OP Uusimaa OP’s survey: Finland needs talent – How to retain international professionals
Finland needs more and more international talent to compensate for the population decline and competency gap. However, companies’ hard work to recruit such talent is wasted if they fail to engage their professionals. A survey commissioned by OP Uusimaa outlines the practical measures that help companies engage international talent.
In an interview survey commissioned by OP Uusimaa, OP Customer Insight and E2 Research studied the practical measures that companies had adopted to retain their international talent. Twenty representatives of mid-size and large companies were interviewed for the survey in March–June 2025.
“Previous surveys have shown that around half the workforce that move to Finland leave the country within ten years. This makes it important to consider how we can retain international professionals. The survey sought to determine which engagement measures companies have found to work well,” says Marjukka Varis, Head of International Customers at OP Uusimaa.
Companies have an important role in engagement
The survey indicates that companies consider they play an important role in improving retention. Engagement does not happen automatically – companies must work actively to engage their international talent. It is critical to support employees in integration and language studies and in helping their spouse find work, for example.
“Failure to do so may considerably erode engagement. A lack of social and professional networks also increases the risk of the professional and their family leaving Finland,” says Marjukka Varis.
The life situation and needs of international talent arriving in Finland vary widely. It’s not the same arriving with a family as it is coming alone. Different situations require different measures from the employer. The survey highlights the importance of recognising the personal situation of new arrivals and planning engagement methods accordingly.
It is also important to balance promises and reality. While marketing Finland as an attractive place to live and work, it is essential to present a truthful account of the company and the position available. Candidates must be offered comprehensive information about the company, their role and career advancement.
- “A company recruiting international talent must ensure a good match between both parties’ expectations. This ensures that the expectations of the employer, work content and career advancement are realistic. It’s equally important that the incoming person understands the kind of culture and country they are moving to,” says Marjukka Varis.
Tips for engaging international talent based on the survey:
- During the recruitment process preceding the employment relationship, it’s a good idea to consult international employees, as they can relate to the person being recruited based on their own experience and address their questions and concerns.
- At the outset of the employment relationship, the employee should be introduced to Finnish society and daily life and guided to the services available. It may be challenging for new employees to navigate bureaucracy in an entirely new environment, which is why they need support. The buddy approach also works well in new employee orientation.
- Many international professionals arriving in Finland expect an opportunity for career advancement. Ensure that international talent has equal opportunities to influence and participate in decision-making in the workplace.
- Language skills in Finnish – and Swedish – are surprisingly important for the integration of international professionals into Finnish society. Even if the company’s official language is English, it’s advisable to offer professionals the opportunity to learn and be exposed to Finnish at work.
Read more about the survey: Companies' solutions for retaining international talent in Finland
The survey was conducted as qualitative interviews with 20 professionals from mid-size and large companies. The companies, located in the Uusimaa region, mainly represented the ICT sector, including gaming, and the green transition sector. The survey was conducted in cooperation with OP Customer Insight and E2 Research, and the interviews were conducted in March–May 2025.