The art of talent management: How to find and retain the best employees

The art of talent management: How to find and retain the best employees

by | Nov 1, 2023 | Information for companies

In today’s corporate landscape, talent management has proved to be the key factor for long-term business success. The art of talent management incorporates a wide range of strategies, practices, and processes aiming at finding qualified employees – so-called “skilled workers“ – as well as retaining them and improving their skills. Identifying individual acquirement, creating a positive working culture, and systematically boosting the employees’ commitment play a crucial role. In this article, we define the most important aspects of talent management and show which key components are required to not only recruit the best staff but also to motivate and retain them on a long-term basis.


What is talent management: Just a buzzword, or is there more behind it?

Talent management sounds very promising, but what does it actually mean? Is it just hype or is there an actual sustainable and significant strategy behind it? According to Heyse & Ortmann (2008), talent management includes the entity of HR measures which lead to the long-term occupation of important roles and positions in the company. Talent management differs from human resource management in aiming at a rare target group which is specifically important for the company’s success. It includes the identification and promotion of skills, also known as talents.

What does ‘talent’ mean?

In the context of talent management, a talent is related to individual skills, aptitudes, and potentials of employees who can significantly contribute to the company’s success. These talents can be both inherent and acquired and they are crucial for the employees’ development, motivation, and commitment.

Other terms that can be used are “skilled“ and “unskilled“ workers. The difference between “skilled“ (with relevant qualifications) and “unskilled“ workers (without relevant qualifications) refer to individual skills which are required to successfully fulfil tasks or fill a position. Unlike “unskilled“ workers, the “skilled“ workers have the necessary expertise or professional experience in order to perform tasks successfully.

Picture with 3 circles in which different people can be seen

How talent management influences the company’s success

Approaching talent management strategically and systematically makes it possible to build a positive company culture and boosts its innovation. Choosing talents wisely and empowering them can create a work environment that supports cooperation and exchange. Working in a positive atmosphere supports the commitment to the company and reduces staff fluctuation. It also boosts creativity and encourages employees to share their ideas and challenge established processes. As a result, your company raises its flexibility in changing markets and gains competitive advantages. But it requires a sophisticated strategy which will be exemplified in the following section.


Talent management strategy: How to use talents in an optimal way

Talent management strategy stands for a greater plan to win the best talents for the company and to then further their professional development to maintain long-term commitment. This strategy contains the precise definition of actual goals, values, and steps to reach those goals. The strategy defines how to embed talent management in the company’s overall vision.

Defining goals and values

Talents can be used to their full extent if they pursue the company’s goals and represent the company’s values. Therefore, it is important as a company to define distinct goals and values acting as guidelines for the individual and collective work of the talents. This will boost both the efficiency and effectiveness of their contributions as well as a positive corporate culture in which the whole staff use their skills for the benefit of the company. Let’s take an innovative tech company as an example. It specialises in sustainable solutions for energy efficiency. It attaches importance to eco-friendliness, social accountability, and technological progress. Hence it is important that the talents employed by the company represent those goals and values. This process already starts during the hiring process. New employees should not only have the required qualifications but should share the company’s values and beliefs. This is important for the current staff as well. To internalize those beliefs, it is vital to constantly communicate them internally.


Configuration of talent management: Looking into the process

Talent management processes should be like a well-organized sequence of steps helping companies implement their talent strategy. These processes cover various areas, including the identification of needs, attracting talents, a smooth onboarding, boosting their skills, checking achievements, prearranging successors, and creating an attractive working environment to retain talents on a long-term basis. We will explain in detail how to implement this process step by step in the following section.

Planning: Identifying needs, strategic plans, and goals

As a first step in the talent management process, it is important to analyse carefully which specific qualifications and competencies will be required in future positions. The internal analysis of, for instance, a healthcare company, could show that it requires increased expertise and a higher number of nursing staff for its further development. So drafting and defining future requirements for talent management becomes an essential task for the company. The precise phrasing of these requirements become more and more important, especially in the healthcare business. Talent planning, or goal setting, ensure that goals and guidelines are defined for the talents.

