Tag: employment
Crafting a Compelling LinkedIn Profile for Jobseekers in Finland
Finland is a country of small networks. It can be hard to find and get into these networks. LinkedIn is one door into them. Depending on your industry, LinkedIn can play a significant role in your visibility to potential recruiters and for content that is searchable online. This visibility is important when you are looking for work. In this blog post, let’s break down what fully utilising your LinkedIn profile and account functions means. To begin with, we need to see how useful LinkedIn is in Finland. LinkedIn is both an established and growing social media platform in Finland. So, it is important to stand out on it. The research that tracks subscribers by country shows us that LinkedIn has been growing by around 100,000 members each year since 2019 (1). This means that about 32.4% of the entire Finnish population has a LinkedIn account. Which, in turn, means that around 50% of Finns between 15 and 65 have a LinkedIn account. This is important for jobseekers to know. Below you will see that there is a reason for this. The Finnish job market relies heavily on networks and networking and LinkedIn is a professional networking platform. LinkedIn makes it easier to establish a professional identity and a personal brand. Table 1. LinkedIn Users in Finland Your professional identity is “who you are in your work. It is the label you name yourself for whatever it is you do for a living” (2). Once you pinpoint your professional identity, you can begin or continue to build your personal brand on LinkedIn’s professional platform. LinkedIn has many great uses for jobseekers. Their job board and search function are very useful and allow for many different filters to help you narrow your search for more relevant results. The ability to explore and follow interesting companies to discover their needs, what is important to them, their corporate culture, and more. You can also follow individuals and groups who you admire, who you wish to learn from, and engage with. Additionally, there are two essential parts for building your brand, 1) your profile and 2) the content that you create, share and interact with. Each of these requires different tools and time. Let’s look at both of these parts. Breaking Down the LinkedIn Profile LinkedIn is about presenting yourself and interacting with topics that are important to you professionally. When you start doing this, it is important that your profile is looking well put together and comprehensive. Headshot/Photo You need to make sure that the photo you use in your profile is professional and clear. This is something that you can have friend take against a white background in your house when there is a good amount of light. Make sure to wear something that you would be comfortable working in. Banner photo This photo is the one that goes across the top of your profile page. It is a great opportunity to use it to represent something that is important to you. It is quite a prominent place and size on your profile so think about it. You can utilise whatever kind of photo here or some kind of graphic you like. Maybe browse other people’s profiles to see what you like. You could also use a tool like Canva to create something for you. Creating a LinkedIn banner (or any visual) with Canva is easy because it offers templates that have correct dimensions for this purpose. About section The About section is for adding information that is not directly available in your CV. It allows you to tell a story about yourself. This section that allows you to create a few paragraphs of text about yourself. Use this section to tell something about yourself that your other sections do not. This is a great place to talk about what drives your professional identity. It is important to note that there is a 2000-character limit but when people browse, only the first three lines are visible until someone clicks on your profile. So, make sure that those three lines are great ones! It will add great personality to your profile. Experience There is a reason that this section is called “Experience” and not “Employment”. This is because we can gain experience in many different ways. There are different ways to write about your previous experience, but it is important to include the dates and titles and a short description of what you did in each of them. Don’t forget that just because you volunteered for something, it doesn’t mean that you don’t put it in the experience section. Increasingly, LinkedIn is recognising the diverse kinds of experiences we have in our lives that help us to gain skills. One of those more recently recognised and added was the option to list “Parent” as a job title. Parenting is a whole set of skills that people develop in a certain part of their lives. These skills can be very useful in the workplace. Education As expected, this section allows you to list your academic qualifications. There will be full academic qualifications and different trainings that you have completed. These are good to put in this section - with a reminder that there is another section that can be for training and professional development if you wish to put it there instead. Other Sections In these other sections you can separately list many different items that are related to your professional life: Licenses and certifications Projects Volunteering Skills Publications Courses Honours and Awards Languages Getting and Writing Recommendations There is also the possibility for people to write a recommendation for you. This can be used for former colleagues, bosses, people you supervised - LinkedIn will ask the author to define the relationship when it is being written. This is something that can be done in a reciprocal way, you can find someone that you worked well with and ask them to write one for you, but you will also write one for them. When writing a recommendation, you can briefly write about these few things: the length and context of your working relationship mention the skills and expertise they have reflect on their role in the team add a personal note if you want Keep the recommendations to a reasonable-sized paragraph (100-150 words) and these will really help to round out your profile. Developing a Content Strategy It is important for any hiring employer to be able to see what you have been doing and how you both might be of interest to each other. This goes for anyone reading through your LinkedIn profile and your content as a whole. Your LinkedIn presence goes beyond the profile sections that you fill in. It also includes the content that you create, share, and re-post, like and comment on. It can take some time to make sure that your LinkedIn profile is really looking updated and complete. But it is important to take the time to do this. In a way, not having a LinkedIn profile is like a company not having a website; it is difficult to believe that it is real. If you do not invest time in your LinkedIn presence when you are looking for a job, then it can be difficult for employers to imagine you in their organisation. When the profile itself is in good shape, you need to determine how you want to show up and present yourself through your own day-to-day contact