RECRUITING

Start recruiting!

Once you have surveyed the need for workforce, you can start recruiting the top professionals for your restaurant. Employees are one of the most expensive investments of your company, so you should carry out the recruiting with care. For the employee, the recruiting process is also a comprehensive experience that largely defines the image of your company as an employer.

At best, a successful recruitment is a profitable decision with long-term effects for your company that grows your business and offers your employees an opportunity to advance their careers.

You can search for a suitable employee, for example,

• through the TE Office.
• From social media or on your own website.
• With the help of a recruiting partner.
• With a newspaper advertisement.

Good luck with the recruiting!

JOB INTERVIEW

The interview is usually divided into three phases:

• Establish a good conversational connection and create a first impression of the interviewee.
• Find out how motivated the interviewee is to work in your company. Ask questions about the interviewee’s career and personality as well as values and attitudes.
• Go through the practical issues related to the work: salary, working hours and commencement of the employment relationship. Tell the interviewee how the recruitment process continues and when the interviewee will receive information about the selection. Remember to send a message about the recruitment also to non-chosen candidates when the recruitment process is completed.

It is not allowed to address the following topics in a job interview:

• religion
• family relationships
• sexual orientation
• political beliefs.

EMPLOYMENT RELATIONSHIP

Hiring an employee brings with it several obligations for the employer. Ensuring the fulfilment of obligations benefits the employer.

As stated in the Recruitment section, a good employer image is important when hiring new employees. When the company has a good employer image, the company is most likely regarded as an attractive company. A good employer has a better retention of employees.

Please remember that the same employment relationship provisions concern all the employees.

A foreigner working in Finland needs a work residence permit, if it is not allowed to work under other residence permit or without a residence permit. The TE Office will make a partial decided on the employee’s residence permit before the Finnish Immigration Service decides on the final granting of the permit. EU citizens as well as the citizens of Norway, Iceland, Liechtenstein and Switzerland do not need a residence permit.

The collective agreement lays down the employment conditions to the complied with; familiarise yourself well with the collective agreement of your sector before signing the employment agreements.

WORKING HOURS

Regular working hours for a full-time employee are a maximum of 112.5 hours in three weeks. Working hours are determined in three-week periods, and the working hours adjustment system may also be used.

The employer and employee agree on either the fixed minimum working hours during the three-week period or an average minimum working hours during the three-week period using the employment agreement. If the employer needs more employees for tasks suitable for its temporary employees, the employer must offer this work to the temporary employees.

Check the collective agreement provisions concerning the daily minimum and maximum work hours, rest periods, night work and sequencing the working day.

Work schedule

The work schedule must be prepared in advance and placed on the bulletin board or another place where all the employees can see it at least one week before the start of the three-week period, unless otherwise agreed on case-by-case basis.

Remember the following points when preparing the work schedule:

• The work schedule must be prepared through means other than using a pencil. The three-week period starts always on Monday. The turn of the year does not divide the period.
• The work schedule must indicate the start and end times of the shift as well as the days off.
• It is not allowed to change the work schedule without the consent from the employee and the employer.
• When preparing the work schedule, the provisions of the collective agreement must be considered, for example, concerning special public holidays and annual holidays.