Sourcing & talent acquisition: finding the best talents and winning them over

After the identification, planning, and goals have been clearly defined, the focus is on finding the greatest talents and trying to win them over. There are several ways of approaching talents and recruiting them. Jobs are traditionally advertised in newspapers or online job boards, which gives candidates the chance to directly apply for a position. Employment agencies act as intermediaries between companies and candidates by picking suitable applicants in a pre-selection. Social media platforms like LinkedIn enable companies to directly communicate and network with experts. Job trade fairs are a platform for direct interaction between companies and candidates. Companies can also create talent pools to identify potential candidates for future occasions.

Picture with 3 circles showing the parts of the recruitment process

Recruiting & selecting: the highway to a strong company

Recruiting and selecting in an effective way builds on the previous steps of the process and lays the groundwork for the successful development of the company. In the recruiting process, the focus is on identifying candidates with ideal skills and qualifications for a specific position. Recruiting should be neither too short nor too long. A hasty recruitment comes with the risk of hiring staff that is not perfectly suitable for the respective position. If the process takes too long, it could deter potential talents as they might decide to accept another position in the meantime. On top of that it affects the pace of the recruiting process if the selection process becomes too intensive. This highlights the importance of a balanced relationship between an in-depth selection process and an efficient recruiting process. It is important to get to know potential candidates better before the actual hiring.

Onboarding & integration: the key to successful onboarding

New staff members can integrate into the team and become productive fast during onboarding if there are appropriate implementation plan, in-company training, team introductions, and hands-on tasks. After all, it is important both for the new employees as well as for the company to have a successful start. To retain employees at an early stage, a suitable concept should be established with the onboarding process. Ideally, this process starts with an introduction phase. This phase starts with signing the contract and ends after the probation period. The idea of the onboarding is to introduce tasks and established processes to the new colleagues in a structured way, to present the corporate culture, and to acquaint them with the rest of the staff.

Performance rating: analysis & evaluation

After successfully completing the recruitment and onboarding and after becoming a well-integrated staff member, it is time for the performance rating phase. The precise analysis and rating of the performance is important in order to gain insight into the efficiency of processes and staff members. An in-depth performance rating allows you to take steps to accentuate strengths and identify areas for further development, with the help of either self-assessment or a personal discussion with superiors. So-called Key Performance Indicators (KPIs) help to highlight sales figures, service, knowledge, or further goals. KPIs demonstrate whether goals have been reached or which measures need to be taken in order to reach the goals.

Methods & talent development: effective basic approaches

It is essential for a sustainable corporate development to implement efficient methods and to systematically stimulate talents. Staff members get the opportunity to learn from experienced colleagues or senior managers through training courses, professional development, and mentoring programs. They gain valuable insight into their respective departments and special fields and can explore their individual development potentials. Mentoring, for instance, enables direct exchange of knowledge in which talents learn well-tried practices and get the chance to develop further in the long run. The mentor explains modes of operations to the mentee and gives advice on the mentee’s tasks. In this way, good working practices can be continued within the company in the long term.

Graphic display of the individual steps of talent management

Challenges in talent management

Even though CEOs and executives stress the importance of talent management, there are several challenges to be taken into account. Certain branches of trade, industry sectors, and regions suffer to some extent from skilled labour shortages. This complicates identifying suitable talents. On top of that, the promotion and development of talents need time and resources. However, those happen to be limited in many cases. Establishing a positive and diverse corporate culture is another challenge that often demands an extensive planning interval. It is vital to communicate corporate goals and market conditions to achieve this objective. Through communication, the employees gain the ability to flexibly implement company strategies in order to react to changing challenges. Facing theses makes considering talent management strategies even more important.


The future of talent management: How to make it work

It is important to make sure that talent management works efficiently, especially within a dynamic business environment. It is essential to optimally identify, develop, and appoint your talents, who represent the most valuable asset of your company. Talent management shows great promise in the future as it can continually adjust to the technological progress, changing market conditions, and evolving operations. The greatest influence on the preparedness of a company for forthcoming challenges and adjusting to these is the level of agility with which the company reinvents its talent management. Constant adaption to new technologies, market conditions, and operations is the key to successful talent management.

