Remote working has become a way of life for many employees. Businesses throughout the world have to adapt and become more agile, with many taking on a hybrid work model. While there’s likely to still be organisations that want employees to get back into the offices permanently, there’s now a much greater demand for remote working and flexibility. There’s certainly a widespread acceptance that remote working is the future. And as organizations have taken to the post-pandemic world, maintaining company culture has become all the more important. Since employees don’t need to be physically in an office to work, companies will need to pay extra attention to their culture and ensure their teams are happy and fulfilled. Reinforce company values With remote teams, it’s even more important for managers and leaders to acknowledge the values of a company. This is particularly crucial when onboarding new hires remotely. For example, the way problems are solved within the business in a remote environment need to be reinforced to employees, as well as how core decisions will continue to be made. All of this should reflect aspects of the company culture. When leaders relay information about the company’s policies and practices, it reminds employees that culture and structure still exists. Due to remote working, the boundaries of culture can be difficult to define – so companies must focus on establishing expectations and promoting a strong work ethic to help maintain culture. Establish trust One of the best ways to maintain company culture while working remotely is to build trust and transparency throughout the organisation. Thanks to digital tools, it’s never been easier to stay connected with people and build relationships. With a remote team, managers need to show confidence in their team and maintain the trust that was built back in the office. For example, leaders and managers should be always open to collaboration and sharing solutions to problems. That way, everyone will feel connected and part of a team, which can remove any feelings of isolation that can come from working from home. Create a sense of accountability In the remote working world, it’s important to empower your team members to be proactive and take initiative. When managing a remote team, you need to avoid simply delegating tasks but instead create a workflow for your team that allows them to take a lead on projects. This creates an environment of accountability which helps maintain the culture you may have had back in the office. Personal responsibility is an important part of many businesses, so translating this into a remote environment is an excellent way of maintaining culture. Set new targets Companies must set all employees new objectives as priorities change. In a remote environment, there are likely to be some significant changes to company goals. Setting monthly and weekly targets is a great way to foster company-wide motivation and it creates a strong work ethic across teams. As in the office, employees will be driven to achieve company goals if they understand what they are. That’s why setting a vision for the work is essential and understanding how people are feeling with regards to meeting their targets in the new normal. Also, leaders should continually share what the company has achieved through communication tools, as well as business goals, all of which cultivate a sense of company culture. Swisslinx can drive your recruitment forward At Swisslinx, we have an excellent track record of providing the best recruitment solutions to companies in a range of sectors, from financial services and digital to healthcare and life sciences. As a leading recruitment agency in Swisslinx, we have access to an array of talent to help your business grow and develop. We pride ourselves on building effective relationships with clients and candidates. Contact us today if you would like to find out more about how we can help your recruitment. Also, please keep reading our insights page for more interesting articles.
Internal mobility is all about the movement of employees from one position to the next within an organisation. Now more than ever, businesses need to build a growth-oriented and flexible workforce to improve retention, leadership and engagement. Organisations in Switzerland today need to be open to new challenges and make sure their employees always have opportunities to take on new responsibilities and move up in the company. It’s no secret that employees who are happy and engaged will be more motivated to do their best work, so development opportunities should be taken seriously by all companies. Internal mobility is an effective way of filling skills gaps and delivering seamless talent acquisition – and it’s essential for the success of any organisation. Here’s why: Nurture high-potentials Internal mobility is hugely important when it comes to nurturing high-potential employees. Having an internal mobility strategy enables businesses to take advantage of the most promising talent and ensure they remain at the company. It’s widely understood that millennial workers change companies more frequently than older generations. That’s why taking an internal approach to moving employees to new roles and adding responsibilities shows you’re invested in the people that work within your company, which is key to retainment. When you identify and nurture the best talent in your organisation, you can create an agile workforce with a team of professionals with cross-functional knowledge and expertise. Builds a culture of learning One of the key benefits of focusing on internal mobility is that it builds a culture of continuous learning. First of all, it’s a change in mindset that asks leaders to support a culture of challenge and growth and encourages employees to plan for the next stage in their careers. A learning culture is crucial to securing employee productivity, engagement and enthusiasm. The best employees want to keep expanding their knowledge and learn new skills quickly for their professional development. An internal mobility program can pave the way for a strong learning culture, which can make a more adaptable organisation. In a learning culture, employees actively share each other knowledge, which means problems can get solved more quickly. In this way, employees will be more engaged and more likely to stay at the company for longer. Business development Without retaining employees and keeping them engaged, it’s difficult for a company to develop and drive internal growth. Organisations need to think strategically about why people join their companies and why they choose to stay. Often, it’s the work-life balance, culture and learning opportunities that make people enjoy their roles and feel valued. Internal mobility feeds into all areas of business development and growth. An internal mobility strategy can help companies find potential leaders who can empower their businesses in the future. Above all, companies should have an internal talent pipeline ready to fill new positions when needed. Hiring externally takes time and there’s always the risk of a candidate leaving the role prematurely. Therefore, investing in internal mobility is an effective way to empower your workforce, which in turn, can future-proof your business. Swisslinx has the expertise to help your business grow Swisslinx is a recruitment leader in a wide range of markets, including financial services, technology and healthcare and life sciences. Our team of dedicated consultants have years of experience in delivering quality recruitment expertise and sourcing the best candidates on both a permanent and contractual basis. We’ve established excellent consultative partnerships with our clients and candidates, and we pride ourselves on our quality service, built on insightful knowledge and experience. If you’d like to know more about our service, contact our team today.
