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What do I do?

Recruiting an employee

To get the best help for your situation, first answer the questions on the Preliminary questions page.

  1. Preliminary questions
  2. Plan the recruitment
  3. Find a suitable employee
  4. Prepare for the arrival of an employee
  5. Recruitment checklist

Recruitment checklist

You can find a suitable employee by carefully preparing for recruitment and drawing up a realistic schedule.

Successful recruitment

To succeed in recruitment:

  1. Compare the best way to get an employee. Calculate how much the employee costs your company and how the costs affect profitability. In the calculations, take into account the subsidies that can be received for the costs incurred by the employee.
  2. Make sure that the authorisations are in order so that online services can be used during and after recruitment.
  3. Decide what type of employee you need Draw up a job advertisement based on your needs. At the same time, plan how to select the appropriate employee from among the applicants.
  4. Find out how to search for a suitable person. Choose places for the job advertisement and publish it.
  5. Review the applications carefully and interview the most suitable applicants.
  6. Finally, select the most suitable employee and make the necessary agreements. Remember to also notify the applicants you did not select.
  7. Plan the induction of the employee and get the practical matters right. Find out what to do before the employee starts working. Also find out which statutory obligations must be taken care of after recruitment.

If necessary, ask for help in planning recruitment, calculating costs and applying for an employee. You can get free advice from the national Enterprise Finland telephone service.

Employer obligations

During and after recruitment, take care of statutory obligations:

  • Follow the legislation when recruiting and commissioning work.
  • Find out whether a permit or professional qualification from the occupational safety and health authority is required for the tasks.
  • Make sure that you take out the necessary social insurances and that the employee receives at least statutory occupational health care services.
  • Make sure that you know how to take care of your statutory obligations concerning pay, taxation, social insurance, occupational safety and health, and non-discrimination.
  • Check the specific obligations if the employee is a foreigner or a minor.

Familiarise yourself with the legislation:

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