The world of recruitment is constantly evolving and digitisation has completely transformed a wide range of sectors. With the emergence of new skills, tools and software, organisations in Switzerland will need to implement expert recruitment strategies to secure the best talent. Switzerland has enjoyed a strong economy in recent years and statistics have shown that the unemployment rate amounted to around 3.5% in 2020. However, the way businesses recruit and retain talent will continue to shape the workforce – and while it’s difficult to predict outright what the future holds for recruitment, businesses will need to adapt to the demands of a new age of technology. And since the recruitment market is becoming increasingly competitive, recruiters are going to need plan in advance to keep up with the most in-demand talent. So, here’s an overview of how recruiting will grow and change in the future. Focus on machine learning Machine learning and automation will likely have a huge impact on onboarding and recruitment. AI is rapidly changing every industry and its effect on recruitment is already being felt in a multitude of ways. For example, HR automation tools have accelerated in recent years. These tools can collect, gather and analyse data, which means recruiters can easily build candidate profiles and establish a clearer picture of potential hires much more quickly. In the future, there’s no question that automation tools will be used even more frequently. One of the biggest challenges for recruiters is finding the right professionals amid the noise. Therefore, it’s likely that companies will use more machine learning and automated software to help secure the best candidates, increasing efficiency and productivity as a result. Personalised recruitment Today, most candidates are much informed about the type of company they want to work for. In this context, recruiters need to build an engaging and efficient hiring process, because the new generation of candidates takes a much more personalised and strategic approach to their career. Therefore, in the future, businesses won’t be able to rely on job postings or sending generic templated messages to candidates on LinkedIn. With candidates today being much concerned with an employer’s brand, the future of recruitment will be much personalised. This means that during the recruitment process, businesses will need to give candidates regular feedback and updates. In this candidate-driven market, transparency and a personalised hiring process will be of strong value in the future. New talent pools Recruiters of the future should begin to explore new talent pools, which include candidates with varied roles and professionals from the gig economy. In the modern world of work, employees change jobs more regularly, opting for a varied career path and different workplace cultures. The benefits of hiring these types of candidates are that they’re often exceptionally well-rounded and highly adaptable. With the rise of remote working as a result of the pandemic, hiring contractors for short projects has become much more commonplace. There will be more opportunities for businesses to hire freelance workers as full-time employees, tapping into unique skills. Recruiters of the future will likely have access to an array of talent pools with candidates from a diverse range of backgrounds. Get in touch with our team at Swisslinx The future of recruitment looks bright, but is your business ready to adapt to the changes? At Swisslinx, we have a dedicated and friendly team of recruitment specialists. Our team has an outstanding track record of building quality relationships with clients and candidates. We constantly keep up-to-date with the latest trends in our specialist markets, including digital and technology, financial services and life sciences. If you would like to learn more about how we can help prepare your recruitment strategy for the future, please contact us today for more information.
How a recruitment consultancy can add value in a new world The COVID-19 pandemic has completely changed how companies attract, recruit and retain new employees. Businesses around the globe have swiftly embraced remote working. While there are huge benefits of in-person meetings, it’s difficult to ignore that many businesses have thrived working remote. For recruitment consultancies in Switzerland, they’ve had to adapt to a new way of hiring. The recruitment industry has entered a new era defined by flexibility and the increasing use of technology. In a post-COVID world, recruitment consultants will be high in demand for their expertise, but the landscape has changed, paving the way for a range of challenges. So, how can recruiters continue to add value to clients and candidates? Dedicated, relevant expertise One of the major benefits of using a recruitment consultancy is that they provide staffing solutions for businesses across a range of different sectors, and they remain up-to-date with market trends, which includes recruiting during this challenging time. For example, at Swisslinx, we’re able to give our clients an overview of the market, helping them to plan their recruiting and ensure they only hire the best candidates. Right now, it’s all the more important that job specifications are in line with the market. Recruiters can provide consultancy around job specs, offer sector expertise and engage passive talent using platforms like LinkedIn. With businesses receiving a strong push into the world of virtual working, recruiters have been forced to provide their expertise virtually. This means recruitment consultancies, like Swisslinx, have been able to connect with people more efficiently and build strong and lasting relationships. Streamlined process There’s no doubt that COVID-19 has accelerated the rise of technology. With in-person contact limited, businesses will need to become more agile and innovate fast, to thrive in this competitive environment. However, the recruitment process can still be a long and daunting task for many businesses, despite the new tools available. One of the most desirable attributes of a recruitment consultancy is they can streamline the whole process, from CVs and interviews to talent community building. While the lack of in-person meetings with clients and candidates can be a challenge, video interviews can take place anywhere. In the future, there’s likely to be advanced recruitment tools to facilitate virtual meetings, so that all the information can be stored and analysed in one place. Hiring in a new world The current uncertainty around the employment landscape means that businesses will need to adopt a strategic mindset to attract the right type of candidates. One of the ways recruitment consultancies can add value in this area is by helping companies make their hiring much more targeted. Recruiting in a particular niche area has become essential in recent years, but with more candidates on the market, it’s much harder to find suitable candidates. At Swisslinx, we focus on recruitment markets such as financial services, technology, science and engineering across many sectors, which enables us to provide tailored solutions to our clients. There’s no doubt the future of recruitment will be more personalised and holistic and tailored to the specific needs of clients. Let Swisslinx help your business The pandemic has had a huge impact on the recruitment sector. At Swisslinx, we’ve always had a strong value proposition and an excellent track record of building excellent relationships with clients and candidates. As we progress through the year, our consultants will remain on hand to provide companies in Switzerland with the best recruitment expertise. Our team have years of experience in recruiting the most in-demand companies and we always take the time to understand the needs of every business. Contact us today if you need help finding the top candidates and take a further look at our insights page for more engaging articles.
