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Executive Jobs Still Recruited via Press

Posted on 07 June 2009 by Hans-T

When a company seeks to recruit a manager, press advertisements often remain of top importance.

Agencies specialized in recruitment in Switzerland claim that if you want to reach top managers, publishing newspaper ads is still a Swiss tradition – “he who thinks, reads,” goes the adage.

Figures seem to corroborate this. Recruitment specialist Mercuri Urval has conducted a study every year for the past five years, analyzing the results of diverse recruitment campaigns. According to their study, in 2008, roughly 40% of managers were hired in a recruitment process via the press. For top managers the percentage rose to 45%.

For the highest echelon of managers, recruitment often passes bypasses advertising entirely.

In spite of the increasing number of websites specialized in recruitment, press advertising remains one of the most successful means for top companies to advertise jobs in Switzerland when the position they are recruiting is an executive position.

Studies indicate that two-thirds of executives regularly read the press. Recruitment specialists, HR experts and economists agree that the employment pages in newspapers are a good barometer of the general economy.

Undeniably, the internet has become a key recruitment venue and has cut substantially into press revenues for advertising. Online recruitment companies are fond of publishing studies showing that nearly 60% of recruitment now takes place online.

The subtlety however is in which jobs are more suited for online recruitment and which jobs are more suited for or a more elitist approach. Clearly, for jobs in IT and telecommunications, as well as engineering, the overwhelming majority of job opportunities are to be found in online recruitment sites.

Recruiters prefer to recruit via the internet for many types of profiles : it’s less expensive and one receives hundreds or candidatures from around the world. Some recruiters say it’s unmanageable.

An advantage of recruiting through press advertisements, which are more costly than career advertisements on the internet job boards, is that a recruitment vacancy in the press is less focused and addresses itself not only to the executive who reads the paper but to his entourage – wife, family, friends….

Finally, the motivation of a candidate applying for a job via the internet is often different. The internet applicant applies for a position with a few mouse clicks, attaching his CV and clicking send. For important positions where the personality and the motivation of the individual are of key importance, internet applications are often seen as lacking in a personal touch.

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Work in the Swiss Hospitality Industry

Posted on 29 April 2008 by Hans-T

According to a recent study by Manpower, Swiss employers in the Hotel and Restaurant Sector are highly optimistic for the period April-June 2008, for which they are predicting an increase in employment in Switzerland of 14%, considerably higher than last years hotel and restaurant industry jobs.

During the first quarter of 2008, the hotel and restaurant sector in Switzerland registered strong demand and created many new temporary jobs. The Manpower study said that for the 2nd quarter of 2008, the hotel and restaurant sectors would provide roughly 15% more work in Switzerland compared with last year. While 2007 was already an exceptional year, 2008 promises to show stronger growth in jobs in the hotel and restaurant businesses.

Despite the increase in jobs in hotels and restaurants in Switzerland, the salaries have not risen very much, and industry analysts are not expecting major increases in salaries any time soon.

Work in Swiss Hotel and Restaurant Industry

So while the increase in jobs this hospitality sector may be good for the general economy, it does not appear to signal an increase in the standard of living of employees of restaurants and hotels. Recruitment among Swiss hotels and restaurants nonetheless remains very strong.

The current strong growth in jobs in hotels and restaurants in Switzerland contrasts with the general moroseness in the construction industry, which has stagnated.

Manpower, the author of the study, is a global company specializing in employment services and temporary workers and has sales of over $21 billion. The group is active in recruitment in Switzerland for the hotel and restaurant industries.

Recruiting agencies claim that January 2008 was still better than January 2007, with a major increase in jobs and open-ended permanent contract hires.

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Switzerland in Period of Full Employment

Posted on 29 March 2008 by Sprecher

According to recruitment specialists, the current trend of work in Switzerland and the Swiss job marketplace is strong demand for profiles in administration, sales, and marketing.

Recruiters say that an apprenticeship in business studies is very good professional preparation for a career in Switzerland. The acquisition of language skills is also of key importance finding work in the job market in Switzerland which is multilingual and multicultural.

For any job in Switzerland English is a very important – often indispensable— skill.

In real estate and construction, in the insurance sector, and even more so in banking, from receptionists to financial directors, all work in Switzerland in the tertiary sector is experiencing a demand outstripping the available labor resources available on the local Swiss market and resulting in a situation of full employment and too many jobs for the available supply of workers.

Swiss Real Estate and Building Industry in Switzerland

Recruiting agencies claim that January 2008 was still better than January 2007, with a major increase in jobs and open-ended permanent contract hires.

The number of jobs in Switzerland is running ahead of the number of qualified professionals to the extent that recruiters are noting that companies are hiring temporary workers on a permanent basis (very profitable for placement agencies renting workers). Recruiters and employment agencies agree: Switzerland is currently in a period of full employment.

