Launch of Women in Leadership Initiative for Procurement & Supply Chain

Launch of Women in Leadership Initiative for Procurement & Supply Chain

EMEA Recruitment is proud to be launching Women in Leadership initiatives for Procurement & Supply Chain functions in Switzerland.

Q4 2021 saw us host our first Roundtable within Procurement & Supply Chain, focusing on Women in Leadership. We explored the gender gap in Switzerland in the context of Procurement & Supply Chain leadership specifically.

Women represent only 30% of leadership roles in Switzerland, and under 5% of roles at VP level and above. We looked at statistics that demonstrated which industries and roles were more greatly affected, and discussed the main challenges to creating a diverse workforce and supporting women into leadership roles. We also explored the steps that can be taken to provide women with opportunities that will allow them to move into senior leadership positions.

Interesting topics ranged from:

  • Country and company cultures
  • Top-down vs. bottom-up approaches
  • Leadership traits and responsibilities
  • Imposter syndrome
  • Visibility of female leaders
  • Sponsorship vs. mentorship
  • Un-conscious bias

We had some incredible feedback from the participants, and we would like to extend a thank you to all of those who joined us and a special thanks to our co-hosts, Alejandra Garcia (VP Procurement at DSM), and Pauline King and Varsha Asarpota (CIPS Switzerland).

In this initial session, there was an interest to further explore the topic of inclusive language and techniques to attract and retain women. We will therefore be rolling out some coaching sessions on this subject.

Diversity & Inclusion is high on our agenda at EMEA Recruitment; we would love for you to engage with us further in this area.

Please contact Charlotte Cruise, Senior Consultant, directly if you would like a full breakdown of the initial Roundtable, or to be included on the invites for the linguistics training or future events centred around Diversity & Inclusion and women’s careers: charlotte.cruise@emearecruitment.com

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Q1 2022: Insights into Switzerland's Finance Employment Market

Q1 2022: Insights into Switzerland's Finance Employment Market

Despite the current working from home restrictions and the rising COVID-19 case numbers, the start of 2022 feels much more positive than 2021 in Switzerland's Finance employment market, as businesses have learnt to adapt to different ways of working and confidence remains high.

Although recruitment slowed slightly in December, it was only to the level that is normally expected at that time of year and the first quarter of the year is likely to see a growth in opportunities available within Finance & Accountancy

What happened in Q4?

We saw further evidence of the competition for talent and many candidates found themselves in the fortunate position of having a choice of job offers to choose from, including counter offers from their current employer, due to the desire and need to retain talent.

The temporary work from home restrictions raised the subject of hybrid working again and businesses requiring four or five days in the office found that their choice of candidates was more limited. Should this trend continue, then companies recruiting 100% office-based employees will seriously damage the quality of their workforce.

Following on from our market insight article in July 2021 around increasing interest in candidates with strong data visualisation experience, we have seen a rise in the number of employers asking for Finance professionals with advanced skills in Power BI, Tableau and other such packages. When we have identified good candidates with this profile and taken them to market, there has been a positive response, resulting in both interviews and placements.

One of the things that has become increasingly apparent, but over a much longer period of time, is that the continued relocation out of Switzerland of transactional and more junior Finance roles at international companies has made recruiting at this level far more difficult, as the audience for these roles has reduced in size.

What do we expect in 2022?

Businesses have been dealing with change due to COVID-19 for nearly two years, and have introduced new working practices and methods to ensure continued operation and progress. This improved change management capability, coupled with the mitigation of COVID-19 impact provided by vaccines and boosters, suggests that 2022 will be a stronger year than 2021, with more opportunities for Finance professionals.

Competition for staff will remain strong and may result in pressure on salaries and benefits, as candidates have more options available to them.

How can EMEA Recruitment help you?

In a market that is changing quickly, the most valuable commodity to both job seekers and employers is timely and accurate insight. As specialists in Finance recruitment in Switzerland, the Finance & Accountancy team at EMEA Recruitment has this in abundance and is happy to share with both candidates and clients.

If there is anything you would like to know about the market, to either help you plan your next career move or to assist you in recruiting more effectively into your business, we would be happy to talk to you: mark.robinson@emearecruitment.com

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Are you Losing out on Top Talent?

Are you Losing out on Top Talent?