Remote hiring became the standard during the pandemic. Companies all around the world were forced to make the switch to recruiting and working virtually, and ‘hybrid working’ is set to become the norm for many companies. Before the outbreak, most businesses typically offered a fixed and traditional recruitment process. Now, many organisations are reaping the benefits of a hybrid approach to recruitment. While hybrid recruiting isn’t anything new, it’s become part of a larger talent acquisition strategy for many businesses. Below, we outline the key advantages of taking a hybrid approach to recruitment. Enhanced candidate experience One of the key benefits of incorporating a hybrid approach to recruitment is that it can create an exceptional experience for candidates. Using in-person hiring alongside virtual recruitment strategies is a great way to add additional value to the interview process, as candidates will be able to take advantage of the speed and convenience of virtual hiring. At the same time, you’ll be giving them the chance to physically meet the people they will be working with. Adopting a hybrid approach gives companies more flexibility. For example, bringing candidates into the office may not be an option for many companies, so virtual hiring makes it easy to pivot quickly by using virtual tools like Zoom and Google Hangouts. Attract the best talent Working from home has become an in-demand benefit for candidates, with full-time office work unlikely to return in the same capacity as pre-pandemic life. For many companies, remote working is now embedded in the culture, so it’s important to take a more flexible and hybrid approach to recruitment to attract quality candidates. What will set you apart from the competition is creating a hiring process that reflects the new normal and your company culture. When virtual recruitment works in tandem with more traditional recruitment strategies, it can complement the overall strategy and increase the chances of attracting and retaining the best talent. Builds relationships quickly In the recruitment world, building strong relationships is essential. Digital technology has given us the ability to connect and communicate with people we’ve never met before. There’s no doubt people have become more accustomed to building relationships virtually, which has been exemplified in the recruitment process. As we enter the new world of work, businesses still need to ensure they have in-person contact during the hiring process, to build more personal and engaged relationships. Taking a hybrid approach can enable businesses to form deeper connections with candidates, as they will be balancing both digital relationships with direct, in-person relationships. With virtual recruiting and traditional recruiting, you can grow and expand your network with valuable relationships. Are you looking to recruit? All businesses should be taking advantage of innovative recruitment strategies, and remote hiring to ensure they continue to expand their talent pools. At Swisslinx, we understand the demands of today’s market. With years of experience in recruiting top-tier candidates for roles within finance, healthcare, and digital and technology, we’re able to provide quality consultancy and support to our clients. We’re dedicated to delivering an outstanding recruitment service and we’ve shown our capabilities through building great relationships and helping companies with their recruitment. If you’re looking to grow your team in Switzerland, contact us today to speak with one of our consultants who will gladly help.
