Coople’s Community continues to grow with over 700,000 registered workers

Coople’s Community continues to grow with over 700,000 registered workers

In today’s dynamic workforce, flexibility is more in demand than ever. Companies are looking for agile solutions to meet their staffing needs quickly and efficiently, while employees are increasingly looking for opportunities that give them more freedom and self-determination. At Coople, we recognise this and offer a platform that brings both sides together. With over 700,000 registered employees, we are proud to be the largest employee community in Switzerland and one of the largest in Europe.

Growing demand for flexible working

The labour market has changed significantly in recent years. Traditional full-time positions are increasingly being replaced by flexible working models. There are many reasons for this: digitalisation and globalisation are driving change, and employees want a better work-life balance. In particular, young people and professionals are looking for flexible work options that allow them to build their careers while pursuing their personal interests.

A recent, representative survey of 1,230 people of working age conducted by swissstaffing shows that flexibility, especially when it comes to working hours, is very important to employees. Around 80 % would like to have flexible working hours and be able to organise their working time independently throughout the day or week. This makes it even more important for companies to offer more flexible working models if they want to attract new talent and retain existing employees.

The growing demand for flexible work is also reflected in the number of new registrations on our platform: we are currently recording around 10,000 new registrations per month and a total user base of more than 700,000 registered employees on our Swiss platform. This means that around 13% of the country’s workforce is registered with Coople.

Who is behind our community?

Our community is as diverse as the needs of the companies that use our platform. But who are our Coopers and what sectors do they work in?

A pool of diverse skills

From hospitality to healthcare to logistics, our workforce covers a wide range of sectors across Switzerland. This diversity enables us to match companies from a wide range of industries with the right employees. Our Cooplers have a wide range of skills and experience, which enables companies not only to cover short-term staff shortages, but also to make long-term strategic plans. Seasonal fluctuations can therefore be better managed, and projects can be delivered quicker.

Proven quality: Our Cooplers impress with excellent ratings

The quality of our community is highlighted by the ratings profile of our Cooplers. With an average rating of 3.6 out of 4 stars, our employees show that they are not only adaptable, but also reliable and professional. This high rating shows that temporary work and high quality do not exclude each other. The positive feedback from our hiring companies reflects the professionalism and commitment of our community.

From newcomer to experienced professional: age diversity as a success factor

The average age of our Cooplers is around 34, and our app attracts employees from all age groups. The integration of young talent and experienced professionals can be a significant advantage for companies.

Young employees bring new energy and perspectives to the company. They often have an affinity for technology, a willingness to learn, and innovative ideas. Older employees, on the other hand, often bring decades of experience and knowledge to the company. Their expertise and in-depth understanding of the industry make them essential members of any team. By integrating employees from different age groups, companies can adapt to a wide range of needs and expand their teams in the best possible way.

What our Cooplers say about working at Coople

In the video below, our Cooplers talk about what they like about working with Coople and how the flexibility and variety of their roles and tasks contribute to their working lives.

Coople’s flexibility: an advantage for both companies and employees

Thanks to platforms like Coople, companies can respond quickly and easily to their staffing needs. Create your free account today and access our pool of over 700,000 workers.

On the other hand, Coople offers employees the flexibility to adapt their working hours to their own needs while getting to know different industries and companies.
Effective employee reviews put your company on the fast lane.

Effective employee reviews put your company on the fast lane.

Employee reviews are essential for talent management. Through continuous review loops, you can learn a great deal about the efficiency of processes and the productivity of your teams. They also help assess individual performances. If employee reviews are taken seriously, they provide insights that can help advance and improve your company. Reviews play an important role in successful business development, from promotions and process enhancements to role expansions. This article illustrates why performance appraisal is relevant for companies and which approaches and methods have proven effective over time.

What does ‘performance appraisal’ mean?

This process uses employee reviews to analyse and evaluate performance, skills and development areas based on data. Through analysis, managers can identify strengths and opportunities for improvement and make appropriate decisions. Any staff member is entitled to an employee review during a (semi-)annual quality interview or due to special occasions such as promotions, onboarding processes for new tasks, or well-founded dismissals.

The importance of employee reviews for companies

Performance appraisal is the basis for data-based strategies and measures that increase the company’s performance and systematically develop employees. The results of the reviews are as follows:

  • Career development and objectives (talent management): Creating data-based, tailored career development plans by identifying individual strengths.
  • Optimising performance and allocation of resources:Maximising the company’s overall performance by dispensing resources efficiently.
  • Promotion and bonuses: Making decisions on promotions and bonuses based on the reviews and rewarding employees for their performance.

