The construction industry's downturn has meant a shortage of summer jobs and internships for students in the field. ATL-Rakennushuolto Oy, which specializes in demanding renovation construction, sees investing in young employees as not only mutually rewarding, but also as a form of social responsibility.
Only Erika Malmstedt started working summer jobs at ATL-Rakennushuolto, he was surprised at the very beginning by what he was able to do.
“I came to the house on a pretty busy day. After taking care of official matters, I was able to start working straight away with a good group of people,” says Erika. Erika, who studied at the Helsinki Vocational School of Painting, has a wide range of interests in painting and surface treatment.
Erika was guided by a restoration master Marry Vihersola.
"As a supervisor, I welcome a young person, go over with the team what everyone is going through and who is able to take the young person along to work for supervision based on the work situation. I act as a 'back up' myself all the time," says Marry. "As a supervisor, I always emphasize that it is important to believe in the young person and let them try. In my 40-year career, I have never encountered a mistake that I could not fix," says Marry.
This arrangement has been found to work at ATL. “When a young person gets to experience different jobs and different ages and different factors, it is meaningful for both the young person and the work community.”
Erika's path at ATL has been from summer jobs to apprenticeships – and finally to permanent employment. "I've really enjoyed it. It's nice to come to work when you get to do nice things and there's a good team. A supportive atmosphere is important – you can make mistakes, the world won't collapse on them," says Erika.
As a former vocational school teacher, Marry Vihersola finds mentoring meaningful, but reminds us that a young person's mentor must be the right type of person.
"We've all been beginners at some point, and no one is born a blacksmith. Variety keeps the work meaningful, which requires a little bit of ingenuity from the supervisor and thinking about what the young person could do."
Marry points out that good work experience and meaningful work also have social significance – the construction industry will need new workers in the future and young people need to feel that there are meaningful jobs for them in the industry.
Hiring young people is an investment in the future – the construction industry needs traction, retention and workers
ATL-Rakennushuolto hires an exceptionally high number of young people considering the size of the company. There is a reason for this: the CEO Samuel Hyryn believes that hiring young people is not only a social responsibility, but also beneficial for the company in many ways.
“Young people bring a good, positive vibe to the company and the entire community, which improves everyone's enjoyment of work,” says Samuel.
"When we work on demanding renovation projects, people's commitment and reliability are particularly important. Young people learn this operating culture directly from us, and we get to give young people expertise from the very beginning."
This is also the case with the HR director. Sylvia Hyry: “In the best case scenario, the expertise remains with the company. Hiring young people is a good opportunity to find excellent people whose careers we can influence from the beginning.”
“We have long-term employment relationships, even though we hire a lot of staff. In the last two years, we have hired 36 people, and 14 employees have joined us through apprenticeships.”
At ATL, hiring young people is seen as an investment in the future. “Induction and guidance can take time, but it pays off. It’s worth getting to know what under-18s are actually allowed to do and what they’re not, and not just going with your gut feeling,” advises Samuel.
"Even if you can't offer a permanent job, even short work experiences are important for individuals and help them move forward. In business, they are easily thought of as a mass, even though each position is meaningful in itself," Samuel reminds us.
The construction industry's traction and retention power is strongly under threat. The industry's poor economic conditions do not particularly attract young people, but workers are needed, and many more will be needed in the future.
Samuel sees that companies play a significant role in making the industry attractive: “Companies need to hire young people for summer jobs, for example. It is a huge burden on the economy if young people don't get work experience. Retention power is equally important – when things are done well, young people stay in the industry.”
A good bell rings from afar
Both Marry and Erika highlight the importance of sharing not only social media but also your own experiences for young people.
"In collaboration with educational institutions, it is especially important to keep your promises, for example when you go to introduce a company to students. Similarly, if young people send job applications, you should always respond to them. Young people do recommend good places to each other," says Marry.
Erika agrees: “It’s not nice to live in uncertainty – sometimes you don’t get any response to your applications. I’ve been happy to share my successes with others.”
Sylvia Hyry also notes that when reading job applications, you come across statements that the applicant has, for example, heard good experiences about ATL. It all starts with the company culture – when employees are happy, word spreads. At ATL, help and guidance are always available and can be requested with a low threshold.
“Each of us has been an intern at some point, and continuous learning is an important thing in working life,” says Samuel.
The impact of positive experiences on an individual young person can be very great, says Erika.
"When I started the work, I was quite timid, but I have become much more encouraged by experience. Old restoration sites require special skills, which I have been taught on the job. I remember, for example, Villa Humlevik in Töölö, whose decorative paintings I was able to do."
When it comes to a field as diverse as construction, Marry and Erika think this could be brought up in a lively way. “Young people don’t necessarily want to do just one thing or get stuck in routine work, but rather experiment and develop,” Erika reminds.
“You can make your own mark on this work – and quite quickly,” says Marry.
"You can specialize in so many things, there's something for everyone. People often think that painting is just about painting, but people they know are often surprised when I tell them how versatile the work in renovation can be," says Erika.
The article is part of EK Work gives you a future series, which highlights company stories in which young or beginning employees have been given a chance to enter working life, for example through an internship, TET period, apprenticeship or other first work experience. The aim of the series, produced with EK's member unions, is to encourage companies to offer opportunities to young people and to highlight concrete examples of successful practices.
See also
- Hiring young people in the construction industry
- Member story: “For us, doing the right thing is a matter of principle”
ATL-Rakennushuolto's tips for companies on employing young people
- Find out and familiarize yourself with what people under the age of 18 are allowed to do and what they are not allowed to do. For example, in the construction industry, even young people can do many types of work that they are required to do on a construction site anyway. However, remember that the work should be meaningful and diverse.
- Invest in the role of a counselor – consider and ask who among the staff would be a suitable type and willing to guide the young person.
- Prepare for labor needs in time and dare to invest. Hiring young people is also an investment in the future and an opportunity to get skilled and long-term employees.
- If your company collaborates with educational institutions or receives job applications from young people, remember to keep your promises and respond to job applications, whether there is a position available or not. Show that the young person's interest is valuable and don't leave them in the dark.
ATL-Building Maintenance Ltd.
• Operates in the Uusimaa region
• Turnover approx. €20 million (2025)
• Personnel 150 people (2025)
• Website atloy.fi