Are you brave enough to hire diverse young talent? Do you boldly hire based on skills, or do you settle for just a nice person?
This post is currently available in Finnish; please see the original post here.This summer, there are a record number of summer jobs available. That’s really great, but unfortunately it doesn’t apply equally to all young people.Young people with disabilities and immigrant youth still have a hard time getting even that first summer job—even harder than those under 18, for whom getting a summer job also takes a lot of hard work.
Why is this the case? Don’t we have enough time and courage to take a moment with a young person and look beyond their physical disability or limited Finnish language skills: What are their skills, educational background, attitude, and motivation toward work?
Are we afraid of damaging our reputation? — what if we mess up in the summer job posting, the interview, or the onboarding? At the same time, we repeat like a mantra how we want to recruit new perspectives and new skills. Unfortunately, we often end up falling back on the old, familiar formula—recruiting an outgoing, so-called “nice guy.”
When you’re hiring, take a moment to think about what kind of skills are actually needed for the summer job you’re offering. Does it require all the senses: sight, smell, hearing, touch, balance, and spatial awareness? Or perhaps a good attitude, enthusiasm, and motivation, as well as training in a specific field? Is it important that the summer employee be able to small talk in the break room, or that they passionately focus on the summer job, even if their social skills are so-so?
Finland thrives on exports, which is why knowledge and skills related to international affairs are highly valued in the business world. Our country is already full of global citizens, and they represent a major resource and competitive advantage for us—if only we know how to make wise use of their expertise. By blending our own ideas with the unique characteristics of another culture, we can create unique products and experiences for ourselves and the world.
Summer employment opportunities for immigrant youth shouldn’t be held back by the requirement of perfect Finnish language skills, since not every summer job requires that. After all, our own language skills aren’t always top-notch, and yet business still gets done. Language skills improve as a result.
Employers who have hired young people with disabilities and immigrant youth for summer jobs emphasize that the entire workplace has learned a great deal from these young people. The number one thing has been the young people’s sheer joy in their work and high motivation. Even the most cynical employee’s heart melts when a colleague excitedly shouts every morning on the way to work, “ “Hey, I’m here to work!”!"
Another important issue is greater openness in the workplace. At first, many employers found it difficult to openly acknowledge within their work community that they had hired summer workers with disabilities, and what that entailed. Employers have hesitated to ask whether it is appropriate to use the term: disabled. Is it okay to ask a summer worker with a disability directly what kind of support they need, or to call things by their proper names in challenging situations?
Openness, the ability to address issues immediately, and the skill of speaking frankly in a positive spirit have improved significantly in these workplaces as a result of hiring people with disabilities. Ask people what they think. Don’t make assumptions based on your own perspective, because you might misinterpret things completely.
The third important issue is tolerance for diversity. Workplace bullying is alarmingly common in Finland. I would argue that we do not readily tolerate different personalities. Everyone is expected to be cut from the same cloth. This is also evident in recruitment—we tend to hire people who are just like us.
When we open our eyes, we realize just how many great and capable people there are in our workplace. They may have different ways of doing things and expressing themselves, but they know their stuff. And in the end, that’s what really matters!
Many employers would certainly like to hire people with disabilities and young immigrants, but they are hesitant to do so. Employers are concerned, for example, about what a job posting should look like, what questions they can ask during a job interview, and what they need to take into account in the workplace.
However, there are top experts in Finland who will guide you through the entire process: the Vamlas Foundation for Children and Youth with Disabilities, Plan International Finland, the Autism Foundation, and others. Give these organizations a call or send them an email, and you’re sure to receive enthusiastic help and support. So don’t let fear stop you from recruiting these wonderful young people!
Did this spark any ideas? Please contact us:
Päivi Salminen-Kultanen
Business Director
eMBA, MMM
paivi.salminen-kultanen@reptrust-staging.fi-p.seravo.com
+358 440 727 9717
T-Media has extensive experience in planning and executing creative campaigns designed to enhance employer branding. You can find more information about our employer branding serviceson our product pages.
