Moneycab> Every third company in Switzerland has difficulty recruiting

Zurich / Geneva – As the latest issue of the Manpower Talent Shortage Survey * shows, one third of Swiss employers have difficulty filling vacancies. The main reasons for this are the lack of professional skills, candidates and work experience. Even worldwide recruitment problems are more acute than ever. To counter this, companies increasingly focus on targeted training and further training of their employees. But to overcome the shortage of talent, it needs further action.

"Although the economy is growing explosively in Switzerland and in Europe as well, there is an imbalance between supply and demand among qualified skilled workers, and technological change fundamentally changes the way we work and requires new skills." Recruitment is hampered by demographic trends and low unemployment ", explains Leif Agnéus, General Manager of Manpower Switzerland.

The 10 most wanted professions in Switzerland
For the eighth time in a row, professionals (electricians, welders, mechanics) provide the most sought-after jobs in Switzerland. Runners-up are representatives (B2B, B2C and customer support). Third place is taken by management and company managers, followed by catering staff, drivers, administrative and administrative staff, engineers, professionals (project managers, lawyers, researchers, etc.), cleaners and housekeepers and accountants / financial staff.

"The technologies also change the demands on employees, for example, the strong growth of online commerce increases the need for logistics and customer service, and therefore for drivers and customer support," Leif Agnéus analyzes. "And managing and managing the company is not just about running the business, it's about making work meaningful, empowering employees and enabling them to participate in the life of the company. I also do not manage my staff as I did ten years ago. "

Employers complain about lack of expertise and soft skills
On average, 33 percent of Swiss employers say they do not find the profiles they're looking for. Asked about the main reasons for their recruitment difficulties, 30 percent reported lack of skills and 29 percent of list candidates. Seventeen percent blame candidates for their lack of work experience and 14 percent for missing soft skills. Even in times of digitization, there is great demand for human forces, such as the ability to collaborate, problem-solving skills and written and oral communication skills – at all levels.

Four strategic pillars to overcome the talent shortage
In view of these difficulties in recruitment, companies increasingly focus on targeted training and further training of their employees. But technological change is so rapid that there is still an imbalance between supply and demand in human resources. Companies can not help but continue to review their HR and talent management strategies.

As an expert in advising on efficient and future-oriented HR solutions, Manpower has identified four strategic pillars that help companies recruit suitable employees in the digital age: Talents must be built, acquired, borrowed from different talent pools and promoted to ensure that they most sought after are Competences that are available today and tomorrow.

  • Building: Promote an internal education and training culture to strengthen your own talent pool.
  • Acquire: find external talent and recruit if there are no talented individuals available within the organization.
  • Borrowing: maintaining an external talent network of freelancers, self-employed and temporary staff.
  • Promote: identify the competencies that enable employees to enter new roles and roles – inside or outside the organization.

"The digital transformation strengthens and accelerates the change in the required competencies. As a result, companies, regardless of their sector, have to challenge their talent management strategy ", explains Leif Agnéus." The new technologies affect all professions. The initial training is no longer enough for a very professional life. Every employee must develop his skills and knowledge in order to remain employable. The HR departments now have the task of arousing the curiosity of their employees and promoting a learning culture within their company. »

For more information about the results for Switzerland: (Manpower / mc / ps)

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