| Kartik | Hello and good morning, everyone. Hyvää Huomenta. I hope you all are doing well. We are back again with another episode of How to Attract and Retain Talent in Ostrobothnia, where we bridge the gap between the jobseekers and the employers. I’m your host, Kartik Sharma, and today we are going to understand the recruitment challenges from SMEs perspective, and we will also be exploring the benefits of international talents within these organizations.” |
| Kartik | But first, a quick recap. So far, we have discussed the value of international talent and their journey into the Finnish society and the working life. Along with this, we have also shared jobs are strategies for tapping into the hidden job market. If you haven’t heard those episodes yet, be sure to check them out. Now let’s jump into the today’s discussion.” |
| Kartik | Today’s topic is critical for both businesses and the jobseekers alike. We are going behind the scenes to understand what SMEs expect from candidates, where jobseekers sometimes hit roadblocks and how we can bridge the gap between talent and opportunity. Joining us today is Abel who works as a project manager at EduPower, and he’s experienced in HR Consulting Administration, leadership, training and the list goes on.” |
| Kartik | So he’s here to share some his perspective from his experiences and help us better understand how international talents fit into the picture. Welcome to the podcast Abel. Let’s begin with your introduction.” |
| Abel | Thank you very much for having me, Kartik. I come from Zimbabwe, a magnificent land between two mighty rivers, one of which the Zambezi River harbors the majestic Victoria Falls, which is declared by UNESCO to be among the natural wonders of the world and recorded as the largest waterfall, both in width and in height. I came to Finland in July 2024 with my wife, Daphne.” |
| Abel | I got the opportunity to work with Edupower in September as a trainee, and in January 2025, I started my language classes. I love working with people and enabling organizations attain their goals.” |
| Kartik | Thank you so much ever for the introduction. Your journey looks quite impressive and now I’m really excited to visit Zimbabwe and you’re going to be my travel guide.
Ok, I would like to kick things off with a fun fact. Did you know that one bad hiring cost a business up to three times the employee salary? That’s a big number, especially for an SME working with the tight budget.” |
| Kartik | Abel, What’s your take on this?” |
| Abel | Yeah, you might call it a joke, Kartik, but it is a sad reality. You know, it costs even more than that for high level roles. You know, advertising, recruitment, onboarding, training. It costs time and money. When they hire turns out to be bad. That means wasted time and wasted money. Also, slow down progress in productivity for the team and the organization itself.” |
| Abel | Besides repeating the recruitment all over again, some organizations have even suffered good employees leaving because of the conflict, demotivation and the missed company gains through mis-hiring, Kartik. Can you imagine?” |
| Kartik | Okay. So do you have any example to support this?” |
| Abel | Well, one textbook example that comes to mind, Kartik, is the Nokia debacle from being the world’s leader in mobile phones. The newly hired CEO, Stephen, in 2010 is considered one major reason among, of course, are the various reasons that resulted in its fast decline up to selling the business to Microsoft in 2013. Another example, some high as even go on to crumble down the entire organization’s credibility as seen with the Yahoo misfire of 2012, where the CEO’s credentials where fake and it cost the company millions in public relations damage on top of leadership vacuum.” |
| Abel | So the list is endless. There are so many of them, but I think of head I could come up with just those two examples. Kartik ” |
| Kartik | Is there any way to mitigate these kind of situations?” |
| Abel | Yeah, well, I know of one brave man. He came up with this strategy named after his own name that is called the Zappos Quit Bonus strategy. And this mainly applies especially to SMEs for mis-hires. He famously implemented a policy where new employees are offered 2,000 USD to quit if they feel their job isn’t right for them because retaining an ill-fitted employee would cost exponentially more than that.” |
| Abel | So that’s the Zappos strategy and any company could also just implement it.” |
| Kartik | I think this is the perfect example, that other SMEs can also follow to manage similar situations. I believe like if an employee’s not feeling like it’s the right place for him, instead of wasting his time and company’s time, he will be stepping ahead to communicate this to the employer, which will save time, money and resources for both the parties.” |
| Abel | Yeah, you know, the bottom line is there’s no company that wants to be in such kind of a quagmire. Hence the hesitation sometimes in recruitment, out of sympathy or out of circumstances, you know, just because a certain group of people needs jobs or needs sustenance, they don’t have to hire because of that.” |
| Kartik | Well, that makes so much sense. I know SMEs do not have the same cushion as big companies, so every hire really matters. Now. I know Edupower has a very diverse team. So how does the company integrate international talents into its team and what benefits have you personally observed from working in such a diverse environment?” |
