The labour market in Switzerland

To begin with, could you please introduce yourself and tell us about your work in the field of recruitment and HR consultancy?

I am a recruitment consultant at Accès Personnel in Martigny, part of the Integraal Group, a field in which I have been working for 25 years. In practical terms, I help companies find the right candidates or implement the HR solutions best suited to their needs, whilst helping candidates to shape their career paths.

I firmly believe that successful recruitment isn’t down to gut feeling, but to analysing the market, its figures, trends and areas of tension. And a large part of this job is about the connections that make all the difference: you need to know how to maintain a network, stay in touch with what’s happening on the ground, and share this understanding of the market. I’d say my role is to translate these signals into concrete decisions, whether for an SME looking to recruit or for someone seeking to advance their career.

How would you describe the current job market in Switzerland and the main challenges facing businesses?

We often hear that the Swiss labour market is doing well: unemployment is stable, at around 3 %-4% depending on the canton. But this figure masks something more interesting for anyone looking to steer their career. In my view, we have entered a two-tier market. On the one hand, artificial intelligence is radically transforming administrative, sales and IT roles, and demand in these areas is falling. On the other hand, sectors such as healthcare, construction and engineering remain in high demand.

 I would say that the real challenge, for businesses and individuals alike, is no longer the number of jobs available, but rather matching skills to actual needs. And in this increasingly fragmented market, an ever-larger proportion of opportunities no longer comes via job adverts: they circulate through networks. Knowing how to make yourself visible within these networks is becoming a real asset.

What are the most common mistakes you see SMEs making when they recruit?

The first is to recruit at the last minute: we wait until a post becomes critical, then rush to find someone, without having planned ahead.
The second is the unrealistic job description – the famous “five-legged sheep’ that puts off good candidates
A third, more subtle but costly mistake: neglecting the follow-up phase – that is, onboarding and skills development – even though this is often where employee retention is decided.
One final, very common mistake: remaining invisible. Many SMEs have no presence on professional networks and no employer brand; as a result, even when they have an attractive role to offer, nobody knows who they are.

What advice would you give to candidates who want to manage their careers more effectively and stand out in the Swiss job market?

The first step is to take an honest look at where you stand: which market segment am I in? If my line of work is at risk of automation, it is better to plan ahead than to be caught off guard.
Secondly, to engage in continuous professional development every year, and to invest in skills that machines cannot replace: judgement, interpersonal skills and leadership.
Finally, being visible. Many good opportunities are never advertised: they circulate through networks.

So keep working on your personal brand all the time, not just when you’re looking for a job. And make sure you’re easy to find – particularly on LinkedIn and elsewhere – with a clear profile that highlights concrete results rather than job titles; this allows a recruiter to understand your value at a glance. In short: keep learning, showcase your skills, and stay flexible.