and interactions on LinkedIn. As mentioned previously, one of the best tools that you can learn to use to develop your visual content is Canva. There is a free version, and it is a great tool that is easy to learn and can help you create more pleasing visuals than any other tool if you are not a graphic designer. If you feel that you need some more insights into how you can create a LinkedIn strategy for yourself to begin developing a personal brand, Herizon.io runs a “LinkedIn Bootcamp for free. Their organisation also has other services and training for international jobseekers. Author Pamela Spokes works as a Service Designer in Metropolia’s RDI team. Originally from Canada, Pamela has years of experience in university admin focusing on international recruitment, marketing, and the international student/staff experience. With a Bachelor’s from Canada, a Master’s degree from Sweden, an MBA in Service Innovation & Design from Laurea, and her AmO from Haaga-Helia, she is well-versed in being a global citizen. She has lived in Finland for more than 15 years and is also an entrepreneur. References 1. https://napoleoncat.com/stats/linkedin-users-in-finland/2023/12/ 2. https://www.morethanmytitle.com/blog/2022/7/20/personal-branding-versus-professional-identity
Unlocking Employment Opportunities – Best Tips from Successful Job Seekers in Finland
Looking for a job in Finland as an international job seeker can be challenging. Especially if you are highly educated and wish to find a position that matches your education and expertise. To succeed, you need to overcome many obstacles, such as learning the language, building new professional networks and understanding the local work culture. It’s also possible that your foreign qualifications don’t align with the employer’s expectations, and you’ll need to update your skills or, at the very least, learn how to showcase them better. Metropolia offers personal SIMHE guidance discussions aimed at helping highly educated immigrants to map their competences and identify suitable study and career paths in Finland. As a SIMHE career coach, I get to see only a small part of my coaching clients’ job-seeking process, and rarely hear about their success stories. To uncover the primary factors contributing to successful employment in Finland, I contacted professionals I had a privilege of meeting in my role as a Career Coach. Five professionals, all of whom have secured jobs aligned with their education and expertise, were kindly willing to give their insights and top tips for those currently seeking employment. Katja works as a Project Coordinator in Finland with a Master's in cultural services and tourism. She has over 10 years of experience in organizing events of different scales, from small workshops to large cultural festivals and international trade shows and a working proficiency in 4 languages, including Finnish. Mazen works as Product Engineer in a large Finnish international manufacturing company. He came to Finland to study a Master’s degree after years of various engineering roles in Sana´a, Yemen. Nadiia works as Researcher and Recruitment Consultant in a Finnish recruiting company. She holds a Master's in organizational management and has a decade of HR/Admin/Operations experience in international and national organizations. Clara works as Associate UX (User experience) product designer remotely from Finland. She first came to Finland to work as a business developer at a spin-off start-up in Aalto University but has now changed her career to UX product design. Clara has a background in business and marketing, specializing in consumer psychology and behavioural decision theories. Carol works as a senior HR Manager at a Finnish MNC, with a Bachelor's in Journalism, an MBA in Project Management, and over 20 years of expertise spanning media, management consulting, public relations, capability building, and commercial excellence. Factors that lead to employment Networking, participation, activity, learning and development In Finland, many job opportunities are hidden (1,2) and networks play a crucial role in the job search (3). A study by Rolle Alho found that especially contacts with people from the majority population provided valuable information that helped job seekers find work. The information about job opportunities in the ‘hidden’ job market also increased the number of potential job options for job-seekers. (4). Marjo-Riitta Poutiainen, in her thesis, noted that useful information often spreads through networks of acquaintances and less-frequently-seen connections, rather than with close family and friends (5). Keeping this in mind, getting to know new people is important for professional development and acquiring information about the job openings. The professionals interviewed also emphasized the importance of taking an active approach to networking and connecting with other professionals in the field. Particularly, learning and professional development were identified as essential components of networking. Mazen: “Staying up-to-date with the latest industry changes was essential for my success. I achieved this by participating in various university programs and events, collaborating with the TE office, engaging in self-study, and focusing on personal development. I believe that every program and voluntary effort played a role in my success. These initiatives helped me stay informed, keep pace with industry trends, enhance my communication skills, and I gain a better understanding of Finnish work culture and norms.” Nadiia: “To succeed, attending special events, workshops, and staying updated on industry trends and the local job market was crucial. Networking, meeting new people, and building valuable connections were also vital. Being proactive, communicative, and open-minded, and sharing knowledge and experiences with others, were important aspects of my journey.” Katja: “The most significant moment in my job search was when I participated in a Talent Match recruitment event organized by Espoo Talent Hub. It completely transformed my journey. During this event, I had the opportunity to deliver a quick 2-minute pitch, and, thanks to the connections I made that day, I secured an interview and ultimately landed an 8-month full-time job contract. If I could do it all over again, I would prioritize connecting with professionals on LinkedIn and participating in live events, which are more accessible once again.” Clara: “My second job in Finland was a project coordinator position at a recruiting consultancy company. I wasn't actively seeking a new role at that time, but I became aware of this opportunity through a friend I had met at a previous company. She recommended me for the position, and after the recruitment process, I secured the job. Working in various fields in Finland has taught me a great deal about Finnish working culture, about the ecosystem of the Finnish startup scene and about managing large global projects. It has also given me a wide network of international professionals in IT and business management sectors.” Investing in the right kind of job search strategy There is no one-size-fits-all job search strategy. The most effective approach depends on various factors, including the