Post on 02-Aug-2015
Switzerland
20
15
The Hiring Process Report
of hiring managers agree that fast and efficient candidate attraction aided by modern technologies will be of most benefit to the hiring process
over the next 3-5 years.
Technology and knowledge of how to engage candidates will make the hiring process easier
THE TOP THREE recruitment priorities for hiring managers over the next 2–3 years will be:
Communication skills
and self-motivation are considered
to be the most important soft skills
for hires in 2015, closely followed
by engagement
Candidate experience(44%)
Focus on effectivetalentrecruitment tools (29%)
of hiring managers think that growing knowledge of how to engage candidates will also be of great benefit to the recruitment processover the next few years.
Efficiency of hiring process(29%)
69%
Social media and up-to-date
careers websites
are currently the most popular
ways to boost employer brand
41%
26%
The Hiring Process
of hiring managerscurrently utilisesocial media
believe an up-to-date careers website is important
36%
63% 46%
identify
skill shortages
as a major
obstacle in the
hiring process
cite shortage
of talent
with required
experience
The Hiring Process Report UK 2015 / Kelly Services
3
Background: The Hiring Manager Survey
The Hiring Manager Survey 2015 is an
innovative, new research study from Kelly
Services which looks at the future of
recruiting from a hiring manager’s perspective.
It focuses on three key areas of recruitment:
talent acquisition, workplace and generations,
and the hiring process itself.
The opinions of over 2,000 managers in charge
of hiring were collected from ten different
countries within EMEA (Europe, the Middle East
and Africa) and APAC (Asia Pacific). The findings
indicate common global trends which are likely
to be significant for recruiters over the next 3-5
years. And more specifically, they enable us to
find out more about hiring trends in Switzerland.
The Hiring Process ReportThe Hiring Process Report identifies factors that
are currently influencing the hiring process and
reveals how hiring managers are responding
to change and preparing for the future.
This report aims to raise awareness of key concerns and identify aspects of the process which businesses
should pay particular attention to over the next
few years.
The full report - which involves a complete
analysis of regional trends, based on the
responses of hiring managers from EMEA
and APAC - can be downloaded right here.
Alternatively, you can read on to discover more
about the specific key issues affecting the hiring
process in Switzerland.
The Hiring Process Report UK 2015 / Kelly Services
4
A Summary of Findings in Switzerland
S kill shortages are creating the biggest
problem in Switzerland, and around the
rest of the world. A shortage of talent
with the required experience and limited hiring
budgets are also key concerns for the Swiss.
However, modern technology is expected to
have a very positive impact on recruitment over
the next 3-5 years; enabling faster and more
efficient candidate attraction. 69% of hiring
managers in Switzerland identify technology
as a key benefit, and the majority surveyed
globally tend to agree.
In addition, 42% of Swiss hiring managers expect
that an increase in candidates with specific skills
open for flexible work will assist the recruitment
process further over the next few years.
And in contrast to other countries surveyed,
Switzerland places a lower emphasis on
knowledge of engagement.
Candidate experience has been identified
in Switzerland as being the biggest priority over
the next 2-3 years. This is in line with the majority
of other countries surveyed, and supports the
idea that monitoring and enhancing candidate
experience can attract, secure and retain top
talent. Effective talent recruitment tools, internal
mobility and hiring process efficiency are also
key priorities in Switzerland. Employer branding
on the other hand is not; with only 17% listing
this as a priority.
When evaluating the hiring process, Swiss hiring managers use
a wide variety of KPIs; the most popular being the number of applications
per vacancy and the use of a candidate experience survey.
This differs to most other countries; the majority of whom list the time
it takes to fill a vacancy and quality of hire as their main KPIs.
The majority of hiring managers in Switzerland (57%) consider recruitment to be more difficult today than it has been previously,
and expect it to become more so over the next 3-5 years. This perception is in line with most other countries surveyed,
but Swiss hiring managers are currently experiencing the most difficulties and are some of the least optimistic about the future.
The Hiring Process Report UK 2015 / Kelly Services
5
TThe most popular way for Swiss hiring
managers to measure quality of hire is
in line with most other countries; listing
the length of time a hire stays with the company
and outperformance as their top two indicators.
A candidate with relevant experience and
the right qualifications are the most popular
descriptions of a perfect hire in Switzerland.
And someone who stays with the company for
at least 3 years is also considered to be a good
hire. Similarly to most other countries, price-for-
hire, is no longer such an important factor.
In Switzerland only 14% list this in their
description of a perfect hire.
Just like most hiring managers around the world,
the Swiss consider talent availability in the local
market and budgets to be the biggest obstacles
when hiring the perfect candidate (listed by 43%
and 40% respectively).
In contrast to most countries - who consider
communication skills and self-motivation to
be the most important soft skills for hires in
2015 - Switzerland places a greater emphasis
When it comes to boosting employer brand, hiring managers in Switzerland appear far less engaged than others. In fact, a quarter
of those surveyed didn’t use any of the brand-boosting platforms listed. But of those that did, most turned to social media (41%).
A Summary of Findings in Switzerland
on responsibility and engagement as soft skills.
Although, communication and motivation is still
high on the Swiss agenda.
When communicating employer brand to the
market, the majority of hiring managers in
Switzerland do so online via a website (57%).
But they make less use of other platforms -
such as social media, content creation, email
campaigns and print - than most other countries.
In Switzerland, it is the marketing team that
takes on the most responsibility for managing
employer brand. Operations teams are rarely
involved, but there is a larger than average
number of ‘other’ people/departments who are
also taking on this responsibility.
ABOUT KELLY SERVICES®
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a global leader in providing
workforce solutions. Kelly® offers a comprehensive array of outsourcing and
consulting services as well as world-class staffing on a temporary, temporary-
to-hire, and direct-hire basis. Serving clients around the world, Kelly provides
employment to more than 555,000 employees annually. Revenue in 2014
was $5.6 billion.
Visit kellyservices.ch for more information.
Connect with us on Facebook, Twitter, LinkedIn and YouTube.
ABOUT THE KELLY HIRING MANAGER SURVEY
The Kelly Hiring Manager Survey is an innovative new approach to uncovering
the truth about talent acquisition, the hiring process and workforce and generations.
Over 2,000 hiring managers across Europe, the Middle East and Africa (EMEA)
and Asia Pacific (APAC) responded to the survey between December 2014
and February 2015. The survey was conducted by Kelly Services. Data cleaned
and structured by Intelligence Group.