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Friday, June 29, 2012

Switzerland? What about my career?


Your partner is considering a new assignment in Switzerland? We listed for you the 10 things you need to know before departing from your home country to follow your partner and relocate in Switzerland.
  1. 1-  Early enough in the assignment /job contract negotiation process, your partner should inform the hiring company that your couple is involved in a dual career situation and that you wish to pursue your career at the new location. At this stage, your partner may inquire about the available support for you on site and suggest that the company could sponsor a career support for you.
  2. 2-  Decide on the family relocation pattern; if you have children, you may want to consider the School holiday schedule http://www.feiertagskalender.ch/ferien.php
    (You should select your region and city)
    If your partner is taking a new responsibility in a new company, it may be wise to wait until the notice period is over before moving with the rest of the family.

  3. 3-  Collect your diplomas, degrees and all certification you obtained so far. Scan them and make some hard copies and take the original documents with you.
  4. 4-  Contact all your former employers and request a “Certificat de travail/ Arbeitszeugnis. This kind of recommendation letters are, next to the CV, one of the most important part of the Swiss application file
  5. 5-  Reactivate your network, involve them in your adventure and explain that you may need them as references to support your future job professional project.
  6. 6-  Keep good contact with your employers when resigning from current position: Indeed, they may be able to help you find a new job in Switzerland and you may be happy to come back at some time.
  7. 7-  Do not underestimate the importance of speaking the local language. Start taking some language courses, watch or read books in French and/or German to refresh your language skills
  8. 8-  Make some contacts with your future community already before leaving: It will be much easier to have 1 or 2 contacts ready to welcome you. Use the online networks. Many expats are already settled here and will be happy to take you around and to introduce you to their network.
  9. 9-  Always keep in mind that this is also your project and may become one of the most exiting time of your life.
    10- Join the job4U2 Circle on LinkedIn and do not hesitate to contact us.


    If you liked this blog, please share this article with your network and register on the blog for email alerts and please


    Sandrine van den Oudenhoven
    job4U2, "relocation is a project for both"
Copyright job4U2 2012

Monday, June 25, 2012

How to use LinkedIn for your job search in Switzerland?



In this article we will answer the following questions:


- Do I need a LinkedIn profile to look for a job in Switzerland?
- What should I write in my profile?
- Who should I connect with?
- How do I actively use LinkedIn for job search purpose?

Introduction:

If you have not yet clarified your professional project in Switzerland, save this article for later; LinkedIn is part of your on-line personal branding, It would not make sense to start working on your brand before you have set your targets, identified your audience and have a clear understanding of what you want to offer.

If your professional project is already mature; let’s get started!

1. Do I need a LinkedIn profile to look for a job in Switzerland?

LinkedIn is quite popular in Switzerland: There were already more than half a million of accounts in Switzerland beginning of 2011. Most LinkedIn users are located in the French speaking part of Switzerland or are International professionals located all over the country. Xing remains the preferred network of German speaking Swiss professionals.

Having a LinkedIn account gives you both visibility and exposure to these 500,000 professionals.

In Switzerland more than 13’000 professionals from the HR and recruiting industries are on LinkedIn.

LinkedIn profiles appear on the Google first page when searching a professional by name: LinkedIn is the most visible part of your on-line personal branding.

It's quick, easy and free to get started using LinkedIn. You only need to sign up for LinkedIn and create a LinkedIn profile

2. What should I write on my profile?

If you do not have a LinkedIn profile yet, our recommendation is to get started by creating a “ghost” profile first.
A ghost profile will allow you to take a tour in the LinkedIn environment without being exposed to other members.
You should create a LinkedIn profile, skip the offer to start inviting your contacts, fill in your last company name and last title at that stage, then go in Settings and put all your “privacy controls” parameters to the most discreet options.

From now on, you can explore LinkedIn, go and look at your former colleagues or your alumni members’ profiles, look at existing interest groups (most of them have posts visible to public).
You will soon become acquainted to the LinkedIn environment and be ready for the next step.

Your final LinkedIn profile should show what you would like an employer to see about you.
Let’s assume you have a well-defined professional project, including a clear understanding of the role you are looking for and which type of structure. You now know what your targeted companies are and are aware of your unique selling points compared to your competitors. Your CV is ready.
Creating your profile is about compiling the previous into one single platform.