Skill-based recruiting has become all the more important in the modern world of work. While experience will always be valuable, assessing candidates based on skills and holistic competencies, rather than their last job title can pave the way for exceptional talent. Over the years, Switzerland has faced skill shortages in many different fields, so companies must take a skill-based approach to recruitment. Skill-based recruitment places the recruiter in the driver’s seat. It means pursuing all the relevant information to match candidates’ skills with the requirements of the job. Below, we’ve outlined the key benefits of recruiting for skills. Transferrable skills Skill-based hiring enables recruiters to find candidates with core expertise that can be applied in a variety of different environments. While candidates with years of direct experience may look like an ideal choice for a role, there’s a chance they might not be as adaptable in a new business. Core skills like problem-solving, interpersonal skills and technical competencies are more likely to be transferrable to other industries, increasing the chances of you make an excellent hire. Simply put, focusing on core skills and personality can be much more beneficial for businesses that are looking to grow, and maintain a clearly defined culture. However, screening candidates for skill and talent rather than previous experience means recruiters will need to pay extra attention to people’s cover letters and CVs. Thanks to recruitment technology, most applications are automatically filtered, helping the recruiter save time and find the ones that match the predefined criteria. Add Diversity One of the key benefits of skill-based recruitment is that it can add greater diversity to the workplace. Individuals from different backgrounds and diverse skill sets can add different talents, and experiences to the working environment, which can benefit the organisation. When you focus strictly on candidates with a set amount of experience, you risk missing out on individuals who are otherwise strong candidates. While it can be risky to invest in a candidate who’s less proven, they can bring a diversity of thought across the company with their skill set. Using a skill-based approach combined with “blind hiring” also removes any unconscious bias, enabling hiring managers to make more informed decisions, resulting in a much more diverse workforce. Focus on potential When you seek candidates with specialist skills, it allows you to focus more on their potential. New skills and competencies can always be taught whereas highly experienced candidates might have a well-established work style that may not be suited to certain types of companies. We’re now entering an era where professionals are constantly changing career paths, and where the younger generations are starting to dominate the workforce. What younger generations may lack in experience, many of them make up in attitude and digital skills. Taking a skills-based approach to recruitment allows you to expand your talent pool and find potentially great candidates that you may have previously missed. However, companies must establish systems and internal capabilities that allow for skill-based hiring. This means hiring managers must adjust their mindset and use more skill-based assessments when recruiting, with more discussions about the most critical skills. In this way, businesses can be more organised and match candidates with the appropriate roles. How can Swisslinx help your business? Swisslinx has a highly experienced team of consultants who are dedicated to providing the best recruitment service to clients and candidates. We take the time to understand your requirements and then deliver tailored recruitment solutions. Our team recruits the best professionals into a wide range of sectors, including financial services, digital and technology, life sciences, as well as engineering. If you would like more information on how we can assist with your recruitment, contact us today.
As a candidate, the final round interview is the last opportunity to show why you’re the best person for the role. What happens in the first interview can be dramatically different from the final round, so that’s why it’s all the more important to prepare thoroughly and expect to be asked some challenging questions. Hiring managers do not often make final round interviews for candidates they’re not serious about. Therefore, when you’re invited to the final round, the hiring manager already knows that you have the skills for the job. What they’re going to be looking for is how you present yourself under pressure and whether you’re a suitable fit culturally for the organisation. Here’s a swift guide for how to give yourself the best chance of succeeding in the final round interview and securing a job offer. Review the company and position Once you’ve made it to the final round, you need to make sure you completely understand the position and the company. The final round may be much longer and involve more people. This means that professionals should review the job specifications again beforehand and be prepared for in-depth questions. At this stage, hiring managers want to determine fit and whether or not the candidate is a team-player. Companies will also use a final round interview to learn how you manage deadlines and juggle workloads. Hiring in a pandemic is no easy task, so companies will likely be paying extra attention to detail and focusing on the candidates who show the most potential. This means it’s important that you thoroughly research the company and come prepared with what you like about the company. Having that extra preparation will increase your chances of being offered a role. Share your knowledge and expertise While many final round interviews will be based on how you fit into the company or the team, hiring managers will still want to verify your technical skills and competencies. So, it’s crucial that you effectively share your knowledge and expertise during the interview, and quantify wherever possible. This means discussing your key accomplishments and how they were achieved, as well as any notable skills relevant to the role. For example, you might have excellent time management skills, so you will need to explain how these skills have helped you perform. Whether it’s through project management software or your strategic planning, you must show the unique qualities you bring to a company. Also, always show confidence and evidence of all your skills and experience. Ask the right questions In the early rounds of interviews, it’s important to ask thoughtful questions, but in the final stage, you’re going to need to show you’ve thought more seriously about what it would be like to work at the company. Therefore, professionals in the final round should ask questions about what the first month on the job would be like and if there will be any training, as well as what the performance expectations will be when you join. These type of questions show hiring managers that you’re already engaged and eager to be a part of the company. Show your commitment and passion In the final round, hiring managers will want to ensure candidates are interested in staying for a long period. Arguably one of the best ways to show you’re a committed professional is by discussing your long-term career plans, and how it’s connected to the role you're interviewing for. Hiring managers want to find candidates who have a strong work ethic and have the potential to be high performing. This means you need to demonstrate a passion for the industry and that you’re genuinely interested in this specific field. For a company, the final round interview is all about evaluating a candidate’s characteristics and attitude, so make sure you tell stories of how you solve problems and why you enjoy your work, which will no doubt help you stand out from other candidates. Are you looking to advance your career? At Swisslinx, we have a motivated and friendly team of recruitment consultants who are dedicated to building great relationships with clients and candidates. We specialise in recruiting for a varied range of sectors, including financial services, digital and technology, healthcare and natural resources. Our team works to the highest standards and we’re committed to delivering an exceptional recruitment service on a daily basis. If you would like more information on how we can help your career and even prepare for your next role, contact our team today.
The impact of the COVID-19 pandemic on economies and corporations has been dramatic, to say the least. Countries around the world have been forced to grapple with enormous change and adjust to the new normal of remote working, and the increasing use of digital technology. As we move into the post-pandemic world, professionals will have to be more self-reliant and flexible – and seek out the most in-demand roles to future proof their careers. Before the outbreak, the job market was still highly competitive and ever-evolving, but with the pandemic disrupting the landscape, certain roles will grow faster than others. Therefore, it’s time to take a look at the jobs with the highest demand, to help talent leaders and candidates make better decisions post-pandemic. Cybersecurity roles Cybersecurity is one of the most in-demand roles in technology. Over the years, cybersecurity job postings have increased dramatically and with the pandemic forcing many companies to adopt a remote working culture, this has posed new security challenges. Research has shown that the number of cyber-attacks in Switzerland during the height of the pandemic was up three times more than normal. Since there are more people now working from home, there’s more data available in the cloud, which means many companies are more vulnerable to attacks. In early 2021, many security bodies in Switzerland were targeted by malicious email that appeared to come from trusted organisations, like the police and banks, further exemplifying that cybersecurity risks have become a huge problem. Therefore, cybersecurity experts will be hugely in-demand and these professionals can look forward to many opportunities in the field. Data analysts and scientists Research has shown that by 2025, 97 million new roles will emerge, most of which will be driven by automation and data. In a post-pandemic world, there’s no doubt that businesses will continue to rely on advanced technology to understand the origin of different data sets. This means that data analysts will be highly sought after over the next few years. With more people working remotely and with more technology-based roles on the horizon, the amount of data generated is only going to increase. All of this data needs to be managed and analysed to understand correlations, and to draw meaningful conclusions. Big data is everywhere now and the pandemic has accelerated this shift toward machine learning and smart communication. Software developers It’s no secret that Switzerland’s technology scene has become one of the most advanced in Europe, with Zurich standing up as a powerhouse for the country’s digital technology. There’s a great demand for software developers with growing numbers in Switzerland, and research has shown that there was over 155,700 registered software developers in 2019, a figure which has likely grown since. Companies will increasingly need software developers to build the digital infrastructure for their projects in the post-pandemic world. Also, artificial intelligence investment increased during the pandemic, with more companies implementing AI into their products and processes. This means that businesses will need developers with AI skills and experience. And with more people spending time online, the role of developers has become even more crucial for a wide range of businesses. Why not contact our friendly team of recruitment specialists? There’s a wide variety of roles set to thrive in the post-pandemic world, but what remains clear is that these jobs will be digital and technology-focused. At Swisslinx, we’re committed to keeping pace with all the changes within the digital and technology markets. Our team of recruitment specialists have years’ of experience in recruiting top candidates, and we’ve built excellent relationships as a result. Whether you’re looking to recruit or are seeking new roles in Switzerland, contact us today to speak to a member of the team. We’re always happy to help. <!--[if !supportLineBreakNewLine]--> <!--[endif]-->
Personal branding is everywhere in today’s digital age. With the rise of influencers on social media platforms, personal branding has become an industry in itself – and it’s now a vital part of an employee’s journey as they build their career. The concept of the personal brand is well established in the business world. A personal brand lays the foundation for success in the future, so it’s important to start building your public persona early. Since there’s now so much competition in this changing workplace landscape, it’s never been more important to build a strong personal brand that enables you to stand out uniquely from other professionals. Research has shown that employers frequently screen candidates through social media. Therefore, how you present yourself online is now crucial for securing job opportunities. But how do you brand yourself online and build credibility? Here are some keys ways that professionals can improve their digital footprint and build a strong personal brand. Create an engaging social media presence With the growth of LinkedIn, blogging, and other social media networks, it’s never been easier to create a compelling social media presence. One of the best ways to impress employers and strengthen your personal brand is by adding as much detail as possible to your LinkedIn profile. This includes showcasing your endorsed skills, an interesting headline and a creative description that discusses your accomplishments and any recommendations. It’s important to make sure your social networks tell a cohesive story, which can help to establish yourself as a positive, friendly professional, boosting your personal brand as a result. Be consistent in your communications When it comes to building and strengthening your personal brand, it’s important to know that results won’t happen immediately. It’s a lifelong commitment that requires patience. However, without consistency in your communications, it’s very difficult to make any progress. For example, all your social media channels need to have the same tone of voice and communicate the same message. Even the smallest of inconsistencies can have an impact on personal brand effectiveness. It can be difficult to think of yourself as a brand, but personal branding is all about consistently reinforcing your story, whether that’s through written content or video. Your CV says a lot about your experience, but when you’re consistently publishing original content, it demonstrates to employers that you’re self-motivated and passionate about your career. Find a niche and make it your own It’s much easier to be consistent with your messaging when you have a focus. One of the best ways to strengthen your personal brand is by showing that you’re well versed in a single topic. For example, if you’re looking to move into the financial services sector, keep your messaging focused on that target demographic, as it will be much easier for others to define your personal brand. Having a niche focus is important because it allows you to build your brand around your desired market or ideal employer. Narrowing the focus around your personal brand makes you more easily identifiable and can lead to more specific job opportunities. Network effectively Networking is hugely important in building and maintaining your personal brand. So, make sure you engage with people online and offline and cultivate these relationships over time. There is a multitude of ways to connect with people, like joining groups and conversations on social media. While networking through LinkedIn is key, take the time to attend networking events and virtual conferences to meet valuable, relevant people who can help with your career. All of these relationships contribute to the development of your personal brand, because the more you engage, the more you grow. Are you looking for the next step in your career? Building a strong personal brand is hugely important for your career growth. Always invest time in engaging with new relationships, conferences and projects that you could showcase, as a part of your brand. The idea of a brand no longer just applies to companies. At Swisslinx, we’re passionate about career development and helping candidates secure their ideal role. We constantly add value to our clients and candidates and are dedicated to building positive relationships with those we work with. Our team of specialist consultants recruit for roles in various markets, including financial services, digital and technology, as well as health and life sciences. If you’re seeking a new role, contact our team today to discuss how we can help.
The wonders of technology have paved the way for more options than ever to attract and recruit the best talent. Today, many companies opt for a data-driven approach which means hiring managers and leaders can create a clearer picture of who they need to hire. There’s a variety of tools emerging on the market, allowing companies to take a much more holistic view of the recruitment process. With so many platforms changing recruitment, it can be difficult to identify which ones present the best opportunities. So below, we’ve outlined precisely how technology has improved the recruitment process. Streamlined recruitment process One of the major benefits of technology in the recruitment process is that it eliminates manual effort, helping companies to strategize and improve workflow. Technology enables HR managers to automate much of the hiring process, such as repetitive tasks like matching candidates. Many organisations are facing the reality of hiring and onboarding new candidates in a remote environment. Companies are now having to be more adaptable and innovative in their recruitment. However, there’s no question that video interviewing saves time and allows easy collaboration with team members. Technology, ultimately, allows businesses to review and screen candidates much more effectively and efficiently. Enhanced employer branding There’s no denying the impact that technology has on a company’s employer brand. When it comes to recruitment, the employer brand is crucial for attracting the top talent, especially when you have a large pool of candidates. The employer brand is improved greatly by the presence of digital technology. For example, social media and analytics have created new opportunities for recruiters to build a unique employer brand, and establish strong relationships with candidates. With analytics dashboards, recruiters and hiring managers can assess the performance of their campaigns, and create a better experience for candidates. Investing in talent management software is an excellent way for businesses to implement a framework that allows companies to recruit new candidates, all the while growing their employer brand. Global reach to find candidates Technology has made it much easier for businesses to find candidates from anywhere in the world. There's now a range of platforms and professional networks, like LinkedIn that recruiters can use to find candidates with the right skills, regardless of location. With the rise of remote working in Switzerland and throughout the world, there's now much more opportunity for recruiters to find candidates globally. However, businesses must plan carefully to ensure when they hire remote employees that they maintain a consistent global culture. Using data, businesses can learn about global hiring trends which can help them decide on the best approach to take. Global hiring has transformed recruitment and technology has no doubt played a key role in this change. Artificial intelligence Over the years, Switzerland has become a hub for artificial intelligence, establishing itself as one of Europe’s most innovative countries. There’s no surprise, then, that AI has made its way into recruitment. While in its early stages, AI has already improved performance and productivity in recruitment. For example, AI chatbots have become much more common. Many companies program chatbots to ask candidates routine questions as well as for further communication during the process. This means companies can save time on manually sending out emails to candidates. AI is also being used to screen candidates’ CVs and evaluate skills. As a result, recruiters can find the best candidates for specific roles based on data mining, allowing them to identify their potential. Finding the right balance between recruiters and technology is crucial in recruitment. While companies can rely on AI for making the hiring process more efficient, building human relationships with candidates remains key for overall engagement. How can Swisslinx help your business? There’s no doubt that technology has had a massive impact on recruitment. At Swisslinx, we have an outstanding team of consultants who are well-equipped with the latest technologies. Our team is dedicated to providing a quality recruitment service, and we pride ourselves on our ability to build strong relationships with clients and candidates. We recruit the best candidates into various sectors, including digital and technology, financial services and life sciences. Swisslinx has a great understanding of these different markets and can deliver the best expertise to your business. Contact us today if you would like to find out more about how we can help. We look forward to hearing from you soon.
Digital technology is rapidly changing healthcare and life sciences, as organisations are seeking ways to improve their service with new products and healthcare solutions. In recent years, there’s been an increasing focus on high-value care and data is playing a key part in improving efficiency and the patient experience. As a result of the COVID-19 pandemic, healthcare organisations have been forced to become more resilient and agile and deliver advanced, digital care. There are still some major challenges for creating a truly digital-first healthcare sector, but the industry is evolving – and below, we’re reflecting on the top trends leading the change. Wearable devices Thanks to the rise of artificial intelligence, wearable devices have emerged as a key trend in healthcare, and have been poised to re-shape the sector. Some of the biggest companies that are investing in wearable medical devices include Abbott, Roche and Dexcom, all of whom are focused on providing patients with diabetic care. In Switzerland, Biovotion AG – acquired by Biofourmis – is a developer of a wearable sensing technology that allows continuous monitoring of patients with critical conditions. It’s wirelessly connected and shows reports on how individuals can improve their overall health. Wearable devices can provide patients with real-time data which allows healthcare providers to deliver more personalised care. Wearable technology is evolving fast and it presents massive opportunities for healthcare. Remote patient care Remote patient care has become an increasingly popular option for patients. While not widespread in Switzerland, more and more companies are offering virtual healthcare services. For example, Swiss company Medgate offers telemedicine services and digital health solutions, and it’s one of the leaders in the remote patient care space. With the Medgate app, patients can access their doctor at any time of the day for their health concerns. The rise of remote working as a result of the pandemic has accelerated telemedicine and remote care, along with health providers that are more transparent, cost-sensitive and efficient. Precision medicine Thanks to innovation and digital technology, medicine is becoming much more personalised. Precision medicine is an emerging field, which is focused on providing patients with highly tailored care, based on individual differences, such as people’s lifestyles, environment and genes. This dynamic approach means that medical professionals can offer more targeted treatment for specific conditions and provide a more accurate assessment of patients’ health. Accurate diagnosis is critical and precision medicine is hugely advantageous for treating brain and mental health. There’s no doubt the next generation of medical products will be built around personalisation. Data-driven healthcare As mentioned, the future of healthcare is likely to be built around the needs of the patient. This means that data and analytics will become central to healthcare organisations. Healthcare professionals have massive amounts of data at their fingertips. Increasing data and health information brings a range of benefits for both patients and health care professionals. However, there’s still challenges around data security when it comes to sharing and storing personal information. In the future, there will likely be greater security measures as connectivity and data continue to become a focal point. Gaining people’s trust is key, particularly for personal health. The health and life sciences organisations that will succeed are those that build their cultures around data and technology and understand how to use the best strategies to thrive in a competitive market. Swisslinx has the expertise to help your business With all the emerging technological innovations, the future looks to be a promising one for the healthcare and life sciences. At Swisslinx, we have a highly skilled and experienced team of consultants who are well-positioned to assist with your business’ recruitment needs. Our team is dedicated to building long-lasting relationships with clients and candidates in a range of sectors, including healthcare, technology and finance. Get in touch with our team today if you would like more information on how we can help your recruitment.
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.