Methods for measuring employees’ performance

Companies face the challenge of finding suitable methods for performance appraisals in order to make them effective. Everyone involved, employees as well as managers, has individual preferences. They range from interviews to KPI-based measuring. It is important to note that there is no single perfect method within this wide range. Often a combination of several methods might be the most efficient solution. Here are some common measurement methods:

  • Self-assessment: Employees reflect on their own performance and skills, which they evaluate and write down. Then the employee discusses the self-assessment with their manager during the employee review and compares it to the assessment of the company.
  • Quality interviews: Interviews allow for comprehensive analysis and assessment. Performance, goals, and areas for development can be discussed, while employees and managers can share their views and look for solutions together.
  • KPIs: Key performance indicators like sales numbers or customer feedback provide quantifiable and comparable data to measure target achievement and objectively evaluate employees.
  • Analysis of previous testimonials and certificates: A review of reports and testimonials complements the employee assessment and allows comparison to past performance.
Picture with 3 circles representing the evaluation of employees

What a good performance appraisal should include

Since the performance appraisal should be well-grounded, it needs a wide range of criteria considering the employee’s overall performance. Soft skills, expertise, and measurable objectives play a significant role.

Analysing expertise and measurable objectives

The skills and objectives assessment helps to objectively evaluate an employee’s performance. It provides an extensive overview of the employees’ strengths and development potential within the company. It also lays the foundation for comparable assessment. The following criteria play an important role in this process:

  • Sectoral know-how: Knowledge of the industry and internal processes boosts productivity and improves work-flow efficiency.
  • Quality of work: Low error rates and increased efficiency have a direct impact on customer satisfaction and contribute to the company’s reputation.
  • Efficiency: The ability for goal-oriented work, and prioritising and meeting deadlines makes planning and implementing projects a lot easier. Working efficiently contributes to customer satisfaction and builds confidence in the team’s aptitude.
  • Troubleshooting skills: Spotting problems, developing solutions, and taking part in finding answers strengthens innovation and efficiency within the company and boosts a dynamic and adaptable company culture.
  • Service orientation: Customer satisfaction is measurable through feedback and surveys. An efficient budget management and budget adherence help optimise resources and enhance the company’s reputation.

Evaluating the employee’s soft skills

Soft skills influence teamwork and give countenance to the company’s success. If team members stick together and are happy with their coworkers, they are more motivated and productive. Performance assessments therefore must consider social, communication, and problem-solving skills. Crucial soft skills are:

  • Ability to work in a team: Cultivating team spirit and cooperation creates a positive working environment, boosting motivation and productivity.
  • Communication skills: Honest and positive communication reduces misunderstandings and improves cooperation.
  • Ability to work under pressure: The ability to deal with pressure and stress while maintaining a high quality of work stabilises the company’s performance even in challenging times. 
  • Flexibility: Being open to change contributes to a positive working environment, especially in times of crisis. Flexible, adaptable employees become role models and help establish a flexible company culture.
  • Leadership capability: Managers supporting their teams and being open to their employees can motivate talents and improve the team’s performance.

Risk of subjective performance appraisals

Valid performance appraisals demand transparency, fairness, and the use of objective criteria. Avoid subjectiveness as it might blur the image of an employee and not correspond to reality. There is a risk of prejudice and unsoundness. The following measures can help avoid subjective appraisals:

  • Using consistent criteria and measurable objectives makes it possible to compare and evaluate employee’s overtime. It restores objectivity and lays the foundation for fair ratings. Managers can compile evaluation sheets in cooperation with the HR department.
  • It is essential to establish a culture of honest feedback. Performance assessment is a continuous process and must be documented accordingly. Regular performance reviews encourage constant improvement and development.
  • Introduce 360-degree feedback or assessment groups to collect feedback from managers as well as team members and other relevant employees. Various perspectives allow a detailed picture of the target achievement and the skills of an employee. By considering various points of view, subjectiveness will be balanced.

The Coople star system: More objectivity when rating a worker

Coople uses objective assessment systems, which are based on feedback from companies who have worked with Cooplers in past jobs. They offer valuable insight to companies for assessing the performance of potential candidates. After every job, both companies and employees can rate each other with a 4-star rating system.

Screenshot of the Coople platform showing the Coople employee appraisal.
Since Coople’s approach is based on data, companies have access to the best talents who correspond to their specific requirements. Innovative features like ‘favourite pools’ allow companies to identify their best workers after a job has ended, who are then favoured for future jobs. In this way, a consistent, high-quality collaboration can be established.

The feature “Auto-hire” is another data-based tool supporting companies with the recruitment of top talents. The most trustworthy Cooplers can be hired automatically and straight from the platform, which saves companies both effort and time.