It’s no secret that financial services can be a demanding career path. It’s a broad industry with a range of different specialisms, including planning, advising and asset management. A successful career in finance requires discipline, education and well-developed skills. With so much variety, it’s important to scrutinise which career path matches your skill set. Finance professionals need to prepare themselves for the future and always look to upskill at every opportunity to stay relevant in a competitive job market. If you’re committed to a career in finance, here are the skills you need to master. Analysis Finance professionals must have excellent analytical skills. Regardless of the role, employers will always be looking for evidence of analytical ability in different applications. Finance analysts need to be able to understand large volumes of data and find a solution to various problems, such as finding out the ideal equity investment. To solve such problems, finance professionals need to be able to analyse reports, relevant data points and pricing information. Then there’s also the interpersonal skills needed to communicate this information with finance managers to ensure decisions can be made. The ability to communicate findings effectively is the key to success as a finance professional. Data management Data has become increasingly important for businesses when it comes to improving forecasts, making strategic decisions, and reducing costs. A lack of sufficient data management can lead to data quality problems and inconsistent findings that can affect a business’ bottom line. Therefore, finance professionals who understand how to utilise and manage data remain high in-demand. As finance teams evolve, they need to be able to adapt and be confident using cloud-based software to manage data. With many financial institutions moving away from traditional spreadsheets, professionals looking to grow their career must understand the benefits of streamlined data management. Data in the cloud saves time and provides companies with much more agility. The growth of digital technology in the financial sector means that the next generation of finance professionals must be more data-driven than ever before. Critical-thinking It's important that finance professionals possess critical-thinking skills. In the volatile finance world, companies need to continue making big investments to remain competitive. As a result, professionals who are able to think critically will be an asset. Critical thinking skills are highly desired at any company, as they can be applied to any situation that calls for analysis and planning. In finance, the ability to evaluate facts and information to form a judgement has become crucial, especially with the rise of emerging trends like big data, AI, and blockchain, all of which have transformed procedures. Finance professionals that master critical thinking are able to find solutions and manage different challenges much more efficiently. Technical accounting <!--[if !supportLineBreakNewLine]--> <!--[endif]--> Throughout the course of a working day, finance professionals will use a range of technical skills, such as preparing statements and recording transactions. These day-to-day tasks are very important for business operations, so professionals must have a strong understanding of all the different phases of accounting. And since the cross-border finance market is in a strong position in Switzerland, the demand for technical accounting skills is only going to grow in the future. Talented accountants who are proficient in verifying balances and analysing cash flows will be highly sought after. Are you looking to grow your finance career? The world of finance is always changing, so professionals within this industry must keep developing their skills. At Swisslinx, we have an experienced team of consultants who have the knowledge to meet the demands of our clients. We recruit for roles at all levels within investment banking, asset management and wealth management. We’re well-positioned to deliver a strategic recruitment service to companies in the finance sector and we’re dedicated to helping our candidates grow their careers. If you’re looking to secure your next role in finance, contact us today or take a look at our job page for more information.
