7 Steps to Onboarding International Employees in Finland

Hiring international talent is only half the battle. The real challenge, and opportunity, begins after your new employee arrives in Finland.

A great onboarding experience can be the difference between an employee who thrives and stays for years, and one who starts updating their LinkedIn profile after their first Finnish winter.

For international employees, onboarding goes far beyond introducing them to their colleagues and showing them where the coffee machine is. They are often navigating a new country, language, culture, and way of life all at once.

The good news? With the right approach, employers can help international hires settle in faster, become productive sooner, and feel genuinely welcome.

Here are seven practical steps to successfully onboard international employees in Finland.

Step 1: Start Before They Arrive

One of the biggest mistakes employers make is treating onboarding as something that starts on the employee's first day. For international hires, onboarding should begin weeks, or even months, before arrival.

The period between signing the contract and moving to Finland can be stressful. Employees are often dealing with visa applications, housing searches, paperwork, and saying goodbye to friends and family.

You can make this process much easier by:

• Providing clear relocation information

• Explaining the residence permit process

• Sharing guides about life in Finland

• Helping with accommodation options

• Adding spouse and children to the onboarding plan

• Answering questions quickly

A simple welcome email with useful resources can significantly reduce uncertainty and build excitement about the move.

Remember: The first impression of your company starts long before the first working day.

Step 2: Help with Practical Settling-In Tasks

Imagine landing in a new country and immediately needing to figure out banking, taxes, healthcare, transportation, and government paperwork. That is the reality for many international employees. While they are responsible for their own paperwork, employers can make the transition much smoother by providing guidance and support.

Some common tasks include:

• Registering with Finnish authorities

• Obtaining a personal identity code

• Applying for a tax card

• Opening a bank account

• Setting up a mobile phone plan

• Understanding healthcare services

Many companies assume employees will figure everything out themselves. In reality, even small amounts of support can dramatically improve the onboarding experience.

Step 3: Explain Finnish Workplace Culture

Finland has a unique work culture that can be surprising for newcomers. In many countries, workplaces are highly hierarchical. In Finland, things tend to be much more informal.

International employees may be surprised when:

• Everyone calls the CEO by their first name

• Meetings are short and direct

• Employees are expected to work independently

• Silence is considered normal

• Work-life balance is genuinely respected

Without proper explanation, these differences can create confusion. A short introduction to Finnish workplace norms helps employees understand expectations and avoid misunderstandings. And yes, you should probably explain why nobody talks in the elevator.

Step 4: Assign a Workplace Buddy

Starting a new job is challenging. Starting a new job in a new country is even harder. A buddy system is one of the simplest and most effective employee onboarding tools available. 

Assign an experienced colleague who can:

• Answer everyday questions

• Introduce team members

• Explain company practices

• Help navigate workplace culture

• Provide social support

Sometimes employees feel uncomfortable asking managers basic questions.A buddy gives them someone approachable they can turn to when they need help.

Questions like:

• How does lunch work here?

• Do people actually use the sauna at company events?

• Why does everyone disappear at exactly 4 PM?

These small questions matter more than many employers realize.

Step 5: Support Integration Beyond Work

Successful onboarding does not stop when the employee leaves the office. International employees who build a life outside work are much more likely to stay long-term.

Employers can support integration by:

• Sharing information about local communities

• Recommending hobbies and clubs

• Introducing networking opportunities

• Encouraging participation in company events

• Helping families settle into the community

The stronger an employee's connection to Finland, the stronger their connection to your company becomes. This is particularly important for employees relocating with spouses or children. If the whole family feels at home, retention rates often improve significantly.

Step 6: Provide Clear Communication and Expectations

Many international employees are working in their second, or even third, language. Even highly skilled professionals can struggle with unfamiliar terminology, workplace jargon, or cultural nuances.

Managers should:

• Communicate clearly and directly

• Avoid unnecessary jargon

• Confirm understanding

• Encourage questions

• Set clear goals and expectations

Do not assume silence means understanding. In Finland, silence can mean many things. For international employees, it can sometimes mean; I am not sure what you mean, but I am too polite to interrupt. Regular check-ins help identify misunderstandings before they become problems.

Step 7: Continue Onboarding After the First Month

Many companies treat onboarding as a one-week process. In reality, international onboarding often takes six to twelve months. Employees may face challenges long after they have settled into their role.

For example:

• The first Finnish winter

• Language barriers

• Social isolation

• Family adjustment issues

• Cultural differences

Successful employers continue providing support through:

• Regular one-on-one meetings

• Employee feedback sessions

• Mentoring programs

• Professional development opportunities

• Integration support services

The goal is not simply helping employees survive their first few weeks. The goal is helping them build a successful long-term future in Finland.

Final Thoughts

International recruitment can help Finnish companies access skills, perspectives, and talent that may be difficult to find locally. However, attracting talent is only the beginning. A thoughtful onboarding process helps international employees feel welcome, confident, and connected, not only to their workplace, but also to Finland itself.

When employees feel supported both professionally and personally, they become more productive, more engaged, and more likely to stay for the long term. And that is good for everyone.

At Intero Integration, we help employers go beyond recruitment by supporting international employees throughout their relocation and integration journey, creating smoother transitions, stronger teams, and better retention outcomes.