Bottom line: The art of performance appraisals

Performance appraisals are key to individual improvement in performance as well as sustainable company development. Performance appraisal is the centerpiece, no matter whether it is about career development or the allocation of resources. Methods like self-assessment or KPIs offer various approaches. For a holistic assessment, measurable objectives and soft skills need to be considered.

Objectivity is essential to prevent prejudices. If criteria are consistent and the culture of feedback is open and widespread, the performance appraisal will be fair. Coople’s rating system is based on the employer’s objective experience, which is complemented by innovative tools like favourite pools and the auto-hire feature.

Searching for excellence is an ongoing process. Use the insights provided in this article to strengthen staff development and to support your team by hiring the best talent.

Sign up today and enjoy the benefits of a digital, objective recruitment service. We will help you find the best talent and make your team stronger.
Why diversity and inclusion are crucial for companies

Why diversity and inclusion are crucial for companies

In a constantly changing world of work, it is becoming increasingly clear that diversity and inclusion are not only contemporary social values but also crucial factors for winning over the greatest talent. The principles of diversity and inclusion have become indisputable cornerstones of a successful HR strategy. This article exemplifies why diversity, inclusion, and equal opportunities are important for staff members as well as for the overall success of a company.

What does diversity and inclusion mean within talent management?

Diversity refers to the variety of a company in terms of gender, origin, ethnic heritage, sexual orientation, or age, whereas the concept of inclusion means to create a working environment in which everyone experiences respect, support, and involvement regardless of their characteristic traits.

While diversity aims to cover the range of different employee profiles, inclusion goes one step further and focusses on creating a company culture in which staff members can grow to their full potential. Both aspects are closely connected and essential to a positive working environment.

Diversity begins with the recruiting process

When recruiting and hiring new talents, one focus should be on diversity. This means actively searching for diverse profiles and including them in the recruiting process. Inclusion will be the next step to make sure that diversity not only exists but is encouraged.

A powerful source of innovation and productivity

Integrating diversity and inclusion into talent management is more than just taking social responsibility. Companies who deliberately embed those principles into their strategy have a key advantage compared to their competition. Diverse teams offer ideal conditions for creative ideas and innovative solutions and therefore can adjust better to changing market conditions. Diversity supports employee satisfaction and boosts productivity and the employees’ commitment. Therefore, it is not only an investment in social responsibility but also an important factor for sustainable success.

Benefits of inclusive workplaces: diverse teams strengthen company success

Numerous studies, including one conducted by renowned business consults McKinsey, show that more diversity leads to a better company performance. Its findings show that companies with diverse teams have a 12% higher chance of financial success. According to the study, the probability of better economic performance is higher with ethnic diversity than with gender-related diversity. Any company with better turnovers compared to the previous year had a systematic approach to actively promoting diversity and inclusion. Diversity alone is not enough – inclusion also contributes to success. Although inclusion sometimes is considered a „pain point“, it retrieves the chance to gain an advantage in the market.

Access to a more versatile talent pool through diversity

There will be significantly more candidates to choose from if the search considers diversity in terms of gender, origin, ethnic heritage, sexual orientation, and age. A diverse talent pool makes it much easier to identify qualified candidates to win for the company. It also means that certain attributes won’t be selection criteria or deal breakers. It is not about having a ratio of certain attributes, but about objectively finding and supporting the greatest talents.

Diversity and inclusion enhance employee retention

We live in a diverse world. So, a culture of inclusion is not only „nice to have“ but it is an obligation. It is no secret that staff members are happier, more motivated, and more productive if they feel appreciated by their employer. It is this very emotional connection that encourages employees to stick to their company in the long run. This, in turn, massively reduces the fluctuation rate which is not only an economic advantage but also a sign of a healthy company culture. But it takes more than just scratching the surface to create a working atmosphere in which diversity and inclusion play an important role. Equal opportunities mean enhancing a surrounding in which every voice is heard and respected, regardless of origin or identity.

Increasing innovation potential

New perspectives emerge from incorporating various backgrounds and levels of experience which fuel creativity and innovation. A broad variety of ideas, perceptions, and approaches provide multiple opportunities. Employers using this variety always will be one decisive step ahead of their competitors.

Picture with 3 circles representing inclusion in the workplace

Promoting social responsibility and equality

There is no positive working environment without respect and equality. But one must practice what one preaches. Companies that prioritise the mental health of staff and create supportive environments not only contribute to a healthy atmosphere but also invest in long-term well-being and sustainable productivity. Supporting social responsibility and equality is both a step towards a positive company culture and a contribution to a healthy and sustainable working culture.