In business, change is essential for improvement. We are currently undergoing a major digital transformation that is impacting the way we recruit, onboard and retain new employees. Even before the pandemic, technological innovations were changing the way people work and the skills needed to do different jobs. Therefore, disruption has become the new normal for modern businesses. Companies now must develop new strategies and adapt to the changing environment to remain in a strong market position. As technology evolves, it will be all the more important for businesses to ensure they’re still relevant and competitive. That’s why the implementation of changes across organisations is key. So, here’s an overview of how to future-proof your business. Nurture a digital-first mindset With digital technology now ruling the economy, businesses of all sizes strive to develop a digital-first mindset. This means using technology to create structures and processes that support digital optimisation, as well as adopting a flexible, growth-mindset that is always ready to innovate. There are several ways companies can instil a digital-first mindset. This includes providing collaboration tools to support teams regardless of location and creating a recruitment process that focuses on finding people who are digitally-savvy, and who can swiftly adapt to the changing needs of your organisation. Switzerland’s technology market is currently in a great position, which means companies must seize the opportunities of increasing innovation to ensure growth in the long-term. Invest in upskilling your workforce If you want to make sure your company continues to thrive in the future, you need to make upskilling your workforce a priority. The nature of jobs are shifting at a rapid rate, with every company being affected by digital innovations and as a result, employee expectations are changing. The best professionals understand they need to be continually developing their skills. As we move forward, companies will need to offer more training and development opportunities, so their employees have the digital skills needed to keep up with the demands, especially as we emerge from the coronavirus pandemic. Digital transformation is not limited to the structure of the organisation; it’s also about future-proofing your employees so they feel happier in their roles and can grow alongside your company. The next generation of workers will need to understand how to use big data and how AI can help workflows, and complete tasks more efficiently. According to a study by Dell Technologies, more than half of respondents said they believed that workers of the future will disrupt the workforce with new, innovative skills. Create an agile business Today, the importance of creating an agile business has never been more important. Leaders need to find ways to increase the efficiency of organisations and make sure their businesses are continually responsive to change. As digital technology evolves, companies will need to work faster and harder to keep up with the competition. Dynamic organisations understand how to respond efficiently to new challenges and opportunities while cultivating a sense of stability at the same time. By taking an agile approach, you’ll be able to take advantage of new technologies more easily. One of the best ways to ensure your company has an agile mindset is to listen to your customers and always plan for the unexpected. From quarterly reviews to budget plans, leaders need to make sure every part of their business is flexible and has the potential to innovate. In a time of digital disruption, creating a more agile business will help increase adaptability, employee engagement, and company culture. Are you looking to recruit? There’s a range of ways your business can future-proof itself to boost productivity in this digital transformation. Providing ongoing training to your current workforce and recruiting the right professionals that fit your culture is essential. At Swisslinx, we offer recruitment expertise to clients within finance, digital and technology, as well as the technical services. We support our clients at every stage of the hiring process. Swisslinx serves as a partner in talent strategy, helping companies make the best recruitment decisions to drive their organisations forward. Contact us today if you’re looking to recruit and take a look at our insights page for more career-based blog articles.
Swisslinx is delighted to announce that instead of hosting Christmas events this year, we are supporting a Zurich-based initiative called Food for Everyone. We have donated 20’000 CHF to this organisation, founded by Amine Diare Conde, who recognised the need to support the most vulnerable people affected by the COVID crisis. The charity received publicity in recent months for its valuable contribution, and our donation has been provisioned specifically to support the distribution of food to those in need due to financial constraints caused by the pandemic and will enable it to continue operating longer into 2021. The organisation Pastor Sieber is leading the Food for Everyone project by distributing basic food and hygiene to those in need. Since 1988, Pastor Seiber has worked tirelessly to help disadvantaged people. The charity focuses on those who’ve experienced hardship and gives long-term care to people in a crisis. Pastor Sieber offers a range of support and facilities, including safe places to sleep for the homeless, social counselling and food banks. People who are struggling to find shelter and food can expect to receive pastoral care and find a temporary home with the charity. We chose this charity as it is founded on strong values and ethics, which includes helping people in need, regardless of their background, religion or social status. Pastor Sieber relies on donations to support people who are struggling, especially right now. The Food for Everyone initiative has the power to change the lives of many people. That’s why the team at Swisslinx decided it was time to offer a helping hand to ensure the charity can continue to provide care during these challenging times. If you would like to contribute, then visit Food for Everyone’s and Pastor Sieber’s donation pages where you’ll be able to commit yourself to a fantastic cause.
