Finding a job in Switzerland: the keys to recruitment in Switzerland

To begin with, could you please introduce yourself and explain how you support candidates who are looking to find a job in Switzerland?

My name is Christine Fuentes and I have a background in human resources, first in France and then in French-speaking Switzerland. I have now been a career coach for five years, specialising in supporting candidates who wish to work in French-speaking Switzerland. Throughout my various roles in HR, particularly in recruitment, I quickly realised there was a real disconnect between candidates’ beliefs about best practice in job hunting and recruiters’ actual expectations.

Today, my dual background in HR and coaching enables me to bridge the gap between the two. My aim is to help candidates better understand the norms and expectations of the Swiss job market, whilst also helping them regain their self-confidence, receive more positive feedback and rediscover a genuine sense of professional fulfilment.

I support them through a range of formats. Together with my community Switzerland Connection, I offer, amongst other things, live sessions, resources, advice and discussion forums on job hunting in Switzerland. It is also a space for support and mutual assistance, with a local network that helps you gain a better understanding of the job market and the various sectors.

I have also created online training programmes, including one on how to write a CV, “CV Boost” having an impact on the Swiss market and “Job Focus”, which sets out, step by step, the various stages involved in maximising your chances of securing a job in Switzerland.

What is the most common mistake that prevents a candidate from securing an interview in Switzerland?

There are several, but the one I see most often is a lack of self-awareness and an understanding of the job market. Many candidates rush headlong into their job search: they update their CVs, start applying for jobs and send out numerous applications, without having taken the time to define precisely what they’re looking for. Yet this first step is essential, as it will guide the rest of the process.

For me, this boils down to identifying one’s professional positioning: what we want, what we offer and to whom. To achieve this, you first need to clarify your career plans: what role are you aiming for? In which sector? And in which geographical area?

The second step – one that is often overlooked – is to gain a thorough understanding of your target market. In nearly 90 % per cent of cases, candidates do not research the challenges facing their sector, the needs of companies or the skills sought to a sufficient extent. Feedback from the field is, however, essential for understanding what is actually expected and identifying what you should highlight in your profile.

It is by finding this match between your profile and the needs of the market that you really increase your chances of securing interviews.

What are the main differences between recruitment in Switzerland and in neighbouring countries, particularly France?

From what I can see, the Swiss market remains relatively conservative and particularly demanding. Competition is also fierce, not least because the Swiss market attracts a large number of candidates. Selection criteria are therefore often very specific: employers are looking for qualified candidates with recognised expertise, several years’ experience and, in many cases, local professional experience.

Recruitment processes are also generally longer than one might imagine. They can take several months, involving numerous internal approvals. This length is largely due to a culture of caution: companies take the time to be sure of their decision and to ensure they are making the right choice.

The process may begin with a very comprehensive application, including, in particular, qualifications and employment certificates, and sometimes even a case study. This may be followed by a series of interviews with HR, the line manager, the teams or senior management. Depending on the role, technical tests, case studies or even trial days may also be offered.

Networking also plays an important role in Switzerland. An internal recommendation can make it easier for a candidate to secure an interview, although it obviously does not guarantee a job offer.

Finally, the requirements are not limited to technical skills. Companies place great importance on personal and cultural fit: humility, respect, discretion and the ability to fit into the Swiss working culture are all factors that can make a difference.

Beyond the CV, what do Swiss recruiters actually look for in a candidate?

A CV gives the recruiter an initial insight into a candidate’s technical skills and career history. It is, in a sense, their professional identity card. However, it should not simply be an exhaustive list of experience: it must be structured strategically, selecting only the information that is genuinely relevant to the targeted role and market.

Beyond the CV, recruiters place great importance on interpersonal and soft skills. The way a candidate behaves, communicates and interacts with others can be just as decisive as their technical expertise.

They are therefore seeking to understand who the person behind the CV really is: their personality, their working style, their attitude and their ability to fit into the company environment. It is particularly during interviews and the various stages of the recruitment process that these qualities will come to the fore.

If you could give just one piece of advice to someone looking for a job in Switzerland, what would it be?

Do what the majority don’t do.

It may seem simple, but in my view it’s one of the best ways to stand out from the crowd. Go against the grain: if other candidates aren’t following up, do so. If they aren’t keeping track of their applications, do so. Don’t just sit and wait: be active, engaged and proactive in your job search.

In a market as competitive as Switzerland’s, it is sometimes these small actions that can make all the difference.