Explore our offer and let us help you incorporate your personal talent management strategy. Find out more on our main website.
The importance of a fast recruitment and selection process

The importance of a fast recruitment and selection process

by | Aug 25, 2023 | Information for companies

The workforce shortage continues to concern many companies in the UK. Therefore, it’s crucial to establish a simple and efficient recruitment and selection process to avoid additional costs, time loss, and inefficiencies. In this article, we look at the importance of fast recruitment, the impact of a slow process on a company, and how Coople streamlines recruitment processes to be faster and more efficient.


What does a recruitment and selection process consist of?

Typically, there are 4 stages of recruitment. These include, as a first step, the evaluation and determination of the desired profile. Once the skills and experiences needed have been defined, the job advertisement is published in a second step. Subsequently, the review of applications, telephone interviews or initial applicant assessments, conducting interviews, obtaining references, and finally, the hiring of candidates follow.

A well-structured recruitment and selection process enables a company to identify, evaluate, and hire the best candidates without losing valuable time. As the stages of the recruitment process extend, so do the costs. Hence, it’s vital to streamline the hiring process to be as efficient as possible, without compromising the quality and quantity of applicants. But how can this be achieved?


The time it takes to fill a position and the difference between time-to-hire and time-to-fill

Within talent acquisition, two terms that are frequently mentioned are time-to-hire and time-to-fill. These two terms refer to recruitment metrics. While they can vary from company to company and industry to industry, they can still offer valuable insights into the efficiency of existing hiring processes, potentially leading to optimisations.

The term time-to-hire describes the time frame (number of days) between the posting date of a job and the actual filling of the position. Therefore, time-to-hire reflects the efficiency of the hiring process from the candidates’ perspective.

On the other hand, time-to-fill measures the time between the job request to the HR department and the actual placement of the vacant position. Consequently, it provides an overview of how long the entire recruitment process takes from the company’s point of view.

Both time-to-hire and time-to-fill can vary significantly based on the industry. Moreover, the different skills and requirements for positions, as well as the levels (Junior/Senior), need to be considered.


The negative impact of a slow recruitment and selection process

A slow progression through the stages of recruitment can have several negative effects on the company.

Firstly, costs rise significantly when the hiring process is prolonged, as additional expenses for HR services and time losses quickly become a substantial financial burden. Consequently, companies waste resources that could have been better allocated to other areas of higher urgency. Existing teams experience reduced productivity and must take on additional tasks from their colleagues.

Long waiting times for feedback can cause uncertainty, as applicants do not know whether their interest has been noticed or what their chances are.

Many candidates often explore opportunities with not just one, but multiple companies simultaneously. Qualified candidates may lose interest in a position and opt for other job offers while the company is still in the evaluation stage of the recruitment process. This leads to the potential loss of valuable talent, potentially resulting in unfilled positions.

Additionally, the company’s reputation may suffer if applicants share negative experiences from the application process online.

All of these scenarios should be avoided.


How Coople makes recruitment and selection processes faster and more efficient

Coople provides flexible staff for temporary positions through their digital platform. Often, there is an immediate need for staff due to factors such as an employee falling ill, unforeseen or seasonal demand spikes, or core teams being overloaded. Flexible staffing solutions are needed and speed is essential.

On average, companies receive initial applications for open temporary positions posted on the Coople platform within a matter of hours, allowing them to hire suitable workers within a few days. As a result, the time-to-hire is remarkably efficient.

Quick and immediate hiring decisions have a strong impact on the commitment and motivation of the workers. Responding quickly to applications and hiring suitable candidates creates a positive dynamic that is reflected in job satisfaction and employee engagement.

To remind companies to hire quickly, Coople actively highlights on the platform how many applicants are currently waiting for a response.

Screenshot of the Coople Platform showing the overview of applicants waiting for feedback.
What does Coople do differently?
Thanks to digital capabilities, companies can post job openings within minutes and immediately access a pool of over 350,000 registered workers. All candidates are already validated for their stated qualifications and work permits.