Switzerland has long been a world leader in innovation and technology. Ranked as the most innovative country in the world by the Global Innovation Index, the country remains at the forefront of science and technological research. Switzerland has always been quick to utilize new technologies to create robust innovation across a range of industries, from the financial services to healthcare and life sciences. Over the years, Switzerland has gained a reputation for being the centre for research around artificial intelligence. Indeed, the country currently holds the most AI patents in the European health care industry. And as Switzerland continue to invest in new technologies, we can expect smarter applications to appear across all industries. With all this in mind, let’s take a look at Switzerland’s thriving technology market in more detail. Switzerland’s tech hubs In Switzerland, fintech is a key driver of innovation throughout the country, paving the way for several tech hubs. For example, the Swiss city of Zug, not too far from Zurich, is home to bitcoin and blockchain start-ups. Blockchain technology is used in a wide range of industries, including insurance and logistics. The city has become so synonymous with the tech movement that it earned the nickname “Crypto Valley” – and it’s the fastest growing technology hub in Europe. In a 2018 report, it was shown that the city grew by 177% in the number of tech-related events. Since then, Crypto Valley has continued to thrive, even in the face of uncertainty around the COVID-19 pandemic. With its ever-expanding pool of developers and software companies, Switzerland has become a tech hub paradise. Other cities like Lausanne have very successful technology companies, with a focus on AI, health tech and energy. Tech start-ups Since 1996, the number of start-ups in Switzerland has increased by 700%, with Zurich taking up most of the share. It’s important to know that Switzerland is one of the most expensive places to start a business, due to high living costs. Despite this, Switzerland has still managed to become one of the go-to countries for starting a technology company. Some of the most notable tech start-ups in recent years include Bestmile, a software company that provides autonomous vehicles, and they have offices in San Francisco and London. In 2019, it was named one of the top five best Swiss start-ups in an annual competition. Further afield in the Swiss start-up world is Flyability. Founded in 2014, the company build drones that can be used indoors to check for security and safety and dangerous spaces. The company raised 16m in total to build the drones, which promise to provide fully autonomous inspection. Flyability is focused on reducing risk for workers in confined spaces, and for the environment itself. Key trends Several key technology trends are making waves in Switzerland. Wearable technology, for example, is having a huge impact on the Swiss insurance industry. It has the potential to help companies better understand their customers with the use of data, and as a result, manage risk and improve processes. Other trends like big data and robotics are big players and have been gaining momentum in recent years, especially in the Swiss healthcare sector. These technologies have the potential to tackle a variety of challenges in healthcare, as outlined in the digital opportunity report by the University of St. Gellen. More data and optimisation can lead to better decision-making in healthcare and create more trust for patients. There’s no doubt Switzerland has developed into an innovative hub for all kinds of technology, all of which continue to fuel the economy at a rapid rate. Are you looking for your next opportunity in technology? At Swisslinx, we have a deep understanding of the digital and technology industry. It’s a sector that continues to evolve, with innovations coming out daily. Our team of consultants are always up to date with the latest trends in the tech market, and they use their knowledge to support candidates. If you’re looking to land your next role in technology, take a look at our job page for more information.
Even in normal circumstances, starting a new job can be a daunting experience. It’s a learning curve that requires patience, adaptability, and social awareness. However, beginning a new role during a pandemic is even more challenging, as you’ll be navigating a huge change while working remotely. Professionals across all industries need to be prepared for the unexpected, as well as the onboarding process and meeting colleagues virtually. The pandemic has proven to be a stressful time for many businesses, so it’s important anyone starting a new role can manage their own time and work efficiently. Despite the pandemic, many companies across Switzerland and further afield are still hiring. Looking ahead, the Swiss labour market is on the road to recovery after a sharp decline when COVID-19 initially broke out – which is good news if you’re looking to progress your career and land your next role. Here’s how to ensure you make an excellent start to your new role during a difficult time. Communication is key Communication is the backbone of any business. It’s essential for achieving productivity and maintaining good relationships. However, starting a job in a pandemic means that consistent and quality communication is all the more important. Since you’ll most likely be learning your new role virtually, you must understand the preferred method of communication. Whether your company uses Microsoft Teams, Slack, or Zoom, you’ll need to ensure open lines of communication at all times while you learn the basics of your new role. COVID-19 has forced many businesses to change the way they work, with employees now expected to be more autonomous and flexible. When you’re virtual, you’ll need to make a conscious effort to connect with your co-workers and build relationships across the business. The pandemic has pushed us to embrace remote work and communication is fundamental for success. Embrace the culture Businesses of all sizes have been forced to adapt their operations during the pandemic, and this includes workplace culture. Now more than ever, employers will want new hires to quickly learn the culture and align themselves with the company’s mission. In the COVID era of remote working, navigating company culture can be difficult due to the lack of in-person conversations. However, it’s important to recognise that culture isn’t bound to a location. Culture is all about how you connect with your co-workers. That’s why during the onboarding process, you will need to listen actively and engage thoroughly during remote calls. Since you likely won’t be in the office often, it can be harder to present yourself as a team player. But with the right transferrable skills and emotional intelligence, you’ll be able to enter a new role and build great relationships from day one. Organisation must be a priority Even in regular circumstances, time management is critical for productivity. But with the pandemic disrupting schedules, the ability to keep organised and track your progress couldn’t be more important. This means that when starting a new role you need to first understand what’s expected of you and make a plan that includes key dates and deadlines, with digital tools to help you stay on task. Because everything has changed so much in the COVID world, you will have to be more proactive and willing to share ideas with more experienced members of your team. As the situation evolves, you’ll need to organise your time accordingly and work in a way that gives you the flexibility to prepare for challenging situations. Starting a new job is never easy – but staying organised can make the transition that much easier. Get in touch with our team of recruitment specialists There’s no question that starting a job in a pandemic is a real challenge for anyone. With the right leadership, co-workers, and tools at your disposal, you can thrive in an unprecedented time. The team here at Swisslinx is dedicated to providing quality career advice to help with your job search. We keep up with the latest trends in recruitment markets, from financial to digital and technology. Contact us to speak with a team member or start your job search now.
