How to Get Hired in Finland: Insights from an HR Business Partner

How to Get Hired in Finland: Insights from an HR Business Partner

Finding a job in Finland as an international professional can feel overwhelming — especially when you’re not sure how the hiring system works, who to contact, or how to stand out. In a recent episode of the Get Hired in Finland podcast, we sat down with Vera, an experienced HR Business Partner who has lived in Finland for over 15 years and built a career in both startups and large companies.

In this interview, Vera shared practical advice and insider knowledge about Finnish hiring culture — from how applications are screened to what HR actually does (and doesn’t do) in recruitment.

Here are the key takeaways from the conversation. 👇

👥 What’s the Difference Between HR, Recruiters & Talent Acquisition?

One of the biggest areas of confusion among job seekers is understanding the different roles involved in hiring.

  • Recruiters are often external consultants hired to fill specific roles quickly.
  • Talent Acquisition Specialists or Partners usually work inside a company. They handle ongoing hiring needs, build talent pipelines, and work on employer branding.
  • HR Professionals often focus on current employees — onboarding, payroll, development, and supporting managers — and may not be directly involved in hiring decisions.

🧠 Tip: If you’re applying to a big company, look for a Talent Acquisition Partner who is hiring for your specific area (e.g. marketing, engineering). If you're not sure who that is, check the job ad or LinkedIn.

📝 What Does the Hiring Process in Finland Usually Look Like?

According to Vera, while the process can vary by company size, most structured companies follow these steps:

  1. Need Identified — A new role is created or someone is being replaced
  2. Job Ad Published — Often on LinkedIn or the company’s website
  3. Applications Reviewed — Either after the deadline or continuously
  4. Interviews — One or more rounds with HR, the hiring manager, and/or the team
  5. Task/Assignment — In some cases, candidates are asked to complete a test
  6. Team Fit Check — A final, informal meeting to see if there’s a good match
  7. Offer — If all goes well, an offer is made 🎉

📄 What Makes a CV Stand Out?

Recruiters often review hundreds of applications, so what catches their attention?

✔️ Must-have skills — You need to showcase that you can do the job
✔️ Relevant experience — Same industry, similar company size or team structure
✔️ Clear motivation — A good cover letter can tip the scale
✔️ Practical fit — Willingness to relocate, salary expectations, notice period

🟥 Red Flags?

  • CV or cover letter in the wrong language (e.g. job ad is in English, but you apply in Finnish)
  • No clear explanation of relevance or motivation
  • Generic or copy-paste applications

💡 Vera’s Tip: Make your application as transparent and easy to understand as possible. Answer questions before they’re asked.

🌍 Hiring from Abroad: Is It Possible?

Yes, but it depends.

📌 Finnish companies usually hire internationally when:

  • The required skills don’t exist in the local market (especially in tech)
  • The company is expanding into a new geographic market
  • A unique language or cultural background is needed

However, for non-technical or generalist roles, it's harder to justify international hiring due to:

  • High local competition
  • Relocation and integration costs
  • Lengthy notice periods and paperwork

🧠 Vera emphasizes: “There are rarely zero chances, but you need a strong case.”

💬 Interviews: What to Say (and Not Say)

Common Interview Mistakes:

  • Giving long, unclear answers
  • Not answering the actual question

✔️ Instead, be clear, concrete, and note-friendly.
Imagine the recruiter is taking notes — make it easy for them to summarize your strengths to the hiring manager.

Example: Instead of starting with your life story, start with a brief overview of your professional background, what you’re doing now, and what you’re looking for.

❗ What If You’ve Been Fired?

This is a tough one, but Vera’s advice is simple:

  • Be honest and short — no need to go into emotional details
  • Don’t blame others (even if you feel it was unfair)
  • Share what you learned and how you’ve grown from the experience

The goal in interviews is to build trust — and honesty is the foundation.

💼 Vera’s Favorite Interview Question

“Imagine you joined this company and left within 6 months. What could be the reason?”

This question helps recruiters understand what matters most to you — whether it's trust, communication, leadership style, or team dynamics.

It's also a powerful way to check for fit between you and your potential manager or company culture.

📉 The Current Job Market in Finland (2025)

Yes, the market is tough — there’s a lot of competition, and hiring is slower in some sectors.

But Vera reminds us that:

  • The market works in cycles, and it will improve
  • Finland is becoming more open to internationals than it was 15 years ago
  • There are hundreds of companies now hiring in English
  • The best thing you can do is focus on what you can control — your CV, your motivation, your networking, and your interview prep

✅ Final Thoughts

Finding a job in Finland as an international is not easy — but it’s absolutely possible. And with the right strategy, tools, and mindset, you can stand out.

Whether you’re new to the country, applying from abroad, or considering a career change, this episode is packed with real, useful advice.

🧭 Start where you are. Use what you have. And keep going.

About Vera

Vera moved to Finland almost 15 years ago. Since then, she has studied, worked, and been a job seeker more times than she can remember. She has worked in project coordination, sales, and customer support – all of which led her to one clear understanding: workplaces can (and should) be better. For the past three years, Vera has been focused on exactly that – making work life a bit smoother and a lot more human.

Recruitment is something Vera really enjoys because it combines communication with finding the right fit for people and jobs (a bit like detective work). On top of that, her heart beats faster thinking about streamlined processes and HR tech – but also genuinely about people: how they think and act.

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