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Coople is named the “Best Recruiter for Temporary Work” once again in 2023.

Coople is named the “Best Recruiter for Temporary Work” once again in 2023.

Coople has received the award “Best Recruiter for Temporary Work” for the 7th time running.

The annual survey to find the best staffing agencies in Switzerland is conducted by the Handelszeitung and the statistics company Statista. Coople received the highest rating in the category “Best Recruiter for Temporary Work”.

Yves Schneuwly, CCO of Coople,: “The seventh consecutive award as Best Recruiter for Temporary Work is a great success for Coople and underlines our commitment to keep improving every day. We have a unique growth story that has shown us that we now play in the same league as the big traditional competitors. As a digital-native, we are in a unique position to lead the candidates, the hiring companies, and the industry into digital staffing and we see its digitalisation as an opportunity to improve efficiency, quality, and transparency for all parties involved.”

Between the 19th of September and the 4th of November 2022, Statista asked HR managers of companies, recruitment agencies, and candidates about their experience with staffing agencies. More than 6,300 HR managers and recruitment agencies received an invitation to participate in the online survey directly by email. These results were then used to identify the best recruiters.

We’re celebrating Coopler Tania’s 100th shift

We’re celebrating Coopler Tania’s 100th shift

Our Coopler Tania has completed over 100 jobs since registering with Coople in May 2022 – congratulations on this milestone. Thanks to Coople, Tania was able to find her way back into the working world as a mother, without any problems, and expand her professional skills in the hospitality sector.


Why did you join Coople?

“This happened by coincidence during a Job at the 125th anniversary of Roch. My teammate recommended the app to me and I have been working with Coople ever since.”


What new professional experiences and knowledge have you gained through Coople Jobs?

“With Coople Jobs, I was able to discover different companies and meet many new people who also work in my industry (hospitality). The flexible work made it easier for me to start working, as I had been at home with my children for a long time before.”


What new industries/job profiles were you able to discover thanks to Coople?

“I worked mainly as a cook but had also done waiter Jobs.”


What are your personal or professional goals at the moment?

“Having already been self-employed, I am trying to become self-employed again.”

“Coople gives me a certain stability, but I’m still free to decide when, how and where I want to work, without being tied to one place. Coople gives me freedom to pursue my personal goals.”

How does Coople help you to achieve these goals? 

“By giving me some stability, but still being free to decide when, how and where I want to work, without being tied to one place. Coople gives me freedom to pursue other things.”


What is your favorite memory when you think of your time with Coople so far?

“I was impressed by the authenticity of the Novartis restaurant where I was allowed to work as a cook. Everything was very Italian, which I really liked. The wrestling festival in Pratteln was also very impressive. Being part of such a big event was great and a nice memory.”


What is the most special/funniest thing that has ever happened to you on a Coople job?

“I find the way I came across Coople Jobs very funny and special. What a coincidence that I got to know Coople during a Job with another job agency.”


What advice would you give to new Coopers who have just registered? 

“Apply often and try out different jobs.”


Find more exciting stories and experiences from our Cooplers on our community page.
Coople takes part in the HR Festival europe 2023

Coople takes part in the HR Festival europe 2023

The largest HR festival in Switzerland will take place on Tuesday, 28.03.2023, and Wednesday, 29.03.2023, at Messe Zürich. We are thrilled to be back on-site with a stand and to be the exclusive staffing partner of the HR Festival europe again this year.

The HR Festival offers over 40 exciting workshops and more than 200 exhibitors. Visit us at our stand D.02 in Hall 4 and get to know us. 

Learn more about “flexible HR strategies” from our CCO, Yves Schneuwly. He will be on stage on both exhibition days:

Get a bag of popcorn before you attend the next presentation or workshop and have a try at a round of cornhole. In addition to small gifts, we are also giving away tickets to the Weltklasse Zurich on 31.08.2023.

We are looking forward to an exciting exchange with you!
We’re celebrating Coopler Eduardo’s 100th shift

We’re celebrating Coopler Eduardo’s 100th shift

Our Coopler Eduardo has completed over 100 jobs since his registration with Coople in June 2022 – congratulations for this milestone. Thanks to Coople, Eduardo has been able to expand his professional knowledge in the hospitality industry and is currently pursuing a very ambitious goal: opening his own restaurant.