Pay special attention to the Professional "Headline", this is what will make people look at your profile or not. Make sure you use a professional photo. Use the summary section to customize your offer and highlight your strongest points and your expertise.
The summary is also the place to publish your professional project and your brand.
When available, use your former companies LinkedIn profile to insure that your ex-colleagues will find you.
What you will select in the LinkedIn “Skills and expertise “section, will help your profile be retained in searches.

Many people just create a profile and then hope someone will find them. That's not how it works. You have to work your network, even on LinkedIn.


3. Who should I connect with?

LinkedIn starts giving you some networking leverage when you reach 60 and more contacts. Indeed, you will only access the full profile of most members if they are at least level 2 connections.

The first step is to activate your existing network and to bring it on LinkedIn. Don’t forget to customize your invitation. Our recommendation is to take this opportunity to inform your existing network about your professional project in Switzerland and to ask them if they can think about whom you should connect from their own network.

The second step is to use LinkedIn as a follow-up tool to all new contacts made in Switzerland during events or during an application process.

The third way to grow your network is to join interest groups and to participate actively by sharing information and posting interesting comments on other members’ posts. When you feel that there’s a common interest with some group members, you can invite them to join your network. Alumni LinkedIn group are widely spread and are good way to (re)connect with members.

We do not recommend to send (or accept) invitations to people you never heard about: We believe a network is a group of people with whom you share common interest and to whom you commit to a certain form of give and take relationship.

4. How do I actively use LinkedIn for job search purpose?

Basic networking rules such as showing respect to someone who shared info, help or his contacts, by following-up also apply on LinkedIn. You need to be confident both in giving help, and in making request.

The most direct use of LinkedIn for a job search is the access to an increasing number of job ads posted on this media.

But the most efficient way to use LinkedIn in your job search is networking: Most job openings in Switzerland are not published publically and will only reach you via your network.

Take time to think what you can offer to your targeted network.
You can make that offer visible in your profile either directly in your summary or by using the "applications" feature (SlideShare, bloglink, Box.net)
You can connect to your blog, take polls, post reading lists, share presentations you've created, etc..

Join groups related to your profession (or desired profession) and take an active role. Post questions, offer advice, share tips, etc. Active group members have more chances of "being seen." Seek out for groups related to an organization you'd like to work for. You can even create your own group and start gathering members.

You can demonstrate your skills by answering featured questions asked by professional expert (go in “More” /”answers”).

An additional benefit of using linkedIn for your job search is the access to a great resource for application preparation. For example, you can find information on the company structure, on the line managers or the HR manager’s name. Obviously, you can also see the profiles of employees at the position and company you are targeting.


Conclusion

In this article we have presented the possibilities offered by LinkedIn for your job search. If you are interested in a job in the German speaking part of Switzerland and if you can write and read German, we suggest that you additionally apply the same process and tips in Xing.
If you are interested to learn more about LinkedIn, we recommend reading “How to REALLY use LinkedIn” Upon request we’ll happily send you a set of this 240 pages guidebook.

Sandrine van den Oudenhoven
job4U2

Copyright job4U2 2012

Friday, June 22, 2012

Archive May 2012 Newsletter job4U2


Last month I announced the launch of the job4U2 Circle on LinkedIn. This is a place for the accompanying partners to access resources to support their career and for the recruiters to look for highly qualified international profiles.  The group is growing fast and has already become a dynamic place for exchanges.
This month’s specific subject is about motivation. You are invited to read or to forward to who could be interested our article: “How do I keep motivation high during my job search in Switzerland?”
But maybe you are wondering who is behind theses articles, blogs and diverse tips. Some of you know me already but most don’t. My last blog is apresentation of myself but also an invitation to introduce yourselves.
During the coming weeks, on the job4U2 blog, you will find new posts about personal branding, job portals, budgeting and also about new work models. Don’t miss any of them: register on the blog for email alerts.
You can subscribe to the monthly issue of the job4U2 newsletter by sending your request directly by mail here.
Job4U2 wish you a beautiful spring season!
Kind regards, 
Sandrine van den Oudenhoven, job4U2






You can still access to our former newsletters on the blog.