Research shows that approximately 1.2 million jobs in Switzerland could be replaced by computer systems, algorithms and robots. However, the roles typically identified as being ‘at risk’ include bar staff, security guards and drivers – not recruitment professionals. On top of that, there are predictions that robotics and automation can exist alongside human professionals, enhancing their work rather than replacing them entirely. Though AI has permeated every industry and there’s much reservation surrounding the technology, there are many benefits of automation - particularly for recruitment teams. That being said, recruitment remains a fundamentally relationship-led process that machines will never be able to replicate. Here’s why recruitment can never be fully automated and how AI can instead enable companies to redefine their talent acquisition strategies. Benefits of new technologies While the human touch of recruitment can never be replicated, there are many ways that automation can help. One instance is AI-powered HR technology tools, which can reduce time to hire and improve the quality of hire simultaneously. AI tools and systems help recruitment professionals to sort through large volumes of applications and identify high-quality candidates – two major challenges that many consultants have faced in the wake of coronavirus. Prior to the outbreak of the virus, many companies were already using such technologies and the pandemic has triggered a widespread adoption of the technology, increasing investment in video interviewing software and virtual assistants. In McKinsey’s The future of work: Switzerland’s digital opportunity report, results revealed that machine learning could increase the potential for automation of retail recruitment to 60% and to an even higher 66% for finance and insurance. So, how will it do this? How automation and machine learning can help with the recruitment process People Analytics Recruitment has always been data-rich, but candidate information has traditionally been used to distinguish applicants from one another. The introduction of people analytics has enhanced this, repurposing data to predict what a successful candidate look likes. People analytics – similar to data analytics - tracks high-quality candidates and uses this information to create a personality matrix that predicts future successful hires. But while research from Deloitte found that 71% of businesses agree people analytics is high-priority, how much trust can you really place in a data algorithm? Writing inclusive job descriptions Various AI tools can help with creating job descriptions using inclusive language such as gender-neutral keywords. As research shows that diversity drives financial progress, there’s more than one incentive for companies to strive for a diverse workforce. This application of AI technology demonstrates how automation will continue to benefit the hiring process and wider business goals by lowering the chance of using biased language. Recruitment during Covid-19 AI-powered systems have proved their worth during the pandemic, preventing recruitment from coming to an altogether standstill and earning a permanent spot in the recruiter’s tech stack. As a result, the pandemic has accelerated the automation of recruitment, but it’s also exposed the crucial role of the recruiter. The human element The human element of recruitment is about building relationships. Automation tools take admin tasks off the hands of the recruiter - particularly during the earlier stages of the recruitment process. Hiring teams can then reallocate this time to engage with the candidates who are further along in the process and perhaps more qualified for the role. Therefore, experienced consultants are essential when identifying high-quality candidates and during the executive search process – offering a human touch that automation cannot imitate. Relationship-driven recruitment creates a superior candidate experience which is a crucial talent attraction strategy in a climate with a ‘war for talent’. Specialist recruiters are trusted to create, develop, enhance and maintain relevant talent pipelines so that companies have access to the best candidates from the talent pool. Whether the talent attraction goal is to ensure cultural fit, tackle D&I targets or source fresh talent from new markets, the human element remains the key piece to the puzzle. AI and machine learning are enhancing the role of the recruiter Though 24% of Swiss employees fear that robots will replace them in their job, this view fails to consider how AI and machine learning can enhance their job role. Hiring professionals can harness technology to see better results in both their time-to-hire and in identifying high-quality candidates. Before the start of the decade, the job market had confidently established itself as candidate-driven, but now most recruiters and employers are faced with the challenge of sorting through high volumes of applications. This is where technology can help to streamline recruitment, whilst allowing consultants to focus on the core relationship-building and communication elements of the process. Working in harmony with automation A recent report by Deloitte projected that 270,000 new jobs will be introduced in Switzerland by 2025 - the majority created by automation. The key takeaway is that AI technology doesn’t replace skilled professionals - rather, skilled hiring teams are needed to interpret the data that AI generates and add the personal touch. Though it’s still unclear to what extent recruitment will become automated, the role of the recruiter will remain an important one and will never be fully replaced by robots. Stay ahead of the curve with Swisslinx At Swisslinx, our international team of consultants make sure to keep stay ahead of the curve, despite operating in an ever-changing recruitment landscape. Our deep understanding of our core recruitment markets and considerate approach to communication means we provide a service that is unrivalled by any technology. Contact us to find out how we can tailor our approach to suit your businesses needs.
