2000 candidates supported: the keys to finding a job in Switzerland

Can you tell us about your career and how many people you have supported in finding employment in Switzerland?

I have been working for nine years at the European Cross-Border Group, an association that has been a pioneer in supporting cross-border workers for over 60 years. I work there as a cross-border employment advisor and lecturer.

Our association now has 14,000 members and 160 Swiss member companies, making it a key player in cross-border employment between France and Switzerland.

Since my arrival, I have personally assisted over 2,000 people in their search for employment in Switzerland.

In total, nearly 4,000 people have been supported by our employment service since September 2016.

I am passionate about this job because it allows me to meet individuals with unique backgrounds, each with their own professional aspirations.

My role is to help them bring their projects to fruition, through tailored support that includes:

• CV correction and assistance with writing,
• Personalised advice on your cover letter,
• Accurate information about the job market in Switzerland,
• Mock job interviews,
• Reviewing your LinkedIn profile,
• But also lectures and practical workshops.

I am also active on LinkedIn – join me: Laurence Marcovecchio, where I regularly share advice and articles on the Swiss market, also available on our website frontalier.org through a monthly press review.

What are the three main differences between looking for a job in France and Switzerland that our What must French learners absolutely know?

1 – Knowing Switzerland well: an often underestimated prerequisite.

Swiss recruiters expect candidates, particularly French ones, to have taken the time to learn about Switzerland, how it works, its values and its cultural specificities.

This includes an understanding of the local job market, how work is organised, and also regional differences.

Demonstrating that you are familiar with the country, the relevant county and the company you are applying to is a real asset in an application.

This demonstrates your motivation, your ability to adapt and your respect for the Swiss professional environment. Failure to do so may, on the contrary, work against you.

2 – The recruitment process is often more rigorous and lengthy.

In Switzerland, recruitment processes may involve several interviews, technical or personality tests, and sometimes a trial day at the company, particularly in SMEs. Decision-making may seem slower because it is often collegial and based on specific criteria.

It is therefore important to be patient and not follow up too quickly, as this may be perceived negatively.

3- The importance placed on interpersonal skills and cultural integration.

Technical skills alone are not enough. Swiss recruiters pay close attention to behaviour, adaptability and compatibility with company values.

Punctuality, reliability, discretion and compliance with rules are essential criteria. Interpersonal skills are therefore often as important as technical skills, and sometimes even more so in certain organisations.

How should one adapt their CV and cover letter to Swiss standards? Do you have any Concrete examples of mistakes to avoid?

Swiss CVs are notable for their simplicity, clarity and focus on results. They are often more direct than in France and get straight to the point: recruiters expect to find key information quickly.

Here are a few elements that need to be adapted to meet Swiss expectations:

• Clear and concise structure: sections should be easily identifiable (experience, education, skills, languages, etc.). The design should be simple and uncluttered.

• Useful personal information: in addition to standard contact details, it is common to indicate your nationality and type of work permit (or «Frontier worker»).

• Professional photograph: this is still very often expected in Switzerland, unlike in
current trend in France.

• Highlighting results: instead of simply describing tasks, it is recommended to
to specify concrete achievements (figures, objectives achieved, projects completed, etc.).

• References: it is common practice to state that references are available on request, or even to mention them directly if possible, or to attach letters of recommendation.

Examples of common mistakes to avoid:

• Send a French CV as is, without adapting it to Swiss standards (e.g. overly original design, lack of clarity, no photo).

• Do not mention your status as a cross-border worker or your work permit.

• Using language that is too general or too technical, without showing the concrete impact of one's actions.

• Submitting a CV that is too long (more than 2 pages) or too dense.

• Sending a CV with spelling mistakes or an unprofessional photograph, which is particularly frowned upon in Switzerland.

The cover letter?
It is true that fewer and fewer recruiters take the time to read cover letters.

However, in Switzerland, the job market is highly competitive, particularly for cross-border profiles: writing a cover letter is therefore essential to demonstrate your commitment and motivation and to stand out from the crowd.

A good letter should be:

• Personalised: do not send a generic letter. It should reflect your understanding of the company, the position and even the sector.

• Concise: a single page, structured, with simple and professional sentences.

• Factual: the aim is not to repeat your CV, but to explain why you are applying and what you can bring to the company.

• Balanced: it should demonstrate your interest in the position while highlighting your specific skills, without overdoing it.

Common mistakes to avoid:

• Copy and paste a standard letter without adapting the company name or job title.

• Being too long or too theoretical, without any concrete link to the position.

• Forgetting to explain what motivates you to work in Switzerland and at this particular company.

• Using a tone that is too commercial or too academic. The Swiss value authenticity, clarity and humility.

Regarding language skills, what level of German or English do you recommend? depending on the canton, and how can our learners make the most of their multilingualism?

In German-speaking cantons such as Zurich, Basel and St. Gallen, a good command of German is generally essential, particularly for positions involving contact with the public or in administration.

Even in more technical roles, a certain level of fluency in speaking and writing is required.
A written response is often expected.
In the French-speaking cantons, such as Geneva, Vaud and Neuchâtel, French remains the main language, of course.

However, English is highly valued, particularly in multinational companies, NGOs and the research sector. In bilingual cantons such as Fribourg and Bern, the ability to work in German and
French is a real asset, sometimes even a requirement for certain public or management positions.

As for your learners, I encourage them to value their multilingualism in several ways:

✔ On your CV, by creating a clear section on the languages you speak.

✔ In interviews, by illustrating their fluency with concrete examples of language use in
professional context.

✔ On LinkedIn, by demonstrating their linguistic openness through posts, comments, or recommendations written in different languages.

Even if your command of the language is not perfect, the willingness to learn, adapt and communicate in a multilingual environment is highly valued in Switzerland. So don't hesitate to highlight this skill, which can really set you apart from other candidates.

To stand out in your job search in Switzerland, here are three practical tips that I recommend:

1. Activate your professional network: In Switzerland, many opportunities are never advertised. It is therefore essential to use LinkedIn strategically by interacting with recruiters, industry professionals and alumni. This will increase your visibility and give you access to the hidden job market.

2. Participate in networking events: Job fairs, conferences, workshops, after-work events, etc. These gatherings not only allow you to make yourself known, but also to better understand local expectations and sometimes even to establish direct contact with recruiters.

3. Apply in a targeted and proactive manner: Rather than sending out applications indiscriminately, it is often more effective to identify Swiss companies that match your profile and send them well-argued speculative applications.

The most effective channels remain:
• LinkedIn (visibility, networking, targeted applications)
• Physical networking (professional meetings, trade shows, job forums, after-work events, events organised by associations such as Swiss Leaders or Business Network International – BNI, etc.)
• Swiss employment agencies
• Company career websites
• Unsolicited applications, well targeted and personalised, sent directly to Swiss companies
• Local platforms such as Jobup, Jobs.co.uk or Indeed.co.uk.