Applying for a job at the Ministry of the Interior

Each year, the Ministry of the Interior recruits around 30–40 new employees.

The central government recruitment process involves certain steps that may prolong the process. From the publication of the job advertisement, it may take three to four months before the new employee can start working. Learn more about the different stages of our recruitment process below.

Applications

We advertise all our vacancies in the Valtiolle.fi recruitment service. To apply, fill in an application form on the website. You are asked to provide information on your education and training, previous work experience and other skills and competence.

At Valtiolle.fi, you do not need to submit a separate CV when applying for a position. As we cannot accept late applications, you must submit your application within the application period.

Some ministry posts have statutory qualification requirements, such as a Master’s degree or management experience, which applicants need to fulfil before they can be considered for appointment. Not all roles have qualification requirements.

Besides the required qualifications, the job advertisement describes what else is expected or desired of the applicants. We will only compare applicants on the basis of the criteria given in the job advertisement.

When the application period has ended, we will go through the applications and send out invitations to the interviews after one to two weeks.

Vacancies | valtiolle.fi recruitment service

Interviews

We will invite to the interviews those candidates whom we consider, based on their applications, best to meet the requirements and other criteria detailed in the job advertisement. There can be one or more interview rounds.

We usually invite candidates to an interview over the phone. We will hold the interviews either on the Ministry's premises at Kirkkokatu or online.

In the interview, we will discuss the candidate's work history, education and training and consider them against the position’s requirements. When recruiting for a position, we will use the same interview structure for all the candidates to ensure impartiality. The interview is intended to provide both parties with information, which means that the candidate can also ask detailed questions about the job description and our work community.

After the interviews, we may also conduct a suitability assessment. We will always inform the candidates separately about the suitability assessment during the recruitment process.

Selection and security clearance

Before a proposed candidate can be appointed, they must undergo a security clearance. Since we deal with national security on a daily basis, our staff members are required to have a valid security clearance to work at the Ministry. The security clearance also protects public officials. For example, it is used to confirm that the candidate will not be at risk of being pressured.

The security clearance is a background check carried out by the Finnish Security and Intelligence Service, and it can be either basic or comprehensive, depending on the nature of the position filled. The Finnish Security and Intelligence Service usually conducts basic security clearances on the basis of register data, but it may also invite the candidate to an interview, if needed. The candidate's consent is always needed for a security clearance. It takes about 4–7 weeks to complete the checks.

Further information: Security clearances | Finnish Security and Intelligence Service supo.fi

Notification of the decision and appeal (if any)

When the security clearance has been completed and a candidate appointed, we will notify all applicants of the decision either by email or, if an applicant so wishes, by post. The decision specifies the grounds for the selection. Applicants can also contact the Ministry's Registry to request for a more detailed appointment memorandum or other information regarding the decision.

Applicants may appeal the appointment decision to an administrative court or the Supreme Administrative Court under section 59 of the Public Servants Act (750/1994). It is not possible to appeal against certain appointments (e.g. fixed-term contracts shorter than two years). Instructions for appeal are always attached to the appointment decision when appealing is possible.

Starting work 

Once the appointment decision has been made, the selected person receives an electronically signed letter of appointment. Since public officials do not conclude employment contracts with the central government, the letter of appointment contains the terms of the public-service employment relationship. After this, the supervisor agrees on the details of the start of the employment with the new employee and starts planning the orientation.

Welcome to the Ministry of the Interior!