If you are looking for a job in Finland and have worked only abroad before that, you will find out that there are some differences. we talked to Fennovoima’s recruiters: Aino Mannio, Anni Nojonen and Riku Rimmi about Finnish recruiting.
At the interview, the recruiters expect you to talk not only about your strengths, but also about your development areas. In Finland job interview is not that much a sales pitch. A candidate must be ready to reflect one’s own pros and cons.
“Sometimes foreigners are surprised and even shocked when I ask them about their development areas. What is going on? I have to explain that we all have our development areas, that’s not something to worry about. But I know that unlike Finns, they are often really surprised,” Riku explains.
“In many other countries the job-seeking culture is more about selling yourself as an employee, selling your knowledge and expertise, showing yourself only in the best light. In Finland we are more modest in recruiting and do not expect people to sell their expertise that aggressively. It’s not a bad sign when candidates have development areas, quite the opposite,” adds Anni.
The recruiters point out that it’s more challenging for them to get information about development areas of foreign candidates. Here both, the recruiters’ and supervisors’ experience of work with different cultures stands in good stead.
“Our recruiting supervisors are experienced and used to working in a multicultural environment. They also know foreigners may not be used to talk about weaknesses and can take it into account,” Aino says.
Recruiting in Finland is more informal and straightforward compared to many other countries.
“The set is very equal between the recruiter and candidate,” Anni points out.
“Job interviews are meant for discussion and dialogue, not a one-sided interrogation,” Riku adds.
This means that it’s OK to ask questions and give your opinions during the interview. You are even expected to do this.
Honesty is much valued in Finland. You will notice it in all the stages of the recruitment process: from application and CV screening to personal assessment and employment contract negotiation. It’s important not to exaggerate your experience and tasks even in your CV.
“I always pay attention to the general impression I get from the candidate and how convincing his or her career story is compared to CV and application”, Riku points out.
“I too pay attention to the impression I get from the candidate in all recruitment stages, to the overall motivation and their level of preparation,” Aino adds.
“Just be yourself” – is the main advice Fennovoima’s recruiters give to candidates who make it to the stage of personal assessment. This really helps when you get a tricky question and have a quick hesitation inside whether to answer it honestly or make yourself seem anything else than you really are.