Insights

Q2 2023: Finance Recruitment Market Update - Switzerland

Q2 2023: Finance Recruitment Market Update - Switzerland

As we concluded 2022, we experienced normal market conditions across Switzerland. And, as predicted, an extremely high volume of hiring started from January onwards. 

At EMEA Recruitment, we analyse market data so that we can understand trends and skills shortages to provide factual evidence to our candidates and clients. Some of this data - and feedback from companies that were recruiting during Q1 - has been used to produce the following overview:

German-speaking region

  • Over 100% increase in directly advertised Finance roles during January to March 2023 compared to the same period of 2022
  • Many roles seen in January were re-advertised in March, as they failed to attract the desired audience
  • Companies requiring fluent German language skills experienced the greatest difficulties in hiring
  • Significant increase in roles advertised by Swiss-owned international companies compared to those with non-Swiss ownership

French-speaking region

  • Similar volume of vacancies during January to March 2023 as we saw in the same period of 2022
  • Slight reduction in roles advertised by Swiss-owned international companies, but a corresponding increase in roles advertised by non-Swiss-owned international companies

Hybrid thoughts

  • Requiring 4-5 days’ attendance in the office does impact the diversity of candidates attracted to the role
  • We have seen very little evidence of fully remote roles being offered

Job-seeking process

  • Candidates are happy to look at attractive opportunities, but those in work are being selective about the roles they consider and are less likely to apply directly to advertisements given the limited amount of information available through that method
  • Given the high volume of roles available and the difficulties companies expect when replacing staff, top talent is being recognised more and more by their current employers - therefore, they are more selective about the roles that they would consider externally

What do we expect in Q2?

Business sentiment is still positive, so we expect to see a very busy quarter again for Finance recruitment. We also predict continued pressure on salaries as the battle for talent remains fierce.

Having access to current market information, whether you are job-seeking or recruiting, is more important than ever before.

If you would like to discuss your own career situation or hiring into your team, we would be happy to speak with you. Please reach out to Mark Robinson, Insight & Optimisation Director, for a confidential discussion: mark.robinson@emearecruitment.com

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The Importance of the Employee Experience

The Importance of the Employee Experience

Katie Insley, Associate Director, explores the second quarter of the year and discusses the uplift in HR opportunities across the Netherlands.

There have of course been significant challenges in some industries, but many have reported growth plans, especially in the second half of the year.

We continue to be in a candidate-led market where the competition for talent is still significant. Businesses must place attention on their employee value proposition in a bid to keep their best people, ensuring they have a working culture and environment that responds to their employees' needs, such as hybrid/flexible working and employee wellbeing initiatives. 

We also continue to see an investment in Compensation & Benefits functions, as rewarding employees in a competitive and attractive way remains a key tool to retain top talent.

A good number of organisations have gone through reorganisation activities, and - while this has led to decreases in some traditional HR roles - it has caused an increase in the positions more aligned to the future of HR and where it can add the most value to a business.

These have included roles focused on talent and HR intelligence, where businesses are looking for individuals who are great with data, but who can translate this information into meaningful stories that allow for better decision making.

A focus on HR technology continues, but through the lens of employee experience. How can a business have seamless processes enabled by tech that make an employee’s interactions with HR as easy as possible? This again requires a different skillset, where individuals must not only be great at system optimisation and process improvement but must be able to focus on the user experience, too.

If you’re interested in finding out more about the current recruitment landscape, please reach out to me at: katie.insley@emearecruitment.com

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A Thriving Recruitment Landscape

A Thriving Recruitment Landscape

We are delighted to share some exciting news, highlighting Switzerland’s continued appeal as a hub for international businesses.

Over the past quarter, we have witnessed a handful of companies choosing Switzerland as their preferred location for setting up their global/regional offices. One of the key factors contributing to this trend is Switzerland’s tax environment, boasting some of the lowest profit and capital tax rates in the country.

Additionally, Switzerland offers an exceptional level of political and financial stability, fostering an environment conducive to long-term economic growth. Furthermore, individuals can benefit from attractive tax rates, positioning Switzerland as an alluring place to live. We anticipate that this positive momentum will continue, solidifying Switzerland's reputation as a premier destination for international business expansion.

In this edition of the newsletter, we would like to shed light on the thriving recruitment landscape in Switzerland and the advantages it offers to businesses operating in the Finance sector.

One remarkable aspect of Switzerland is its ability to attract top talent. We have witnessed a notable trend of highly skilled professionals choosing Switzerland as their preferred destination, drawn by the country's robust economy, excellent quality of life, and strong emphasis on work-life balance.

Moreover, Switzerland's geographical advantage in the heart of Europe makes it an appealing choice for professionals considering relocation. The central location provides easy access to a variety of global industries and allows businesses to tap into a diverse talent pool.

At EMEA Recruitment, we have capitalized on these advantages to supply top talent to our clients. By leveraging Switzerland's appeal, we have successfully sourced exceptional candidates, ensuring a streamlined and cost-effective recruitment process.

If you’d like to find out more about how we can support you, please get in touch with Associate Director, Annie Gosnell: annie.gosnell@emearecruitment.com

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Hybrid Working & Wellbeing in the  Workplace - Embracing the New Normal

Hybrid Working & Wellbeing in the Workplace - Embracing the New Normal

“The recent Surgeon General report on Mental Health and Well-being reports 81% of workers say they will be looking for workplaces that support mental health in the future.”

Leaders are discussing how they can be deemed an employer of choice in the market, while taking into consideration the growing demand for a hybrid working model and promoting the importance of wellbeing to all, as we establish and adapt to post-pandemic working life.

Post-COVID life has taught many of us how to adapt amid chaos; to change the way we think about our working environment and to re-evaluate what employees value most throughout their careers.