| Abel | Thanks for the question, Kartik. That is my domain. That is my forte. EduPower actually designed a specific project to cater for the integration and retention of international skill, as well as to capture university students innovation. The international project practice, also known as IPP, is the project under which I was brought on board to further design and manage.” |
| Abel | It is meant to help internationals and university students attain practical projects with companies and even get jobs. So through the structural and methodical coaching services, this group of people is intentionally aided with tools and tips on how best to approach the job market, to approach companies and package themselves and their skills and competencies in a manner that is enticing for companies to want to have them come and offer their services in a way, of course, that appeals to the company’s organizational growth strategy and profitability.” |
| Kartik | I’m really glad to know that Edupower embraces diversity and caters to this wide range of needs, both for companies and individuals. Tell us more about the project and your role at Edupower.” |
| Abel | Oh, okay, we have so far – I’ll talk of just registered successes in coaching students and international groups that have successfully attained short term projects with companies for the academic pursuits, as well as securing actual jobs within the Ostrobothnia region. From this work, I have personally benefited from the fulfillment that comes with helping and contributing towards international skill retention within the region and growth through exposure to diversity.” |
| Kartik | We all are on the same side trying to attract and retain international talent into the Ostrobothnia region. But when it comes to hiring or onboarding new team members, what strategies have you seen work effectively in your company? |
| Abel | Wow.” That’s a very pertinent question. I’m sure you know, these are the kind of questions that need to be asked in order for us to have the answers to this. And when I look at the Finnish working culture, companies value trust, autonomy, humility and technical competency. Now I explain this below. Trust is foundational. Leaders trust employees to do their jobs without micromanaging.” |
| Abel | And as an employee, I thought respected and empowered because I am not constantly under surveillance seeking approval. And this brings me to remember one of my very first lunch with my leader, Kim. He gave me three recipes for happiness, which I believe remains his and our recruitment strategy. As you have asked, the first one being autonomy, which also I had highlighted in my list, which talks about a self-motivation demonstration of self leadership and a sense of responsibility that makes employee’s plan execute creatively, make decisions within their role to drive organizational goals.” |
| Kartik | Sounds interesting.” Go on |
| Abel | Thanks, Kartik. So the other one now is mastery or technical competency, as I had mentioned, strong and technical skills are highly valued. Every employer appreciates when each member of the team brings a relevant skill set that complements and enables the organization to deliver excellency in their services and products. Beyond your degree, beyond your qualification, beyond how well you present yourself and how well you dress.” What key competencies or skillset are you bringing to the organization? And lastly, I’ll end with an anecdote. My superior once said to an employee, can you imagine when you walk into the office each morning, please do remember to switch on your brain. Can you imagine? Yeah. So that anecdote speaks to when you walk into an office, when you walk into an organization, deliver results, you know, do not wait around to be ordered to be given instructions and to be monitored, but switch on your brain.” |
| Kartik | This is something which every employee expects this kind of behavior from employees or like from their supervisors.” |
| Abel | Yeah, true.” |
| Kartik | I agree to this. And those are some practical strategies. But let’s not forget that it comes with some challenges as well. So from your perspective, what challenges do international face when joining Finnish SMEs particularly, and how can these companies address these challenges?” |
| Abel | Yeah, very tricky questions. I wish and I hope I had all the answers to these. But I will attempt, you know, in our consulting business, we have moved across regions, conducting trainings and site visits. Even up to Lapland. The Finnish population is just about 5.5 million people and the cities that we’ve traveled to, you realize that some cities have 12,000 people, 20,000 people, 30,000 people.” |
| Abel | And where the team would be tightly knit and at times the business being family run. This makes you feel as an outsider, actually as though you are crushing someone’s dinner table. It is important to quickly adjust and adapt at the same time being met halfway by the companies. And what do I mean? Personally, my organization comprises of Swedish speaking Finns.” |
| Abel | While they always spoke and continued to speak English around me and even use English in some internal communications for my sake, I did not get comfortable with that. I also made it my goal to learn Swedish via YouTube, Duolingo, showing interest in learning Swedish and asking them how to say some common names or phrases that we regularly use at work.” |
