Like many other countries, Switzerland is facing a major shortage of skilled workers. During the first quarter of 2022, the authorities registered 100,000 vacancies.
What do you think can be done to solve this problem? Are you also affected in your company or your area of work? Tell us about your experiences.
In my opinion, more promotion is needed to change the way companies think in Switzerland. Specifically to give support to people 55+ is important as employees or candidates.
I often see managers who look at their cost centres and think they can make savings by firing the most experienced people because their salary and benefits are too high for them, all to protect themselves and to the detriment of the quality of the work (hiring from other countries, for example). That way the person is 55+ on the market with all that we read in this article. Also for the people who select the candidates and the Managers who also hire them with biases in terms of age or skills, the typical case being that the candidate speaks 2 national languages very well but not the third one very well, again the Rostigraben! We need to support candidates in Switzerland. Offer more dedicated coaching for the 55+ in terms of CVs and interviews, to make their profile even more attractive.
At the end of the day, these are the people who fire and can't hire the 55+ and we need to make them understand better and encourage them to eliminate this bias.
À mon avis, plus de promotion pour changer la façon de penser dans les sociétés en Suisse est necessaire. Précisément pour donner du support aux personnes 55+ c’est important en tant que employés ou candidats.
Je vois souvent des Managers qui regardent leur centre des coûts et pensent faire des économies en virant les plus expérimentés car leur salaire et prestations sont lourdes pour eux, tout pour se protéger et en détriment de la qualité du travail (embauchant dans autres pays par exemple). Comme ça la personne se trouve à 55+ au marché avec tout ce qu’on lis dans cette article. Aussi pour les personnes qui font la sélection des candidats et les Managers qui embauchent aussi eux avec des bias en termes de âge ou compétences, le cas typique que le candidat parle très bien 2 langues nationales mais pas très bien la troisième encore le Rostigraben! Il faut supporter les candidats en Suisse. Offirir un coaching plus dédié pour les 55+ pour le CV les entretiens encore renforcé pour faire plus attractif leur profil.
Au fin ces sont des personnes qui virent et peut embaucher les 55+ et il faut leur faire comprendre mieux et inciter à éliminer ce biais.
Reading this article (and assuming there really is a skill gap) and the comments, many seem to focus on the supply side of the skills: get more skills in by (re-)training people already in Switzerland, and helping (the “right”) foreigners enter the Swiss workforce.
I would, based on my experience helping companies work more efficiently, equally strongly advocate for reducing skill demand: reduce bureaucracy, eliminate and/or digitalise / automate paperwork and processes, reduce admin burdens in sectors like healthcare… very skilled people are not using their advanced skills because they are stuck filling out forms or doing stuff you could easily automate away. This would be another part of the solution.
I was born in Zurich and lived in Switzerland until age 9 when my parents immigrated to the United States with me. I was subsequently educated in the United States at excellent private schools, including an elite college preparatory school, where I was at the head of the class and received the award for excellence upon graduation. I then studied at one of the most highly regarded women’s Ivy League or Seven Sisters colleges in the US. Having always spoken German at home it was not surprising that I chose German for my major field in college, with French a close second and that I studied Germanistik at the University of Munich for my junior year abroad. My father was born in Zurich like me and his Swiss family background went back many generations. He spoke Swiss-German with me until his death at age 85. My mother‘s Swiss family background can be traced well into the 1800‘s in the French part of Switzerland. In the United States our family was very active in the local Swiss-American society and my father eventually became its president. This was followed by his nomination to become our city’s nominee for Honorary Swiss Consul and his election by Bern for the position. In the meantime I had graduated from college and was working as a tri-lingual secretary in Switzerland while taking a break from studies. After two years I returned to the states and subsequently earned my MA and PhD from an excellent University. During that time I married a fellow graduate student and we soon moved to Switzerland as college professors and taught at an American College for 2 years before returning to the states to continue our careers.
At age 58 and with 3 grown children I experienced the end of my marriage in divorce. It was then that I took steps to return to Switzerland for the rest of my life.
At first things went well. Although a Swiss friend had warned me that in Switzerland women seeking a job in business might as well give up after about age 42, I was fortunate not to be in business but in the field of education. I already knew, however, that without having had an illustrious career, just an average college teaching career plus 2 years teaching French at a high school (and with high school teaching certificates valid for life) , I qualified neither for a Swiss university teaching position nor for a Swiss secondary or Gymnasium position. Thus I applied at a well-known Swiss international school and was immediately hired.
