment within 2 workdays of the submission of the application to EnterFinland. 
    • the application is paid in the EnterFinland service.
    • the applicant visits the Finnish embassy in their country of origin to identify themselves, i.e., to prove their identity, within five workdays of submitting the application. 

    Anyone applying for a residence permit through the fast track can also apply for a D visa. A D visa can be used to travel to Finland as soon as a decision has been made on their application.  

    When hiring third-country nationals who are not directly employed through the work permit procedure, their right to work and what work they have the right to do in Finland must be checked before starting the hiring process. Copies of documents by which the employee proves their right to work in Finland (passport and residence permit) must be retained for another 4 years after the employment relationship has ended. In these cases, employee information must also be reported via EnterFinland or using the form TEM054 + appendices. Submit the form to the nearest TE Office or national work permit unit.
     

  • The EURES network consists of experts, both public and private actors, in all European countries. Their main task is to manage the recruitment of ethically sustainable labour between European countries. The basic recruiting service is free of charge, and if necessary, private operators can offer a more advanced recruitment service subject to a fee.

    Vacancy posting

    Post the vacancy on Job Market Finland. If necessary, the employer may get help from a TE Office specialist in creating a job posting, translating it into English and publishing it. The job posting will also be published in the EURES portal, thus gaining visibility in Europe.  
    The posting may also be published in other countries in their national job banks. Also remember that other Nordic countries have potential, especially with regard to returnees. The employer may receive help from the TE Office’s EURES advisers in publishing the posting directly in other countries, as well as advice on where the posting should be published.  
     

    International recruitment fair

    EURES advisers participate in recruitment fairs both remotely and on site. In practice, this means that they can market your job posting when they meet jobseekers from other countries. Employers may also participate in recruitment events themselves. Events organised by the EURES network are free, i.e., the participant only pays for any trips to the on-site events and overnight stays.

    International recruitment fair in which the Ostrobothnia TE Office participates is available at www.talentcoastline.fi/events.

    EURES experts may also receive applications and carry out prior screening so that employers receive only applications that meet the requirements they have set. 
    Recruitment may also be organised in closer cooperation with a specific country. In this case, it is also possible to arrange interviews in the country of origin.
      

     

    Using TE-live in marketing vacancies

    TE-live also offers an excellent opportunity to make vacancies more visible and to market them. TE-live is a TE Office service that produces live broadcasts online. The broadcasts are very similar to a TV show and their purpose is to provide as versatile and interesting information about jobs as possible. TE-live is an activity carried out by an authority, which makes it free of charge for the employer.

  • In most cases, the employer can assess the suitability of the qualification for the position they are offering. Recognition of qualifications is required if the profession is regulated in Finland or if a certain level of higher education degree is required by law in Finland. 

    The SIMHE services of the University of Vaasa may help you with matters related to the identification and recognition of a person’s degree or qualification and prior learning. You can also get SIMHE guidance remotely.

Functional international work community

  • When a foreign citizen comes to work in Finland, they need a tax card and/or tax number and a Finnish personal identity code for them. Taxation is affected by how long the person stays in Finland. Another important factor is whether the employer is a Finnish or a foreign company. Some professional groups have special rules for taxation.

    Read more about arriving Finland to work.

    The Work in Finland electronic guide provides instructions and information on official services suitable for the personal situations of those moving to Finland for work.

  • The Finnish taxation system is not necessarily familiar or easy to understand for all international talent. It is a good idea to help the employee in going through what payments are made for their gross salary and how the net amount is formed. 


    What does the organisation of banking services of an asylum seeker or an immigrant require?

    The Act on Credit Institutions secures basic banking services for all consumer clients of banks who legally reside in Finland or another EEA country. The residence of an immigrant is determined on the basis of the Municipality of Residence Act (201/1994), and the criteria include, for example, a valid continuous or permanent residence permit or a permit entitling them to a temporary residence of at least one year, if the purpose of the immigrant is to stay in Finland permanently, considering their circumstances, as stated in the Aliens Act (301/2004).

    •   Read more from Finanssiala
    •    Read more about asylum seekers’ banking matters:
    •    Read more about foreign citizens’ banking matters: Ulkomaalaisen_pankkiasiat.pdf (finanssiala.fi)
    •    Read more about opening a bank account on the InfoFinland website 

     

    Paying wages

    The following main principles must be observed when paying wages:

     

    • If the employer complies with a generally applicable collective agreement or is obliged to comply with a generally applicable collective agreement, the employer must comply with the provisions of the collective agreement,
    • If the employer does not comply with a generally applicable collective agreement or is not obliged to comply with a generally applicable collective agreement, the employee must be paid normal and reasonable pay for the work performed, 
    • The employer must apply the principle of impartial treatment (equality) and take non-discrimination into consideration. In other words, the employer must take into account the principle of “equal pay for equal work”,   
    • The employer must pay the wages to the bank account indicated by the employee, 
    • The employer must ensure that the employee can withdraw their pay from their bank account on the due date of the payment, 
    • The employer must give the employee a payslip in connection with the payment of wages. 
       