Further measures to support diversity and inclusion

Targeted measures are crucial for promoting diversity and inclusion in a company in the long term. These include not only the previously mentioned measures for integration, but also further initiatives that establish an inclusive corporate culture and support individual career development.

Targeted integration of new employees

Inclusion doesn’t end with signing a hiring contract, this is only the start. An inclusive onboarding process helps new staff members to find their place in the company and it makes them feel appreciated as a team member from day one. Of course, onboarding is about providing information on company processes, but it should also recognise and enhance the new employees’ individual strengths and skills. It should establish a bond between colleagues and within teams and make collaboration and exchange of information easier. This is the basis for long-term commitment, team spirit, and ultimately, for the success of the whole company.

On-the-job training for diversity and inclusion

Training courses help to reduce prejudices. By sensitising staff and helping them to develop sympathy for diverse perspectives, the company lays the foundation for an inclusive work environment. Training courses play a crucial role in promoting awareness and active participation in building a diverse and inclusive company culture. It’s vital for both the staff and the management team because a clear understanding and incorporation of diversity and inclusion principles at the management level establishes the framework for the entire organisation.

Establishing an inclusive company culture

Establishing an inclusive company culture needs clear strategic direction and continuous commitment. The following steps can help to make this journey a success:

1. Accessibility
Accessibility of internal platforms and websites is crucial for inclusion and equal opportunities. Digital gateways, information, and resources should be accessible to everyone, irrespective of skills or limitations. They need to be usable without external help. Accessibility contains high-contrast colors, descriptive audio tracks, or subtitles. The Web Content Accessibility Guidelines (WCAG) offer detailed guidelines and instructions for implementation.

2. Setting and monitoring goals
The first step towards inclusion in companies is setting explicit goals. Goals should be ambitious and measurable. By constantly monitoring and adjusting goals, they serve as a roadmap for the course of the company.

3. Building legal and cultural groundwork
Developing an inclusive culture requires clear intentions and practical steps. Adjusting and frequently checking working regulations and guiding principles ensures a legal groundwork that supports the inclusion goals of the company. At the same time, it enables the creation of a cultural basis which actively promotes diversity and inclusion.

Tailor-made mentoring and coaching for career development

Career development is as individual as every human being. Individual coaching helps to enhance the diversity of talents.

By offering diversity-focused training and development programs for employees, the company supports equality and actively boosts different career paths. These programs should consider individual strengths and challenges and support sustainable career development. By giving every employee access to individual development resources, they have equal opportunities for growth and career success.

Picture with 3 circles, each depicting 2 people working together

Challenges of the implementation process

It can be quite challenging to implement changes within a company, especially in the context of diversity and inclusion. It is an evolving process that shapes not only individual attitudes but also the whole business and eventually leaves a lasting effect. The following two major aspects require special attention:

Deeply rooted prejudices and stereotypes
Unfortunately, there are still prejudices surrounding diversity and inclusion. It is like breaking old habits – a continuous and often long process. It is not easy to overcome barriers quickly, sustainable changes need time and a persistent approach. But prejudices can be dismantled step by step through training, awareness-raising campaigns, and communication.

Obstacles due to fear of change
Fear of change is a human phenomenon that often goes hand in hand with uncertainty and concerns about the unknown. Implementing diversity and inclusion means change, and change can provoke resistance. Make sure to communicate effectively, establish clear goals and transparent processes to address concerns, and enhance a positive attitude towards the process of change.

The road to success: understanding the opportunity of diversity and inclusion

Companies are becoming aware of the importance of diversity and inclusion, and they understand it is not only a matter of social responsibility but also a strategy towards success.

Diverse and inclusive teams are the key to innovation, creativity, and long-lasting success. They bring in a wide range of ideas and perspectives; they enhance innovation and contribute to employee satisfaction.

At Coople, we believe in the power of diversity. With an impressive number of registered workers, we give companies access to a diverse talent pool. This diversity offers the opportunity to perfectly complement teams and lead the way to a successful, future-orientated working environment.

HR trends 2024: The challenges and opportunities for HR managers

HR trends 2024: The challenges and opportunities for HR managers

The past few years have been a veritable rollercoaster ride for HR leaders, marked by a paradigm shift in traditional working models, redundancies, and economic volatility. Looking ahead to 2024 promises further changes and challenges, while some trends from the previous year remain relevant.

Last year, employee wellbeing, flexible working arrangements, diversity, equality, and inclusion were at the top of organisations’ priority lists. In the midst of change, they have learned to adapt and respond flexibly to new requirements. A look into the future shows that many of these trends will continue to play a key role and even evolve.