I went on to teach at several Swiss international schools, as I accepted jobs with a 2 or 3 year contract. When I was 63 a colleague suddenly asked me where I would go next year. I didn’t know why she was asking me this. Oh, but you know you have to retire next year, she replied. I was stunned. This was the first I had heard of Swiss retirement rules. I was in excellent health and full of energy and abounding in love of teaching. When I questioned the school director about this and begged to continue, I was told the School Board would have to be informed and they would make a decision. An extra year was granted to me. Incredulous, I immediately went back on the job market and ended up being hired at age 64 by a fine international school in the more liberal French part of Switzerland.
At age 66 I saw an ad for a combined mid-management and teaching position at one of Switzerland’s world renowned private universities. I went on the interview and, given my combined American and Swiss teaching and some management background I was immediately hired at age 66. I went on to teach for an excellent Swiss income—for the next 2 years. At that point the university was sold and I was suddenly “too old” to continue at my job. With the loss of this job, I lost the possibility of ever being able to find a full-time job in Switzerland again and, with this, the loss of any gainful income, the loss of the ability to keep my apartment or the standard of life I was used to, but worst of all, the loss of my dream of living out my life in Switzerland. I had not worked long enough in Switzerland to accumulate a proper pension or AHV and my small US pensions
that had also dwindled during the period of inflation in the US would be insufficient for me to live without assistance at the cost of living in Switzerland. Unwilling to become a social welfare case, I returned to the United States broken-hearted but confident that I would soon find a teaching job.
A few months after my return I did indeed find a job as a so-called „adjunct professor „ at a good college. I was 68 and while not having a full-time position, I did not want to begin a new job search, and combined with my pensions this steady stream of income would be sufficient. At age 69 I tried again to get a teaching job in Switzerland, this time at a fine international school in Geneva. I had more than the required qualifications, the application process went very well and I got a phone interview. The interview went on splendidly and I was on the verge of being hired when the Vice-Principal suddenly said he had to ask one final question: “What is your date of birth?”
Upon my reply there was an instantaneous shift of their tone of voice from one of delight to one of loss. We’re so sorry, they told me. Our director would not let us hire you. The interviewers were genuinely sorry, for as much as I had thought I had still found the perfect job, they had thought they had found their ideal candidate.
In the states I went on to teach until age 75. At age 73 I was able to gather my savings and put a low down payment on a beautiful 2-story house in a lovely neighborhood. As a 73-year old woman with a small, but sufficient income, I had no trouble getting a 30-year affordable mortgage. The beautiful 2-story home that can accommodate my children and grandchildren for visits cost just over $300,000. The mortgage and maintenance costs are affordable on a small income. Even in the 21st century the United States has proved itself to be the land of golden opportunity once again, like it had been for my parents, who achieved in the United States what would have been unthinkable in Switzerland at that time.
My take on the apparent lack of service employees in Switzerland is that it would involve a radical mental and cultural paradigm shift on the part of the Swiss. Stop your ageism! Welcome and value your experienced workers instead of shoving them out the door at age 65 never to return. Offer women true equal rights in the workplace, at home and under the law. Fundamentally revise your 19th century cultural and economic understandings. Be innovative in the socio-economic realm, too, you who pride yourselves on innovation in other areas. Open your hearts to the “Auslandsschweizer:innen” who have kept their love of our beautiful country in their hearts and minds and acts.
Hello Michaela, your history is certainly that of someone whom loves life and you are adaptable, flexible and love your vocation. It seems a great loss to Schweiz 🇨🇭 that your gender and age is held against you- it seems very old fashioned. It many countries it is illegal to ask a job applicants age. However when I returned from working in a college in Vaud canton to Australia, I was dreadfully blocked by my age, 55 at the time, to rejoin my industry as a Senior designer. I had in fact owned my own design firm there previously. It took an expensive Masters in Art and Design to get a job! All I wanted was to return to live and work in Vaud. We had left earlier for husband’s health. Now I‘m 71 and living on an isle, a UK protectorate, I wish to retire to Schweiz 🇨🇭 but my sons who have the much needed specialist Fintech expertise are unable to work there, as UK is now third national country (!!) and the Swiss aren’t in the EU - so what’s the employment ban for? So I still remain hopeful that somehow the Swiss review their employment rules. It would seem it needs a very new look at these regulations. I do so hope you don’t give up! I will not! Best of luck (my children went to St George’s many years ago) Isobelle
To solve the problem, i strongly believe, we can bring human resources from India.
There are plenty of skilled , well educated human resources are available.
