Recruitment

The right person in the right role

Advertising vacancies and waiting is no longer enough. To remain competitive, Swiss Post is investing heavily in human resources marketing and in the recruitment and development of employees.

When a position becomes vacant, it should be filled by the person who is best suited to it. The calculation is simple: the better a candidate meets the requirements, the more they will carry their future colleagues, their unit and the Group as a whole forward. Implementation, however, is less simple: once the requirements that really are relevant have been identified, you need candidates that match them. Many companies still see applicants as something of a supplicant, but with this mindset, the chances of winning the most talented candidates are getting progressively worse. Swiss Post has recognized this: it seeks out potential talent and invests in forward-looking recruitment.

The application as a motivating experience

Another aspect is to ensure that the candidate's experience of the application process as a whole is positive. The job posting, the application platform and the interviews should motivate the candidate and demonstrate Swiss Post's qualities as an employer. Even the manner of rejection determines whether an applicant will apply again in the future. After all, they could be exactly the right candidate for the next position.

Recruitment in the future

The changes in society and technology are also reflected in recruitment practices. The new generation of candidates is more confident, they scrutinize the company more critically, and also draw on the experience of existing employees who rate their employer on the Internet. They are generally well connected, particularly on social media, where you are increasingly more likely to reach them than through the traditional channels. Social recruiting is also an important issue for Swiss Post, which is why networks such as XING, LinkedIn, Facebook and other subject-specific platforms are now being included in the recruitment process. Swiss Post places tailored messages for the right target groups, and can also directly address qualified individuals and motivate them to apply.

Judith von Moos, Head of Recruitment/Staffing

Why is Swiss Post investing in recruitment?

Swiss Post is also affected by the shortage of skilled workers in certain areas and therefore has to attract talent. We are investing in new recruitment channels and optimizing search methods and selection tools to ensure that we continue to find the right employees in the future.

What are the important factors in the application process?

As a work psychologist, one of my main concerns is to ensure that people are perceived as a whole in the recruitment process. Professional qualifications, experience, skills and personality should be an ideal fit for the role and work environment.

Does recruiting through social media work?

Ask people who are active online, on Twitter or with their own blogs. Many of them have found their current position via social media. Social recruiting is a supplement to traditional recruitment. It reflects the trend from reactive towards proactive recruitment.