skills, experience, and the specific position you're seeking. However, it's crucial to communicate your skills effectively in a way that captures the employer's interest (6) and to tailor each application to the particular job you're interested in. Here are two contrasting approaches to job search strategies, both of which led to success. Carol “I found that the career advice I received at various talks and programs didn't quite align my situation as a highly experienced professional with over 20 years in the field. Suggestions like seeking internships or applying for any available position didn't make sense for me. Instead, I chose to focus on my true passion: exploring the field of HR. I became more selective in my applications, conducting thorough research on each company's financials and corporate mission. I ensured that each CV and cover letter were tailored to match the specific job requirements by using tools like Jobscan.co. I listed my work experience based on relevance to the role rather than chronologically, to avoid highlighting gaps in my work history. Even when work samples were not requested, I included them. These strategic steps yielded results. Out of nine applications, I received callbacks for interviews from four companies. I also diligently prepared for tests and interviews, which paid off.” Clara: “When transitioning to a career in UX design and applying for entry-level positions, I received advice to focus solely on the most interesting opportunities and not play a numbers game. But I was a junior designer with zero years of experience, a full-time job seeker and kept getting rejection emails. I ended up applying for around 120 job openings. In retrospect, it turned out to be a significant learning process. Each application provided an opportunity to practice articulating what I could bring to the prospective company. The more I applied and researched companies, their missions, products, and values, the clearer my vision of my dream job became. As a result, out of the 120 places I applied, I had interviews with 16 companies, reached the second round with 7, the third round with 4, and received offers from 2. After this journey, I ended up at the company I wanted to work for the most, and I continue to learn and grow every day in my dream job.” Overcoming the language barrier Numerous studies have highlighted the significant role of language skills as a key factor in the employment challenges faced by migrants. For instance, Arajärvi (2009) found that in Finland, the strict language requirements for jobs and the cost of on-the-job training may influence employers' willingness to hire immigrants (7). Kangasniemi (2022) also pointed out that highly skilled immigrants face challenges due to the demand for excellent Finnish language skills in jobs and the lack of services tailored for them. (8). Among the interviewees, all encountered difficulties in their job searches because of language requirements. Notably, despite intensive Finnish language studies, four out of five interviewees secured positions in companies where English is the working language. Mazen: “The greatest challenge I faced was the Finnish language barrier. I dedicated a year to studying the Finnish language. At the same time, I took on some temporary jobs while continuing to search for a permanent position in my field. Ultimately, I was hired by a company where the working language is English.” Carol: “I have always worked in people-oriented roles, but it was really rare to find a job opening in my field that that didn't require native-level Finnish proficiency. I invested my time in intensive Finnish classes and online courses at Aalto University in my first year in Finland. However, after adjusting my job search strategy, I focused exclusively on roles and companies where English was the working language. I also targeted companies with a sustainability and diversity, equity, and inclusion (DE&I) agenda to minimize the risk of discrimination.” Katja: “I relocated to Finland in 2020 amid the pandemic. Events were restricted, and job opportunities in my industry were non-existent. After 3 months of fruitless job searching, I made the decision to use this crisis period to learn the Finnish language. It took me two years to reach B2 level. During my language studies, I diligently applied for all suitable job and internship openings I could find. From my experience I strongly encourage investing time in learning the Finnish language, as it significantly improves your chances of finding a job in Finland.” Taking care of mental well-being and building support networks Unemployment, especially when prolonged, can lead to significant emotional stress. Good relationships are particularly important for coping with this stress. Other protective factors include good health, a strong social and economic status, effective life management skills, and nurturing relationships. (9). Several interviewees emphasized the importance of maintaining a sense of hope, confidence, and perseverance in their job search. Giving up was not an option, and good support networks played a crucial role during challenging moments. Clara: “Job seeking requires you to be resilient and mentally strong. And yet, sometimes rejection emails hit you hard. I managed to establish a support group of friends who were also job searching in the same field. We supported each other, provided feedback on practice interviews and portfolio sites, and shared information about the latest design trends and techniques. I also had a mentor who gave me constructive feedback on interviews and design in general. All of this was immensely helpful during my job search process.” Carol: “Job searching can be daunting, especially if you're new to Finland. Begin by networking and becoming part of a community with people who share common interests. This is crucial for your psychological well-being and emotional health. These networks can also offer valuable advice on navigating the job search successfully in this context.” Mazen: “In essence, I kept applying and never gave up. Not even during the most discouraging times. I maintained my belief that the right opportunity would eventually come my way.” Best advice for someone who is looking for a job right now I asked interviewees what advice they would want to share with people who are currently looking for a job in Finland. Here are their answers. Mazen: “My advice is to start your job search actively. Focus on where to look for jobs and understand the strengths that are most sought after by employers in specific areas. Identifying your weaknesses and actively working to improve them is equally important. Stay informed about the latest developments in your industry. Never underestimate any effort; it can either lead directly to employment or add to your knowledge, open up other opportunities, or expand your network. If you are a student, seek opportunities already while studying! It's clear to me now that it's much easier to secure opportunities as a summer employee, thesis worker, or intern while you are still a student.” Carol: “Find out what you really want to do based on your passion, skills and experience. Then make a detailed but pragmatic plan of how to achieve it. Put in