Navigating the Recruitment Jungle in Finland
The widely discussed talent shortage is a daily reality across many industries in Finland, even though unemployment is currently high in the country. Years ago it was enough to post a job ad online and wait for applications to come in. Today, that model no longer works—especially when it comes to leadership or specialist roles. More often than not, the result is just a handful of applications from candidates whose skills or experience don’t match the requirements of the role.
This is both frustrating and costly. From a Finnish perspective, the recruitment landscape can often feel like a dense jungle — complex, competitive, and difficult to navigate, particularly in a relatively small labour market. That’s why more and more organizations operating in or entering Finland are turning to recruitment firms for support.
Different tools for navigating the Finnish recruitment landscape
At HRS Advisors, we use two main search models: public search and direct search. The right approach depends on the company’s needs, industry, and situation—especially in Finland, where talent availability can vary significantly by sector. Every search is different, and we always consider together what works best in each case.
If we stick with the jungle metaphor, not all jungles are the same. And Finland is no exception. The local labour market has its own characteristics, expectations, and talent dynamics. Navigating it successfully requires the right tools and local understanding.
Public search in the Finnish context
Public search is closest to the traditional recruitment model. We bring our expertise into the process from drafting the job ad to publishing it and reviewing applications. This way, the company benefits from a stronger visibility package, a more polished and up-to-date job ad, access to our recruitment platform, and an external, professional view of the candidates.
This approach can work well in Finland in industries where talent shortages are not yet critical. It can also serve as a market check—helping companies understand how many candidates are available and at what level within the Finnish labour market.
Hybrid search combines different approaches
A combined search, also known as a hybrid search, is a broader recruitment model that merges public advertising with active outreach to potential candidates. In Finland, where many strong candidates are not actively looking for new opportunities, this model is often particularly effective.
At HRS Advisors, this means combining either a light direct search model or a traditional direct search with job advertising. Alongside the job ad, the consultant actively searches for candidates through different channels—including direct outreach in the Finnish market—and contacts suitable individuals. They also interview candidates, gaining deeper insight into their backgrounds and filtering out less suitable options.
After the initial interviews, the consultant presents candidates to the company. This can be done either as a one-time presentation or using an agile model, where strong candidates are introduced immediately as they are identified. In Finland’s competitive talent market, speed often makes a real difference.
Classic executive search
The third model — executive search — is based entirely on targeted search and outreach by the consultant team, without any public job advertising.
One of its key advantages is discretion. In Finland, where markets are relatively small and networks can be tight-knit, this approach is often preferred for senior-level roles or sensitive situations. Candidates are approached through direct, personal contact rather than public visibility.
To find the most suitable candidates, both the consultant and a research specialist—skilled in using different tools and methods—work on the search. In addition to interviews, psychological assessments are often included. Executive search can be seen as a full-service recruitment solution.
At HRS Advisors, our Executive search model is designed for senior leadership and board-level recruitment in Finland and beyond.
Why use an external recruiter in Finland
If the benefits are not yet clear, here they are:
- Recruitment firms are specialists in their field and understand the specifics of the Finnish labour market, including expectations around employer branding and candidate experience.
- Direct and hybrid search methods reach a broader candidate pool than traditional approaches, which is particularly important in a country with a limited talent base in certain fields.
- This approach results in higher-quality candidates, as consultants actively engage top talent who may not be actively looking for new opportunities.
- These processes also allow for a more thorough assessment of candidate suitability, including cultural fit which is an important factor in Finnish working life.
- Outsourcing recruitment saves time and frees up internal resources. In a tight labour market, speed and focus can make a significant difference.
- From a broader perspective, organizations can gain a competitive advantage by accessing high-quality candidates that others may not reach.
If you need help navigating the Finnish recruitment landscape, don’t hesitate to get in touch. We’ve been told it’s easy to work with us, and we deliver results.
Here’s to successful hires!