As we move into a candidate-led market, having one of the busiest summers we have seen, EMEA Recruitment would like to share some experiences on how to avoid losing top talent for your business.

We recently conducted the following poll on LinkedIn, asking our Dutch network whether they would take steps to speed up the recruitment process, if this meant you’d be more likely to secure top talent. The results were as follows:

Would you speed up the recruitment process to hire the best candidates?

  • Yes, I’d remove bottlenecks – 60%
  • Yes, I’d utilise technology – 22%
  • No, I wouldn’t change – 10%
  • No, my company wouldn’t allow it – 8%

The majority of respondents said that they would try to remove bottlenecks in order to hire top talent. Another 22% would use technology to speed up the process, while just 10% said they wouldn’t change their hiring methods and 8% didn’t feel their company would allow faster recruitment.

So, how can we ensure we can hire top talent?

  1. Speed – Good candidates will have more than one process. Delays cause loss of engagement and good candidates will often have more than one opportunity.
  2. Flexible working - Are you able to offer the candidate the flexibility they need?
  3. Internal processes - Are you aligned internally? Communication between hiring managers and Human Resources/Talent Acquisition should be approved on requirements and timelines.
  4. Your recruitment partner - Utilize your consultant. We are here to ensure we have touchpoints with both candidates and clients. This can be critical in a process where a candidate is in demand.
  5. Feedback - Delayed feedback and next steps ultimately lose candidate engagement.

If these challenges sound familiar, we would be happy to discuss our experience and offer advice on how to streamline your recruitment procedure, in order to attract and secure top talent for your team.

Get in touch with Hannah Mallia, Director - Finance, for our Dutch market insights: hannah.mallia@emearecruitment.com

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Which Procurement Skills are In Demand?

Which Procurement Skills are In Demand?

With Procurement under increased pressure, the skills that are in demand are changing...

As a result of multiple factors, including, but not limited to COVID-19, Procurement departments have experienced significant stress in the last 18 months, and this is predicted to continue, especially within a number of harder hit direct material commodities and those industries subjected to continued oil and gas price fluctuations.

Material availability, price increases, volatility and supply chain disruptions have all come to the fore, creating a perfect storm within Procurement & Supply Chain. This has highlighted the need for Procurement leaders to develop or seek different skillsets. Before this disruption, commercial ability, stakeholder and relationship management, understanding of data and digitization, and cross-functional integration were all desirable skills, but now they are becoming essential for our clients.

To survive in the new market, Procurement leaders need to be predictive and agile. They need to understand trends and integrate cross-functionally now more than ever. The challenges brought mean the skills that Procurement leaders were discussing as highly desirable or skills for the future are skills for now; they are becoming the basic toolkit Procurement professionals need to navigate a new landscape for the coming years.

Our clients are seeking influencers, not the traditional strong negotiator – just being price focused, negotiating tough rebates, liabilities etc. are given hard skills, but they won’t build Procurement’s influence across the wider organisation. In the new landscape, a strong negotiator is someone with the capability to understand internal and external requirements and foster long-term partnerships; it’s an individual who can identify mutual wins while combating risks and protecting profits through market trend planning.

Growth of the global, commercial mindset

When availability of materials is low and competition is high, risk reduction and profit protection isn’t as simple as diversifying the supplier base or last minute alternate sourcing, and this is where the benefits of the new skillset arise.

Being innovative, proactive and anticipating change or challenges is also increasingly important. Being able to identify potential issues before they arise has always been a great benefit, but with the digitalization of businesses as a whole, and swathes of new data and ways to use this becoming available to Procurement leaders, the playing field is definitely not even.

Successful Procurement leaders need to be relationship-focused, data-driven and able to use new technologies to allow their businesses to become more integrated and agile.

For more information on how to upskill your workforce, yourself or simply to understand where your specific industry trends are heading regards talent attraction, please get in touch: charlotte.cruise@emearecruitment.com

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When Should Salary be Discussed in the Recruitment Process?

When Should Salary be Discussed in the Recruitment Process?

A few weeks ago, we put out a poll via LinkedIn, asking the question: “At what stage should salary information be available when applying directly to a company?”

This was clearly an emotive topic, as the poll received over 3,300 votes and 90 comments sharing thoughts and debating various points.

