Language aware recruitment

1. Prepare the work community to receive a foreign language speaker. Good reception is an important part of a successful start at work.
2. If the work community is prepared to support language learning or requires the applicant to commit to learning Finnish, state it in the job advertisement.
3. Determine language proficiency requirements of the post realistically based on the demands of the actual work tasks. Neither underplay or overplay the significance of Finnish.

As necessary, learn about laws to do with language proficiency requirements:

• Administrative Procedure Act 2003/434 Section 9
• Act on Health Care Professionals 2015/1659 Section 18a
• Decree on Qualification Requirements for Teaching Staff 986/1996; (2003/1133) Section 9
• Non-Discrimination Act 1325/2014 

1. Provide the applicant realistic information about what life in Finland without any Finnish can be like.
2. Explain the applicant's options for learning Finnish.
3. Explain the benefits of language proficiency and the investment language learning requires.  
4. If possible, include existing international employees from the work community. These employees can then can answer questions about language learning and living in Finland.  
5. Scope out the applicant’s motivation to learn Finnish.
6. Remember that during selection, applicants may not perform at their best linguistically due to high stakes involved.
7. If necessary, assess the employee’s starting level in Finnish by for example using a self-assessment tool, a language specialist, or the assessment tools developed as part of the OsaajaKS project:  
   • Työnantajan arviointilomake rekrytoinnin tueksi (pdf).
   • Työnhakijan itsearviointilomake rekrytoinnin tueksi (pdf).

1. Make sure that the orientation and onboarding fulfil the promises made regarding supporting language learning.  
2. Ensure that the work community receives support for supporting language learning and functioning in a new linguistic environment. 

1. Saarela, I., & Ahlfors, G. (2022) Kielitietoinen rekrytointi ja työyhteisö. Työkaluja työnantajalle kielitietoiseen ja inklusiiviseen työyhteisöön. Helsinki: Väestöliitto. Linkki oppaaseen Väestöliiton sivuille. 
2. Teknologiateollisuus ry (2022) Diversity, equity, and inclusion in the technology industry. Becoming an internationally attractive workplace. Valo 2.0 -hankkeessa tuotettu opas yrityksille kansainvälisten osaajien rekrytointiin, johtamiseen ja työkulttuurin kehittämiseen. Linkki oppaaseen Teknologiateollisuuden sivuille.