extra effort to make sure you shine above other applicants!” Clara: “Have the right support system. Develop a cycle of applying, practicing, attending job interviews and getting feedback and you will keep on learning new things through the whole process. For me the momentum of learning something new throughout the job search experience kept me going. What I regret a lot is that during the journey, I forgot to also have fun. If I could go back, I would respect myself more and enjoy my free time more.” Katja: “Never give up! Utilize all available opportunities, stay proactive, and expand your network. Check the services provided for job seekers by your city, the TE office, and various employment-related organizations. I got lot of help from KOSKE (Competence Center for Highly Educated Immigrants in Espoo). Make a list of recruitment events in your region and actively participate and approach employers with a concise pitch highlighting your professional strengths. Attend networking events organized by your professional communities to make valuable connections. Explore Further Education with Companies (FEC) programs, as they often lead to employment opportunities. Whenever you apply for a job, meticulously tailor your CV and cover letter according to the job description and the company profile. Nadiia: “Remember it’s worth aiming for a job at your level or even higher. Your attitude is one of the most important things - do not let it kill your dreams. Set up a clear goal and be confident and honest, and accept that you can´t know everything.” Sources: Sitra (2017). Työelämätutkimus 2017: Somen kautta voi löytää töitä tai tulla löydetyksi https://www.sitra.fi/uutiset/tyoelamatutkimus-2017-yli-puolet-suomalaisista-vahtanut-ammattia-tai-alaa/ Luoma, T. & Vaittinen, J. (2023). Playing hide and seek with hidden job markets. Blog post. Various variable, Metropolia. https://blogit.metropolia.fi/variousvariables/2023/01/25/playing-hide-and-seek-with-hidden-job-markets/ Finnwards (2020) Job hunting In Finland: the importance of networks in job hunting in Finland. Blog post. https://www.finnwards.com/working-in-finland/job-hunting-in-finland-the-importance-of-networks/ Alho, R. (2020). ‘You Need to Know Someone Who Knows Someone’: International Students’ Job Search Experiences: Array. Nordic Journal of Working Life Studies, 10(2). https://doi.org/10.18291/njwls.v10i2.120817 Poutiainen M-R, 2011. Verkostot väylänä työelämään. Pro Gradu. University on Helsinki. https://helda.helsinki.fi/server/api/core/bitstreams/f6bd60e1-a159-4abe-b7ad-9e497a947a73/content Hoppania, R. (2021) Knowing your skills is crucial for your career ‒ how to get started? Blog post. Various Variables, Metropolia. https://blogit.metropolia.fi/variousvariables/2021/11/15/knowing-your-skills-is-crucial-for-your-career-%e2%80%92-how-to-get-started/ Arajärvi, P. (2009). Maahanmuuttajien työllistyminen ja kannustinloukut. Sisäministeriö. Kangasniemi, R. (2022). Maahanmuuttajien työllistymisen haasteet ja tuki Suomessa – Ohjaajien ja korkeasti koulutettujen maahanmuuttajien kokemuksia. Master’s thesis. Jyväskylä University. https://jyx.jyu.fi/bitstream/handle/123456789/81664/1/URN%3ANBN%3Afi%3Ajyu-202206133273.pdf Kannisto-Karonen, T. 2015. Urana työllistyminen. Väitöskirja. Turun yliopisto, kasvatustieteen laitos. Pysyvä verkko-osoite: https://www.utupub.fi/bitstream/handle/10024/117697/AnnalesC414Kannisto-Karonen-diss.pdf;jsessionid=BA229B323F43F88E00CA0573B2AB63E8?sequence=2 Blogger: Riia Hoppania works as a Career Coach in Metropolia supporting highly educated immigrants with their employment and study paths in Finland. She has years of experience working in a collaboration project with the employment services supporting job seekers with different backgrounds.
Talent hubs in the making: collaborating for a Future Finland
Finland faces a challenging future with the declining birth rate and ageing population (1). The welfare state needs more education and work based immigration to survive (2). Frustration over international professionals’ struggle to land jobs in Finland increases (3). Requirements of fluency in Finnish is the number one barrier for employment (4). We are all growing familiar with these kinds of headlines. There is no way around it: Finland needs to invest more in international professionals — not only in attracting new talent to Finland, but also in solving the struggles with employment and inclusion. The long overdue change requires a shift in attitudes and practices as well as structural amendments across sectors and spheres of life. That change is now being pushed hard, and in more extensive collaboration than ever before. Are you already familiar with what is happening on the strategic and structural levels to solve the employment challenge? Or have you noticed how these strategies impact the services you get as an international professional? Holistic quality services across organisational boundaries ”The career coach I spoke to was very friendly and straightforward, paid attention to my needs and wishes and offered guidance based on those.” “The career coach does a great job and she is very empathetic and helpful. She got me a whole list of advice and possibilities where to find a job and studies in Finland.” What is your experience of valuable service? These customer quotes highlight the importance of matching opportunities with your needs, regardless of which organisation provides them. Indeed, according to research, efficient and holistic solutions for individuals are created in networks (5). And, even if Finland is no way near the ideal situation yet, the good news is that a lot is currently being done to make Finland more open and inclusive at all levels. Funding is targeted to steer operations towards the shared goals. New services and projects are popping up like swimmers by a lakeside on a hot summer day. With the increase in numbers, however, comes the challenge. How can you navigate in the jungle of services? How can you find the right ones for you and not fall between the cracks? Rather than everybody becoming Sherlock Holmes, Finnish service providers must commit to coordinated collaboration for smooth and knowledgeable services. Talent Boost and local government pilots on employment: joint efforts to increase access to job market Strategically speaking, changing the course of this country requires a shared goal as well as coordination and cooperation, both nationally and locally. Luckily, there is a genuine motivation to work in collaborative networks in Finland. And, this is how strategies slowly start dribbling down into the quality of services for you. On the national level, the cross-administrative Talent Boost programme was launched a few years ago to coordinate the wide variety of services and operators working with international professionals and students in Finland (6). The programme objectives are to make: Finland more attractive internationally, employers willing and able to recruit international talent and international professionals’ expertise to drive internationalisation and renewal of Finnish companies and organisations. Changes are taking place on the municipal level as well. The new local government pilots on employment are set to improve