Anyone who’s ever worked a recruitment agency will know that no two companies are the same. This is due to many factors: agency size, local and international knowledge, access to roles and candidates and use of technology are just a few. One of the biggest differentiators amongst recruitment agencies is the emphasis they place on recruitment standards. The recruitment industry is large, with relatively few bars to entry. As of 2018, there were around 800 recruitment agencies in Switzerland, employing approximately 5,000 consultants to place 340,000 temporary workers each year. It’s an important industry that makes a valuable contribution to the Swiss employment market and therefore economy, but how do candidates and clients know that the recruitment partner they choose to work with is upholding high standards and providing the best possible recruitment experience? What do high standards in recruitment look like? What makes a good recruitment experience? For a candidate, this comes down to several things, including: <!--[if !supportLists]-->· <!--[endif]-->Relationship building: A good recruitment consultant will treat their candidates like professionals, not commodities. Look for a consultant who takes the time to understand your career goals, both long-term and short-term, and listens to what you’re looking for in your next role. A relationship between recruitment consultant and candidate can span years or even decades and can provide crucial guidance and support outside of simply finding new roles. <!--[if !supportLists]-->· <!--[endif]-->Market insights: A recruitment professional should be interested – in the candidate’s wants and needs, in the market, and it the roles they recruit for. Look for a consultant who is passionate about what they do and the sectors they work in, as they’ll likely go the extra mile to find the right move for you. They should also understand trends and developments in the market to help guide you through the recruitment process. How do you know you’re working with the right recruitment partner? Many clients want to build-long term partnerships with recruitment agencies they trust and can rely on. So what should these clients look out for? <!--[if !supportLists]-->· <!--[endif]-->Industry expertise: While generalist recruitment agencies have their place, many organisations benefit from working with an agency that has specific experience in the sectors they operate in, whether that’s financial services, healthcare or technology. Look for consultants who know their markets inside and out, can advise on current trends and know who the best candidates in your sector are. <!--[if !supportLists]-->· <!--[endif]-->An extensive talent pool: A good recruitment agency can be judged by the depth and breadth of its talent pool. They should be able to access not only active candidates readily looking for opportunities, but also those high-level passive candidates who you would not otherwise be able to engage with. A good recruitment company will have existing relationships with professionals who might just be the perfect ft for your role. <!--[if !supportLists]-->· <!--[endif]-->Honesty and integrity: Recruitment agencies are increasingly being seen as strategic partners for organisations, rather than just supply lines. To be able to build this partnership, an agency must work with honesty and integrity, clearly communicating with both candidate and client and ensuring the recruitment experience is a positive one for all parties involved. Swisslinx is leading the way in recruitment standards At Swisslinx, we have in-depth industry experience in many sectors. Our broad candidate pool accesses local and international professionals and we organise our teams to respond quickly and accurately to client and candidate needs. In addition to these strengths, we pride ourselves on maintaining extremely high standards of service at all times. With one of the highest staff retention rates in recruitment, our consultant’ work ethic, commitment and trustworthiness has been acknowledged by many in the industry. As an example, Account Manager Tim William received the below feedback from one of Swisslinx’ newest clients: I don't like recruiters in general, but when I do, it's definitely people like Tim. He doesn't cast his net over hundreds of candidates with the same automatically-generated content, but rather hunts for people who - in his opinion - match best with the client's brief. He's highly communicative, keeps candidates in the loop even if he doesn't have any information from the clients and even gets to know where they live and what their current situation is. This is what I call very good relationship-building. And it all sits atop other skills and experience like good client relations, good insights and tips. I can wholeheartedly recommend Tim to any experienced job-seeker that looks for that special human touch and individual approach along with the feel of uniqueness. Well done to Tim, and thanks to all our Swisslinx consultants who go above and beyond to make our clients and candidates get the best possible care every day. If you’re interested in working with us and seeing high recruitment standards in action, contact us or view our client services to find out more.
