Koskisen’s international recruitment training programme has now been implemented for the second time. The programme provides a structured pathway that supports the recruitment of international professionals to production roles while also strengthening the entire work community’s readiness to operate in a multilingual and multicultural working environment.
The programme was carried out in cooperation with Päijät-Häme Employment Services, Salpaus Further Education, Koskisen, and International Work Lahti (IWL). Prior to launch, suitable workstations and competence requirements were defined in close collaboration with supervisors and HR.
The objective of the training pathway is to provide a clear and controlled route into production roles. During the programme, participants learn practical work tasks, develop their Finnish language skills, and become familiar with Koskisen’s operating practices.
“International recruitment training enables us to build a functional pathway into employment while ensuring that our work community is prepared to welcome new employees and support their learning,” says Minna Luomalahti, HR Director at Koskisen.
A structured pathway supporting learning and employment
The recruitment training lasted four months and consisted of instruction related to occupational safety, production processes, and Finnish language studies, combined with on-the-job learning. Each month included one week of classroom-based theory and three weeks of practical training alongside designated workplace instructors. Finnish language learning was integrated throughout the programme, both in classroom sessions and in everyday workplace situations.
According to participants, the training played a significant role both professionally and personally. It offered an opportunity to gain employment, develop Finnish language proficiency, and become familiar with Finnish working life in practice. The programme was also perceived as a pathway to integration into Finnish society. Support from workplace instructors and supervisors was considered essential to the success of both the training and daily work.
During the training period, participants were not employed by Koskisen but worked the same shift patterns as their instructors. Upon completion, participants were offered fixed-term employment contracts if the programme objectives had been met. Five members of the group were offered eight-month fixed-term contracts, during which weekly Finnish language instruction continues. The aim is to transition to permanent employment as language proficiency develops.
The first group established the foundation for Koskisen’s international recruitment model. All participants from the first group are currently employed by the company.
The role of the work community is central to success
International recruitment training extends beyond the participants to the entire work community. Supervisors and workplace instructors received preparatory coaching in cooperation with IWL to equip them to engage with international employees and support their learning. The coaching focused on the use of plain language, clear instruction methods, and everyday interaction practices.
“Workplace instructors play a key role in building new competence and ensuring safe working practices. Daily support and working together are critical factors in making the training pathway effective and enabling new employees to become part of Koskisen’s operations and integrate into society,” Luomalahti explains.
For instructors, the programme also represents a valuable learning experience. Guiding international employees has introduced new perspectives on onboarding, clear communication, and articulating one’s own work processes. At the same time, instructors have been able to further develop their own competence and methods for supporting learning at the workstation level.
International recruitment training is one means of addressing future competence needs and developing practices that strengthen Koskisen’s readiness to recruit international professionals in the years ahead.