quality and coordination in employment services (7). The initiative brings about massive restructuring of responsibilities between the state, municipalities, public employment and business services (TE services) and other local actors. The pilot municipalities have taken charge of employment services for selected groups of unemployed jobseekers, including immigrants and foreign-language speakers. The goals of the pilots are ambitious: to increase employment, to create new solutions, to improve access to labour market and to develop services and service models in networks. Both initiatives are in line with the government programme towards a more sustainable and inclusive Finland, built on competence and skills (8). If one word were to be picked from all these policies and strategies, it would be together. Network collaboration becoming reality in the Helsinki region: through the lens of Metropolia Behind the scenes, a hub of networks is indeed buzzing in the Helsinki region. What does this mean in practice for you? A few concrete examples can be explored through the lens of Metropolia SIMHE services (Supporting Immigrants in Higher Education in Finland). Are you unemployed, live in the Helsinki region and have a higher education degree? If yes, you will have access to Metropolia’s guidance and education services to unemployed international professionals, developed in collaboration with the employment pilots of Helsinki, Espoo, Vantaa and Kerava (9). Your employment services perhaps guide you directly to the already well-established personal SIMHE guidance. You might join SIMHE group guidance, e.g. Guidance Generalia lectures and smaller group activities. In these services you get support in your study and/or career path from the SIMHE career coaches. They are specialised in guiding international professionals with a higher education degree or wishing to get one. Guidance is based on your needs, competences and career wishes, matching you with the right opportunities in the service networks of the area and Finland. Are you in a different life situation? Don’t worry, SIMHE guidance services are also available to you. You just need to explore our services and book an appointment yourself on our website. If your background matches, SIMHE career coaches will guide you to Metropolia’s new Career Boost programmes for unemployed jobseekers. The programmes run in the fields of automation business, business accounting, ICT, nursing and real estate and construction. In these programmes you get to develop and update your field-specific and Finnish language competence and get connected to local employers. A Metropolia expert of your field also maps and documents your competence to help Finnish employers better understand your expertise — and recruit you. You might also bump into a SIMHE career coach in activities of other organisations and associations, most recently with e.g. Luckan Integration, International Working Women of Finland ry and Nyyti ry, or in social media groups. Vice versa, in Metropolia’s SIMHE activities you can get insights and advice from specialised visiting speakers, e.g. EDUFI on recognition of qualifications, NewCo Helsinki on entrepreneurship or company representatives and international talents themselves on work-related topics such as professional networking or job seeking channels. In addition, you might end up participating in some of the services developed in the Talent Boost project International Talents Accelerating Growth, e.g. in recruitment events, a Spouse programme, public services of the further developed International House Helsinki or the EntryPoint mentoring programme (transitioning to the City of Espoo in the autumn 2021). If you are a student, maybe you are applying for a job through JobTeaser, a career and recruitment portal launched in collaboration with the higher education institutions in the region. A new Talent Helsinki project, together with similar ones in Espoo and Vantaa, will make sure to continue the coordinated work for more excellent services! And while looking for a job, did you know for example that companies can apply for Talent Explorer funding from Business Finland when recruiting international professionals for certain types of jobs? Or that they can get advice and counselling service on international recruitment from International House Helsinki? It is indeed a growing network of experts that are working together to make Finland work for you. Together towards a Finland 2.0 Certainly, no man is an island — neither is a service provider in a Finland 2.0. Improving employment opportunities for international professionals requires awareness raising and action at all layers of society, from individuals to companies and organisations and the government. This country can succeed only in collaborative networks. Customised, easily accessible, quality support for international talents is a must, and so is continuity to these services. Service providers as well as strategy makers need to re-think the way they operate and push further. Importantly, you need to have the opportunity to participate in developing the Future Finland. Yet, crucial to employment is naturally that more and more Finnish companies and organisations change their recruitment practices. Operations must be adjusted towards an inclusive work culture. Luckily, we have a growing number of forerunners showing their colleagues how to do it in a Finland 2.0. Also, the front of organisations helping employers find, recruit and support international professionals is becoming wider and wider. The road map is there. Let’s take a tiger leap towards the Future Finland together. Now. Interested in reading more on the topic? See the recent publication: Stenberg, H., Antikainen, M., Lintala, E. Roivas, M. 2021. Towards a Finland of talents together – insights on the SIMHE operations. Metropolia University of Applied Sciences, TAITO 70. Sources: Yle 2021. Consultancy: Foreign labour needed to combat population decline. Yle News. Viewed on 9 June 2021. Teivainen, A. 2021. Chamber of Commerce: Finland needs target of 30,000 for skills-based immigration. Helsinki Times. Viewed on 9 June 2021. Faye, N. 2021. "Brain waste" squanders potential and talent in Finland. Yle News. Viewed on 9 June 2021. Rask, S. 2021. The biggest problem internationals face on the Finnish job market – and 3 ways to solve it. Vieraskynä. Mothers in Business blog. Viewed on 9 June 2021. Rautvuori, M. & Jyrämä, A. 2015. Kaupungin kehitystyön kehittäminen - verkostonäkökulma. In Palvelumuotoilu saapuu verkostojen kaupunkiin: Verkosto- ja muotoilunäkökulmia kaupungin palvelujen kehittämiseen (pdf). 119-136. Aalto-yliopiston julkaisusarja. Viewed on 9 June 2021. Ministry of Economic Affairs and Employment of Finland. 2021. Talent Boost programme. Viewed on 9 June 2021. Ministry of Economic Affairs and Employment of Finland. 2021. Local government pilots on employment. Viewed on 9 June 2021. Government Programme. 2019. Inclusive and competent Finland – a socially, economically and ecologically sustainable society. Viewed on 9 June 2021. Metropolia. 2021. Metropolia promotes international professionals’ entry to local job market in collaboration with employment pilots. Viewed on 9 June 2021.
