To mark this year’s IWD, we asked a handful of colleagues to share what it is about our workplace and culture that makes them feel seen, supported and valued. It’s fair to say that we were delighted by the responses, including this heartfelt testimonial from our Swiss HR division Manager Keely Straw. 

"Joining EMEA Recruitment was a pivotal moment in my professional journey, but shortly after settling into my role, life took an unexpected turn. A diagnosis of chronic illness cast a shadow over my future, introducing uncertainty and challenges I had never anticipated. The prospect of disclosing this deeply personal matter to my manager, especially one of a different gender, filled me with apprehension. Yet, my fears were unfounded. 

EMEA Recruitment's culture provided to be a sanctuary where every voice is heard and every individual is valued. When I finally mustered the courage to confide in my manager, I was not met with judgment or discomfort, but with empathy and unwavering support. The genuine concern and understanding demonstrated by my manager and the broader team created a safe space where I could openly discuss my health concerns without fear of stigma or repercussion. 

In navigating the complexities of my illness, EMEA Recruitment extended a lifeline, providing me with flexibility to adapt my work schedule to accommodate my health needs. This invaluable support not only alleviated the burden of the work-related stress but also reaffirmed my sense of worth within the organisation. Knowing that my well-being was priortisied allowed me to focus on managing my condition without the added pressure of work-related worries. 

Even on the most challenging days, I am reminded of the profound impact of EMEA Recruitment's unwavering support. Their commitment to fostering an inclusive and supportive environment has not only eased the burden of my illness but has also instilled in me a sense of gratitude and loyalty. As I continue to navigate the ebb and flow of my health journey, I am filled with optimism for the future, knowing that I am part of a community where I am truly valued and supported." 

Today and everyday we strive to bring the values encapsulated in our ED&I policy to life, providing an equitable, flexible and supportive environment. 

If you are interested in joining the team, reach out to Laura Henderson or find out more at: https://www.emearecruitment.com/pages/work-for-us

Over the last five years, there have been multiple changes in culture that have significantly impacted employee retention.

Candidates have started looking for shared values, beliefs, behaviours, and norms that shape the work environment within a company. When there are shifts in the culture of an organisation, it can affect how employees perceive their work experience and their alignment with the company's values and goals.

Here are a few ways that changes in culture can influence staff retention:

• Alignment with values
• Employee engagement
• Leadership style
• Communication and collaboration
• Work-life balance and wellbeing

It is important for organisations to be mindful of the potential impact that cultural changes can have on employee retention. Clear communication, involving employees in the change process, and ensuring that the new culture aligns with employee needs and expectations can help mitigate negative effects on retention.

Combat employee retention challenges

Let us explore some strategies to combat staff retention challenges and create a thriving work environment:

Positive company culture: Cultivate a positive and inclusive work culture that aligns with your organisation's values and fosters employee engagement. Encourage open communication, recognise and reward achievements, and provide opportunities for growth and development.

Employee wellbeing: Offer flexible work arrangements, wellness programs, and initiatives that support mental and physical health. Show genuine care for your employees' personal lives and create a supportive environment.

Employee engagement: Actively engage your employees by involving them in decision-making processes, seeking their input, and providing opportunities for professional growth. Encourage innovation, collaboration, and knowledge sharing to create a sense of ownership and belonging.

Competitive compensation and benefits: Ensure that your compensation and benefits packages are competitive within your industry. Regularly review salaries and benchmark against industry standards. Additionally, consider offering attractive perks, such as professional development opportunities, performance bonuses, or stock options.

Career development opportunities: Invest in your employees' professional development by providing training programs, mentorship opportunities, and clear career paths. Show your commitment to their growth and advancement within the organisation.

Conduct stay and exit interviews: Regularly conduct stay interviews to understand employee satisfaction, concerns, and aspirations. Use the insights gained to make informed changes and address potential issues before they lead to turnover. Similarly, conduct exit interviews to gather feedback from departing employees and identify areas for improvement.

Work-life balance: Encourage a healthy work-life balance by discouraging excessive overtime and promoting time off. Create a culture that values and respects personal time, allowing employees to recharge and maintain a healthy work-life integration.

Remember, employee retention is an ongoing effort that requires continuous monitoring and adaptation. By implementing these strategies, you can create an environment where all employees feel valued, motivated, and compelled to grow.

EMEA Recruitment is the bastion of people-first recruitment. We listen, challenge, and champion our candidates and clients by understanding their growth, culture, and benefits. This puts us in a strong position to take your value proposition to market and identify the right people for your business. For further advice, contact Hannah Mallia

Keely Straw, Manager of our HR recruitment team in Switzerland, posted a LinkedIn poll aligning with Gartner's identified trends for 2024 HR priorities. The results indicated that organisational culture is emerging as a primary focus in Switzerland, closely followed by leadership development.

Organisational culture serves as the bedrock of a company's identity, influencing its values, behaviours, and overall work environment. A strong and positive organisational culture is not only essential for employee satisfaction and retention, but also plays a pivotal role in attracting top-tier talent.

Recruitment, a pivotal element in constructing a thriving team, is intricately linked to organisational culture. Beyond seeking individuals with the right skills, the process involves identifying candidates who not only possess the required competencies, but also align with and flourish within the established cultural environment. A unified culture fosters shared values among employees, propelling them towards common goals and cultivating a harmonious workplace.