The digital age has transformed the meaning of ‘smart’. What was once a nod towards human intelligence is now a reference to a product, service – even a city - that is connected via the Internet of Things (IoT). Data and information are the building blocks of a smart city, where they are captured and transmitted using electrical signals to improve the functioning of the city. The only country to steal two spots in the 2020 Smart City Index is the home of luxury chocolates and high-precision watchmaking – Switzerland. Could this be a signal that Switzerland is the smartest country in the world? Smart cities ‘Smart’ conjures up the image of multiple wireless connections beaming to form a complex network of signals. These signals are what make a city interconnected but what makes the city smart is when the data is used to make more informed decisions and improve the lives of the residents. In the Smart City Index, Zurich was awarded the bronze medal - only beaten by Singapore and Helsinki – and was recognised for its health facilities, governance and education. However, the citizens of Zurich addressed the need for e-voting and greater investment in mobile apps for car sharing. Meanwhile, Geneva took seventh place for their basic amenities, health, education and social mobility. Air pollution was identified as a problem in this Swiss city and this could be a call for increased investment in smart devices that conserve natural resources. This continuous investment in new technologies is one of the reasons why Switzerland took first place in the 2020 Global Innovation Index once again, but how has the push towards developing smart applications and devices impacted the healthcare system? Smart healthcare Despite there being no universal coverage in Switzerland, the nation is renowned for having a high-quality healthcare system. And as the digital revolution sweeps over the country, technologies such as wearables, implanted sensors and smart textiles are beginning to push the boundaries and alter the skillset required for healthcare jobs. In PwC’s Digital opportunity in the Swiss healthcare system report, smart devices are identified as an emerging technology, suggesting that the true potential of Switzerland’s smart healthcare is yet to be seen. These devices are being used to collect patient data and report it in real-time, resulting in both reduced costs and improved operational efficiency. One of the first uses of smart technology within Switzerland’s healthcare system was Google Glass. Swiss developers created an app to allow paramedics and doctors to use the augmented reality (AR) glasses to improve the quality of treatment, particularly in time-sensitive cases. Several years on, more applications of AR and VR tools within life sciences are beginning to emerge. The smart devices are now being used to help surgeons to prepare for surgery and assisting patients to perform their therapy exercises at home. How can Switzerland get smarter? In 2009, the chief technology officer for the District of Columbia (D.C) – Vivek Kundra – announced a competition for software developers to create a mobile app that used the open data made public by the municipality. The purpose of the competition was to take the stores of data that the local government collects and put it to use in a way that benefitted the public. The resulting 47 applications – including a real-time parking app and an app to track a safe route home from any bar in the city – achieving in one month what would have taken years had the government chosen to outsource the work. Despite the number of software developers living in Switzerland being yet to reach the numbers in the US, and estimates that the shortfall of ICT specialists will reach 40,000 by 2026, the job market is growing. The combination of Covid-19, increased government investment in technology and a booming fintech market have led to a heightened demand for tech and digital skills, with no signs of the trend slowing down. Now, many software developers are trading in their coveted roles in Silicon Valley to relocate to the culturally vibrant Zurich. And with the rise of disruptive technology in Switzerland, more smart apps like those developed in D.C. look to be on the horizon. Perhaps all it will take is a competition to draw out these innovative ideas. Access our team of market specialists Whether Switzerland is the smartest country in the world remains up for debate, but one thing for sure is that the nation is making a name for itself in the smart technology market. It is trends and technology drivers like these that the team at Swisslinx are committed to keeping pace with, so we can provide you with timely career advice. Contact us to speak to a member of the team or begin the search for your next digital and technology job.
In the US, 41% of the workforce is expected to continue working partly remotely beyond Covid-19, compared to the 30% prior to the outbreak. A similar trend is expected to sweep over the globe, meaning that in the post-Covid landscape companies that are ‘remote-friendly’ may gain a competitive edge. Though the damaging effects of coronavirus will be felt for some time, for some industries the pandemic is likened to a double-edged sword. So, can the post-Covid workplace be more productive and enable businesses to thrive? When, where and how? The 9-5 working model was one greatly favoured by businesses around the globe, but with commuting times creeping up and taking precious time away from employees’ personal lives a gradual shift towards flexible working was forming even before the virus outbreak. Now, with 80% of employees stating they’ve enjoyed the transition to home working, it’s hard to imagine the age-old working pattern being put back into play. In countries like Wales, the government is exploring new options where cities are no longer the hub of the working world. Instead, smaller co-working spaces will be set up in housing districts – thereby cutting pollution and improving the work-life balance while still creating that sense of community on a smaller scale. As companies strive to keep their culture alive and prioritise the employee work-life balance, new flexible working practices will begin to take root. Similarly, technology has demonstrated its power to create new working practices and has shown business leaders that remote does not equal diminished collaboration. Within days, Zoom confidently replaced client meetings and over weeks conferences moved to the digital space too. This is a cause for celebration for introverted employees but a challenge for companies to understand their teams’ behavioural drives and examine how to make remote-working work for everyone. As the employee tech stack continues to grow to include more collaboration tools such as Asana and Trello, so will the job opportunities for software developers. The workplace culture Workplace culture is key when securing top talent and promoting