Why did you join Coople?

“After my military service, I wanted to work part-time. My cousin then recommended the Coople Jobs App.”


What new professional experiences and knowledge have you gained through Coople Jobs?

“I got to meet a lot of new people and was able to complete several cool jobs. This way you meet people from different industries and get to network with them.”


What new industries/job profiles were you able to discover thanks to Coople?

“I mainly worked as a chef, but I also had the opportunity to complete cool jobs in the event sector. I found it very interesting to see how everything is planned and organised.”

“My goal is to open my own restaurant in 10 years time. Thanks to Coople, I have already met people who are interested in my project and with whom I can imagine working with in the future.”

What are your personal or professional goals at the moment?

“My goal is to open my own restaurant in 10 years time. In order to do so, I want to gain as much professional experience as possible in different companies.”


How does Coople help you to achieve these goals? 

“By working in different companies across various industries and getting to know new people. I have already met suppliers or logisticians who are interested in my project and would love to work with them in the future.”


What is your favorite memory when you think of your time with Coople so far?

“Definitely the Spengler Cup in Davos and the Openair Frauenfeld. I remember the Openair Frauenfeld mainly because of the beautiful weather, the cool music, and great people. The Spengler Cup, on the other hand, was something completely new. It was a totally different dimension in terms of organisation and work. The menu selection and the guests who were served were also new to me.”


What is the most special/funniest thing that has ever happened to you on a Coople job?

“I reconnected with old school mates on various jobs – That was very unexpected and funny.”


What advice would you give to new Coopers who have just registered? 

“Make sure you take every opportunity you get to work and try out lots of different jobs. Everyone can find something suitable on Coople.”


Find more exciting stories and experiences from our Cooplers on our community page.
HR Trends 2023 – 8 trends you need to know

HR Trends 2023 – 8 trends you need to know

The past couple of years have been nothing short of a rollercoaster for HR leaders. With the swift shift to remote work, a large pool of resignations and redundancies, economic volatility… what should HR leaders expect in 2023?

Employee wellbeing, flexible work models, diversity, equity and inclusion have been the main priorities for companies as they have learned to adapt to this change. As we look at the year ahead, many of these trends will remain at the forefront, as organisations zone in on communication, skills development, and relationship management.

Here are the key areas HR leaders will focus on:


HR trend 1: Financial wellbeing

With the cost of living rising due to inflation, it is not surprising that salary is the main concern for most employees. This mainly affects those on a lower income. Recent surveys also show that this year nominal wages are estimated to increase by 2.2% on average across all sectors. Because of this, salary reviews, pay equity and benchmarking are likely to be a high priority for HR managers to avoid the risk of losing existing talent. In addition, employee benefits and their communication are becoming increasingly important.

Not all companies can offer wage adjustments in times of political and economic uncertainty where budgets are tight. New approaches are needed – flexible workforce management can play a key role in ensuring that the core team is adequately paid while at the same time reacting flexibly to external circumstances such as market changes. Ultimately, the right balance needs to be found between investment in labour and technology to optimise workflows and further increase efficiency.

Image that illustrates leadership

HR trend 2: Leadership and management training

With each generation, leadership styles will adapt and evolve. The traditional focus of leaders on KPIs and business success is now being complemented by empathy.

This shift may be the reason why companies are investing in specific leadership training, with a focus on ‘human’ leadership. Empathic leaders are more capable of responding to the individual challenges of their employees and proactively supporting them in achieving their goals. Leadership based on trust and empathy also makes the team feel valued and respected, increasing overall morale and motivation in the workforce.

HR trend 3: Hybrid work

Before the pandemic society believed that working in an office was more productive than working remotely. However, in the past two years, recent data from America has shown that people who worked hybrid were 9% more efficient when they worked from home. According to an online survey by Deloitte, almost half of employees in Switzerland say they feel more productive working from home than in the office – and vice versa, only 16% rate their productivity higher when working in the office. Companies will continue to support this style of work through 2023 by providing a solid structural system and appropriate equipment.