Unlike traditional staffing agencies, Coople offers an incredibly fast service around the clock, along with maximum transparency regarding the education and experience of workers. Companies independently publish their vacancies on the Coople platform or through the Coople for Business app, specifying the hourly wage they are willing to pay for the job. Subsequently, the Coople platform matches the staff needs with the most suitable candidates in real time. Flexible workers view jobs in their area and apply for shifts they’re interested in. The client reviews the applicants and makes selections.

Costs only arise when staff is actually hired. These are calculated based on the defined wage multiplied by a low fee factor. This includes the wage, national insurance, pension contributions, holiday pay, and apprenticeship levy.

Unlike other staffing providers, the client doesn’t receive an unknown employee at a predetermined price from the provider. Instead, they determine the terms and select the most suitable candidates themselves. If workers prove themselves, they can also be informed of future job opportunities directly through favourite worker pools or be transitioned to permanent positions through the “Try and Hire” principle.


Maximize Your Time-to-Fill

A fast and successful recruitment and selection process is crucial for any company to attract qualified candidates, especially when immediate needs arise. The longer the recruitment process takes, the more likely qualified applicants are to lose interest or opt for other job offers. Find out more about Coople, create a free account today, and save yourself the cost and trouble of recruiting.

Try it now for free and register here
Shortage of skilled workers – an ever-present problem

Shortage of skilled workers – an ever-present problem

by | Nov 25, 2022 | Information for companies

The topic is everywhere and there seems to be no end to the reporting about it: The shortage of skilled workers is always on the minds of HR professionals and entrepreneurs across many industries.


Why is the shortage of skilled workers still an issue?


The reasons have only partially changed: The demand for staff, for example at airports or in the event and catering industry, was extremely high after the pandemic subsided. The reason for this is that companies that had survived the pandemic were virtually awakened from hibernation and were confronted with expectations of delivering a pre-pandemic offer. However, this is still not possible in many places.

During the pandemic, workers had time for extensive reflection on whether and how their jobs should determine their lives in the future. The movement to put life at the centre of existence rather than work has led many people to actively choose more flexibility and, by temping, to decide when, where and how much they want to work.


Another factor is the wage development in some professions


Real wages in the food service industry in Germany and Austria have increased faster than in Switzerland, which may be one reason for the lower immigration of skilled workers – even though chefs now earn CHF 8.30 more per hour than at the beginning of the year, depending on their level of training. Back in March, we published the results of a survey among our Coopers who work in the hospitality industrywith the result that only about one third were convinced to return to their old job.

Unexpected events, such as a major distributor’s short-term need for 800 employees to meet new safety requirements to prevent the spread of COVID-19, or a company where, unexpectedly, all the employees are sick (as the Swiss newspaper NZZ recently reported David, Vonplon, 02.08.2022,) – such short-term shortages of skilled workers can cause considerable damage to unprepared companies. This is one reason why companies are increasingly implementing a flexible pool of workers directly into their HR planning.


Which skilled workers are currently lacking in Switzerland?

The shortage of skilled workers affects not only the sector of skilled crafts and trades as well as professions in the STEM disciplines (science, technology, engineering, and mathematics), but also the logistics sector, nursing and health professions, and the event and hospitality industry in particular.

What can be done to tackle the shortage of skilled workers? As a digital staffing agency, we are actively combatting this problem with our platform where we connect companies looking for employees with qualified workers in a highly efficient way.

„We are tackling the shortage of skilled workers by using our digital approach, offering workers flexibility that cannot be found conventionally. This encourages many qualified profiles (e.g. in the healthcare sector) to re-enter the labour market or remain loyal to a sector. We open up segments of the talent market that often remain closed to companies”, explains Yves Schneuwly, Chief Commercial Officer of Coople.

Read more about how we connect a huge pool of temporary, external workers with companies – quickly, transparently, and independent of time and location.

Occupational safety: How to avoid accidents during a job

Occupational safety: How to avoid accidents during a job

by | Jul 5, 2022 | Information for companies, Worker resources

Even though it is quite rare, emergencies do happen every now and then – even in the workplace. That’s why occupational safety should be a top priority for both companies and workers.

