What recruiters in Finland want you to know: Practical advice from Johanna Ritamäki
What does a typical working day look like for a recruiter in Finland?
A recruiter’s typical working day in Finland begins by reviewing the calendar and setting priorities. They prepare and conduct interviews – either alone or together with colleagues from the department hiring a new team member.
They review incoming applications in the Applicant Tracking System (ATS) – a tool for handling applications and managing the entire hiring process – and communicate with candidates to provide feedback on their applications and interviews.
For many expert roles, especially those that are niche and in high demand, recruiters actively search for potential candidates and contact them on LinkedIn or other relevant platforms. They may also collaborate with recruitment agencies and headhunters.
Another part of a recruiter’s work is meeting with hiring managers to discuss candidate profiles and new job openings.
How should job seekers use AI in their applications?
AI can be a helpful tool for job seekers to enhance their applications. For example, it can:
- Generate ideas for the general content and structure of a cover letter.
- Advise on how to tailor a CV or cover letter to a specific job advertisement.
- Review application documents to improve wording, grammar, and correct spelling mistakes.
⚠️ Important: Always carefully review and personalize any AI-generated content. While AI outputs may look polished, they often sound generic and can include inaccurate information.
Recruiters and hiring managers value personality, creativity, and authenticity – qualities that can get lost in AI-generated text. Job seekers should ensure their applications reflect their own tone, experiences, and thinking. Verify that all details are correct and relevant before submitting.
What’s a smart way to connect with a recruiter on LinkedIn?
When connecting with recruiters on LinkedIn, preparation is key. Focus on building meaningful and genuine connections – quality over quantity.
Here’s a smart approach:
-
Identify target companies:
Search for 10–20 companies that genuinely interest you and note why. Follow them on LinkedIn, visit their career pages, and check if they have team members with similar backgrounds. Use these insights to personalize your outreach. -
Understand your LinkedIn limits:
Depending on your account type (free or Premium), you may have limited or unlimited contact requests. If a recruiter is a Premium member with an “Open Profile,” you can message them even without being a connection. -
Send a personalized message:
When sending a contact request, briefly explain why you’re interested in connecting. Show genuine curiosity and that you’ve done your research. Craft a short, creative message with a smart, open-ended question that doesn't take too much time for the recruiter to answer.
What’s the main reason applications are rejected?
When companies hire, they look for candidates who meet specific job requirements – a mix of experience, skills, education, certifications, personality traits, and practical criteria (e.g., travel availability or on-site work).
Throughout the hiring process, recruiters, hiring managers, and other experts assess whether a candidate fits the role. The main reason applications are rejected is simply that the candidate doesn’t meet the requirements.
Common mismatches include:
- The application is completely unrelated – e.g., an IT Manager applies for a Mechatronics Engineer role.
- The background is in the same broader field but not related to the specific role – e.g., a Compensation & Benefits Specialist applies for a Talent Acquisition Partner position.
- The experience level doesn’t align – e.g., a recent graduate applies for a senior role, or a senior expert applies for an entry-level position.
⚠️ Tips for job seekers:
- Apply only for positions where you meet at least 80% of the listed requirements – this improves your chances of progressing in the hiring process.
- Understand what the company is looking for (intern, junior, mid-level, or senior) and assess whether your profile matches.
- Tailor your CV and cover letter for each role. It’s better to send two strong, personalized applications per week than ten generic ones per day.
- Expect to spend up to a full day crafting a high-quality application – it’s worth the effort.
About Johanna Ritamäki
Johanna Ritamäki is a Talent Acquisition professional with experience in recruitment across diverse industries in Finland and Germany. Both as a recruiter and a job seeker, she understands what it takes to land a job.
While her main focus is finding the best candidates for open roles, she’s also passionate about sharing practical advice to support job seekers.