  • What language skills are needed in the tasks? What is the minimum level of proficiency? Could the language proficiency requirements be lowered, allowing the employee to learn the language along the way? You should familiarise yourself with the guide produced by the Family Federation of Finland in the Recognising International Talent project, which contains useful tools for making language-conscious choices in both recruitments and the work community. 

    Workplace Finnish and Swedish training can be used to enhance the employee’s ability to perform their tasks in Finnish or Swedish. The training is tailored for each workplace and may include professional vocabulary, occupational safety vocabulary, communication situations and customer service situations. The training will be organised as joint procurement training, in which case the employer and the TE administration will share the training costs.


    •    Read more about jointly procured Workplace Finnish Training   Workplace Finnish Training – Services – Job Market Finland (tyomarkkinatori.fi)
    •    Read more about jointly procured Workplace Swedish Training   Workplace Swedish Training – Services – Job Market Finland (tyomarkkinatori.fi)


    During spring 2023, the Kielibuusti – Språkboost language boost will provide useful material for both international talent and employers. Read more about the steps towards language awareness in the workplace produced in the project.

    To support language learning, the employee can also participate in language courses offered by SIMHE services, which are mainly free of charge. Training is also organised as remote learning. More information on SIMHE studies.

    Language training can also be integrated in recruiting training in the country of origin (social welfare and health care sector) and recruiting testing in the country of origin (technology industry sectors). 

    •    Read about recruiting training in the country of origin in the social welfare and health care sector
    •    Read about recruiting professional skills testing in technology industry sectors

    The Talent Coastline ecosystem includes many educational organisations that also offer different language training.

     

  • As a rule, the employer is responsible for the job posting texts and their translations. Employers should invest in their job posting to attract talent.

    If necessary, EURES advisers can assist in drawing up job postings in English if the job posting can also be used in the EURES portal.

  • IMAGO coaching

    The TE Office’s IMAGO coaching is a free coaching service for companies operating in Finland that want to develop management skills that support their employer image, recruitment competence and diversity.

    The IMAGO coaching programmes improve the participants’ competence and understanding of the significance of the development of the employer brand, corporate culture and employer image for business and help the company to identify its own strengths and development areas as an employer. The coaching programmes are aimed especially at the management and HR as well as other key persons in small and medium-sized enterprises. There are no sectoral restrictions for receiving coaching, and the coaching is also suitable for public sector employers.

    It is arranged as group-based network coaching that is organised remotely. 10 to 20 companies can participate in one coaching programme. The duration of the coaching is approximately 15 hours. 


    A guide for diverse work communities and a mission statement

    The goal was to include the key issues that all members of the work community should take into account to succeed in interaction and to support well-being in the Onnistu osana kulttuurisesti monimuotoista työyhteisöä (Succeed as part of a culturally diverse work community) motivational mission statement. The statement can be displayed at workplaces to members of their work communities. The checklist provides everyone with good practices and tips for daily work in diverse work communities. The checklist can be printed and placed on a public notice board, break room, meeting rooms, etc.

    Support for a functional, culturally diverse work community:

  • You may contact the occupational safety and health authority for advice and guidance on matters concerning the work environment and employment relationship. 

    Matters concerning safety and health related to workspaces, machinery and tools, protective equipment used in the work, etc. are considered work environment matters. Matters concerning employment contracts, working hours, pay, holidays, etc. are considered employment relationship matters. 

    The occupational safety and health authority provides customer service by telephone, in writing or through the occupational safety and health authority’s interactive electronic service (under development).
    For more information on the matters the occupational safety and health authority can provide advice and instructions on and how to contact the occupational safety and health authority, visit the following website:


    •    For more information, visit the following website:  Occupational Safety and Health Administration
    •    As a foreign employee in Finland guide can be found here

    This response was compiled by: 

    Occupational Safety and Health Inspector  Fredrik Holmlund
    Occupational Safety and Health Division / Regional State Administrative Agency for Western and Inland Finland
    [email protected]

     

    Work help Finland -application


    The Work Help Finland mobile application is intended for foreign employees arriving in Finland and residing in Finland. The application provides information on the rights and obligations of employees in Finland. The application also contains key help providers if the person suspects that they have been mistreated. 

    The application is available in 26 languages: Finnish, English, Albanian, Arabic, Bengali, Bosnian, Dari, Spanish, Farsi, Hindi, Kurdish, Mandarin Chinese, Nepalese, Portuguese, French, Romanian, Swedish, Somali, Thai, Turkish, Ukrainian, Uzbek, Urdu, Russian, Vietnamese, Estonian.
     

 

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ely-updated 05.02.2024