The results were as follows:

  • Salary should be on the advert – 62%
  • First screening with TA/HR – 28%
  • 2nd or 3rd interview – 6%
  • Final interview/offer stage – 5%

The results speak for themselves; people feel that salaries should be discussed sooner, rather than later, but is this likely to happen in the current market?

If you are a candidate who is actively looking for a new role and has multiple interviews ongoing, it can be an exhausting process, particularly when some processes could be concluded far earlier if salary information was known. As one commenter said: “In a restaurant, would you choose something from a menu with no prices?”

The lack of clarity at an early stage can make the recruitment process inefficient and ineffective for both candidates and companies, particularly as similar job titles have huge variations in salaries attributed to them.

The impact on recruitment

A company recently advertised a position with a Controller job title, resulting in over 70 applications, but salary was not addressed until the final interview stages. Ultimately, salary differences ruled out the preferred candidates, meaning a lot of time had been wasted on both sides, without achieving a result. Our extensive market knowledge means we know the role attracted interest from people looking for between 150-300k CHF, despite the salary available being below 200k CHF.

EMEA Recruitment then supported the company and provided a shortlist of candidates who met both the job and salary criteria within a very short space of time, resulting in a successful appointment.

Will things ever change?

We do not think the commercial sector will revert to adding salaries to their advertisements, primarily for reasons of confidentiality with regards to current employees.

This is one of the key reasons why hiring will continue to move to recruitment consultancies, particularly in a competitive recruitment climate where the process needs to be as efficient and speedy as possible.

As an agency, although we don’t typically advertise salaries on our adverts, we always discuss packages with people in the first conversation we have with them about a job, to ensure an efficient and transparent process.

Our job is to engage with the best talent in the market and, just because one role we are recruiting for might not fit, we will often have another opportunity that will. Very often, by having a chat with someone, we get a sense of other companies or roles that could be a match for them, which wouldn’t be possible if they didn’t apply.

As competition for high quality individuals has increased, we have recent examples of companies paying up to 30k CHF above the planned salary in order to secure a highly sought-after individual.

As recruitment professionals, our job is to be transparent with all parties. Therefore, we sit firmly in the camp of checking salaries at the first screening/interview stage, and to continue checking at every stage of the process, just in case something has changed along the way.

If you would like to discuss any aspect of this report, current market conditions or our recommendations for a smooth recruitment process, whether as a candidate or a hiring/recruitment manager, don’t hesitate to get in touch with Emma Feneley, Senior Consultant for Finance & Accountancy recruitment in Switzerland: emma.feneley@emearecruitment.com

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Focusing on Wellbeing Activities during October

Focusing on Wellbeing Activities during October

As the EMEA Recruitment team participated in a Miles for Smiles challenge to raise money for Operation Smile, we hosted a range of wellbeing activities to help them achieve their goal.

During October, EMEA Recruitment committed to virtually travelling 3,000km/1,900 miles to raise money for Operation Smile, the official partner of the EMEA Recruitment podcast. The route covers our key locations in the UK, Netherlands and Switzerland.

The team supported one another in hitting the group target, by organising running clubs, boxing classes and weekend walks. As everyone rallied together to log their miles, we felt it important to increase our focus on wellbeing during the challenge.

Throughout the month of October, we hosted a wide range of activities to encourage the team to prioritise their wellbeing and engage with colleagues after a difficult year.

We’re proud to boast a wealth of talent among our team – our Office Manager, Sarah James, taught a group how to crochet, Anna Moizio, our Senior Researcher, shared her native language, Italian, with us, and we showed off our culinary skills with a potluck lunch.

As well as our weekly yoga sessions, some groups visited a comedy club for an evening of laughs and we invited therapists into the office to conduct chair massages for the team.

To encourage our employees to look after themselves and their loved ones, we were joined by two fantastic charities, Oddballs and Coppafeel, to raise awareness of testicular cancer and breast cancer respectively.

We were also honoured to introduce Cornell Thomas, an international motivator who has been recommended by Tony Robbins, to the EMEA team. Cornell previously appeared on the EMEA Recruitment podcast, where he discussed overcoming fear and learning from failure.

Although October has come to an end, our focus on wellbeing will continue. We have received great feedback from our colleagues, who would like to see certain activities hosted on a regular basis.

We’re proud to provide a wide range of wellbeing activities for all EMEA Recruitment employees. You can find out more about what it’s like to work for us: https://www.emearecruitment.com/work-for-us

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