Tools for cooperation with SMEs New Competence for SMEs .

1. Tools for cooperation with SMEs New Competence for SMEs.

2. Contents Educational institutions can freely use the slides and adapt them to their own purposes. The material is subject to a Creative Commons licence and freely available. Please remember to cite the source. 1. Talents for the different needs of different companies 2. Different ways of benefitting from international talents 3. Next steps

3. Talents for the different needs of different companies.

4. Talents for different needs Companies have different needs The primary needs that motivate companies to host an international talent may vary, even if several motives often apply simultaneously.

5. Companies aiming abroad. Interest in recruiting an international talent Extra pair of hands for productive work LOWHIGH Internationalisation of business LOW HIGH Innovation/development LOW HIGH Workplace development LOW HIGH The company is launching export activities/international cooperation or is already operating in the international market. The student is typically recruited for a project-type task, for example to carry out market research and share his/her local knowledge. The company’s other employees also develop their language skills and improve their cultural knowledge.

6. Experiences of companies aiming abroad ” The trainees have carried out market research, initial analyses and searches for partners, as well as researched reseller profiles. A great help in projects. (Export promotion entrepreneur, Northern Ostrobothnia) ” The young people produced marketing material for the company, did translations and wrote press articles. They had more knowledge of the right publications and blogs, and they speak the local language. A really positive experience. (Art sector entrepreneur, Northern Ostrobothnia) ” The talents’ language skills supported the localisation of our products. (Technology sector company, Southwestern Finland)

7. Talent hunters. Interest in recruiting an international talent Extra pair of hands for productive work LOWHIGH Internationalisation of business LOW HIGH Innovation/development LOW HIGH Workplace development LOW HIGH Many companies already are international, and the talent’s background thus makes no difference The company recruits talent e.g. for short-term development tasks or a long-term employment relationship that may start while the talent is still a student. The international talent is expected to have special skills or an ability to develop, or to contribute new viewpoints to development work in which his/her education and/or cultural background is an advantage.

8. Experiences of talent hunters ” Certain competence for a specialised research project. In a small speciality field, we already know all Finnish experts, so this is a natural way of expanding our competence in an international field. (Technology sector company, Southwestern Finland) ” We have given students work placements to support their learning, and thus some of them have been recruited to the company. For product development and marketing tasks. (Information and communication sector company, Northern Ostrobothnia. ” When we want to develop something new, we recruit a student to do it as his or her thesis. This is an inexpensive way to test a new idea. (Industrial sector company, Southwestern Finland)

9. Companies aiming for internationalisation at home. Typically, the company has recruited an international talent as extra help for productive work and routine tasks. Another key reason may be a need to build up other employees’ competence in serving foreign customers. Interest in recruiting an international talent Extra pair of hands for productive work POORHIGH Internationalisation of business LOW HIGH Innovation/development LOW HIGH Workplace development LOW HIGH In addition to an extra pair of hands, the company gains international influences and a possibility for language immersion. A key benefit is developing the work organisation and its practices. This may take place as daily tasks are looked at with new eyes or induction practices are reviewed.

10. Experiences of companies aiming for internationalisation at home ” They help us with our daily routines, we gain international experience and language skills. (Agricultural sector entrepreneur, Lapland) ” They bring our staff international awareness and a cheerful change to our routine work. Everyone tried harder in their own tasks when they were instructing a student. And our language skills also improved!(Hotel sector entrepreneur, Central Finland) ” The international expert turned our company’s atmosphere more international, improved other employees’ language skills and contributed new viewpoints to our routines.(Catering sector entrepreneur, North Ostrobothnia)

11. Companies with a high sense of corporate social responsibility. When requested to do so, these companies host trainees for short periods. They often have well-established relations with an educational institution, and receiving foreign students may be part of a larger cooperation pattern. Interest in recruiting an international talent Extra pair of hands for productive work LOWHIGH Internationalisation of business LOW HIGH Innovation/development LOW HIGH Workplace development LOW HIGH The company gains an extra pair of hands for routine tasks, while the employees improve their language skills and cultural knowledge. Corporate social responsibility is also often seen as a valuable factor for the company image that is appreciated by the customers.

12. Experiences of companies with a high sense of corporate social responsibility ” We want to support the educational institution by offering a placement, foreign students bring us a bit of variety, our employees improve their language skills, and even their attitudes may change. (Construction sector entrepreneur, Kainuu) ” We wanted to offer a foreign student an opportunity to familiarise himself with Finnish working life. (Vehicle repair shop, North Karelia) ” Different ways of working, and reconciling them. Learning language and culture. The customers enjoyed getting to know the student. They were proud that we had given her a job. The experience is always unique. (Beauty sector entrepreneur, Kymenlaakso)

13. Different ways of benefitting from international talents.

14. Different ways of using international talents: Higher education trainee • Trainees bring new possibilities for internationalisation. • Students possess the most recent knowledge in their field. • Trainees contribute new viewpoints, tools and ideas to the workplace. • A placement is a good opportunity to get to know new talents in the field and introduce the organisation to potential employees. • During the placement, the employer gets a good idea of the student’s skills. BENEFITS 2-6 months Length Round the year Timing Student’s pay Cost Space needs Workstation There are some variations between different higher education institutions’ practices. For example, pay support may be available from a HEI. A workstation is also not always necessary.

