Swiss companies recruit very conservatively
Published: Wednesday, Oct 30th 2024, 07:10
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Unsolicited applications from companies to candidates, tools with artificial intelligence or application management via social media: What is already commonplace elsewhere, Swiss companies hardly want to know anything about in the hunt for talent and new employees.
Even though many companies now publish their job advertisements on social media and present themselves there as modern, employee-friendly organizations, recruitment in Germany is still carried out in the conventional way. Anyone who clicks on an advertisement is usually redirected to a job portal or the company's own website, as a study published on Wednesday by recruitment agency Rundstedt shows.
However, interested candidates rarely submit their application directly on the relevant platforms. Recruitment via own employees, so-called business communities or reverse recruiting, where companies in turn apply to interesting candidates, is also rare. "Despite the shortage of skilled workers, there is still little innovation in recruitment," the authors conclude.
Legally impermissible methods
Recruiters also only make sparse use of social media to evaluate applicants. "Although public information on social platforms is generally more secure than in optimized CVs, the data and evaluations on platforms such as Linkedin or Xing are hardly taken into account," it says.
Instead, recruiters are increasingly resorting to an unlawful means: according to the study, more than half of recruiters ask applicants' personal contacts about them. Such informal references are not permitted by law.
In addition, a classic CV is still considered the measure of all things when it comes to applications. However, this is often optimized and the letter of motivation says more about the applicant, the authors write.
Further training unimportant
According to the study, local recruiters are also less interested in innovation when it comes to applicants' skills. Specialist knowledge and industry experience count much more than so-called "future skills" such as the ability to learn, agility, the ability to change, problem solving or social skills. Applicants' extra-professional commitment also counts for little.
While factors such as age, language skills or time spent in an industry are very important, further training tends to be neglected in the Swiss job market. Recruiters are largely indifferent to where someone has completed a Bachelor's degree or a CAS. "This all indicates that the substance of an applicant's further training activities is not considered very important," the study states.
Overall, Rundstedt does not give human resources managers in Switzerland a good report card. Known trends on the Swiss labour market are confirmed: "Age discrimination is continuing despite the shortage of skilled workers and increasing awareness."
In addition, the companies do not want to think outside the box when it comes to their desired requirements in terms of specialist knowledge, function and industry. Anyone who doesn't meet the necessary criteria is out. "Important career reorientations are impaired as a result," says Rundstedt.
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