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RECRUITMENT INSIGHTS ACROSS FINLAND AND SWEDEN : WHAT ’ S TRENDING ?
Recruitment trends often reflect broader workforce dynamics , and Finland and Sweden are no exception . Businesslike ’ s Senior Consultant and co-founder Marju Vuorensalmi recently spoke with Joakim Avikainen , Head of HR at Swedish Debe Flow Group , to explore the key recruitment topics on both sides of the Baltic Sea . Joakim , who recruits for Debe across the Nordics and Europe , shared his perspective on what ’ s hot in recruitment and how these trends impact hiring strategies .
When asked about Finland ’ s top recruitment concerns , Joakim agreed they ’ re equally relevant in Sweden . He noted , however , the increasing importance of employer branding in the Swedish market . In larger cities like Stockholm , the competition for talent remains intense , especially among younger workers , and companies are investing increasingly to attract their target candidates .
Here are five central recruitment topics shaping the conversation in Finland and Sweden :
1 . Remote vs . in-office work The debate over remote versus in-office work remains heated . “ Traditional companies pushing for in-office work are struggling to recruit in Stockholm ,” Joakim says . While many businesses have started asking employees to return to the office , candidates often expect flexibility . Post-pandemic , many companies allow pets in the workplace or longer lunch breaks for dog-walking , creating a more flexible work culture to appeal to talent .
2 . Age diversity In Finland , the challenges faced by job seekers over 55 have been widely reported . Joakim recognizes the phenomenon , but asserts that age is not a hiring barrier at Debe Flow Group . Debe ’ s focus is on performance and motivation , he explains , sharing the example of a 61-year-old Sales Manager recently hired based on his high energy and expertise . Joakim emphasizes that a positive experience with a diverse range of employees reduces bias in future hiring decisions . Debe ’ s priority remains finding the best-fit candidates , regardless of age .
3 . Employment gaps Value potential over perfect resumes ! “ We can ’ t afford to miss a good candidate because of a career break ,” Joakim notes . While unexplained or frequent job-hopping can be a red flag , he believes in giving candidates the chance to clarify . In Finland , more candidates are leaving roles without having a new job lined up – a trend Joakim finds surprising . In Sweden , leaving a job without a new offer can mean months without unemployment benefits and a wider geographic job search , discouraging risk-taking among job seekers .
4 . Industry experience : overrated ? While many Finnish job ads list industry experience as a musthave , Debe Flow Group usually treats it as “ nice to have .” Joakim believes companies should prioritize a candidate ’ s values , motivation , and trustworthiness . He shared the story
24 HR viesti 1 / 2025