What do I do?

Recruiting an employee

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

Selecting an employee

Employee selection

Once you have published a job advertisement, plan how you organise the selection of interviewees, interviews and employee selection.

Remember that in the interview, you may only ask for information that allows you to assess the applicant's competence and suitability for the open position and the work community. As a rule, you may not ask for sensitive information, such as the applicant's race or ethnic origin, political or religious beliefs, trade union membership, criminal acts, health, illness, disability and sexual orientation.

If you wish, you can commission a fee-based aptitude test if it is necessary for determining the suitability of the applicant for the work. The test also provides information on the applicant's personality and commitment to work, which reduces the possibility of misrecruitment.
On a general level, you can find out about the applicant's background by calling the previous employer.
Select the applicant who is the best match for position. Make the selection in compliance with the provisions on equality and non-discrimination.

Updated: 20/11/2023

Selecting of temporary agency worker

The temporary agency presents suitable candidates for you, from which you can choose the one that best suits your company.

Updated: 20/11/2023

Notify the selected employee

Once you have selected an employee, notify them first. At the same time, agree on how you will proceed with practical matters and when the work is to begin.

Also remember to:

notify applicants you did not select. In most cases, applicants will appreciate if you justify your choice. Those invited to the interviews should also be given constructive feedback on their success.
remove the job advertisement from the places you posted it.

Updated: 20/11/2023

Investigating the background of the selected employee

Once you have selected a suitable employee among the applicants, you can commission additional investigations on their background. The costs arising from the investigation are the responsibility of the employer.

The applicant must be notified in advance of the investigation and some investigations also require the applicant’s consent.

An employment contract can also be made conditionally, in which case the agreement can be cancelled if the results of the investigations reveal matters that prevent employment.

A health examination if there is a particular risk of illness in the work tasks or there is a risk of spreading a generally hazardous communicable disease in the work tasks
Examination of credit information if the job requires a special degree of trust.
Investigating the applicant's criminal background if the nature of the work includes being with children, young or the elderly people.
Drug test if work requires precision, reliability, independent judgement or good responsiveness
Security clearance for certain types of tasks or specific operating environments, such as an airport and port

Updated: 20/11/2023

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Recruitment checklist