Switzerland stands out as a leading player in the engineering and technology industry, supported by excellent educational institutions like EPFL and a vibrant startup and scaleup ecosystem. Government and cantonal programs, such as Innovaud, Innosuisse, and the EPFL Innovation Park, are driving significant growth. However, the growing demand for skilled engineering and technology talent poses significant challenges, as supply struggles to keep pace.
Because cutting-edge solutions often require specialized expertise, human resources professionals face the complex task of navigating a pool of highly skilled talent to effectively grow their organizations. When demand exceeds supply, a proactive approach is essential to attract the best candidates. These professionals typically have multiple offers, making traditional job boards less effective. To help you fill these critical positions, here are some strategic tips.
Develop a clear hiring plan
A successful recruitment strategy relies on a solid understanding of your needs. Start by developing a detailed profile of your ideal candidate, which will help you refine your search.
Start with the basics: consider the demographics and background of your current team and analyze past hiring mistakes to identify what went wrong. Determine whether remote work is feasible, the necessary on-site presence (and whether relocation is required), and the specific skills and education required for the position.
Answering these questions early in the process will streamline your approach and save valuable time. For example, if your ideal candidate lives three hours away, has a young family, and you require four days of on-site work per week, this mismatch should be resolved quickly, allowing both parties to walk away if necessary.
Make sure your requirements are clearly defined and consider whether you have the internal resources to accurately assess technical skills.
Target the right candidate groups
For targeted recruiting, it’s essential to understand where your ideal candidates are. Identify the networks they use, not just LinkedIn, but also professional certification bodies, alumni networks, and industry-specific platforms. Market mapping allows you to identify potential corporate donors and understand the broader ecosystem. This knowledge gives you an advantage when your competitors are hiring or downsizing. For example, a failed funding round at a competitor can quickly create a pool of qualified candidates.
Providing a positive candidate experience
Clear and transparent communication is essential throughout the recruitment process. Whenever possible, move candidates through the process quickly. A clear and early “no” benefits both the candidate and the company by reducing uncertainty and saving time.
Make sure your offer is competitive. Salary discussions can be tricky, but it’s essential to align your salary ranges with the market. If you’re recruiting internationally, make sure your offer matches Swiss standards. New hires will quickly learn local market rates, and salaries in Europe are on the rise. While higher pay doesn’t necessarily increase motivation, being underpaid definitely does, as this article by Steve Smith shows.
Be authentic
This advice applies to all hires, not just engineers: make sure your company’s actions match its words. Company culture and values are increasingly important in the hiring process, from both the employee’s and the employer’s perspective. We’ll dive deeper into this topic in a future article, but for now, remember that superficial perks like foosball or after-work events don’t constitute true culture, as this article by Kiran mann highlights.
By implementing these strategies, you can improve your recruiting success and effectively plan for future hires. While this discussion focused on engineers, these principles apply to any tight job market and can be applied across all fields.
About mPlusOne
mPlusOne is a Swiss recruitment agency based in Lausanne, specializing in HR services for SMEs and multinationals in Switzerland. Our services include headhunting, temporary staffing, and recruitment process outsourcing (RPO). With local expertise and a global network, we efficiently find the best talent, saving you time and resources. Our tailored approach ensures a perfect match between clients and candidates.
References:
https://www.linkedin.com/pulse/20141209220136-61216387-why-salary-is-not-a-motivator/
https://www.linkedin.com/pulse/company-workplace-culture-isnt-foosball-table-kiran-mann-1c/