We can very easily train them, mould them, as per the requiremnts to a greater extent !
I am ready to help and get associated in this aspect.
About one million Swiss citizens live abroad, of all ages. They are culturally connected with Switzerland, and are enriched by their international experience of life abroad, but they face hurdles if planning to return, often because of language barriers and cantonal divide in our education system, or because high school diplomas from certain countries (US and Canada for example) are not automatically recognized. I believe the young Swiss abroad are an important and neglected asset, with the potential of integrating fast and contributing to the workforce, to growth and innovation, to national identity. What about encouraging return immigration, perhaps at the stage of vocational, professional and college education? Or at the stage of specialization, master and PhD? By providing an effective network and mentorship that addresses their needs, i.e. is not limited by language hurdles (which some of these young people may need to first improve or learn?), by providing support for those who no longer have family in Switzerland? By improving and updating the offers for the young Swiss abroad? By connecting them with existing organizations such as universities and professional schools, SwissNex, or professional organizations in areas of need, such as healthcare? By facilitating online or in person language classes for kids abroad? By connecting with Swiss representations and societies to provide targeted information and advice on education options? By recruiting based on achievement and talent? One way or another, Swiss abroad (and not only the young) in my eyes are a potential asset and it seems that, although citizens, are often forgotten.
The main problem is that too many people are coming into the country and the wrong ones. There are too many people coming in taking jobs which are not as hard fill. It's a vicious circle - the more people come in who do not fill critical gaps (such as nurses or engineers) the wider the existing gaps become, and new gaps come up.
My sons engineers and have applied for jobs but blocked as they no longer have EU status having previously lived in Switzerland, a place they love. Their valuable skills blocked by UK passports. Switzerland isn’t in the EU so why block UK citizens.
Shortage on skilled workers??? Shortage in understanding by recruiters who only pick what fits on the checklist and by pass those have partial skills, this is the problem here there are many people who are unemployed from IT but are not respected by the fact that they could be retrained if accepted by people who do not actually understand what they are recruiting for in IT, I have been given excuses such as you need a CFC to do the same job I have been doing for 30 years and because it’s thirty years the experience there is another level of ageism that comes into play with answers like we have a young team here or your German mother tongue is not local dialect German, So what ??? You need an experienced person or something else? Under all that pretence.
Exactly „ by people who do not actually understand what they are recruiting for in IT“ Gut Glük
I live in a small village near Zurich in a family friendly settlement. The vast majority of women having children around me either do not work at all, or work part-time jobs that require less commitment and offer poorer career opportunities. Switzerland has this traditional model where men work and pursue their careers and women are there to support them and to take care of children and household. It is very much understandable that women choose to stay home for several years when having kids simply because the costs of childcare are astronomical, not many families can afford having 2 or even more children and pay for the Krippe, Mittagstisch, or Hort. And the most vulnerable among those are single parent families. Switzerland is a modern country in many aspects, however is far behind many less developed countries (take Eastern Europe for example) in terms of social equality between men and women. If the country had better childcare many of those women could have contributed to economy
I don't think we should always just look at refugees, young people and old people who used to retire just because of the 13th AHV, there are ix unemployed people in our country who either have no or only a basic education. What about them, some of whom are overqualified, by the way? They must be working hard every day to find a job and keep getting turned down, why don't we support them?
I will soon be 40 and would love to start a second apprenticeship, the canton and the state don't help you financially, the iv and Rav don't help you financially either, on the contrary, they even say that after 40 you can no longer cope with the demands of an apprenticeship. Why? I think it's important to keep your brain fit for your health and even more so at the age of 40. As someone who belongs to the middle class, I want to pursue a better profession. What is even more important for me is to find a company that supports me and teaches me the technical skills. Would I certainly stay more than 4-5 years, maybe even longer with a good salary and good support?
I can only give my own view and cannot speak for everyone between 35 and 45 (or even up to 50). But they are never talked about, mentioned or supported, on the contrary, they are basically told literally to your face "you have to see for yourself how you get ahead, we only support young people or refugees, people who are very poor, you as a Swiss person are rich enough to finance it yourself".
In the end, is it really due to the lack of skilled labour or rather to the high demands of the employers? I simply see that humanity is somehow being lost through AI and perfection.
Ich finde man sollte nicht immer nur auf Flüchtlinge, auf Jugendliche und auf Alte Schauen die früher sich jetzt Pensionieren nur wegen dem 13. AHV, es gibt ix Arbeitslose in unserem Land die entweder keine oder nur eine grundausbildung haben. Was ist mit denen, davon gibt es überigens auch einige die überqualiviziert sind? Die sich sicher jeden Tag abschuften um eine Stelle zu finden und immer wieder absagen bekommen, warum fördert man diese nicht?
