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, Associate Director, for a confidential discussion: mark.robinson@emearecruitment.com

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10-Minute Interview: Running the London Marathon for Operation Smile

10-Minute Interview: Running the London Marathon for Operation Smile

It’s now under a week to go until Neil Cope, Manager of our Procurement & Supply Chain recruitment division in Zug, runs the London Marathon on behalf of Operation Smile.

Neil sat down with Tamika Gayle, Marketing Executive, to discuss his training regime, what he’ll be thinking about as he runs, and whether he’d do it again.

How do you currently feel about running the London Marathon for EMEA Recruitment & Operation Smile?

I’m excited, as it’s my first marathon. I’ve been a recreational runner for a long time and have always liked it. My main aim is to just get around and finish!

How long have you been running for?

Through childhood, but more through other sports, such as football predominantly. When I was at school, I was doing cross country; for sports day, I did the 1,500m races instead of the 100m sprints.

After that, I went on to play a lot of football in my 20s, and then in my mid-20s, I started to prioritise running more.

What has been the hardest thing in preparing for the marathon?

The hardest thing has probably been injury management and the combination of adapting my training for the distance. I’ve completed three half marathons previously, but not recently.

Adjusting from a recreational 5k/10k/10-mile run is obviously a huge difference when preparing for 26 miles.

Have you always run long distance?

Yes, I have always run long distance - 5k to 10k is more middle distance, but that’s debatable. I have always liked endurance sports and long distance, whether it’s cycling or running.

Have you ever run a marathon before?

I’ve never done full marathon before, although I have done the Robin Hood half marathon twice and the Worksop half marathon twice, as well.

I completed the Worksop half marathon in October 2018/19 in one hour, 19 mins and 58 secs, which is my personal best. Unfortunately, in current conditions, I won’t be able to copy that pace, but hopefully I will be able to one day.

Has it been more of a physical or mental challenge for you so far?

It’s been more of a mental challenge - deciding what to do on the weekend, whether it is cycling or running, does take up half your day.

How many miles do you think you’ve run in preparation for this marathon?

Not enough to be honest – but there is still a bit of time. I’m averaging 20 to 30 miles a week. To manage a bit of cross training, I have been cycling on average three to five hours a week on top of that.

What completion time are you aiming for?

Three-and-a-half hours would be ideal. I would be annoyed if it took any longer from a boredom point of view. Eight minutes per mile is my aim.

What do you think about as you are running?

I’m a bit of a daydreamer. I also like changing routes, so I think about the route and the different surroundings. Sometimes, I listen to football-related podcasts, think about work and home life - that sort of thing.

What has been your main motivation for running?

I’m expecting a child later in the year, so I’m keen to finish a marathon before the baby arrives!

What will you do to celebrate after you cross the finish line?

Other than stagger towards the finishing area, I would like to go for a drink and something to eat together with my partner and my colleagues from EMEA, who will be there supporting me.

Would you be up for doing it all over again?

At this point, I would say yes – although I’d probably change that answer at the finish line! I would like to get the injury in my Achilles sorted first though.

I would also love to do a sub-three-hour marathon once in my life.

What advice would you give to aspiring marathon runners or anyone who would like to start running?

In my opinion, running is the best thing you can do for yourself as a human being and for a healthy lifestyle.

Running is simple and the easiest exercise you can do - you don’t need any assistance from a machine or a bike. It’s also anti-aging!

If you’re able to support Neil, please donate to Operation Smile: https://2023tcslondonmarathon.enthuse.com/pf/neil-cope

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Q2 2023: Procurement & Supply Chain Recruitment Market Update - Switzerland

Q2 2023: Procurement & Supply Chain Recruitment Market Update - Switzerland

As we continue into 2023, Neil Cope, Manager of Procurement & Supply Chain, shares an insight into the Procurement & Supply Chain recruitment market in Switzerland...

We continue to see a buoyant jobs market in Switzerland, particularly within the Procurement, Supply Chain and Operations space. Competition therefore remains high; candidates have heightened leverage and, thus, it is more important than ever for businesses to offer competitive packages in 2023.

This is highlighted in the ongoing upward trend of not only higher salary demands, but also a strong focus on other Employee Value Proposition factors – such as substantial home office options, company/corporate culture and value considerations (such as Diversity, Equity & Inclusion), career progression opportunities and other benefits outside of the base salary (gym memberships, half fare travel cards, lunch vouchers, etc.).

Our Consultants are also reporting a further push on what may be described as the ‘squeezed middle’ – a combination of mid-management level positions or roles where a strategic and leadership element is at the forefront, but often is combined with a desire for candidates with an operational background and hands-on practical experience. This sector of the market is running exceptionally hot, and is expected to drive growth and job flow throughout 2023.

If you are hiring and facing challenges on talent attraction in line with the above, or are open to new opportunities yourself and wish to talk through the market, please reach out to me at neil.cope@emearecruitment.com

Events & Networking

We continue to see the popularity of both in-person and virtual networking events. Our network is continually feeding back a desire to attend these events and there is a general consensus that they are critical for success in today's competitive work environment.

Networking can help you expand your knowledge, opportunities and relationships, and enhance your fields of understanding.

22nd June - Save the date!

