Selecting an international expert

The job interview is a two-way street: the employer learns more about the applicant and, especially in the case of international recruitment, the applicant learns more about the employer. 

Interview practices may vary considerably from country to country. In addition to informing the candidate in advance of the time and place of the interview, it is a good idea to share with them its estimated duration and main topics. Attach this information already to the interview invitation. 

If possible, more than one representative of the employer should participate in the interview. People pay attention to different things, and one representative can take notes while the other is speaking. 

If there are multiple interview rounds, it makes sense to use a remote connection for the first round in international recruitment. Second-round interviews deserve in-person meetings. 

Ask for references and recommendations. In many countries, references are given in writing. 

Elements you can add to the interview include a small job assignment, personality tests, group assignments, and a psychologist's assessment, for example.  

When talking to the job applicants, remember that the model of a good and reliable employee may differ in other cultures from the stereotypical Finnish model. When evaluating the applicants, focus on the open position and use diverse assessment methods and indicators. 

Sometimes you cannot find a suitable candidate in the first recruitment round. In this case, it is worth re-evaluating the job advertisement and, in particular, whether the requirements mentioned in it are realistic. The problem could be that no experts in the field were available or that the job advertisement was published in irrelevant channels and only in Finnish. Let some time pass and publish the job advertisement again in an updated form. 

Making the recruitment decision is not always easy. In addition to the skills of the candidate, you should consider many other dimensions that the new employee would add to the team. 

Challenge your thinking and ensure that you make a non-discriminatory and transparent selection. What factors influence the decision and which are most relevant to the role? Do not be afraid of trusting the potential of employees! One candidate can immediately fulfill the role and fit perfectly into the organization, but another skilled candidate may demonstrate their value in the development of the company over the years as they grow into their role. Read more about diversity in recruitment in an article by the Finnish Institute of Occupational Health, for example. 

Record the recruitment decisions in files shared within the organization so that the existence of the information does not depend on just one employee. The documentation also helps if other applicants inquire about the reasons behind the recruitment decision or want feedback on their own application. Usually, recruitment systems generate such documentation automatically. 

 
The recruitment decision must be made public as part of candidate communication and within the organization. It is important for the transparency of the decision to justify the selection on the basis of predetermined criteria. 

Responsible communication encompasses the entire recruitment process 

Responsible candidate communication is an important part of a good recruitment process. It starts with posting the job advertisement and ends with the announcement of the recruitment decision. At its best, it is relevant, timely, and informative, and thus creates a positive employer image.  

Investing in candidate communication pays off, as its consequences are far-reaching. Take your time to perform it well. 

Responsible communication practices 

One of the key factors in responsible communication is that you are active yourself. Keep the candidate up to date at the different stages of the process and let them know what to expect in relation to the schedule, for example. You can also prepare email templates in advance.  

Transparency is an essential part of responsible recruitment. Communicate honestly and transparently about your organization. 

When announcing the recruitment decision, contact also those who were not selected: thank them for their application and explain why they were not selected. This strengthens your employer image and maintains a good relationship with a potential future employee or customer. Social media and other channels make both positive and negative recruitment experiences visible.  

Learn more about responsible recruitment.