Recruiting an employee

A good induction of a new employee to their tasks and the company is as important as finding a suitable employee.

• Well before the employee arrives, plan kind of induction they need for their position and how the induction is provided.
• In the induction, take into account the employee's competence level and personal characteristics, such as age, language skills and individual limitations or needs.
• At the same time, consider how you can support the new employee even after the induction.
• Remember to reserve time for the induction.

It is a good idea to draw up an induction plan in writing to keep both the employer and the employee informed of the progress. Carry out the induction in several phases over the first days and weeks.

If the employee is not familiar with Finnish working life and working culture, pay particular attention to presenting the characteristics of Finnish working life, labour legislation and occupational safety requirements in the induction.

You can direct the employee to familiarise themselves with the Work in Finland guide published by the Finnish Institute of Occupational HealthOpens in a new window., which is available in 13 different languages.

Also review your company's principles regarding adherence to schedules, relationships between supervisors and subordinates and what the company expects from the employee.

When hiring an employee from abroad, help them with practical matters related to moving and living in Finland.

• Advise the employee on matters such as opening a bank account so that your company may pay their salary.
• Instruct your employee to register with the Digital and Population Data Services Agency to receive a municipality of residence.
• Remind the employee of expenses incurred before the first pay day. These include registration, commuting, meals and moving expenses.
• If necessary, get an apartment for your employee and the necessary furniture, or at least temporary accommodation.
• Encourage your employee to learn Finnish or Swedish. Find out if they can participate in, for example, adult education centres’ language courses whose classes usually take place in the evening after the regular working hours. Depending on the situation, it may be possible to include your employee’s language studies in their working time.
• Remind your employee to apply for an extension permit in time to ensure that their right to work is not interrupted.

Instruct your employee to study the Work in Finland guide, which gives them instructions on how to handle practical matters. You can also study the guide yourself so that you know what the employee should do.

Prepare other employees of your company for the arrival of the foreign employee. Encourage them to support and assist your foreign employee in both work- and free time-related matters.

When providing induction for a young employee, please remember that they probably have little experience of working life. The Top 10 checklist prepared by the Finnish Institute of Occupational HealthOpens in a new window. provides tips for successful orientation (in Finnish).

When providing induction for a person with partial disability, the person’s individual limitations and needs must be taken into account.

You can find additional information on the partially disabled and disabled employees page.Opens in a new window.

A trainee's working hours consist entirely of familiarisation with the tasks. Your company must appoint an instructor for the trainee, and the instructor must have sufficient skills and time for guiding the trainee. If the training is unpaid, the instructor must be constantly present to guide the trainee.

You are expected to engage in close collaboration with the educational institution or other education organiser that sends the trainee to your company throughout the training period.

Instruct your entire personnel to take a respectful, encouraging and helpful attitude towards the trainee.

At the end of the training period, organise a feedback discussion with the trainee and provide them with a certificate of employment. The trainee may also request for a skill-based certificate of employment. In the certificate, specify the types of work carried out by the trainee and the skills required for performing the work.