How to optimize the Talent Acquisition Strategy and Recruitment
and Recruitment Process in Swiss startups and young ventures to build a winning team? Bachelor Project submitted for the degree of.
The labour market integration of immigrants and their children in
2 févr. 2012 the OECD Directorate for Employment Labour and Social Affairs ... However
Country Report: Switzerland
1 avr. 2022 process and the experience of the Swiss Refugee Council from its daily work in different functions
OECD Social Employment and
27 sept. 2009 underlining the importance of active instruments in Switzerland particularly in view of the ... Registration and interview procedures .
Professorial Recruitment: Recommendations and Good Practices1
14 sept. 2020 in professorial appointment procedures is a major topic of reform in both Swiss and European aca- demic policy-making.
The Structure of Hiring Costs in Germany: Evidence from Firm-Level
Switzerland report evidence of a convex structure of hiring costs. works councils have the right to participate in the hiring process and can object to ...
GARCIA WORKING PAPERS - Gender practices in the Construction
In Switzerland and Iceland appointed delegates are available during recruitment procedures for assistant professors in order to prevent gender bias in.
Swiss EQF-Referencing Report
17 déc. 2015 students will by the end of the learning process
OECD
6 déc. 2012 under the GEF and also in the employment of local staff in foreign embassies. ... Switzerland uses separate HRM practices for senior civil.
NON-STANDARD EMPLOYMENT AROUND THE WORLD
employment practices including non-standard arrangements. Responding to the challenge of globalization
Bachelor Project submitted for the degree of
Bachelor of Science HES in International Business Management byLaurent KRENZI
Bachelor Project Mentor:
Ansar HAFIL
Geneva, June 25th 2020
Haute école de gestion de Genève (HEG-GE)
International Business Management
How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI i
This report is submitted as part of the final examination requirements of the Haute école de gestion de Genève, for the Bachelor of Science HES-SO in International Business Management. The use of any conclusions or recommendations made in or based upon this report, with no prejudice to their value, engages the responsibility neither of the employees. How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI ii
I would like to express my warmest thanks to all the people who have directly or indirectly contribute to this Bachelor Thesis. A special thanks goes to the research mentor, Mr. Ansar Hafil, who provided precious insight and guidance all along the project though his mentorship. Sincere gratifications also goes to all the experts involved in the interviewing process and who provided essential insights by sharing their experience with the most professionalism; Mrs. Lamia Al Afani, Mrs. Suzanne Paris, Mr. Roman Bruegger, Mr.Alexandre Etienne, Mr. Matthew Lashmar.
Thanks also to all the people who participated in the surveys.Sincerely,
Laurent Krenzi
How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI iii
and success, it also been highlighted to be a key source of competitive power and key component to build a winning team. Researches state that many young ventures have difficulty to recruit properly. Following a combination of weak recruitment capabilities with limited access to the right talents, the specialists state that there is a need to improve the hiring process. Whereas many studies try to find the cause of those problems and many recruitment frameworks already exist, there is very few information about how those two components could merge in order to propose a viable solution for Startups. Whereas startups have really particular needs and challenges compared to already established and stable companies, the recruitment phase do not differ from that. Startups and young ventures have experienced difficulties to recruit new employees (especially when it comes to recruit fast and effectively) as well as evaluating the recruitment outcome afterwards). Actually, recruiting talents has been highlighted as the competence, poor analytics , weak notoriety , lack of network and underdeveloped connection to find suitable recruits , between other factors, are all negatively impacting In fact, existing guidelines and general best practices may not be adapted or versatile articular requirements. Also, many of those researches are How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups and young ventures to build a winning team Firstly, the goal is to understand the recruitment challenges that Swiss startups are facing and analyse behaviour in order to identify gaps, correlations and most importantly improvement opportunities so that Swiss startups have been provided with a flexible and easily-implementable detailed Recruitment Process, tailor-made for their needs in order to optimize their recruiting capabiliti efficiency (time and budget) is to be expected. How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI iv
A recommended 7-step Recruitment Process has been designed focused on and time efficiency. The identification of the most important recruitment barriers resulted in the design of 5 Talent Acquisition Strategy pillars, tailor-mades for startups, to support theirRecruitment Process.