| Abel | Moreover, I then enrolled for a one year Swedish course, so it is important for both organizations and internationals to compromise. My organization made it super easy for me to feel part of the team, but I knew it would be even more convenient and productive if I were the one to just learn the language. So intentional social inclusion really helps, but does not warrant internationals to then relax if you get my point.” |
| Kartik | Well, that’s very true. Yeah. And I believe that you were able to learn those languages because your employees were supportive. Yes. You were interested in learning the language and they were also interested to make you a part of their own culture and the team.” |
| Abel | Exactly. We meet each other halfway. You know, they have to do their part. We also have to do our part. But ultimately, knowing that at the end of the day, we need to integrate into the Finnish local culture. Yeah, because, well, we came into it anyways.” |
| Kartik | Of course, And anything else you’d like to add?” |
| Abel | Yeah. In addition, the flat hierarchy and an autonomous approach that expects employees to work independently may seem unusual to most to most internationals who are used to a top down organizational structure. You know, more structured organizations, internationals may have been exposed to, this may come as unclear expectations since this is a common understanding amongst Finns that and it’s a quote ”No news is good news.” |
| Abel | So if you’re an employee that will constantly seek supervision, guidance, feedback, you may feel an issue or uncertain about your performance. Therefore, if companies could assign a mentor and a structured at regular check ins and feedback routines, especially within the first 3 to 6 months of onboarding, that would really go a long way. A regular lunch hour, casual meetings with my superior have made a phenomenal impact in my life and work personally .” |
| Kartik | I also have the similar experience on my part because my manager, she never micromanages my work. She trust me. |
| Abel | Yeah. |
| Kartik | And that’s something which is very much valued in the Finnish society.” |
| Abel | Exactly. Yeah, I agree, and I’ve experienced that too Kartik.” |
| Kartik | Well, speaking of this, do you have any memorable experience while working at Edupower that highlights the benefit of a diverse team at large?” |
| Abel | You know, every day is memorable at Edupower.” |
| Kartik | I can see your level of excitement when you work” |
| Abel | Oh, yes. You know, because each and every day I have this sense of fulfillment walking into an organization that appreciate my contribution that makes me feel valued, that, you know, each and every day, I constantly receive positive feedback, well done, a good job and where I could have improved, you know, it’s a coaching way. How could you have improved it here?” |
| Abel | How else would you have done it? And it makes me to think, it makes me to innovate. But yeah, whilst it’s just been a few months, at edupower. I am mostly excited by the prospects of introducing Edu power and some of our clientele services to the African market, particularly in Zimbabwe. Having worked in the human resources development background, I have a network from which we could collaborate and tap into, which also is my encouragement to local companies.” |
| Abel | Not only are international talents equipped with international exposure, since some of them worked in multi-national organizations back home or even in other countries in America, in Asia and Africa, before finally lending in Europe. Some of these international employees are your connection to pioneering a completely new and untapped market in as far as your services and products are concerned.” |
| Abel | So yeah, I think that’s one thing I’m looking forward to collaborations, you know, linking finished local companies to our international markets, to our international companies, bringing collaborations, exposing them to those markets. I think that is huge potential in that area, Kartik.” |
| Kartik | I think that is the need of an hour, I believe. |
| Abel | Yeah, |
| Kartik | well being an international myself is so good to hear that how diverse team and international talents can contribute in success of the company. So what advice would you like to give to our international aspiring to work in the Finnish SMEs like Edupower?” |
| Abel | Watch out for events, for activities, seminars, workshops, whatever, gathering wherever there is a gathering. And my secret recipe always has been to when you get into a seminar or a workshop, an activity, an event, walk out of that place with at least one contact. If you’re the most introverted person on earth, at least one contact, come out of your comfort zone.” |
| Abel | Get out of there. There’s nothing that is as scary as leaving your homeland, your relatives, your friends, an environment you are well accustomed to. I could attend Finnish seminars, and all I could say was Hey, and Puhutko Englantia, and I met many intimidating moments, shocked by how the Finns are reserved and comfortable in their own space in silence, even when they come to a networking event.” |
| Abel | Can you imagine? So. So, yeah. Be on the lookout, on websites, on company websites, city websites. There are opportunities there.” |
| Abel | And yeah.” Just don’t be afraid.” |