At EMEA Recruitment, we understand that the intricacies of organisational culture are paramount. By putting people at the heart of everything we do - going beyond matching resumes with job descriptions - we understand the unique cultural nuances that make a company tick, recognising that cultural fit is as vital as technical skills. We’re committed to finding candidates who seamlessly integrate into the existing work ethos.

Being tuned into organisational culture contributes significantly to a company's success. By acting as a strategic partner and listening, we can embody the shared values and vision of the organisation. This alignment fosters a more engaged and motivated workforce, ultimately leading to increased productivity and innovation.

In essence, the synergy between organisational culture and recruitment is a dynamic force that shapes the present and future success of a company. By partnering with a recruitment agency like EMEA Recruitment - the Bastion of People-First Recruitment - organisations can ensure they are not just hiring employees, but welcoming individuals who contribute positively to the collective identity and success of the company.

If you’d like to find out more about our specialist recruitment services, contact Keely.

Neil Cope, Director at EMEA Recruitment, discusses why you shouldn't delay hiring till the New Year and how EMEA Recruitment can help you hire top talent.

Previously, we shared with our network our insights on hiring either pre or post-holiday season. We commonly see companies decide to delay recruiting until January, as they are concerned about completing the process in a timely manner and think that more candidates will consider changing roles in the New Year.

Was this a decision you or your business made? If so, you were likely in the majority – the New Year always seems like an ideal time to reset and start new projects, both in our personal and professional lives.

However, in today’s world, the best candidates are happy to remain below the radar as passive job seekers. They are unlikely to apply to job advertisements directly, as they are registered with recruitment consultancies who understand them and approach them with details of specific roles that meet their desired criteria.

As a result, many directly advertised roles are ultimately filled by recruitment consultancies with candidates that the direct advertisement was targeted at, but could not reach.

For more than 16 years, EMEA Recruitment has been building relationships with the best talent in the marketplace and understanding their motivations.

We are able to access passive job seekers (often because of our focus on long-term relationships) and develop a higher quality shortlist than any advertisement will yield. We can do this in a time efficient manner, allowing our clients to complete recruitment processes far quicker than traditional recruitment methods. Additionally, through a tailored career consultation, we ensure the right opportunity is presented to the best candidates for our clients. 

If you are seeking to recruit high-quality talent to join your team in Q1 2024 and beyond, contact me to arrange a discussion and I will be happy to discuss the market and how our recent insights can inform your recruitment strategy.

Nick Bloom, a professor at Stanford University, has been confirming what a lot of our LinkedIn polls have been telling us for some time now: the corporate world appears to have settled into a “three work, two home” split of hybrid work.

He adds that employers commonly recommend that employees spend two days per week working from home, concentrating on individual tasks or attending small meetings, and allocate three days a week to be in the office for larger meetings, training sessions, and social events.

We now know that this flexibility has no effect (positive or negative) on staff productivity. However, it does impact employee costs – the average salary offset in offering hybrid work is 8%. Fully remote work is a different story. Here, we see a productivity loss of 10%.

So, why would companies tolerate this significant reduction?

Cost – there is no need to pay for a place for the person to work or provide any of the office equipment and amenities.

There are several other interesting observations from Nick’s work, but we are really interested in how this affects our clients and candidates.

Additionally, it's important to note that while there can be cost savings, there are also potential costs associated with supporting remote/hybrid work, such as investing in technology, cybersecurity measures, and employee training.

The overall impact can vary depending on the specific circumstances and industry. Prior to implementing hybrid policies, executives and managers should carefully consider the effects of when and how employees engage in remote work.

- How does working from home affect employees in your team?

- Do you work in an environment where you need more freedom, or you could benefit from more human contact?

If these questions are important to you, then get in touch – EMEA Recruitment is at the forefront of people-first recruitment, so we can help you understand the real-world implications of the decisions you make, as a client or a candidate, regarding this topic: [email protected]

As a recruiter, EMEA Recruitment has always been close to new companies setting up in Switzerland and has enjoyed helping them grow. Mike Baldwin, Associate Director, discusses the market in more detail...

Over the last few years, this market has experienced uncertainty and turbulence, which has led to hesitance in the market, resulting in a slowdown of new companies moving to Switzerland between 2020 and 2022.

However, the winds are changing, and momentum is growing - we are very much experiencing an influx of new international businesses to Switzerland. This has created excellent opportunities for those at all levels, as businesses set up new offices and establish Swiss headquarters.

Most recently, our recruitment teams have successfully sourced top talent for multi-national businesses creating their headquarters in the country.

Some of the benefits of relocating or setting up a business in Switzerland include the political and economic stability, its strategic position at the heart of Europe, and competitive corporate tax rates.

Furthermore, Switzerland offers a skilled workforce, and its educational system is renowned for producing well-trained workers. Current in-demand professionals are those who have local expertise and knowledge, who can build business functions with an international outlook.

However, if you have found it difficult to make the next career step over the last few years, you are not alone, and this is typical in the market we have experienced. Fortunately, we feel that 2024 will be a year of opportunity for finding highly rated accounting jobs, supply chain jobs and finance jobs in Switzerland.

Growing industries we have identified span across fintech, life sciences and biotechnology, AI and machine learning, smart manufacturing, and environmental and sustainability consulting. It's important to note that Switzerland's business landscape can vary by region, with major business hubs in cities like Zurich, Geneva, and Basel.

If you’d like to discuss setting up a new team or finding a new role yourself, please reach out to me and I will be happy to help: [email protected]