Some believe a shift towards a hybrid working environment - with a focus on mental health and wellbeing, as a staple to the typical compensation & benefits offered - is well overdue and that COVID-19 accelerated the speed for this change, leaving companies unnerved with an increased demand for the new way of working.

Many enjoy the flexibility of working from home and the time saved by not commuting, while others have felt isolated and find it difficult to focus when alone, without peers in their office environment. Supporting hybrid working employees is what businesses are finding most challenging.

“WFH was not particularly prevalent in the euro area before the onset of the pandemic in March 2020. According to Eurostat data, 85% of employees had never worked from home in 2019, a small decrease from 92% in 2000. The COVID-19 shock led to a sudden increase in demand for WFH policies that would allow the majority of employees to work from home at least once per week.”

- European Central Bank

The workforce has spoken and continues to say that working an odd day from home is no longer a perk of the job, but is indispensable. Where some companies were reactive in putting measures in place for colleagues to work from home, it is now considered the new normal - not an exception.

Some businesses, however, continue to request that colleagues work in their office environment full time, which now begins to feel redundant given the current market.

What are the benefits to working from home?

  • Better work-life balance
  • Less commute time
  • Improved inclusivity
  • Cost saving due to reduced travel
  • Positive impact on sustainability
  • Improved wellbeing & mental health
  • Increased productivity & performance due to lack of distractions

Of course, there are benefits to working in the office:

  • Making friendships & connections with others, with increased camaraderie
  • A feeling of purpose & belonging
  • The improved collaborative way of working
  • A smoother & more efficient onboarding process
  • No barriers - colleagues are more easily accessible when within reach of each other
  • Business incentives/perks in the office

In light of the above, it is worth asking the question: How do we create an environment for all, so all feel welcomed and comfortable to work from home if they choose to, as well as work in the office, while ensuring engagement and productivity remain high?

Equally, gone are the days where employees worked relentlessly and tirelessly to get the job done. Candidates, especially, are on the lookout for companies that are creating workplaces that value mental health and wellbeing, and are setting boundaries for themselves, to ensure their work-life balance remains intact throughout their career.

Does your business promote a flexible working environment that candidates are looking for?

Do you stand out in the market as an employer of choice?

If you would like to explore any of these topics in more detail, please reach out to Katie Insley, Associate Director in our HR recruitment team, for a confidential discussion: katie.insley@emearecruitment.com 

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Procurement & Finance in Partnership

Procurement & Finance in Partnership

We often see a natural synergy between Procurement and Finance, with both functions contributing to the financial wellbeing of an organisation - albeit their areas of focus are distinct.

Over time, businesses have recognised the importance of aligning Procurement and Finance functions to achieve common business goals, optimise financial performance, and enhance resource management. This has led to increased collaboration and a recognition of the interdependencies between the two functions.

Following recent economic pressures and Supply Chain disruption, we have seen that it is more apparent than ever that the relationship between Procurement and Finance needs to be leveraged to its full extent to ensure business success.

We see collaborations between the functions, in terms of shared skills and qualities required for success in both roles. By recognising these shared competencies, organisations can create a cohesive and efficient team that collaborates effectively to drive financial performance and Procurement success.

For the most successful organisations, Procurement is no longer seen as a branch of Finance, but a genuine business partner and critical heart of Finance-related decisions.

Would you be interested in an event focusing on how Procurement and Finance functions can adapt and grow together for the future? Please reach out to Sasha Gill, Senior Consultant, to share your thoughts: sasha.gill@emearecruitment.com

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EMEA Recruitment logo

EMEA Recruitment: The Bastion of People-First Recruitment

After celebrating 15 years in professional services recruitment, we are delighted to unveil a new era of EMEA Recruitment as the bastion of people-first recruitment.

In 2022, we celebrated the 15th anniversary of EMEA Recruitment. Since we were founded by Paul and Kelly Toms in 2007, we have always focused on building strong relationships with clients and candidates across Switzerland, the Netherlands, the Nordics, and the wider EMEA region.

Having been established for 15 years, during which time we have expanded into new disciplines and markets, we felt that the time was right to re-develop our vision and values to reflect where EMEA Recruitment is now.

Our people-first approach has been fundamental in becoming a strategic partner to some of the most reputable businesses in the world and a trusted advisor to our candidates. Moving forward, Paul wanted this to be the focus of our mission – to become the bastion of people-first recruitment.

While discussing and debating our renewed vision and values, the team listened to one another, challenged each other’s ideas, and championed the collective message. This process followed the methods our Consultants use when working with candidates and clients, thus creating our three core values:

  • Listen
  • Challenge
  • Champion

To reflect this new mission for the business, we also decided to tweak the EMEA Recruitment brand with a fresh look.

Our new logo, colour palette and website honour the brand that we have built over the last 15 years, while signalling our renewed focus on people-first recruitment.

Richard Bailey, our Managing Director, says: “I’m really excited that our new website is going live, which features our new branding and values. Over the past 15 years, we have been incredibly proud of the relationships and networks our team have generated.

“We have taken time to listen to our team, our candidates, and our clients on how we can further add more value in recruitment. Our strategy continues to provide the best recruitment experience for everyone, and we remain committed to training our team and building our network with partners, clients, and candidates.”

He adds: “Recruitment is fundamentally a brokerage of people working with people. Putting people first is essential. A person’s skills can be measurable, managed and developed, but how influential are they within their teams? Or how good a leader or team-player are they? This requires a well-trained Recruitment Consultant to understand each personality and match good people with good career opportunities.

“We are proud to have worked with some of the biggest brands globally, and have helped them develop strong and diverse teams. We look forward to the future, as we build networks to further advance our clients’ and candidates’ ambitions.”  

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