EMEA Recruitment has a joint event with CSCMP Switzerland Roundtable on 22nd June, where we will be helping explore the topic of Supply Chain skills and people. EMEA will be among the professional presenters at this event to give a market overview of Supply Chain skills, demands and trends across Switzerland.

Please get in touch with me (neil.cope@emearecruitment.com) and let know if there any areas you would like us to explore specifically.

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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 Melissa Adey, Senior Consultant in our HR recruitment team, for a confidential discussion: melissa.adey@emearecruitment.com

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Attracting & Engaging Top Talent

Attracting & Engaging Top Talent

After a buoyant start to the calendar year - and advising on how to successfully hire in an evolving and competitive market in our last newsletter - it seems topical to focus on how to attract and engage top talent.

The competition for talent will likely remain fierce this quarter, as – in addition to attrition – annual budgets are approved, and more companies will be seeking additional talent to support their growth and initiatives.

Of course, it’s important to consider a competitive salary, the working environment, career progression, Environmental, Social and Governance (ESG) initiatives, and recruitment timeframes for the candidate journey.

But how can you find suitable candidates in the first place? What can companies do to encourage candidate engagement? What should candidates be doing to find the best opportunities?

We’re noticing that – typically – the best candidates are not applying for jobs directly.

It is often quoted that men apply for a job when they meet only 60% of the role requirements, whereas women apply only if they meet 100%.

This can also be applied per discipline, with skills insights suggesting that Finance & Accounting professionals are more likely to apply for a role if they meet 100% of the criteria. This, coupled with a market where candidates are in demand and regularly approved, means that candidates with this skillset are much less likely to apply for suitable roles.

With that in mind, how do candidates filter through the noise of job opportunities to find the right role for them? How can employers best present themselves to as wide and diverse an audience as possible?

This is where partnering with EMEA Recruitment can really add value.

Attract candidates through networking & referrals

With such competition for candidates in the market, networking and referrals are fast becoming the best way to attract and engage with top talent.

With 15 years’ experience in the Dutch market and an ever-growing network, we are actively speaking to and engage with Finance & Accounting professionals – all day, every day. This focus allows us to understand individual requirements (personal and professional), and to proactively connect people and opportunities by providing colour for candidates on the company, team and role.

Use inclusive language

Did you know that the words you use are also important? We are mindful to consider the wording of job advertisements to keep them as open and attractive to as wide and diverse a talent pool as possible, and not draw on unconscious biases that could exclude certain candidates.

We also have a library of Executive Interviews with senior leaders to five insight to the people and leadership behind the brand – this is a great way to showcase a company and give tangible insights to attract top talent.

For candidates, being open to conversations on what is available is a big thing – timing might not always be right, however, how do you know what you are doing is the best thing for you if you don’t know what else it out there?

Our podcast series, sharing learnings from senior leaders, often talks about making the most of opportunities; the journey doesn’t always go the way it was planned.

To discover how we can help you, whether you are looking for talent or open to opportunities (or perhaps both!), please contact Georgia Wright, Associate Director, for a confidential chat: georgia.wright@emearecruitment.com

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Neil Cope to Run the London Marathon in April

Neil Cope to Run the London Marathon in April

On Sunday 23rd April 2023, Neil Cope, who manages our Procurement & Supply Chain recruitment division in Switzerland, is running the London Marathon to raise money for Operation Smile.

Towards the end of last year, the Operation Smile team offered us one of their charity places at the London Marathon. As EMEA Recruitment’s resident running enthusiast, Neil was top of the list for the coveted spot.

Operation Smile has been the official partner of the EMEA Recruitment podcast since 2020. During this period, we have raised almost £9,000 for the charity, which has transformed the lives of 60 children or adults with cleft lip and palate.

Through fundraising for this upcoming event, our goal is to create another 16 smiles and transform the lives of children around the world.

All at EMEA Recruitment have a special connection to Operation Smile, as our Founder, Paul Toms, was born with a cleft lip and palate himself, and has shared his personal journey with us all.

Having completed half-marathons, 5k and 10k races in the past, Neil has never faced the challenge of a full marathon. Nevertheless, his training is firmly underway, and he is supported by his colleagues who partake in EMEA’s weekly running club.

You can read more about Neil’s story, keep up to date with his training, and donate to Operation Smile on the Enthuse platform: https://2023tcslondonmarathon.enthuse.com/pf/neil-cope

Paul said: “Since our partnership began a few years ago, I am humbled by the time, effort and imagination that has poured into the partnership from the team at EMEA and our network. The outcome so far of transforming the lives of 60 people born with cleft lip and palate is amazing, and we want to do more!

“We have several other events in the pipeline starting with this one, which is going to be a challenge for Neil. There’s not a huge percentage of people who run a marathon in their lives - it’s tough mentally, physically and requires a lot of training, so I am full of admiration and gratitude for what Neil is doing. I hope he can enjoy the occasion in the knowledge that every step he takes towards the finishing line will be helping Operation Smile bring smiles to 16 more children around the world.

“I know life is tough now. The cost of living is rising, and disposable income is reducing. However, what price can you put on the ability to smile? Please donate. Any amount - no matter how small - is much appreciated and makes a huge difference. Best of luck Neil, and thank you to everyone who donates to this fantastic and worthwhile cause.”

We’re sure you will all join us in wishing Neil good luck for the race in April!

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