An overall lack of process and monitoring has been identified in the majority of the startups surveyed. The proposed 7-step Recruitment Process is meant to stay flexible and the 5 Talent Acquisition strategies adap needs. Finally, supporting Swiss startups with presented recommendations is expected to maximize their chances of success and, ultimately, supporting the Swiss economic development, innovation, quality of life as well as employment creation. The tone and level of information of the discussions as well as the recommendations recruitment responsible in Switzerland might represent. (from no HR experience to HR professionals) How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI v
How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups and young ventures to build a winning team? .................. 1Disclaimer ....................................................................................................................... i
Acknowledgements ..................................................................................................... ii
Executive Summary ................................................................................................... iii
Contents ......................................................................................................................... v
List of Tables ............................................................................................................... vii
List of Figures ............................................................................................................ viii
1. Introduction ............................................................................................................ 1
2. Literature review ................................................................................................... 3
2.1 Entrepreneurship, startups and other definitions ........................... 3
2.1.1 Entrepreneurship ............................................................................. 3
2.1.2 Startups ............................................................................................. 4
2.1.3 Business incubators ........................................................................ 5
2.1.4 Business accelerators ..................................................................... 6
2.2 Education in incubators vs. accelerators .......................................... 7
2.3 Recruitment Process ............................................................................... 8
2.4 Talent Acquisition................................................................................... 10
3. Methodology ........................................................................................................ 12
3.1 Project outline and milestones ........................................................... 12
3.2 Data collection method ......................................................................... 13
3.2.1 Literature Review ........................................................................... 14
3.2.2 Assessment of Swiss academic and training programs .......... 14
3.2.3 ........................ 14
3.2.4 Survey 1 ... 14
3.2.5 ........................... 14
3.2.6 Second round on interview (HR professionals) ........................ 14
4. Results ................................................................................................................... 15
4.1 Assessment of Swiss academic and training programs ............. 15
4.1.1 Swiss academic programs on Entrepreneurship ...................... 16
4.1.2 . ........... 19
4.2 ............................ 21
4.3 ..... 22
4.3.1 Result of Survey 1 ......................................................................... 23
4.4 ................................ 32
4.4.1 Result of Survey 2 ......................................................................... 32
4.5 Second round of interviews (HR professionals) ............................ 38
How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI vi
5. Discussion ............................................................................................................ 39
5.1 Recruitment process .............................................................................. 39
5.1.1 Identifying hiring needs ................................................................. 39
5.1.2 Drafting the job description/advert .............................................. 42
5.1.3 Publishing the advert ..................................................................... 44
5.1.4 Screening ........................................................................................ 45
5.1.5 Interviewing ..................................................................................... 46
5.1.6 Selecting and Offering ................................................................... 48
5.1.7 Onboarding and Retaining ............................................................ 50
5.2 Talent Acquisition strategy .................................................................. 51
5.2.1 Monitoring (Analytics and KPIs) .................................................. 52
5.2.2 Employer Branding ........................................................................ 53
5.2.3 Candidate Experience ................................................................... 54
5.2.4 Talent Identification ........................................................................ 55
5.2.5 Cost Reduction ............................................................................... 58
6. Conclusion ............................................................................................................ 61
6.1 Recruitment process .............................................................................. 61
6.1.1 Identifying hiring needs ................................................................. 61
6.1.2 Drafting the job description/advert .............................................. 61
6.1.3 Publishing the advert ..................................................................... 62
6.1.4 Screening ........................................................................................ 62
6.1.5 Interviewing ..................................................................................... 62
6.1.6 Selecting and Offering ................................................................... 63
6.1.7 Onboarding ..................................................................................... 63
6.2 Talent Acquisition strategy .................................................................. 64
6.2.1 Monitoring (Analytics & KPIs) ...................................................... 64
6.2.2 Employer Branding ........................................................................ 64
6.2.3 Candidate Experience ................................................................... 64
6.2.4 Talent Identification ........................................................................ 64
6.2.5 Cost Reduction ............................................................................... 65
6.3 Poster ......................................................................................................... 65
6.4 Final words ............................................................................................... 65
Bibliography ................................................................................................................ 66
Appendix 1: Swiss Entrepreneurship Academic Programs Map .................. 69 Appendix 2: List of incubators and accelerators .............................................. 70 Appendix 3: Analysis of incubators and accelerators programs ................. 71 Appendix 4: Survey 1 How to build a winning team for Swiss startups ..... 72 eedback ...................................................... 81Appendix 6: Poster .................................................................................................... 84
...................................................................... 85 How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI vii
........... 23 Table 2 For how many years the startup has been active? .................................. 23Table 3 In which region are you based? .................................................................. 23
Table 4 What is the size of your startup? ................................................................. 24
Table 5 How many employees did you recruit in the last three years? ............... 24Table 6 Raise of funds ................................................................................................ 24
Table 7 Who is in charge of the recruitment process? ........................................... 25 ......................................... 25 ........... 26 Table 10 Which recruitment KPIs does your company measure? ....................... 27 -evaluation on Recruitment Process ................................ 27 ...................................................... 28 ........................................ 28 Table 14 How many application per new job opening............................................ 29Table 15 Source of hiring ............................................................................................ 29
Table 16 Type of contract offered.............................................................................. 29
Table 17 Offer acceptance rate ................................................................................. 30
Table 18 Reasons for offer refusals .......................................................................... 30
-evaluation on Talent Acquisition ..................................... 30 ................................................... 31Table 21 How old are you? ......................................................................................... 32
Table 22 Where are you based? ............................................................................... 33
Table 23 TOP 3 features candidates look for in jobs ............................................. 33 Table 24 Preferred 3 elements in recruitment process .......................................... 34 ............................................. 34 .............................................................. 35Table 27 Interest in working for a startup ................................................................. 35
Table 28 Why would candidates be interested in startups? .................................. 37 Table 29 Why would candidate not be interested in startups? ............................. 37 How to optimize the Talent Acquisition Strategy and Recruitment Process in Swiss startups?Laurent KRENZI viii
Figure 1 Overlapping feature between incubators and accelerators ..................... 7Figure 2 the 7 steps of Recruitment Process ............................................................. 8
Figure 3 Entrepreneurship programs offered in Switzerland ................................. 16 Figure 4 Map of Swiss academic programs on Entrepreneurship ....................... 17Figure 5 Number of appearances by topic ............................................................... 20
Figure 6 Comparative analysis of incubator/accelerators programs .................... 20Figure 7 Raise of funds................................................................................................ 24
Figure 8 Who is charge of the recruitment process? .............................................. 25 ............................................ 25 ..................................................... 28Figure 11 Source of hiring ........................................................................................... 29
Figure 12 Type of contract offered ............................................................................. 29
Figure 13 Reasons for offer refusals ......................................................................... 30
.................................................. 31Figure 15 How old are you? ........................................................................................ 32
Figure 16 Where are you based? .............................................................................. 33
Figure 17 TOP 3 features candidates look for in jobs ............................................ 33 Figure 18 Preferred 3 elements in recruitment process ......................................... 34 ............................................ 34quotesdbs_dbs35.pdfusesText_40[PDF] Thème : Détermination des conditions de fonctionnement frigorifique
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