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Temporary workers are looking for further education opportunities

Temporary workers are looking for further education opportunities

Further education opportunities in the workplace is key to gaining new qualifications and supporting one’s professional development. Further education not only offers attractive possibilities to employees, but also proves to be a helpful tool for employers in order to attract quality candidates.

In June 2022, an internal survey was sent to over 4,000 employees of Coople, the digital platform. Those who had worked at least once since 1 January 2022 were asked about their interest in further education, as well as other related factors and industry-specific insights. The average age of survey participants was 36, of which 59% are female and 41% are male. The survey was conducted in three languages (German, French, English) and the results speak clearly about needs, trends and the demand for action.

The vast majority of respondents are interested in further education

Out of the 4,000 users who were interviewed, 94.3% showed interest in further education. Among the few percent who expressed no interest in further education, the most frequent reason given was that they had already completed further education (26.8%), as well as lack of time (22.8%) and lack of financial resources (21.4%).

Image that shows the interest in further education

Wide range of motivations for further education

In terms of individual motivations for further education, participants cited higher wages (16.9%), greater career opportunities (16.2%) and more in-depth professional competence (16.2%) as the most important factors. Other strategic and personal aspects were also important: in addition to better career opportunities, arguments such as lifelong learning, a better chance of finding a permanent job and the expansion of the personal network werealso mentioned.

Graphic that shows the motivation for further education

Commercial and language further education are most in demand among Cooplers

The options for further education are vast. However, a majority trend quickly emerged among the respondents. A quarter of the respondents indicated a desire for further education in the commercial sector, closely followed by 20% of participants citing an interest in further education in languages. Further education in the health sector and in logistics was also frequently mentioned. A special focus of the survey on the hospitality industry revealed exciting sector-specific insights. Hospitality employees were keen to pursue further education in the areas of “sales & guest service”, “wine knowledge”, “practical training” (e.g., carrying 3 plates, serving drinks, etc.), “preparation tasks” and “basic service knowledge”.

Graphics with the different areas where hospitality cooplers would like to do a further education

Duration of further education is a key factor – timing less so

When it comes to the duration of further education, there are clear preferences. Just under a quarter of those surveyed would like further education to last longer than three months in order to be able to deeply and intensively learn about a subject. A full 28.1%, on the other hand, would like further education to last between a few hours and a maximum of one day. Employees want either an intensive examination of certain topics or a rapid expansion of their own skills in order to be able to put what they have learned into practice as quickly as possible. The hour of the day and the day of the week of the further education are of secondary importance – not least because the respondents enjoy flexible work, where their time can be divided up as they wish.

“Our Cooplers are subject to the Collective Bargaining Agreement (CBA) on Staff Leasing and can therefore benefit from a training budget from temptraining. What many people don’t know is that they are entitled to up to 5,000 Swiss francs for as few as 88 hours of temporary work. This benefit enables temporary workers to constantly expand their professional skills and knowledge and to develop professionally,” says Sabina Neuhaus, Group Head of Communications.

Coople receives the quality label from swissstaffing again

Coople receives the quality label from swissstaffing again

The employment services association, swissstaffing, has renewed Coople’s certification with the quality label for the fourth time. The swissstaffing label represents ethical working and high professional standards in the industry. The label is reviewed every three years and the audit is conducted by the Swiss Association for Quality and Management Systems (SQS).

Successfully passing the recertification audit is a requirement to remain a member of swissstafffing and is recognised nationally with the SQS certificate. The following topics were examined:

  • Documents, regulations, and data protection
  • Staff leasing – temporary recruitment
  • Occupational safety, absence management
  • Management

  • Since 2009, Coople has pursued the goal of providing a platform that enables a better life: for people who have realised that the world of work has changed into a life-centred world; for companies that rely on flexible staff at peak times; and for large companies whose business strategy has included integrating flexible workers from the very beginning.

    Yves Schneuwly: “Passing the recertification audit again shows us one important thing: even after 13 years, our efforts to work according to the highest quality standards have not diminished – despite or even because of the rapid growth of recent years. Our partners, the industry, our employees and especially our Cooplers benefit from this.”

    Further information about the quality label can be found here.

    Coople is named the “best recruiter for temporary work” once again in 2022

    Coople is named the “best recruiter for temporary work” once again in 2022

    Coople has received the award “Best Recruiter for Temporary Work” for the 6th time running. In an annual survey conducted by Handelszeitung, Le Temps, and Statista, Coople was awarded the maximum number of points by the HR managers, external recruitment agencies and personnel service providers who took part.

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

    Yves Schneuwly: “We are very pleased to have received this award for the sixth time in a row. This award is a confirmation that companies and temporary employees recognise the benefits and added value of a digital solution in the staffing industry and that they have had an outstanding customer or candidate experience.”

    The best recruiters rankings are based on responses from corporate HR managers, external recruiters and candidates who participated in the surveys. Participants were invited by e-mail, via the websites of handelszeitung.ch and letemps.ch, the Lohncheck and HR Swiss newsletters, and via a carefully recruited panel. The overall evaluation is based on brand awareness (number of mentions), brand experience (mentions with experience), an above-average overall score, and number of recommendations. For the overall scores, HR managers and candidates rated the agencies based on several criteria.

    Here you can find the detailed article as well as all rankings of this year’s survey in German and in French.

