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.