Find your way to become a Finnish speaker
According to the interesting Expat Insider 2021 survey (3), Finland is in the top 5 for quality of life, but even 50 % of expats are pessimistic about the local career opportunities. Surprising? Despite possibilities to communicate in English (75% of respondents agree that you can get by without speaking the local language), it is considered hard to get used to the local culture and make local friends. Also, even 71% struggle with learning the local language (vs. 42% globally). Good reasons to invest in language learning? Finnish workplaces are getting more and more international, but knowledge of the local language is still required in most organisations, for both finding employment and advancing in a career (2). Even if the working language is English, Finnish is often used in various communication situations (4). Requirements related to language skills naturally vary depending on the job description and the industry. According to a survey by the Helsinki Region Chamber of Commerce (2), already the beginners’ level A1 is of advantage to get at least an internship. The intermediate level B1 enhances remarkably the chances to get at least an internship (enough for 65% of the companies). Most of the companies (about 65%) require at least the independent level B2 in skilled worker positions and the advanced level C1-C2 in expert and management positions. On the whole, knowledge of the local language provides many benefits. Already presenting yourself, having simple small talk and understanding main points in everyday conversations make you feel more connected to the language community. By using the local language you show your interest and commitment in an efficient and convincing way. Language skills widen your career opportunities to the public sector, smaller local companies and entrepreneurship. At the same time, language skills increase your sense of control and well-being by enabling you to follow the information flow in your everyday living environment (4,6). Identify the motivating language learning strategies Are you one of those struggling with learning Finnish? If yes, you are not the only one! The structure and vocabulary do differ a lot from at least the Indo-European languages. Nevertheless, to learn any new language, you have to be exposed to it (a lot), and work on it (a lot). What you really need is to find and keep up your motivation. According to theories of functional language learning (1,7) the best way to learn the language is to integrate it into your everyday life in the ways that you like. There are lots of good language courses, books and online materials available, but the key is to recognise the opportunities to use the language and apply your skills in your environment. The super-talented language learner Brasilian Gustavo (Brassinyymi) has learned Finnish with the help of Finnish metal music, Fred Karlssons Grammar book and Uusi kielemme website. He listens to Yle news in Easy Finnish and chats in Omegle. Of course not everybody has to be able to do the same, but there are methods for everyone to make language learning easier, faster and funnier. First, focus on what is relevant to you. Second, keep your eyes, ears and mouth open. You need to listen a lot, make observations - and imitate. Start using the language straight from the beginning. There is no need to be fluent before starting! Also, don’t give up if the answer is in English (Finns are still very stubborn to switch into English instead of supporting Finnish language learning)! If you feel shy, you can speak first to your flowers or cats. After that, there is no limit for imagination. You can search for other language learners and set up a language club, find a language mate in Lango or join a language cafe. You can join a Facebook or a hobby group that are of your interest, watch films e.g. in Yle Kielikoulu or listen to music, sing along and write the missing words (lyrics training). In the learning process, instead of thinking about everything you cannot do, it is important to enjoy learning and feel good about all the situations you can already manage. After all... Language skills requirements seem to be sometimes even unnecessarily high, but there are also some positive signals in sight. Employers seem to be more and more willing to support the language learning process at work (8). This indeed is highly recommendable: professional language skills related to specific work can only be acquired in real-life work environments (5). Finland and Finnish organisations must open themselves more to Finnish speakers who are not fluent. From another perspective, learning a new language is not connected only to concrete usefulness related to employment or career opportunities. Have you had the experience of really diving into the new language, starting to think directly through it? Have you felt the joy of becoming a member of a language speakers’ group? Learning a new language not only opens doors to work opportunities, society and culture. It is an inspiring possibility to find new ways to be you and what you could be. We support you! Metropolia supports your Finnish language learning in many ways. Degree students in Metropolia: Find a Finnish course for your needs offered by your degree programme or in Elective language studies. Ask also your degree programme and/or Finnish teacher about other possibilities to further your language learning during your studies: could you integrate Finnish into your studies or focus more on your language skills during the work placement? (Read about Ahmet’s experiences: Courage to use Finnish – growing into a professional). Find tips and materials to learn the language in the Job Teaser resources. Other language learners: Check the selection of Finnish courses available in Metropolia Open UAS in 2021 and find a course for your needs. If you are searching for a job and you already know the basics of the language, find my Youtube videos Kerro itsestäsi työnantajalle 1-3 minuutissa and Tervetuloa työhaastatteluun. Writer: Eevamaija Iso-Heiniemi works as a S2-teacher (Finnish as a second language) in Metropolia and SIMHE Continuation project. Sources: Aalto, Eija, Mustonen, Sanna & Tukia, Kaisa 2009. Funktionaalisuus toisen kielen opetuksen lähtökohtana. Virittäjä 3. 402–423. Viewed on 31 May 2021. Helsingin seudun kauppakamari, 2018. Yritysten kokemukset ulkomaisesta työvoimasta työmarkkinoilla. Katsaus koulutettujen maahanmuuttajien sijoittumiseen Helsingin seudun työmarkkinoille (pdf). Viewed on 11 June 2021. Internations 2021. Expat Insider 2021 survey report. Viewed on 15 June 2021. Jäppinen, Tuula 2010. Suomi (S2) korkeakoulutettujen työssä – Millainen kielitaito riittää? Soveltavan kielitieteen tutkimuksia AfinLA-e. Published on 14 January 2011. Viewed on 15 June 2021. Komppa, Johanna 2015. Työnantajan odotukset, työntekijän vastuu ja työyhteisön tuki. Näkökulmia korkeakoulutettujen maahanmuuttajien ammatillisen suomen oppimiseen. Soveltavan kielitieteen tutkimuksia AFinLA-e. Published on 13 January 2016. Viewed on 27 May 2021. Lehtimaja, Inkeri 2017. Korkeakoulutetun maahanmuuttajan oikeus oppia Suomea (pdf). Kieliverkoston verkkolehti Kieli, koulutus ja yhteiskunta. Viewed on 31 May 2021. Mitchell, Rosamund & Myles, Florence 1998: Second language learning theories. London. Arnold. Taloustutkimus Oy. 2020. Kotona Suomessa – Selvitys maahanmuuttajien rekrytoimisesta: Tutkimusraportti (pdf). Kotona Suomessa -hanke, Elinkeino-, liikenne- ja ympäristökeskus. Published on 15 May 2020. Viewed on 2 June 2021. Yle News: Brasilialaismies tahtoo Suomeen niin kovasti, että alkoi tubettaa suomeksi. Published on 13 May 2021. Viewed on 15 June 2021.