Ich bin bald 40ig würde so gerne eine 2te ausbildung angehen, kanton und Staat helfen einem nicht Finanziell, iv und Rav helfen einem Finanziell auch nicht, im gegenteil es heisst sogar das man ab 40ig nicht mehr die Anforderungen einer ausbildung durchhält. Warum? Ich finde das ist doch gerade wichtig auch für die Gesundheit sein gehirn fitt zu behalten und das erst recht mit 40ig. Als eine die zum mittelstand gehöre um eine Besseren Beruf nachzugehen. Was für mich sogar wichtig ist eine Firma zu finden die mich fördert und mir die Fachliche Kompetenzen bei bringt. Würde ich sicher mehr als 4-5 jahre bleiben, vielleicht sogar länger bei gutem Lohn und guter förderung?
Ich kann nur die Sicht von mir wieder geben und nicht für jeden zwischen 35ig und 45ig (oder sogar bis 50ig) reden. Aber es wird nie von diesen geredet, erwähnt oder gefördert im gegenteil, im grunde sagt man einem wort wörtlich ins Gesicht "du musst selber schauen wie du weiter kommst, wir fördern nur Jugendliche oder Flüchtlinge, menschen die sehr arm sind, du als Schweizer/in bist reich genug um das selber zu finanzieren" klar das wut langsam aufkommt dabei.
Liegt es den Wirklich am ende an den Frachkraftmängel oder doch eher an den Hohen anforderungen der Arbeitgeber? Ich sehe einfach das Menschlichkeit irgend wie durch KI, sowie der Perfektion verloren geht.
I an asylum seeker In, what am suggesting is that I labor market for Switzerland should consider competent asylum seekers and throw away the habit of racism against colours and culture and integrate the people into the labour force. And advice employers to do with those that have the English speaking background. I think that will help to reinforce the labour shortage in the country. And another thing is they should try to handle those with language barriers with system like working and going to language school so integration process could be faster. I hereby advised that asylum seekers on this matter should not be overlooked upon or underestimated, because most of us a can contribute to the vibrant development of the country's economy. Thanks 🙏 Simon mukoro
Are you serious about that?
I feel that there are cracks along all stresslines in Switzerland: housing, employment, medical...
Wonder how this is going to be resolved.
Not enough workers? Really? Or may be not enough for the salary offered? Why so? Why Swiss are not willing to work for the compensation offered? Why EU folks do not come over to pick it up?
What?
The Swiss education system could become more focused to reflect the needs in terms of future jobs and prepare young people through a more relevant curriculum. The Swiss Higher Education system could also be made more attractive to overseas students to attract greater talent into the country.
Switzerland needs to concentrate on training up its own people first. The young people have too many obstacles thrown in their way to allow them to become fully skilled. Yet the government is willing to import people who have not been held to the same high standard as the Swiss young people. Poaching skilled workers from other countries is just a short term solution to a problem of our own creation.
Major shortage of skilled workers in Canada, driving high imigrations and lack of housing.
This drives higher rents and property prices.
Also political issue like in the US.
A logical and normal course of action would be to invest massively in vocational training for young people, encouraging them to pursue careers that provide work, rather than long university studies at a time when high qualifications in all - or almost all - trades are in short supply.
The 42/45-hour week was commonplace in the past, and will have to be revived one day if Switzerland is to break the employment deadlock. The days of vacations, vacations and travel are coming to an end, and the leisure society is a thing of the past.
Une piste logique et normale serait d'investir massivement dans la formation professionnelle des jeunes, les encourager dans les filières pourvoyeuses de travail, plutôt que les études universitaires longues alors que les hautes qualifications dans tous - ou presque - les métiers sont déficitaires.
La semaine de 42/45 heures était chose courante, il faudra bien un jour y revenir si la Suisse veut sortir de l'impasse en matière d'emploi. Les temps des congés, vacances, voyages arrivent à leur terme, la société des loisirs appartient au passé.
Hello,
My son studied computer science at the University of Montreal (a recognized university in this field!). He sent in 80 CVs and got NO interviews in the whole of French-speaking Switzerland. Companies want the 5-legged sheep: young (so cheap!) with 20 years' experience!
He has a great job in a Canadian fund that manages the equivalent of chf350 billion, world leader in PE and infrastructure investments. You could say we don't deserve the success we're having. My son is Swiss, by the way.
