Reddal hires international students – and it pays off

Reddal, which offers a variety of business development services from strategy to operational development, knows that without a diverse team, there is no chance of international success. In addition to Helsinki, the company has branches in Korea, Malaysia and the Middle East, as well as an operation in Germany.

“Without international talent, I doubt that we would exist in our current form. We might be a small local consulting firm with no international perspective,” says Kun Cao, Director of Reddal's Helsinki branch.

Reddal’s work is project-oriented, and colleagues from different backgrounds help you understand the local market.

“If we want to operate in the Middle East, for example, someone from Finland or China might not grasp the local customs. We need someone with roots in the places we operate.”

HR expert Heini Leskinen agrees.

“Diversity is what gives us more know-how to provide better service to our customer companies. We learn from each other all the time. Being international is also good for the employer image: it says that we hire people purely on the basis of competence.” 

Recruitment is managed centrally from Helsinki, with the help of local teams. One way to gain expertise for the company is to recruit talents who are already studying in Finland.

To reach students, Reddal works with universities in Finland and around the world. LinkedIn is also used for recruitment. The services of Work In Finland are interesting.

Experiences of international students are positive. Leskinen commends their open and enthusiastic attitude.

“Many people are thankful that we don’t require Finnish skills. The international environment and the opportunity to travel are also interesting,” says Leskinen.

Reddal provides a diverse range of services, so students are also sought after from diverse backgrounds.

“If you only recruit economics students, for example, you tend to get people who are cut from the same cloth. That can be effective, but boring. We want diverse perspectives and backgrounds, as problem-solving requires creativity,” Kun Cao reflects.

“In our applicants, we value the ability to solve problems, analytical thinking and willingness to go outside their comfort zones.”

The diversity of our work community is prominent in everyday work. For example, a chat over lunch can open someone up to a completely new perspective.

“An Asian colleague once told me that he supports his sister's studies. A Finnish co-worker was puzzled: ‘does the state not pay for that?’ This sparked a meaningful discussion about the role of family across different cultures” describes Kun Cao.

Reddal invests in employee training. In addition to internal and project-specific training, every new employee – no matter where in the world they are posted – is flown to Helsinki for a joint onboarding.

“This creates a comprehensive foundation for both the company's internal processes and the skills they need for their jobs. Side events, such as after work outings, boost the sense of community,” says Leskinen.

Everyone also gets a personal ‘career mentor’, who provides support, helps to discuss career goals and aspirations, and supports connecting those goals to the opportunities provided by Reddal. At first, training courses to support career development are held yearly, after which they depend on the need and progress.

Kun Cao himself is an example of career development opportunities – he also interned at Reddal during his studies. Originally from Shanghai, he came to Finland to pursue his studies.

Now, he encourages Finnish companies to boldly hire foreign experts – including students who are already in Finland.

“Many people are afraid of the first step, but this is not rocket science. Start with just one international expert and see what benefits it brings.”