15. Different ways of using international talents: Thesis BENEFITS • An opportunity to access the most recent research knowledge and use the language and cultural skills of the international talent. • The topic of the thesis can be tailored to the company’s needs. • The company receives immediate results aimed at solving its practical research problem. • The thesis process is supervised by a teacher who is an expert of the field. The criteria applied to theses guarantee their good standard. • Commissioning a thesis is a good opportunity to get to know new talents in the field. 4-10 months Length Round the year Timing Case by case Cost Space needs Not necessary There are some variations between different higher education institutions’ practices.

16. Different ways of using international talents: Student project BENEFITS • International talents can contribute new perspectives as well as language skills and cultural knowledge. • The project is based on a practical problem specified by the company. • Student teams may develop ideas produced by companies into products and services or, for example, develop marketing and sales. • The thesis is supervised by experts representing the higher education institution and the employer. Interaction between education and working life helps the company “keep its finger on the pulse”. • Project work is a good opportunity to get to know talents in the field and introduce the company to them. As required Length During semesters Timing Cost Case by case Space needs Not necessary There are some variations in the practices of different higher education institutions.

17. Different ways of using international talents: VET students in work placement BENEFITS • International talents can contribute new perspectives to the company’s practices and, for example, product development. • The company gains an extra pair of hands and can benefit from the student’s work input. • The personnel’s intercultural and language skills improve. • The student may bring knowledge of new working methods, new ideas or viewpoints to product development. • An international student may have a positive impact on the company image and be appreciated by the customers. 1 week – 4 months Length During semesters Timing Cost No cost Company's facilities Space needs There are some variations between different vocational institutions.

18. Different ways of using international talents: Recruiting a student or a newly graduated talent As agreed Length BENEFITS  • All of the benefits listed above are possible! • The student is highly motivated and does not expect a permanent job straight away. • Degree students studying in Finland already have the necessary permits: a student who has a residence permit does not need a work permit for working part time or during the holidays. A graduate may apply for a work permit if he or she has a job. Round the year Timing Cost Pay As agreed Space needs

19. Next steps.

20. Challenges and solutions Challenge  Solutions  • In what tasks could the student's language skills be an advantage? In what tasks are the national languages not needed? Reflect. The most common benefit for companies has been improved language skills: hosting a student is a natural way of practising a language. Inadequate language skills/no common language True, but the time spent on supervision is not necessary lost from business; it may open up new possibilities. Specify the job description and provide clear instructions – an excellent opportunity to improve the company's induction training and management practices. Guidance takes up time and resources Make sure that the student is provided with clear guidance and induction concerning the workplace rules. Competence is not bound by cultural boundaries. Cultural differences Not as bad in reality as companies often fear. The educational institution or HEI may offer support during a student’s studies. Help with recruitment is available from the authorities. Bureaucracy • Contact e.g. a local educational institution or use the regional or national student recruitment platforms How to get started?

21. Employer - follow these steps! 1.Determine the need clearly 2. Initiate the recruitment 3. Provide adequate guidance 4. Receive the international talent openly 5. Monitor and assess • What sets of tasks does the company have that could be assigned to the student? • Could the tasks also be completed in English, or could the student's language skills even be an advantage? • Does the company need particular cultural knowledge or new perspectives to performing a task? • Educational institutions and HEIs can also support you in formulating a project.

22. Employer - follow these steps! 1.Determine the need clearly 2. Initiate the recruitment 3. Provide adequate guidance 4. Receive the international talent openly 5. Monitor and assess • Contact a local educational institution or HEI or use the national student recruitment platforms. • Also note the language used in the recruitment ad.

23. Employer - follow these steps! 1.Determine the need clearly 2. Initiate the recruitment 3. Provide adequate guidance 4. Receive the international talent openly 5. Monitor and assess • Responsibility for guiding the student must be assigned clearly, and the tasks must be specified accurately enough.

24. Employer - follow these steps! 4. Receive the international talent openly 1.Determine the need clearly 2. Initiate the recruitment 3. Provide adequate guidance 5. Monitor and assess • Make sure that the student can feel part of the work community. Ensure that adequate induction training and introduction to the work community are provided.

25. Employer - follow these steps! 1.Determine the need clearly 2. Initiate the recruitment 3. Provide adequate guidance 4. Receive the international talent openly 5. Monitor and assess • Both a student and a hired employee need feedback on how their manage their tasks and on their progress. At the same time, you can make sure that no problems arising from possible differences in work cultures will emerge.

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