Networking – key to employment
How have you boosted your professional networks in the past couple of months? As we embarked into this decade, the Finnish Innovation Fund Sitra published a compilation of future mega trends (1) stating that the importance of networks and managing them will only continue growing. But how to discover and seize opportunities for networking? This is with no doubt one of the most frequently asked questions I encounter in my work as a career coach for international talents at Metropolia University of Applied Sciences. Institutes of higher education boosting networking between businesses and international talents Networks surely are vital for the integration process of a newcomer entering the Finnish labor market, and the lack of professional networks is perceived as one of the main obstacles to the employment of international talents. This scarcity of networks gives rise to another issue: Employers are struggling to spot the international talents with suitable profiles, while the latter group finds it hard to discover Finnish businesses in their own field (2). According to a study on cooperation between Finnish institutes of higher education and businesses, issued by the Ministry of Economic Affairs and Employment and the Ministry of Education and Culture (3), the main objective for businesses collaborating with institutes of higher education was recruiting new workforce. Further development of networking opportunities meeting the needs of everyone involved is for sure in demand, and it seems to be a timely objective for us at institutes of higher education. Perks of tailored recruiting events We, the SIMHE Metropolia team (4), have the luxury of working with various groups of international talents: both current international degree students, and persons with a higher education degree from abroad seeking to develop their career in Finland. Among these professionals of different fields, the common denominator is their motivation to create networks to local businesses and find their niche in them. Hence, we decided to organize a recruiting event focusing on businesses interested in the potential of our English-speaking international talents. The event, “Metropolia Match - Boost your Business” took place in early March and successfully united businesses with high-skilled talents. According to their feedback, the participating companies were pleased to attend an event tailored specifically for English speakers, and thanked the attending international talents for being well prepared and genuinely interested in hearing more about the businesses. For example, the recruiting company Digipool (5) not only discovered several interesting profiles for their clients, in line with the common procedure for recruiting companies, but also hired a recruitment consultant and a marketing specialist straight from the event to boost their own business. We are looking forward to the next round, as soon as gatherings of people are possible again. Next time perhaps with an increasing amount of businesses tapping the potential of our international talents! Networking events instead of recruiting events Events are great opportunities for brushing up on your networking and self-presentation skills and hence being less nervous when you have a chance to impress a potential employer at a job interview. Thus no need to be disappointed, if a visit at a career fair did not lead into a direct job offer yet, since you probably made new connections anyway. Due to this reason, it would actually make more sense to talk about networking events instead of recruiting events. Besides forging new connections at events, there are other benefits likely to arise. Perhaps you could receive valuable feedback on your CV or LinkedIn profile by a recruiting professional, or learnt more about the skills needed by an interesting company, and then used this knowledge for the most brilliant job application they are about to receive. Talk about perks! Growing your professional networks online And yes - due to the exceptional situation we are currently facing, lots of upcoming events have been cancelled. It is thus the ideal timing to fix up your LinkedIn profile and see what kind of opportunities for networking are available there, for example groups and channels in your professional field. This is also the prime time to keep an eye on emerging virtual platforms, such as the Find a job in Finland Meetup (6). Or maybe you will come up with a new online-based solution for networking? Other steps taken to create new networking opportunities What kind of a role can Finnish institutes of higher education, such as universities of applied sciences, have in facilitating networking among international talents and local businesses seeking for talented workforce, apart from organizing networking events? According to the study on cooperation between Finnish institutes of higher education and businesses (3), one key issue mentioned by the businesses was that institutes of higher education do not seem to be sufficiently informed on the actual needs of businesses. To address this issue, we at SIMHE Metropolia (4) aim at acknowledging the skills needs of companies as the first step in the collaboration process. For example, our current project SIMHE path (7) strives for matching the skills needs of participating businesses operating in the field of ICT with the skills of the project participants. The latter group consists of persons with a higher education degree in the field of ICT completed abroad, often supplemented by even years of work experience in their field, yet lacking sufficient networks for finding employment in Finland. Matching the profiles of international talents with the skills needs of businesses To tackle the challenge of international talents lacking both networks and information concerning the skills needs of their professional field in Finland (2), we first mapped the skills needs of the ICT companies taking part in the SIMHE path project. This information was then utilized in order to match the companies with the participants’ skills. If needed, the participants have an opportunity to supplement their skills by taking online courses in the field of ICT, to even better correspond with the expectations of potential employers. Considering that “What are the top skills in my field that employers based in Finland are looking for?” is one of the top questions asked by the international talents at our career counselling and guidance services, this kind of opportunities are desirable. The SIMHE path project also showcases the plurality of ways for an institute of higher education to facilitate networking between businesses and international talents. If you have ideas on what kind of further networking opportunities would be interesting to you, we are all ears! Would you like to utilize the extra hours at home by getting feedback on your CV or LinkedIn profile, or by discussing possible ways of developing your skills? You can book a free career counselling and guidance appointment by sending an email to simhe-info@metropolia.fi, and chat with us on Skype! Interested in reading more about the experiences of a previous SIMHE path participant? This blog describes the path of Shaki, our participant in the 2019 intake to SIMHE path (8). Writer Emilia Deseille, career coach and employer relations specialist at SIMHE services, Metropolia University of Applied Sciences. Sources: 1) The Finnish Innovation Fund Sitra 2020. Megatrendit 2020. Viewed on 6 April 2020. 