Image that illustrates leadership

Gen AI – integration of artificial intelligence in the workplace

It will hardly surprise anyone: artificial intelligence has become one of the biggest megatrends in HR. Generative AI, such as ChatGPT and similar technologies, are changing the way we manage talents and organise workplace dynamics. According to a Gartner survey, 76% of HR leaders believe their organisation will fall behind in the next 12 to 24 months if they don’t implement AI solutions. From recruitment to staff development to employee productivity, HR professionals can optimise many processes with the help of AI. At the same time, a balance needs to be achieved between efficiency and human qualities.

Upskilling, reskilling, and professional training for employees

In 2024, HR teams will need to identify the skills required for their organisations to thrive in an era where technology and AI are becoming more powerful. This requires an understanding of how transformative technologies are enhancing existing roles and which human qualities are required to complement and best operate machines and AI.

89% of HR leaders believe that career paths in their organisations are unclear for most employees. When adding rising turnover rates to an already competitive labour market, HR leaders’ uncertainty continues to grow.

In a rapidly changing labour market and an increasingly complex business world, it is important to constantly update and expand employees’ skills and knowledge. Offering or supporting further training also helps to increase the attractiveness of the company as an employer and strengthen employee loyalty.

Did you know? Temporary workers benefit from a special perk. Thanks to “temptraining”, a further training fund, they receive financial support for as little as 88 hours of temporary work, enabling them to develop themselves with selected further training courses and improve their career opportunities and employability on the labour market. More information can be found here.

Focus on generations: the challenges of the older generation

Already last year, more and more elderly employees were looking to return to the labour market. This trend is continuing this year, with the unemployment rate for people between 50 and 64 continuing to fall. In September 2023, this stood at 1.9%. The experience and expertise of senior workers is in demand, and thanks to targeted training programmes, these groups are helping to reduce the shortage of skilled workers.

At the same time, Generation Z is increasingly stepping into the spotlight, while millennials are stepping up into management positions. This represents an exciting challenge when it comes to balancing the needs and circumstances of both groups of employees in terms of corporate culture and working life.

People from different age groups and different backgrounds

Flexible working models

Managing the opportunities and challenges associated with flexible working models will be a focus for HR professionals, particularly in large organisations with geographically distributed employees. More and more organisations are offering their employees flexible working hours, remote working, and other forms of flexibility. This has many benefits, such as a better work-life balance for employees, increased motivation and productivity, and the ability to attract talents 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 skilled labour. More and more people are looking for this flexibility in their job in order to organise their work in a self-determined way, to manage their time and resources according to their needs, or to work on several projects at the same time.

Returning to the office

Forcing employees back into the office doesn’t work, as the figures show. When trying to encourage employees to return to the office, HR professionals need to ensure that the benefits of working in the office are clear. It’s not just about cosy corners, it’s about creating opportunities for collaborative productivity, professional development, and networking that can’t always be replicated 1:1 from home.

More salary transparency

Fair pay is an important part of the employee experience. The EU directive on pay transparency, adopted in January 2023, will force companies to monitor and report pay inequalities in 2024. The directive goes beyond monitoring equal pay and includes a series of binding measures. The directive will be implemented into national law within three years and can serve as a model for other countries around the world, particularly Switzerland.

In 2021, Switzerland already introduced the Federal Act on Gender Equality, which obliges companies with 100 or more employees to regularly carry out equal pay analyses. Initiating plans to ensure a seamless transition is crucial, and those that proactively engage and address the issue will be best positioned.


Thanks to the New Work movement, employees are increasingly becoming the focus of companies. The topics of work-life balance, workation, and now increasingly employer wellbeing, are gaining in importance. Diversity also remains a key factor for talent attractiveness and employer branding. Equality and inclusion are crucial to promoting diversity and require a high degree of sensitivity and soft skills from HR managers.

In 2024, HR leaders will need to understand these trends, manage them effectively, and ensure a balance between innovative technology and human qualities. This is the only way they can successfully meet the challenges of the constantly changing world of work.

Recruitment in times of change: new challenges and effective strategies

Recruitment in times of change: new challenges and effective strategies

There has been a massive change in the employment market recently, caused by the focus on digital transformation on the one hand, and on the character of Generation Z, which has made new demands on working conditions. This, along with the skilled labour shortage, has had some effect on personnel recruitment. According to recent studies, companies need six months on average to fill a position while every tenth company expects to need up to nine months. Today, qualified workers are also often in a position in which they can choose from a selection of job offers. This makes their decisions even more discerning. Companies have to consider these developments and rethink their staff recruitment processes.

To justify these new demands, we will explain in this article what is important in personnel recruitment and highlight several associated aspects.

What is staff recruitment?