employee engagement, but the remote working model appears to pose a threat to carefully nurtured cultures. However, culture is intangible and a physical workspace is not essential to enforce company values and behaviours. Covid-19 presents the opportunity to fortify culture. To do so leaders need to establish creative solutions that encourage autonomous working and actively engage the workforce, but a one-size-fits-all approach will not suffice. A McKinsey survey found a huge discrepancy amongst remote workers with children or dependents, with 63.2% of males and 38.5% of females revealing they are engaged with their work. Technology will become cemented at the core of all businesses 2020 marked the fifth decade of the Information Age – a period which has seen technology play an increasingly important role in everyday life and business. No period has witnessed such rapid development, with technology transforming the way humans communicate, creating jobs that were unheard of a few years ago and improving the overall quality of life. While coronavirus was a threat to all this and more, it gave technology the platform to prove its value and has propelled the adoption of technology forward two years, paving the way for a more automated working world. How businesses can thrive post-Covid The ability to thrive hinges on adaptability. Businesses that hire individuals with this transferrable skill and back projects that are centred around this idea will likely survive the pandemic and flourish in the post-Covid world. Where Covid-19 initially forced industries into reactive decisions, now the stance will change to a proactive one. This has drawn out operational inefficiencies and demonstrated how the new world of working can be more productive than before. One example of this is the life sciences industry. Globally, 826 companies have noted a disruption to clinical trials, of which over 50% are US-based and 3.7% located in Switzerland. The banning of nonessential appointments was a challenge for life sciences companies but the response was to take a new approach to study, investing more in digital technologies for remote appointments and using smartphone apps to improve patient care management. Helping you hiring during uncertain times Since 1999, we’ve been providing unmatchable talent acquisition solutions to Swiss companies and the international market. Hiring in these uncertain times calls for recruitment expertise and this is where Swisslinx can help. Learn about our client services, or if you’re looking for a job take a look at our financial services roles. Get in touch to discuss your needs.
Switzerland has long been known as an innovator, even earning the title of the most innovative country in the world. The nation has a proud history of adopting new technologies and registering patents, with an entrepreneurial, forward-thinking spirit that permeates businesses all over the country. This has just been taken one step further thanks to the parliamentary passing of new finance and corporate law amendments which officially recognise the blockchain and cryptocurrency industry. What are blockchain and cryptocurrency? Blockchain has been a major buzzword in Switzerland – and around the world – in recent years, for many reasons. As a technology that enables the existence of cryptocurrency, blockchain provides data security solutions, allowing users to make and confirm transactions without needing a central clearing authority. It has a range of applications within different industries, particularly within banking and finance where it has enormous potential for fund transfers and settling trades. A cryptocurrency, meanwhile, is a digital medium of monetary exchange, using encryption techniques to control the creation and transfer of funds. When most people think of cryptocurrency they’ll think of Bitcoin, which is the name of the market-leading cryptocurrency for which blockchain technology was invented. Cryptocurrency hasn’t always had the most positive public image and has in the past been associated with money laundering and crime, with different countries taking different approaches to the regulation of cryptocurrencies. Switzerland, however, has always been one of the world’s most crypto-friendly nations, with a strong cryptocurrency network in Zug and around 900 blockchain companies calling Switzerland home. What do the new Swiss laws mean? In early September, Swiss Senate parliamentarians passed a set of financial and corporate law reforms, which included the “Blockchain Act”. The Act was unopposed in the House of Representatives which suggests it will likely come into effect as law in early 2021. The ground-breaking law will bring blockchain and cryptocurrency into the mainstream, removing obstacles for applications and creating more legal security and abuse prevention. It will set standards for crypto exchanges, facilitating providers who only serve institutional and professional customers and creating a new framework to limit the risk of distributed ledger technology (DLT) abuse. All of this could potentially create a platform for a decentralised finance landscape, providing plenty of new job opportunities in both the technology and financial services sectors. Switzerland boasts a range of crypto banks, alpine cryptocurrency vaults, different blockchains, digital currency projects and digital stock exchanges, making it perfectly positioned to embrace new blockchain and cryptocurrency laws. If and when the laws are passed, there will be “an established legal basis for exchanging digital-only securities and for reclaiming digital assets from bankrupt companies”, according to Swissinfo, something which Swiss banks will be paying close attention to. After the somewhat chaotic 2017-2018 phase of blockchain start-up crowd funding, more regulations and security will be a welcome change, and banks would be smart to consider how they could incorporate blockchain and cryptocurrency in a bid to remain competitive. We’ve already seen Credit Suisse and UBS begin to test the potential of DLT trading, while Julius Bär has established a partnership with crypto bank SEBA, and a handful of private banks are already offering cryptocurrency services to some clients. As the laws look set to usher in a new era for crypto and blockchain, we can expect to see similar moves being made throughout the banking world. Keep informed with Swisslinx At Swisslinx, our company’s roots lie within technology, which means we have a vested interested in keeping ahead of the latest market tends. We have a special interest in fintech and disruptive technologies and organisations, as well as the more established financial institutions in Switzerland and around the world. This makes us ideally positioned to support both candidates and clients in the markets of technology and financial services. Contact us to see how we can work together, or follow our blog to stay up to date with the latest industry news.