    Survey shows hospitality industry faces increased staff shortages once again

    Survey shows hospitality industry faces increased staff shortages once again

    The majority of COVID-19 measures in Switzerland have been lifted since February 17th, 2022. The hospitality industry in particular is benefitting from the removal of COVID-19 protection measures and expects good capacity utilisation, thanks to the increasing number of events and the impending arrival of spring. However, despite the upswing, it is worth taking a closer look at the current situation in the hospitality sector. Many companies were affected by staff shortages in the lead-up to the pandemic, and the landscape of work and recruitment in hospitality have undergone seismic changes since. To better understand worker sentiments, Coople conducted a survey with over 2’000 hospitality professionals who worked before and during the COVID-19 crisis. Once again, the results illustrate just how much one’s priorities and perception of work has changed for flexible staff.

    The Swiss hospitality industry looks back on two years of lockdowns and multiple adjustments to coronavirus protection measures. One of the consequences of this is that medium to long-term planning of operational and staffing needs has become difficult. Recently, restaurants and hotels have been allowed to operate again at full capacity and without COVID-19 safety measures. The fear of another lockdown that prevailed last year will be replaced by operational uncertainty in 2022, which relates in particular to the threat of staff shortages and the expected rush of hotel and restaurant visitors in the coming months.

    Only one third of the participants are fully convinced of a return to the hospitality industry

    After Coople conducted a large survey among flexible workers in June 2021, 2’000 people were surveyed once again in February / March 2022. All respondents had worked in the hospitality sector before and during the pandemic, either on a full-time or part-time basis. The results show that the attractiveness of jobs in the hospitality industry continues to decline significantly in the eyes of many employees. 

    When answering the question of whether or not flexible workers would like to return to the hospitality industry, only 35.7% were completely convinced that they would like to work in this sector again, compared to 45.3% in June 2021. Nevertheless, 44.5% answered that they can see themselves going back, while 19.7% consider a return to the hospitality sector uncertain to impossible.

    When asked why a return to the hospitality industry was unlikely, the four most common answers in 2022 were: the desire for better pay (41%), more flexibility (29.5%), a job with better working hours (26.1%) or the desire for better jo security (23.1%).

    Concerns about one’s professional future decrease

    Much like in the 2021 survey, participants were asked to rate the extent to which their professional life has changed due to COVID-19 and whether they are worried about their professional future. Most respondents indicated that their professional life has changed at least moderately to very much (5.7 average value, 0 = no influence / 10 = strong influence). This average value decreased compared to 2021 (6.7 Ø value), which can be explained by a medium-term adaptation to the pandemic situation and a change in and adjustment to everyday life.

    At the same time, the individual perception of one’s professional future among flexible workers in the hospitality industry has also changed: in 2022, just under 35.6% of respondents (values 0 to 2) state that they have little or no worries about their future career prospects (in 2021, only 21%). Compared to 2021 (5.5 Ø value), the distribution of respondents who are moderately to very worried about their future decreased noticeably (4.6 Ø value, 0 = not at all / 10 = very strongly).

    Lack of skilled staff and uncertainty in personnel planning as the biggest challenge

    When asked about the biggest challenge for businesses in the hospitality sector, 17.3% of respondents cited “lack of skilled staff”, closely followed by the associated uncertainty in staff planning (15.1%). 12.6% of respondents also consider fewer foreign tourists to be a noticeable challenge. As many as 11.2% still see financial bottlenecks as the main challenge for business in 2022.

    The upcoming staff shortage can be counteracted with attractive pay and flexible working time models

    Daniel Staffelbach, Country Manager at Coople (Switzerland): “Our latest survey shows that despite the lifting of the Coronavirus measures, it is currently difficult for hospitality businesses in Switzerland to fall back on their traditional, experienced staff in order to adequately cope with the expected rush in the coming weeks and months. The survey confirms that many employees in this sector would like to earn more and also have some flexibility in their working hours”.

    Yves Schneuwly, CCO of Coople: “We see a recognisable trend here towards a “sustained loss of confidence” in the hospitality industry. We strongly advise that it is important to act now and that it is not enough to just indicate the demand for staff. There needs to be a strategic emphasis on responding to the wishes and demands of staff.”

    Average wages are still comparatively low and significantly reduce the attractiveness factor of the industry. The industry and the employers themselves are in a real dilemma here, as many companies cannot (yet) afford to raise wage levels in the current situation.

    The 2022 survey also confirms the trend towards greater flexibility and autonomy in the hospitality industry. This trend can not only be implemented by every company, but it can even help save money. Companies that respond to the growing demand for flexibility and systematically rely on a flexible workforce are laying the right foundations in the short and medium term. In order for this trend to be sustainable, companies should strategically build up a pool of flexible workers.

    This enables them to react optimally to fluctuations in supply and demand, while positioning themselves as a flexible and attractive employer. Today, staff planning no longer has to be done from the top down, but can also be done from the bottom up with the help of a digital marketplace such as Coople. In this way, employees retain their autonomy in choosing the jobs that suit them and their motivation remains high.

    View infographic

    About Coople

    Since its founding in Zurich in 2009, Coople has developed into Europe’s largest digital platform for staff leasing with over 650,000 registered employees and 20,000 companies. The company places flexible workers for short- and long-term assignments in the areas of healthcare, gastronomy, hotel business, retail, aviation, logistics, events and promotion as well as in the commercial sector.


    2,016 participants, not representative of all flexible workers in Swiss gastronomy.

    All participants were active users of the Coople platform in the last 8 months.

    Coople flexible workers in the restaurant/hospitality industry, e.g. barman/barmaid, receptionists, chefs, waiters or dishwashers