Personnel recruitment, also known simply as recruitment or staff recruitment, is a complex process with layers of various key activities. It relates to a targeted search, selection, and hiring of qualified candidates to fill vacancies in a company.

Usually, the recruiting process begins by preparing a profile of requirements or a needs analysis. Any requirements will be outlined in the job description. The publishing of the job advertisement is followed by pre-selecting the candidates, conducting job interviews, finishing the selection procedure, offering contracts, and hiring the person.

We will go into the individual steps of personnel recruitment in more detail below.

Bild mit 3 Kreisen, in dem verschiedene Personen abgebildet sind, die

An analysis of requirements as the first step in personnel recruitment

Personnel recruitment starts with analysing the current and future staff requirements. The analysis is either based on requirements for a certain group of employees, for instance healthcare staff with specific advanced training, or on specific skills which will be required for a certain time interval. The needs analysis can be used to identify current requirements as well as to anticipate future needs for planned projects. It helps to define the expected qualifications of future staff and it ensures that the recruitment is aligned with the company’s requirements.

The elements of job descriptions

The quality of a job description has a huge influence on the whole recruiting process. Often the description is the deciding factor for whether a potential candidate will apply for the position or look for a job somewhere else. A well-thought-out, attractive job description is part of the major means of communication of the company, not only to attract qualified candidates but also to transmit the company culture and what will be expected of future staff members.

But it certainly is not easy to write a proper job description, and it certainly takes a lot of time. But it is worthwhile to invest the effort, even if there are more pressing matters. Companies that write distinct and precise job advertisements receive more applications, which then again enables them to find suitable staff in less time. Here you will learn what is crucial for a successful job description and how AI tools can help you write appealing texts.

Where can I find new staff members? Identifying candidates and choosing the right channels

As soon as requirements and target groups have been defined, the next step is to give thought to where to find suitable candidates with the required qualifications, skills, and levels of experience.

The following channels are at the recruiters’ disposal: 1) in-house recruitment, 2) career section on company-owned homepage, 3) job portals, 4) social media or 5) outsourcing to a recruitment agency.

In-house recruitment: an efficient way to promote and bind in-house talent

In-house job postings are proved and tested for in-house recruitment. The job postings are published on the intranet or by systematic email notifications for current team members.

This strategy is both uncomplicated and timesaving as existing company structures can be used. Many companies have implemented so-called recommendation programs which encourage staff members to recommend potential candidates for a certain position. If the candidate gets hired for this position, a bonus can be expected. Due to this process, companies can fill vacancies efficiently and relatively budget-friendly with both internal as well as new candidates. In-house job postings and recommendations strengthen the development of an in-house talent pool and support staff retention.

Reaching candidates through the career section on the company homepage

Posting job vacancies on the career section of their homepage enables companies to effectively reach candidates and prove openness for new talents. The methods are simple and cost-efficient.

Using the career section of the company homepage has the benefit that candidates can use the homepage to read up on the company before applying. In this way, candidates can get a better idea of what to expect if they are hired and whether they agree with the company culture. A successful employer branding strategy creates a positive image for (potential) staff members and attracts qualified professionals.

The limited reach, however, could be a disadvantage as a website is usually only visited by people who are already interested in and aware of the company. But in any way, the career section is an important resource for recruiting new staff.

The significance of job portals in the recruitment process

According to current statistics by Statista, 92% of all companies hire online, turning the internet into the top recruiting channel. Publishing job advertisements on various portals like,,, or LinkedIn helps reach a broad target group so companies can choose from a great pool of potential qualified applicants.

However, it can cost a lot of money to place ads on the aforementioned platforms and on top of that it can be very difficult to filter appropriate candidates out of the sheer mass of applications received. In any way, job portals will remain an essential part of modern recruitment thanks to their reach and efficiency.

Free job advertisement with Coople

Unlike on many other job platforms, companies can place job ads on Coople free of charge. Plus, to make placing ads even simpler, Coople offers an automated job description tool to help customers create successful first drafts. With access to an enormous pool of more than 600.000 flexible workers, companies can expect to receive first applications within minutes. After reviewing candidates’ skills and levels of experience, they can be hired with one click. Coople handles all the administration and charges a small fee which covers all the costs. There are no fees for the service or subscription, nor are advance payments or minimum hours required. Coople is completely transparent in terms of personnel cost and customers only pay for services they have actually booked. Find out what Coople charges for hiring staff.

The benefits of social media when recruiting staff

Social media has become vital for personnel recruitment. Platforms like LinkedIn, Facebook, or Twitter (now ’X’) allow the sharing of job postings and active networking to identify potential candidates.