To ensure that all jobs are safe, it’s extremely important to know before and during a job how everyone involved can behave in a safe manner, and how to react in the event of an accident.

Please make sure to observe the following points at all times:

Important safety rules for workers

What do I need to know before starting a job?

  • The hiring company must inform employees in detail about possible dangers and important rules of conduct.

  • Employees must always wear the required protective equipment and follow the safety precautions.

  • Employees should always know where first aid kits, alarm plans, fire extinguishers, escape routes, and assembly points are located.

  • In case of danger, follow the rule “Stop – do not continue working until the danger has been eliminated”.

What do I have to do in an emergency?

  • Secure the accident site and the injured person.

  • Give first aid, treat the injured person and, if the injuries are more serious, call an ambulance.

  • Inform your shift manager or the contact person on site.

  • Contact Coople as soon as possible.

More information on occupational safety for workers:

Important safety rules for companies

Prior to the start of a job, companies are obliged to determine and clearly communicate to their employees how to behave safely and what needs to be done in an emergency.

What must be ensured before a job?

  • Define hazards for the company and establish vital safety rules.

  • Organise necessary protective equipment and safe work tools.

  • Ensure maintenance of buildings, facilities, work equipment and personal protective equipment.

  • Compile handling instructions for hazardous materials.

  • Provide first aid kits, alarm plans, and fire extinguishers, and determine escape routes, assembly points, and other emergency measures.

  • Ensure first aid for employees who work alone.

In an emergency, follow the rule “Stop in the event of danger – Eliminate danger – Continue working”. In case of an emergency, it’s also important that you get in touch with Coople as quickly as possible.

More information on occupational safety for companies:

Why do people take on temporary work? The answers might surprise you.

Why do people take on temporary work? The answers might surprise you.

by | Apr 27, 2021 | Information for companies

In 2020, we surveyed over 900 of our Cooplers (the flexible workers on Coople’s platform) to understand why they look for temporary work and what attracts them to specific flexible jobs.

As expected, many of them use our platform to reach their earnings goals with extra shifts, or stay flexible to care for family. More surprisingly, the largest group of them work flexibly to acquire new skills or discover their abilities.

When it comes to selecting jobs, temporary workers share the same needs as your permanent team. They want to contribute and be part of a great team.

Have a look at our data for more insights:

Staff planning for the hospitality re-opening: are you ready for the 19th April?

Staff planning for the hospitality re-opening: are you ready for the 19th April?

by | Apr 14, 2021 | Information for companies

On the 14th April media conference, the Federal Council announced that on 19th April, outdoor hospitality (restaurant terraces) may re-open under strict rules and conditions. It still remains unclear when the hospitality sector will be allowed to completely re-open.

Staff planning in the case of market uncertainty – are you aware of best practices?

For Swiss restaurants this means, despite the possibility of being able to serve guests outside again soon, there is still great market uncertainty. Demand may return slowly or – due to weather conditions – increase rapidly. Additionally, the timing of further relaxation is hard to plan for.

Therefore, responsive staffing is a top priority in the coming weeks and months. Staff planning must remain as flexible as possible to meet demand, manage costs effectively and achieve positive results.

In conclusion, there is a great need for staffing solutions that react in real time to unpredictable market changes. Coople’s digital platform helps to manage planned and unplanned absences as well as variations in demand in an optimal way.


The right staff in real time

Coople supports swiss hospitality businesses as a competent partner in this challenging process and offers active support during the market re-opening.

Advantages of your flexible staffing partner:

  • Scaling up or down with demand
  • Rapid hiring with our intuitive, technology-driven platform
  • High quality, fully vetted, qualified workers
  • HR relief through outsourcing all personnel administration and payroll
  • Cost effective with no hidden subscription fees, prepayments, set-up costs or minimum hours



We are pleased to be able to support Swiss hospitality businesses with flexible staff during these challenging times.

How to hire flexible staff with CoopleFlex.

More about what a good recruitment strategy looks like in an uncertain market.