2026 is shaping up to be one of the most competitive job markets Switzerland has seen in years. Talent is strong, roles are specialised, and hiring managers expect more than a good CV.
So what actually makes a candidate stand out today?
We sat down with two of our most senior recruitment experts at Swisslinx, Jean Villard and Louisa Zahn, to uncover what they really notice, what candidates consistently underestimate, and what genuinely makes the difference between being shortlisted and being overlooked.
If you are serious about kick starting or accelerating your career in 2026, these insights are essential reading.
1. Responsiveness and attitude matter more than you think
According to Louisa, standout candidates are often not the loudest or most impressive on paper. They are the ones who communicate well, respond quickly, and show openness and respect throughout the process.
Candidates who interact positively on the phone, answer questions honestly, and provide information proactively make it easier for recruiters to represent them to clients. This level of professionalism builds trust fast and trust drives opportunities.
Jean reinforces this by highlighting responsiveness after interviews. Candidates who proactively share feedback and demonstrate commitment signal genuine interest and reliability.
Key takeaway: Recruitment is a partnership. Treat it like one.
2. Preparation is not optional in 2026
Both Jean and Louisa are clear. Preparation is essential.
Strong candidates research the company, understand its values, read recent news, and revisit the job description in detail. They prepare examples that clearly match the role requirements and can explain how their experience fits the business challenges.
Jean also recommends researching the interviewer and aligning your experience with the exact expectations of the role. Candidates who do this come across as confident, focused, and serious.
Key takeaway: Preparation shows respect, motivation, and maturity.
3. Be yourself but with intention
One of the most underestimated aspects of standing out is authenticity.
Jean points out that candidates often try too hard to impress, which can dilute their real strengths. Being yourself saves time for everyone and leads to better long term matches.
Louisa adds that personality can and should be shown professionally. Sharing interests outside of work, listening actively, and engaging naturally creates rapport without crossing boundaries.
Key takeaway: Authenticity builds stronger connections than performance.
4. Your CV must speak the client’s language
A strong CV is clear, structured, and relevant.
Louisa looks for personal information clearly presented, logical work history, and transparency around any career gaps. Jean focuses heavily on concrete achievements that directly relate to the role.
For example, stating responsibility for consolidating 120 entities is far more powerful than listing consolidation as a skill.
Length also matters. Documents that are too long or overly dense reduce impact.
Key takeaway: Relevance beats volume every time.
5. Communication style can make or break your interview
How you communicate is just as important as what you say.
Jean highlights the importance of being concise and structured. Using clear examples and staying focused shows clarity of thought. Candidates who ramble or lose their main message often weaken their own impact.
Louisa values enthusiasm, listening skills, and genuine engagement. Asking thoughtful questions and showing curiosity makes interviews memorable for the right reasons.
Key takeaway: Clear communication signals confidence and competence.
6. Industry knowledge is a plus but adaptability is powerful
Industry experience can be crucial in certain sectors such as trading or commodities. However, Jean reminds us that skills are often harder to learn than industry specifics.
Candidates without direct industry experience should demonstrate adaptability and provide real examples of learning quickly in new environments.
Louisa notes that hobbies related to the industry such as trading or AI projects can also strengthen credibility.
Key takeaway: Show how you learn, not just what you know.
7. Cultural fit is especially important in Switzerland
Cultural alignment matters deeply in the Swiss market.
Louisa recommends tailoring your CV for Switzerland, understanding cantons and locations, and showing willingness to integrate through language learning. Providing references and legal documentation early also builds confidence.
Jean adds that understanding company culture is as important as understanding the role. Recruiters can help candidates navigate Swiss labour norms, expectations, and unwritten rules.
Key takeaway: Integration and adaptability are highly valued signals.
8. How you close an interview matters
Strong candidates do not disappear after the interview.
Following up quickly with feedback, sending a concise thank you message, and reinforcing interest leaves a lasting impression. Louisa also recommends asking if there is anything else the employer would like to know.
Jean highlights that candidates can clarify missed points through recruiters, ensuring nothing important is left unsaid.
Key takeaway: Professional follow up reinforces value.
Final advice from our experts
Louisa’s number one tip is simple but powerful. Be honest, friendly, humble, and clearly explain why you are right for the role.
Jean’s top advice is to tailor your CV precisely to the job description and the information provided by recruiters. This alone significantly increases interview chances.
In 2026, standing out is not about doing more. It is about doing the right things well.