| Kartik | I think this is the most important point. It is go out to explore and to meet people. Yeah. And I think everybody is aware of the fact that it is very important to embrace the challenges, to learn the languages, customs and meet and greet people.” |
| Abel | Absolutely.” |
| Kartik | If you really want to integrate into society, you’re coming out from your own bubble. Then you have to do these things.” |
| Abel | You have to do it. And like I say, it’s very intimidating. The Finns are very intimidating because they are comfortable in silence. They are comfortable in non-conversation. So even when they come to a networking event, you know, it’s not like they want to be all out in people getting to know them and meeting and so forth. But in that intimidation with that confrontation, just at least one person approach, one person, talk to them, get a contact and by getting contacts.” It’s not necessarily a matter of can I have your number, can I have your email address? |
| Abel | No its, can we connect on LinkedIn. I think that’s been a very helpful tool. Can we connect on LinkedIn? Can I follow you on LinkedIn? You know, things like that. And I’ll send you a message. I’ll send you an email, take it from there.” |
| Kartik | Well, that’s very true. And I also heard that Finns are shy at first, but once they become your friends or they are really in connection with you, there is no going back.” |
| Abel | Oh, yes.” |
| Kartik | Okay. So for international jobseekers out there, how can they stand out when applying to the SMEs? Any specific strategies or tips that you would recommend to international talents out there?” |
| Abel | Plenty of them. And someone in the consulting business, of course.” |
| Kartik | Of-course. Yeah.” |
| Abel | But yeah, this is the reason why we offer our expert coaching services. As I mentioned, that it’s structured, it’s methodical. We have been told to learn the language. You know, as internationals we have been told to make efforts to integrate, to network. We are just from talking about going into activities and events. You know, we’ve been told to volunteer all manner of things, and we are doing that.” |
| Abel | I would really give credit to the internationals. We are out there, but we still need to take one more extra step. We have heard, of course, of ensuring we customize our CVs to every particular job we apply. And we also have, you know, tips on killer cover letters. My advice is if it means a pain to get the services that will increase your chances of getting a job, then it is a worthy investment and it is worth considering.” |
| Abel | Let’s give maybe recruiting companies, professionals a chance. I guess they certainly know something or have an edge that we do not have. So I think Kartik these are conversations that we’ve never had. We’ve had all CVs, cover letters of networking or volunteering, but they are really local professionals who are willing to help. But unfortunately, those organizations, they are not charity organizations.” |
| Abel | You have to pay something. And I have seen internationals coming through and spending their money in other things. Yeah, beats in the club. At the bar..
Shopping. going out. |
| Kartik | |
| Abel | Yeah shopping, Buying your favorite ice cream.
|
| Kartik | of course
|
| Abel | And I’ll also say that there are services
out there for is you know, minimum amounts that you can pay for a professional service, a coaching service, someone who will help you, who will guide you, who will link you up.” |
| And they won’t do it for free. Unfortunately, they are funds. Yes. Yeah.” | |
| Kartik | Not just with defense. I mean, if you go out with any other country or society. Yeah, they are giving some professional advice or consulting. Either way, it’s worth nothing except I think you can get the same thing for free.” |
| Abel | Yeah.” |
| Kartik | With somebody else. Yeah. And what’s the edge with them.” |
| Abel | Exactly. And unless you try, you never know. And sometimes how cheap they are. Yeah. You know, you might just be afraid to say, Hey, it’s expensive. You know what? If I don’t get the job anyway? But. Well, you already don’t have a job now. And what if you don’t get it without paying? So you might as well. Which is why I’m saying it’s a it’s a necessary step that we might need to explore as internationals.” |
| Abel | It’s a worthy investment. I think so.” |
| Kartik | Or at least it could be a learning experience for you.” |
| Abel | Yes. Yeah.” |
| Kartik | More you can learn about the process or like you can meet with the experts to understand their perspective, their ideas, their thoughts. What advice do they have for you to get the job?” |
| Abel | Exactly.” |
| Kartik | It’s not always about the money. I mean, you can get the money recovered in like 2 days salary. Yeah.” |
| Abel | Yeah, absolutely. Yeah, yeah.” |
| Kartik | Okay. Now let’s talk about the recruitment process itself. How does the recruitment process looks like in SME? And what’s that one piece of advice that you would like to give for international jobseekers looking to get hired in an SME?” |
| Abel | Oh, brilliant question, and I’m glad that it builds to the conversation. Earlier on we talked about issues of autonomy and I even mentioned humility, which I did not explain. So, I think that would be my one piece of advice. We come with vast experiences and some of us, some of you anyway, high qualifications, some are genuine, but some are showmanship.” |