People from different age groups and different backgrounds

HR trend 4: Diversity & inclusion

Companies are more aware that a diverse and inclusive work environment is beneficial for both employees and the company itself. Diversity refers to considering people’s differences in terms of gender, age, ethnicity, cultural background, skills and other characteristics. Inclusion refers to creating a work environment where all employees feel accepted and valued and can fully develop their talents, and skills. Some steps that companies can take to follow these trends can be: Including diversity in the recruitment process, create a corporate culture that promotes inclusion and offer awareness training to employees.

Digitalisation has fundamentally changed the way we work. Digital staff leasing promises the advantage of responding to this trend by providing access to an extended reach, and therefore a diverse pool of applicants within a very short time regardless of location. Diversity strategies can be implemented easily and in a targeted manner, by job offers being made accessible to all people, regardless of their background.

HR trend 5: Employer Branding

Employer branding is one of the key trends for 2023 and helps to improve a company’s image, and reputation as an employer. Therefore, it is essential as a company to communicate that the well being and development of employees is important to them. This is especially important for Millennials: 78% of Swiss women and 62% of men say that a positive working environment is the most important factor when choosing a job. Every company loses potential talent and future leaders if this working climate cannot be communicated effectively.

People that are learning new skills

HR trend 6: Further education

Most workers are looking for a company where they can grow their career. According to a recent study by Gartner, which surveyed more than 800 HR leaders about their top priorities in 2023, 44% feel that their current company does not offer compelling career growth, so they tend to look for new opportunities.

In a rapidly changing labour market, and an increasingly complex business world, it is important to continuously update and expand employees’ skills and knowledge. Offering or supporting further education also helps to increase the attractiveness of the company as an employer and to strengthen employee loyalty. Companies that invest in further education for their employees can also improve their competitiveness and their position in the market. In Switzerland, where unemployment is at an all-time low (2.2% in 2022), and competition for skilled labour is high, it is crucial for companies to retain and develop their employees through further education and training.

Did you know? Temporary workers have a special status in this field? Thanks to the “temptraining” further education fund, they receive financial support after 88 hours of temporary work in order to develop themselves with selected further education and to improve their professional prospects and their chances of being hired in the labour market. Find more information here.

HR trend 7: Flexibility

In Switzerland, flexibility has become an increasingly important trend. More companies are offering their employees flexible working hours, teleworking, and other forms of flexibility. This has many advantages, such as a better work-life balance for employees, higher motivation and productivity, as well as the possibility to attract talent from all over the world.

Flexibility is also seen as an important factor in the attractiveness of an employer and can be an advantage in the competition for qualified workers. The pandemic has ultimately contributed to the increased emphasis on flexibility in the world of work.

More and more people are looking for this flexibility in their jobs with the aim of better balancing their work with personal commitments and priorities, to organise their work in a self-determined way, and to use their time and resources according to their needs or to handle several tasks or projects at the same time.


HR trend 8: Elderly workers

Age stereotypes and age discrimination are an obstacle in a long professional career. Fortunately, an exciting trend has been observed for the last two years: The unemployment rate for 50–64-year-olds has dropped from over 3% to 1.9 %. Family planning is complete and experience is high – the qualities and know-how of older workers are increasingly in demand. We recently shared the testimonial of our 61-year-old Coopler Beata N., who was able to deepen her knowledge in the hospitality industry through a further education course and was then able to actively participate in the labour market again. Opportunities for older workers support this trend and actively counteract the shortage of skilled workers.


Summary

After a long period of living in uncertainty, employees now have empathy and transparency at the top of their list when it comes to their career in order to cope with the crisis.

We have entered another challenging year in which HR managers are confronted with a new level of disruption. The time between planning and implementation is getting shorter and the demands are increasing, making it even more important that HR managers learn to thrive within these changes by putting people first, focusing on their wellbeing, job security, and using technology to help them become more agile.

Flexible workforce management around the core team, simplified implementation of diversity strategies or targeted further education for experienced flex workers are just some of the ways digital staffing companies like Coople are helping businesses address and effectively implement the key HR trends of 2023.