2) Ministry of Education and Culture 2019. Kansainvälisten korkeakouluopiskelijoiden maahantulo ja integroituminen sujuvaksi yhteistyöllä. Opetus- ja kulttuuriministeriön julkaisuja 2019:31. Published on 16 September 2019. 3) Crazytown 2019. Korkeakoulujen työelämäyhteistyön tilannekuva (PDF). Published on 1 February 2019. 4) SIMHE - Supporting Immigrants in Higher Education in Finland. Viewed on 6 April 2020. 5) Digipool - Helping businesses in their digital growth. Viewed on 6 April 2020. 6) Meetup: Find a job in Finland - peer-2-peer and recruiter insights. Viewed on 19 March 2020. 7) SIMHE path: From Recognizing and Supplementing Competences to Employment. Viewed on 19 March 2020. 8) Metropolia blogs. Various Variables. SIMHE path connecting Finnish employers and international talents. Published on 3 February 2020.
Healthy Mind, Healthy Life – How to improve the sense of belongingness among highly educated immigrants in Finland?
Why is belonging so important for us? We all have the need of belonging to something. The basic need, according to Baumeister and Leary, is, the feeling of doing purposeful things and taking part. Whether it is inside your family, the workplace, or say, the local chess-club, the need to connect is vital. This feeling improves our well-being, and lowers the levels of loneliness and depression. Belongingness can be achieved through what you do, and as an adult, a big part of your everyday life is concerned with your work. So what would happen, if this sense would be taken away from you unwillingly? Or for example, if you could not work within the field of expertise you have? This is sadly, everyday life among many highly educated immigrants in Finland today. My question is, how can this happen, and how can we prevent this? Work as a part of one’s well-being As Burton and Waddell stated, upon discovering your own fields of interests in adulthood, work and your workplace becomes a big part of your everyday life. It is the source of your income, and satisfies many of your psycho social needs. Your own work is central for your identity and enables you to see where you stand in relation to others. Belongingness increases your willingness to work within groups by the group norms and rules. The closer you feel with your working community, the more purposeful you feel, and the more efficient and goal achieving you are. So we could almost say that work is key for one’s well-being. As I have been arguing, work improves your well-being, work links to belongingness, which on the other hand is an essential need for all humans. So what if the “work-piece” of the bigger puzzle falls apart, what is there left for you, can you feel purposeful at all? Arriving to a new country, is work the key to belongingness? As a refugee, you enter a so-called Limbo phase when leaving your home country. This is a very distressing time where your life is in an “in between phase” in the migration process before the asylum decision. You face uncertainty regarding your future, you have abnormal living arrangements and might even have economic challenges and limited access to activities. How do you achieve a feeling of safeness and belongingness, when your whole life is turbulent, at the same time the country you are in has an unfamiliar culture and language? I myself, as a previous exchange student know how important it is to find at least one stable pillar in your life when everything else is unfamiliar. In my case, my studies kept me going. As a highly educated immigrant, I would assume you would want to work somewhere where you feel you are valued for your own competences. The importance of pursuing a career in your own field of expertise cannot be stressed enough. As an immigrant, you already have a tenfold risk for developing post traumatic stress disorders and other symptoms of distress and depression. So why would you make the future even more disrupted by not allowing one to work who already possesses a higher education degree? Thoughts about the future and solutions for this? For Finland to be a more international country, we need to strive for a more international working force as well. The SIMHE-services have encountered several cases where highly educated immigrants want to continue their own career path, but because of the regulations or not finding a place, they cannot. They are so motivated in maintaining their skills and connect, that some would even work for free. A downgrade from your own field of expertise creates a feeling of self-worthlessness and increases lacks of motivation. Highly educated immigrants need to be recognized for their skills and degrees they possess. They need, just like anyone else, to feel the sense of belongingness, that they are a part of something. As an intern, and as a social psychology student, I sense that the services that SIMHE provides is of great importance, but could in the future also be done on a bigger scale. What is there left for us to do? How can we improve our integration of highly educated people in Finland? Did you, while reading this and after reviewing the SIMHE-Metropolia web page, come up with new ideas or questions regarding this topic? Or do you even already have a solution for us? We at SIMHE-Metropolia would like to hear more about your thoughts! Elsa Rinne, SIMHE Metropolia trainee, Social psychology student at Svenska Social- och Kommunalhögskolan vid Helsingfors Universitet
Blog introduces information, tips and insights that help international talents with a higher education background to integrate and find their study and career paths in Finland. The blog is part of Metropolia’s #talentboost actions.
Outi Lemettinen (head editor)
Riikka Wallin
Anu Luoma
Email addresses: firstname.surname@metropolia.fi
Editorial Board handles all the publications of Various Variables blog before publishing.
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