Recruiting specialists add that work in Switzerland is tending toward increasing specialization in job definitions and that certain trades are tending to disappear or reinvent themselves, notably those in the field of facilities management.

Jobs in Swiss Construction industryConstruction in Switzerland is experiencing a substantial lack of qualified professionals and is attempting to attract more youths to enter the building industries, notably by trying to increase the number of students taking aprenticeships in construction and building trades.

It is difficult to know with exactitude the number of workers in the construction industry in Switzerland. Temporary jobs blur the statistics. The only certitude is that the number of jobs in construction and building in Switzerland is increasing continuously on the rising tide of a strong economy.

An inadequate supply of apprentices and newly trained workers in Switzerland has resulted in a shortage of labor and an increase in the average age of workers in construction. In Geneva and the canton of Vaud, economists are persuaded that the labor market is going to remain very tight with a surplus of jobs and companies continuing to have difficulty finding all the staff they need to fill their vacant jobs.

The hotel and restaurant industries continue to have difficulties recruiting enough qualified labor. In addition, the demands of the field are increasing, with more and more qualifications being looked for, such as varied experience and fluent English.

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Real-Estate Consultancies Smooth Multinationals’ Arrivals in Switzerland

Posted on 05 December 2007 by Mr Bureau

Numerous large multinationals have recently moved into the Geneva area — among them Yahoo, Alibaba, Essent, Louis-Dreyfuss Trading, Electronic Arts—and settled into large office spaces or complexes. Inevitably, when multinationals set up large offices in Geneva (which has a population smaller than 500,000), the arrivals are preceded by months of work and negotiations by professional advisors.

One of the leaders in the French-speaking part of Switzerland (Romandie) in Real-estate advising to corporations, SPG Intercity, has organized the installation of numerous large corporate headquarters or major presences over the past few years. The CEO of the Geneva office, Martin Dunning, explained the logistics of how these large multinationals move in.

Multinational corporations seek out consultants like SPG Intercity to help them estimate their needs in terms of a site for the company’s operations, and the consultancy seeks an appropriate spot, maintaining the confidentiality of their client. The consultancy needs to Careers in Switzerlandknow the local market very well and

know personally all the building management companies of the region (known as ‘Regies’) for optimal chances of success. The consultant then prepares a dossier with several propositions for the client.

For the client multinational, the language of the region is very important, but even more so the fiscal regime and corporate tax scales of the region. For example, in the Canton of vaud, local tax laws privilege incoming corporations if the local government deems them ‘positive’ for the local economy.

There are 26 cantons in Switzerland and 26 different sets of laws regulating commercial leases. For this reason, foreign corporations usually like to have a consultancy negotiate the rental or purchase contracts from price to contract signature. The consultancy is in a position to master all the local laws and their subtleties and is Careers in Switzerlandsometimes even mandated to take care of the interior design of the office space so that the client obtains office ‘ready-to-go.’

For the Nissan company which set up offices in Rolle (canton of Vaud), the SPG Intercity consultancy set up an architectural contest for the 5000 m2 office space.

Other consultancies handle such aspects finding lodgings for the company’s executives, finding appropriate schools for employees’ children, etc.

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Temporary Jobs in Switzerland – Lawyer’s Advice

Posted on 18 November 2007 by LegalBeagle

“I registered with a placement agency and signed a contract. What happens if I find a regular job as a result of this and the company they rent me to wants to hire me? Do I stay legally liable to the agency that rented me to the company in the first place?” Lionel, Geneva.

Temporary or Interim work has a special legal status in Switzerland.

In fact, the worker is bound by an employment contract to the agency which rents temporary workers to its enterprise clientele. And on the other hand, the worker is in no way bound to the actual company at which he is working who is renting the temporary staff from the agency, even though that is where he goes to work !

The Swiss federal laws governing temporary jobs in Switzerland – the rental of temp workers and what is referred to as ‘location de service’ – LES- or rental of services, governs this type of employment relationship. The LES delineates a certain number of measures that must be respected in this type of employment relationship.

First, the contract between the agency renting temporary workers and the worker must be in written form and contain, among other things, the type of work to be furnished, the length of engagement, and the working hours.

Accorsing to article 20 LES, if the company which is renting the services from the agency has a collective labor contract with its own permanent staff, the agency which is renting the services (workers) must apply the same working conditions (notably salary, working hours, and insurances) in force in the client company’s collective labor agreement.

Finally, the agency cannot by law prevent you taking a permanent job, concluding an employment contract directly with the client company if they decide to offer you regular employment.

Article 19 al. 5 letter b LES clearly stipulates that any clause which can prevent the employee / worker or create obstacles for the employee / worker from being employed by the client company – the ‘renter’ of the agency’s services – once the agency’s contract duration has ended, is null and void. The same holds true for any clauses concluded ; the company renting the temporary workers must be legally able to directly hire the worker at the end of the services contract.

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