The benefits are the great scope of social media, the targeted search for certain qualifications and skills, and the chance to relate with applicants.

On the downside, it is necessary to build an effective presence on the various social media platforms. Those platforms are at large an indisputable tool to attract talent and to be visible on the job market as a company.

Outsourcing the recruitment process to an agency

By outsourcing the process, the company can assign almost complete responsibility in terms of recruiting to an external recruitment agency. The benefits are that qualified staff will be available at all times, but the company won’t have to put any effort into searching. Companies can therefore flexibly respond to their staff requirements, be it for temporary or permanent positions.

Costs for the recruiting services may vary, depending on the types of service and on the agreement with the agency. Some agencies work with head-hunters who systematically search for qualified personnel they provide the companies with. This can be very efficient; however, it often is more cost intensive. Outsourcing the search process makes sense if companies need expert workers at short notice or if in-house recruitment was too time-consuming. You will learn at the end of this article how the Coople platform can support your company.

Bild mit 3 Kreisen, das die verschiedenen Schritte der Kandidatenauswahl bei der Personalrekrutierung darstellt.

The selection process: effectively selecting candidates

Selecting applicants during the recruitment process is a crucial step towards choosing the best possible candidates for the job vacancies.

First, the necessary qualifications, skills, and levels of experience must be reviewed. Evaluating and rating candidates thoroughly is of vital importance. Appropriate measures are structured interviews, psychometric tests, and case studies or other methods of assessment. Prospective candidates should not only be evaluated according to their expertise but also their cultural and personal aptitude. To prevent bias and to introduce various perspectives into the selection process, it is helpful to include several decision makers in the process.

Communication with the applicants must be without ambiguity. Candidates must be informed in due time about the status of the selection process, and they should receive feedback if necessary. Transparency and fairness are essential for the process. Every candidate must have equal odds for the position, irrespective of sex, origin, religion, or other discriminating factors.

As soon as choices for candidates have been made, the final step is preparing the offer and the contract.


Recruiting personnel is a challenging issue for companies. Finding the best talents requires a structured course of action. Analysing the needs should be the first step as it helps precisely define the requirements of the candidates. The requirements need to be a part of the job description, worded clearly and simply. There are various channels suitable for selecting candidates such as in-house recruitment, the career section of the company’s homepage, job portals, social media, or external recruitment agencies.

It is important to make sure that candidates have the necessary qualifications and skills when selecting and recruiting them. Talent databases are helpful to recruiters as they provide detailed information on potential new staff members and determine whether candidates fit in with the vacant positions. Working with staffing agencies and their experts also helps fill vacancies much faster.

These key factors emphasise the importance of thorough preparation, selection, and rating during the recruitment process to win the most distinguished talents for the respective positions.

How Coople can help you recruit

With CoopleFlex, you can find, hire, and manage qualified workers, all in one place, in the shortest possible time. The solution simplifies the entire recruitment process so that you can concentrate on your core tasks. Coople can provide you with qualified and skilled employees.

Thanks to Coople’s Try-and-Hire system, CoopleRecruit offers the opportunity to test workers during a probation period before hiring them permanently. As soon as temporary employees have worked 540 hours via the Coople platform, they can be hired permanently without a takeover fee.
Employee retention for long-lasting corporate success

Employee retention for long-lasting corporate success

Employee retention is vital for present-day corporate management. It stands for the company’s efforts to establish a strong and durable relationship with its employees.

In today’s working environment, there is an imminent problem with employee discontent and a high churn rate. Employees often resign because they don’t feel appreciated, there is a lack of communication, or they don’t see opportunity for personal advancement. Resignations increase the churn rate and always have a negative effect on the company. To countervail this trend, there are various effective measures to create a successful and satisfactory working environment.

In this article, we introduce some of these measures and show what is needed to bind employees to the company on a long-term basis and keep up their satisfaction.

Effective measures for employee retention

Measures for employee retention include creating a positive company culture, recognising and rewarding accomplishments, development opportunities, and good working conditions. But what does it take to implement these measures?

The quintessence: a positive company culture

To establish employee retention, it is vital to create a positive company culture. Companies that regularly organise team-building events where employees come together in a relaxed atmosphere and get to know each other better, have predominantly satisfied employees. Lothary’s (2023) recently published reports address a paradigm shift in which companies realize that their staff is not only interested in getting their jobs done. Interaction within the team has a great influence on the company culture and employees attach great importance to a healthy working atmosphere, openness, and appreciation. It’s evident that meetings in which employees have the opportunity to openly talk about their experiences, issues, and ideas, can contribute to a healthy atmosphere.

