Hiring young talent in Finland isn't about flashy campaigns or ping-pong tables in the office. It's about understanding how to align with what early-career professionals actually care about: meaningful work, learning opportunities, and real career progression.
Understand the system
Most young professionals in Finland come through the university or university of applied sciences system. Internship programs are often mandatory, and many students are open to part-time roles during studies. This creates an ideal entry point for companies to connect with talent early.
Tap into partnerships with institutions. Companies that build strong ties with universities (particularly AMKs) get access to internship candidates and visibility in course projects, career fairs, and student events.
Move fast and cut the noise
Young talent often receives multiple offers, especially in tech and business roles. Long processes, unclear job descriptions, or outdated career pages are immediate turn-offs.
Be clear on what you're offering, what the role looks like, and how the candidate can grow. Don't list every minor responsibility. Instead, focus on impact. How does this role matter?
Also, keep your process short. You're not hiring a CFO. Two rounds is enough. If you can't make a decision based on that, your interview process is broken.
Show the growth path
Most students and graduates are not just looking for "a job." They want to know what comes after the internship or entry-level role.
Map out a realistic growth path and communicate it clearly. Show examples of people who started in junior roles and grew into other positions. This makes your offer more compelling than another company offering the same pay.
Provide real responsibility
Gen Z talent is motivated by purpose and progress. If your internship or junior role involves only admin or shadowing others without any ownership, they'll move on quickly.
Even junior hires can own a process, a channel, or a defined project. Structure support around that. Give autonomy, but provide guardrails and feedback.
Employer brand is word-of-mouth now
Students talk. If your process is respectful, if your team is supportive, if the learning is real—they will recommend you to their peers.
Forget polished videos and slogans. Focus on making the actual experience better. That's what drives young talent your way.
TL;DR
- Work with universities
- Keep your hiring process short and clear
- Offer real responsibility
- Show a growth path
- Make the actual experience your brand
Recruiting young talent in Finland is more about getting the basics right than chasing gimmicks. If you do that, they'll come—and stay.