| Abel | What do I mean by that? Maybe you’re in a family business or small company or four people, but then on your CV you mention that you in operations and logistics manager or regional chief of logistics, you know, those huge terms that are not necessarily intimidating, but I think they’re just not exciting for the Finns. It looks good on paper and maybe you are gunning for a managerial role.” |
| Abel | That’s why you are putting all those titles in positions. But things are more interested in what you bring to their company more than what you wear or did in your previous roles. Finish Companies are not big on titles and positions. They are high on delivering results, brilliant ideas and attitude towards learning fast. Therefore, humility is essential. Big titles and high-sounding nothings, as I call them, will never impress a Finn.” |
| Abel | Demonstrate humility and skill.” |
| Kartik | Well, that’s true. There is no need of fancy or cliche words to put in your CV, especially in Finland.” |
| Abel | No, no Yeah. The Finns are interested in hiring someone who will get the job done. Not in hiring someone who has held a similar position or a similar role. You might come with a completely different background, but in an interview we are trying to assess how proactive you are. We are trying to assess your competencies.” |
| Abel | Yes, you’ve been in logistics, in operations or in human resources, but in this company, the simplified roles and tasks, we just need someone to take care of them.” |
| Abel | And contribute to the organizational growth. Are you able to deliver on those? And if it’s a yes, then yes. So demonstrate how you are actually going to deliver those key things.” |
| Kartik | The best part is Finn give chances even to the person who has a different experience.” |
| Abel | Exactly. Exactly. Yeah. You don’t necessarily have to be highly qualified in a certain trait for us to then say, okay, you are the perfect fit for this. But no, you are just supposed to be able to.” |
| Kartik | Finish the task.” |
| Abel | To finish the task.” |
| Kartik | As simple as that.” |
| Abel | That’s the most precise way to put it Kartik .” |
| Kartik | Okay. So before we wrap up, what message would you like to give to our listeners? And international talents out there.” |
| Abel | We’ve talked a lot, we’ve discussed a lot, we have said so much Kartik maybe in a sentence or two, let me say that for International’s Excellency is your best foot forward deliver results, be proactive, sharpen your competencies and give it your all, including your money to access professional help. If it increases your chances of getting a job.” |
| Kartik | Do Edupower also give this consultancy services to individuals or students, or only to the companies?” |
| Abel | Oh, brilliant. So Edu power actually offers its services to companies and those companies Kartik, they range from 10 million to 100 million turnover. And also we offer our services to individuals who come through and they want coaching services. We also work with universities. So students in VAMK, in Yliopisto, in Novia, we work with those students, particularly equipping them with a Lean Six Sigma principles.” |
| Abel | Exactly. So because we understand that these are universal principles, whatever field or trade you are into, in fact, that is exactly what organizations in Finland, because they are so many manufacturing companies, you know, it’s an industrialized economy. So they are looking for someone who will firstly reduce waste. Yeah.” |
| Kartik | And optimize the process.” |
| Abel | And optimize the process. Exactly. And just ensure that profitability is maximized. So it really does not have so much to do with your background or your qualifications. So that is our our client tell, students, individuals and companies as well. Yeah.” |
| Kartik | If internationals or like people out their or our listeners wants to want to contact Edupower for the consultancy service where they can reach out.” |
| Abel | In order to get hold of us. Edupoweryou can contact via email that is ipp@edupower.fi, ipp@edupower.fi, you can send an email there. we are based in 36 Wolfinite , brando also know as palosaari and you can visit our website eduPower .fi and LinkedIn as well.” |
| Abel | We are there you can just inbox send a message. It’s edu power on LinkedIn.” |
| Kartik | Well that’s a fantastic note to end on a huge thanks to you, Abel for sharing your experiences and insights. It’s evident that integrating international talents can greatly benefit SMEs by fostering innovation and enhance competitiveness. To listeners out there, I hope you find today’s episode helpful. Whether you are in SME looking to hire international talents or jobseekers trying to navigate the Finnish job market, there is so much potential when both the sides come together with clear expectations.” |
| Kartik | All you have to do is take one step at a time. Well, thanks for listening. Don’t forget to check out our other episodes for more stories and useful tips. In the next episode, we are going to explore the benefits of investing in yourself and the path to Entrepreneurship. So until next time, take care. Stay connected and keep moving forward.” |
| Kartik | Moikka. |
Smart Insights – Älykkäitä näkökulmia
How to Attract and Retain International Talents in Ostrobothnia – Voices of Tallent 2
SARJA | How to Attract and Retain International Talents in Ostrobothnia – Voices of Tallent 2
JAKSO | 2
KESTO | 27:29
Artikkelin pysyvä osoite
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