Motivation is underrated: Why appreciation and reward systems are important

The employees’ willingness to work hard and long hours is often underestimated and is not rewarded accordingly. Especially in the healthcare sector there is a tough discussion on overtime work in hospitals. The Association of Swiss Medical Assistants and Senior Physicians (VSAO) has published alarming findings in a survey: nearly 70 percent of more than 3,000 respondents stated that they feel forced to work overtime and consequently feel exhausted. In healthcare, working overtime is quite common, but there is a lack of authentic appreciation for it.

Introducing reward systems has a positive impact on employee loyalty. Such systems help to show appreciation for the employees’ commitment in an adequate way. More and more organizations introduce programs like „Employee of the Month“. Whoever wins gets financial benefits like a raise, on top of the company-internal appreciation. The employee’s extrinsic as well as intrinsic motivation is boosted and contributes to the positive working atmosphere. A study by the University of Basel shows that employees feel more comfortable after having received a raise, an effect that eventually abates after some time. So, a financial reward is conducive to establishing successful employee retention, but it is not enough. Development opportunities are a key factor for employee satisfaction.

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Talent management as a factor of success: Strengthening employee retention through career opportunities

Career-building opportunities are essential in every sector to reach the employees’ goals as well as the company’s. Even if the responsibility for career development is down to every individual, it can be a great advantage for the company to promote further education of its employees. Employers investing in talent management help their employees broaden their skills so that they are better prepared for their current tasks. It is even more valuable to do that both internally and externally. If the staff sees that further education and development is part of the company culture, it will strengthen employee retention.

The company can support individual development by offering training and further education programs, either in the shape of an internal training program or as the opportunity to study at an educational institution while working. Investing in talent management increases expertise and demonstrates the employer’s interest in the development of its staff. It is also important for the company to create clear career opportunities for its employees. Such measures are not complicated to implement but have a massive impact on motivation and loyalty. They endorse the individual’s career development and the growth of the company in the long run.

The importance of healthy working conditions and work-life balance

Everything discussed so far may become ineffective if the foundation in the company is deficient. Proper working conditions play an important role in terms of productivity and the well-being of the employees. This includes ergonomically designed work stations, decent lighting, healthy room temperature, and sufficient ventilation – all of which are basic requirements for a pleasant working environment.

Employees working in a comfortable and safe environment are more motivated and content. Therefore, it is vital for companies to create ideal workplaces in an inviting environment. These days it is also common to work from home. Despite the fact that opinions on remote work differ, it is a fact that employees appreciate it and that it contributes to good working conditions and a good workplace.

A healthy work-life balance becomes more and more important as part of motivating working conditions. Employees attach great importance to having enough time for their private life and the duties that come with it. Unfortunately, there is no universally valid way to arrange work and private life, but the following basic approaches should be considered within the company:

  • Protect staff from working overtime
  • Introduce flexible hours if possible
  • Respect holidays and recovery time
  • Support an open internal communication culture
  • Promote health
  • Keep scope of duties diversified

Flexible staff can disburden core teams

Healthy working conditions and a balanced work-life ratio are a crucial factor for content and productive employees. But even if the conditions are ideal, the pressure can be overwhelming in peak times or if staff drops out unexpectedly. This is a time when temporary hires can disburden full-time employees. This contributes to avoiding burnout and working extra hours and hence enhances employee satisfaction. Flexible staff helps companies adjust to the demand quickly and efficiently and helps to maintain a reasonable work-life ratio for the full-time employees. Flexible staff can also cover boring routine tasks so that full-time employees can concentrate on more important and complex tasks.

Further information

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Measuring and recording employee satisfaction

To make sure that measures to improve employee retention and satisfaction are effective, the state of satisfaction should be evaluated on a regular basis. This can happen through polls or one-on-one interviews.

A company named Gallup has developed, after years of research, 12 questions to measure employee satisfaction that can be used in any company. These 12 questions can measure any aspect of satisfaction and allow you to take steps accordingly.

In addition, it is important to discuss detailed feedback and address possible adjustments in one-on-one interviews with superiors, for instance in relation to tasks or volume of work. It shows that the company is responsive to individual needs and to adjusting the working conditions to that effect.


We have understood that employee retention is of crucial importance for today’s companies as it prevents dissatisfaction and a high fluctuation rate. Effective measures for employee retention include creating a positive company culture, appreciation, training opportunities, and good working conditions.

Coople can help disburden your staff

CoopleFlex enables companies to hire flexible temporary workers who disburden their core teams and create a better work environment. This strategy helps avoid working extra hours and improves the work-life balance and employee satisfaction. Flexibility and a systematic allocation of resources are key factors for successful employee retention and long-term success for the company.

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