Project Context and Scope
This home-based, remote consultancy aims to support IOM Denmark and IOM Finland’s engagement with the private sector, primarily Confederation of Danish Industry (DI) and Helsinki Region Chamber of Commerce as well as other industry groups and their members, to develop country-level Road Maps for private sector collaboration.
Background:
In Denmark: Recently, the Danish government announced easing access for foreign workers from 16 countries1. This decision is a result of negotiation between Danish Employers’ Association (DA) and the Danish Trade Union Confederation (FH). It is based on the needs of Danish employers and opens an opportunity to explore safe and orderly labour pathways to Denmark based on selected labour mobility corridors identified as per employer operational needs, existing regulatory and operation context in Denmark and targeted origin countries.
Employers in Denmark welcome the decision and expressed interest in the new scheme. At the same time this reality is new to them. Currently the employers are beginning to look into practical implementation; considering opportunities, issues and potential challenges, as well as the potential and impact a well-designed and organized implementation of the scheme can bring.
In recent discussions, DI expressed interest to collaborate with IOM Denmark to assist them to work out the details of implementation. Other employer groups in Denmark are also interested.
In Finland: The Finnish government has strengthened its strategic approach to attracting international talent through the Talent Boost programme, which aims to facilitate the recruitment of skilled workers from abroad. The initiative focuses on key sectors facing labour shortages, such as technology, health and social care, and export-driven industries. Under the 2023–2027 action plan, the government has also identified selected third countries—including India, Brazil, Vietnam, and the Philippines—as priority partners for international recruitment efforts. This approach is grounded in the operational needs of Finnish employers and aims to develop safe and orderly labour mobility pathways aligned with Finland’s economic and demographic objectives.
Employers in Finland have welcomed the programme’s ambitions, but practical implementation is still evolving. Many companies are now exploring how to effectively engage with international talent pipelines, assessing both the opportunities and the challenges associated with long-term recruitment and retention of foreign professionals. There is growing interest in the support measures offered through Talent Boost, such as streamlined permit processing, onboarding support, and services for international families.
In recent dialogues, Finnish employer organizations have expressed interest in cooperating with IOM Finland and other stakeholders to further develop and implement practical tools and partnerships that will support the success of the Talent Boost programme. This includes identifying good practices, tackling administrative bottlenecks, and building capacity to ensure that international recruitment efforts are sustainable, inclusive, and well-integrated into the Finnish labour market.
Objective
IOM Denmark and IOM Finland, with the support of IOM’s Private Sector Partnerships team (under the Office of Partnerships, Advocacy and Communications) plan to commission a consultancy to support engagement with these private sector actors to identify the practical avenues of support IOM can provide to prospective employers of migrant workers in these countries. The objectives of this consultancy are as follows:
The candidates are required to submit a short (maximum 2 pages) concept note describing past relevant experience and their approach in implementing the consultancy as part of the application process.
Organizational Department / Unit to which the Consultant is contributing The consultant will have a dual reporting line:To fulfil the requirements of this consultancy, the Consultant will be required to travel to Finland and Denmark to support Country Office teams in their ongoing engagement with the identified partners. The exact timing of the travel of Consultant can be discussed to ensure best outcomes. All necessary travel to Finland or Denmark should be budgeted as part of the total consultancy agreement. These are expected to include at a minimum:
Initial meetings with IOM Country teams, as well as with relevant private sector partnersMid-term: check in with Country teams on the development of the Engagement Roadmap; and with partners to validate direction of the Operational Guide under developmentFinal interactive workshop to discuss Operational Guide with partners.Required Competencies IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process. Values - all IOM staff members must abide by and demonstrate these three values: Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.Courage: Demonstrates willingness to take a stand on issues of importance.Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.Core Competencies – behavioural indicators Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.Notes Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.Appointment will be subject to certification that the candidate is medically fit for appointment, verification of residency, visa, and authorizations by the concerned Government, where applicable.IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work.IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.IOM only accepts duly completed applications submitted through the IOM online recruitment system. The online tool also allows candidates to track the status of their application.For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies