The art of attracting talent

The art of talent acquisition: How to recruit the best minds

Successful recruitment despite a shortage of skilled labour

Dear readers,

The recruitment of specialists and managers is currently presenting companies around the world with major challenges. Switzerland is not excluded from this challenge.

Interestingly, the improvement in the labour market situation in Switzerland in recent years - there is currently almost full employment - has been accompanied by an increasing demand for qualified employees, i.e. specialists and managers.

In this newsletter, we would like to give you an overview of the current situation on the Swiss labour market and explain which factors are contributing to and have contributed to the current shortage of skilled workers. Above all, however, we would like to provide you with valuable tips to help you recruit successful specialists and managers for your company despite the current labour market situation.

The labour market situation in Switzerland

Switzerland is increasingly facing the challenge of a growing shortage of suitable skilled labour. Important reasons for the shortage of skilled labour include demographic change as well as today's changing lifestyles. In addition to these influences, increasing specialisation and the emergence of new occupational fields are changing the world of work.

At the end of last year, there were over 120,000 vacancies in Switzerland with a simultaneous unemployment rate of 2.2 %. Although this very low unemployment rate is an important economic factor, this combination makes it very difficult to recruit staff, as there are not enough applicants available to meet demand. In a global comparison, Switzerland ranks below the global average with a percentage shortage of skilled labour of 76% (the average is 77%).

So Switzerland is not alone with this problem. In many industrialised countries, demographic change and the retirement of the baby boomer generation are having an impact on the labour market. The birth rate is low and the new generation cannot replace the employees who are leaving. Statistics and surveys show that four out of five companies worldwide report difficulties in filling specialised positions. In comparison, this represents an increase of almost 38 % compared to 2015.

Although automation and artificial intelligence are now playing an increasing role in the world of work, the human factor remains central and important in many industries. So how can you find suitable specialists and managers for the vacant positions in your company despite the challenges in the current labour market?

Tips for recruiting specialists and managers

Even if the supply of qualified applicants for the job position in your company seems to promise little hope of success at first, this is no reason for discouragement. Fortunately, there are a few adjustments that need to be made in order to successfully find suitable candidates.

Image is everything - employer branding

An attractive employer image is crucial when it comes to attracting qualified applicants. This is not just about simply placing a job advert, but about showing potential employees why your company is a great place to work. This can be achieved through targeted recruitment marketing and building a strong employer brand.

  • Targeted HR marketing: To communicate your employer brand effectively, it is important to choose the right channels and messages. This means that you need to understand your target group and know what values and qualities they are looking for in a company. For example, the target audience for technical professionals may have different expectations and priorities than sales professionals. By tailoring your message to the needs and interests of your target audience, you can grab the attention of potential candidates.
  • Build a strong employer brand: Your employer brand is what characterises your company as an employer. It should be authentic and reflect your company culture and values. A strong employer brand can help applicants identify with your company and make them more likely to choose to work with you. This can be achieved, for example, by designing your careers page, communicating employee success stories and participating in industry events.

Efficient sourcing & recruiting

Sourcing and recruiting specialists and managers requires an effective strategy, as the competition for qualified applicants is intense. There are various methods you can use to identify and approach potential candidates.

  • Direct approach: This is a method where you actively reach out to potential candidates who have the right qualifications, even though they may not be actively looking for a job.
  • Job boards: Online job boards are a widely used method to advertise open positions. The key is to choose the right job boards that match your target audience.
  • Networks: Maintain contacts in your industry and use existing networks to identify qualified applicants.
  • Headhunters: Working with recruitment consultants or headhunters can be a good option if you are looking for specialised specialists and managers. These experts have an extensive network and the experience to find the best candidates.

Professional selection process

The selection process is the decisive step in identifying and selecting the best candidates. A structured selection process ensures that candidates are evaluated objectively and fairly.

  • Establish criteria: Define clear criteria that you will use to evaluate candidates. These criteria should be based on the requirements of the position and the values of your organisation.
  • Application screening: Sift through the applications and CVs received to select those that best match your criteria.
  • Interviews: Conduct structured interviews in which you assess applicants' skills, experience and personality.
  • Decision-making process: Based on the information gathered, make an informed decision about hiring the best candidates.

A professional selection process not only ensures that you hire the best talent, but also that your organisation makes a positive impression on applicants. This can promote employee satisfaction and long-term loyalty to your organisation.

Further success factors in recruiting

In addition to the tips mentioned above, you should be proactive in recognising potential and market trends. Continuous communication and feedback for both applicants and your company are also crucial.

Personalised email campaigns and direct approaches via various channels should be considered to increase candidate engagement among professionals and managers. These measures should be tailored to the specific professional groups in order to generate attention and emphasise the willingness to hire.

Reaching your goal with support - personnel consulting

The recruitment of qualified specialists and managers is, as explained, a challenge that companies have to face today. At the same time, it is a decisive step on the road to corporate success. If you are looking for an efficient and strategic solution, you should consider using the services of recruitment consultancies.

Network and industry knowledge: Recruitment consultancies have extensive industry knowledge and a broad network. This allows them to identify highly qualified candidates who may not be available on the open job market.

Expertise in the application process: Recruitment consultants are professionals in identifying the best talent. They significantly reduce the risk of bad hires by thoroughly screening and evaluating candidates.

Faster recruitment: Working with recruitment professionals significantly speeds up the recruitment process, saving time and resources.

Perfect match: Recruitment consultancies ensure that the expectations of the company and the candidate are effectively aligned.

Especially in today's labour market situation, recruitment advice from professionals makes your recruitment process much easier. The right choice in recruitment simply makes all the difference. We are happy to help you find the best talent for your team. https://e-selection.ch/

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