Bonjour,
Mon fils a fait des etudes d'informatiques à l'Université de Montreal (université reconnue dans ce domaine !). Il a envoyé 80cv et n'a obtenu AUCUNE interview dans toute la Suisse romande. Les sociétés veulent le mouton à 5 pattes: jeune (donc pas cher!) avec 20 ans d'expérience !
Il a un super poste dans un fonds canadien qui gere l'équivalent de chf350 milliards, leader mondial dans les investissements en PE et infrastructures. On peut dire qu'on ne merite pas le succès que l'on a. Je precise que mon fils est suisse
The service and public sector is sick. Its slogans: big salaries, little work, lots of vacations and vacations. Two employees for the sake of one.
This disease is spreading dangerously to the primary and secondary sectors, with the effects of rising living costs that are unbearable for the middle class.
Le secteur tertiaire et public est malade . Ses slogans : gros salaires, peu de travail, beaucoup de congés et vacances . Deux employés pour en avoir un à disposition.
Cette maladie, se transmet dangereusement dans les secteurs primaires et secondaires, avec des effets de croissances des coûts de la vie insupportable pour la classe moyenne.
Imported demographics are no longer sustainable. The very high rate of inhabitants per km2 is destroying our country's climate. Too many people, too many cars, requiring more and more staff. Too many people in the tertiary sector (50% non-essential) and too few young people in useful professions. Cruel lack of productive land for our local food supply: only 50% of food needs. We are emptying Africa and other countries of their inhabitants, to accumulate them in Europe. Your short-term view is leading us to disaster.
La démographie importée n'est plus supportable. Le taux très élevé d'habitants au km2 , détruit le climat de notre Pays. Trop de monde, de voitures, nécessitant toujours plus de personnel. Trop de personnel dans le secteur tertiaire, ( non indispensable à 50 % ) et manque de jeunes dans les professions utiles. Manque cruel de surfaces productives pour notre alimentation de proximité: seulement 50 % des besoins alimentaires. On vide l'Afrique et d'autres Pays de leurs habitants, pour les accumuler en Europe. Votre vue à court terme nous mène au désastre.
100%
I believe that it is necessary to accept refugees from Ukraine to solve the problem of labor shortage. They are all well educated, willing to work and have good work experience.
Ich glaube, dass es notwendig ist, Flüchtlinge aus der Ukraine aufzunehmen, um das Problem des Arbeitskräftemangels zu lösen. Sie sind alle gut ausgebildet, arbeitswillig und verfügen über gute Berufserfahrung.
I think that Ukraine needs qualified people to restore the country. Impoverishing some to enrich others is not the solution.
Je pense que l'Ukraine, a besoin de personnes qualifiées pour la remise en état du Pays. Appauvrir certains pour enrichir d'autres, n'est pas la solution.
I think they are more useful in Ukraine. Rebuilding the country and getting it back into shape will require a lot of people. In Switzerland, four-day work weeks and paternity leave are not going to solve the labor shortage problem. This will increase the cost of living, which will be unbearable for the middle class. Low-income earners are helped by taxpayers. The service sector and the cities are destroying our economy.
Je pense qu'ils sont plus utiles en Ukraine. La reconstruction et la remise en forme du Pays nécessitera du monde . En Suisse, ce n'est pas avec des semaines de quatre jours et tous ces congés paternités que l'on va résoudre les problèmes du manque de main-d’œuvre. Cela va renchérir le coût de la vie , insupportable pour la classe moyenne. Les classe de bas revenus étant aidées par les contribuables. Le secteur tertiaire et les Villes détruisent notre économie.
But what about when they get home? Isn't it like stripping one to dress the other?
Sans doute mais quid lorsqu'ils rentreront chez eux ? N'est ce pas dépouiller l'un pour habiller l'autre ?
Pardon me??
My son (Swiss) studied computer science in Montreal. Upon completion of his BA he sent approx 100 cv's to various swiss companies. Most of them never even replied and the others were looking for young professionals with vast experience !!!
He is now working in Canada for a fund managing chf350 billions with hughe opportunities.
The Swiss public sector isn't too keen on talented, experienced people. Here, we could save jobs and reduce the administrative burden on companies. The aim: lower taxes to improve the lives of the middle class.
Le secteur public suisse ne désire pas trop les personnes douées et expérimentées. Là, on pourrait économiser des postes de travail et diminuer la charge administrative des entreprises. But : baisser les impôts pour améliorer la vie de la classe moyenne.
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