When you are obtaining new personnel or new competence for your company, aim to assess carefully the need for which new employees are required in order to get the most out of the recruitment.
Is the need for personnel in your company, for example:
permanent or fixed-term
full-time or part-time
of a project nature?
Hiring a new employee
Posting a job and employee selection
Employment and Economic Development Offices offer a service for posting an open position free of charge. The open position is posted in the channels chosen by the employer; the TE Offices te-services.fi online service reaches the highest number of applicants. If necessary, the TE Office can also search for candidates for the open position directly in its job-seeker register. Furthermore, the employer may arrange recruitment events at the TE Office recruitment centres.
In addition to TE Offices, it might be a good idea to post the open position in the newspapers of the appropriate region, trade magazines, other online recruitment channels and, naturally, on your company’s own website.
A job ad is part of your company’s marketing
The contents of the job ad are crucial to the success of your recruitment: the more detailed the description of the open position, the more accurately you can find the competence you need.
In composing a job ad, you should note that the Non-Discrimination Act requires equal treatment of applicants. This means, among other things, that the applicant must not be required to have characteristics (such as age, gender, full fluency in Finnish) that are not absolutely necessary in order to perform in the job.
A job ad publicly visible in various channels is also an important image factor for your company. Therefore, when composing the ad, ensure that the contents, style, wording and illustrations of the ad give the desired message concerning your company.
You can take care of the recruitment process yourself or use professionals
Selecting an employee can be a demanding and time-consuming process. Recruitment professionals have appropriate competence for the different phases of this process, and it is a good idea to utilise this expertise when necessary. For these challenging personnel-related situations, you can also get professional help from the TE Offices.
Written employment contract
Before entering into an employment contract, you should find out which collective labour agreement is binding on your company as an employer. Review the contents and requirements of the collective labour agreement of your line of business and find out about the minimum pay. You cannot agree on terms and conditions of employment that are, from the employee’s point of view, inferior to the provisions of the nationwide collective labour agreement considered to be representative of your line of business (universally valid collective labour agreement).
The employment contract must always be made in writing. It should specify all of the key terms and conditions of employment and, for example, any trial period.
With apprenticeship, you can train an employee directly for the required duties. The employer is paid compensation for on-the-job guidance and possibly a wage subsidy if an unemployed person or an employee at risk of unemployment is hired through apprenticeship. For further information on wage subsidy, see ”Subsidies for employing".
During the apprenticeship, the employer offers the apprentice duties required by the vocation or degree and commits to arranging the duties so that the apprentice is able to complete the studies that complement the on-the-job learning.
During the on-the-job learning, the apprentice is paid in accordance with the collective labour agreement, and receives financial aid during the formal education periods if he/she is not paid by the employer during this period.
Giving a student an opportunity for on-the-job learning gives the student an opportunity to apply the information and skills obtained through training to real work. Previous on-the-job learners can become valuable personnel in the future.
On-the-job learning can be paid or unpaid. If the duties of the student correspond to the job descriptions of regular employees, the student must be paid for the on-the-job learning in accordance with the collective labour agreement. If the on-the-job learning is unpaid, its nature must be familiarisation with the work. In this case, the learning must not include, for example, difficult, independently performed duties.
Employer’s labour costs
Assessing the need for and obtaining personnel