Sunday, June 17, 2012

Summer 2012, hotels and guesthouses selection in region Swiss Midland

When involved in the process to relocate to Switzerland, some future or potential employees often like to come with their spouse and sometime with the family to visit the region around their future place of employment.
It’s a very good way to connect with the place, to meet the inhabitants and to decide what will be the preferred place to look for accommodations at a later stage. I personally recommend to take the opportunity of this pre-departure visit, to involve the spouse or partner in the decision making process.

I would like here to offer some support in offering a selection of personal, authentic and agreeable accommodation to book during this short stay in the Swiss Midland region.

The idea behind this selection is not to offer an exhaustive listing of the accommodation possibilities in the region (These are available on the tourism website of each canton and cities) but to present hotels and guesthouses you could fall in love with and who stand as beautiful entry doors into a Swiss life experience.


 
Suite 25A
Jean-Yves Vasserot
25a, chemin de Trois-Portes
CH-2000 Neuchâtel
+41 79 240 68 33

For long and short stay, 70m2 suite for 2 people, with open view to a clear panorama in a central location in Neuchatel.
Jean-Yves Vasserot speaks English, French and German and he or his wife will be happy to personally welcome you and provide all information you may need during your stay in their suite 25A.

Le Vieux Manoir
Relais & Châteaux
Rue de Lausanne 18
CH-3280 Morat-Meyriez

+41 (0)26 678 61 61


This Relais & Châteaux hotel is set in extensive grounds on picturesque Lake Murten. It was built 100 years ago as a romantic country house for celebrating life in all its easy-going fullness.
The Vieux manoir employees are ready to recommend the guests with the best ideas for the region in English, French, German and Italian.


Vivement jeudi
Myriam et Jan Gunzinger
Burcle 8
CH-2108 Couvet 
+41 (0)32 863 31 78
www.vivementjeudi.ch

A welcome drink is waiting for you in this very special, out of time place.  This is an ideal location for couples. Jan speak fluently English and would be happy to provide information about the region.


L’Aubier
Les Murailles 5
CH-2037 Montezillon
+41 (0)32 732 22 11
contact@aubier.ch

L'AUBIER, ecological hotel in Montezillon promises many beautifl moments of relaxation.
The hotel has 25 bright and friendly rooms, some for up to five people. Most rooms have a balcony or direct access to the garden and views of Lake Neuchatel. English, French and German are spoken



La Tourelle
Suite D'hôtes
Solitude 25
CH-2014 Bôle
+41 (0)32 753 00 07
info@latourelle.ch

Nadia Coubès-Hasler welcomes you (in French, Italian, English or German) in this unique location enjoying a nearly 360 degree view over the Swiss Alps, the Neuchatel lake, the forest. Ideal in the summer, the Tourelle is composed of 3 floors communicating via an outside stairs.
Ideal for couples or for 1 person.

And also

Villa Lindenegg in Bienne (BE)

B&B Maison du Bois in Le Locle (NE)

Auberge aux 4 vents in Fribourg (FR)

Broc'aulit in Broc (FR)

Schloss Ueberstorf (between Bern and Fribourg)

Baseltor in Solothurn (SO)

Innere Enge in Bern (BE)




On the map here, you will easily locate the selected accommodation places and access directly their webpage. 
get to the map


If you have some good places to recommend in the Swiss midland region but also anywhere else in Switzerland, please use the comment section of this blog to share them with all of us. 


If you liked this blog, don’t miss the next posts: register on the blog for email alerts and please share this article with your network.


Sandrine van den Oudenhoven
job4U2

Some useful information to relocate to the French speaking part of Swiss Midland:


Some useful information to relocate to the French speaking part of Swiss Midland:
  • Region Biel-Bienne:
Biel-BienneCity official website in English 
Seeland: General information about Bienne and surrounding area (Seeland)
Economic Region: Economic chamber Bienne-Seeland
Language courses listing: Bienne language courses offer
English Club Bienne: International English-speaking Social club in Bienne
Family plus Thursday PM: English speaking play group for english speaking moms in Bienne, every Thursday from 2 to 4pm (FamiPlus building)
Red cross baby sitting: Baby sitting service in Bienne
KissbernDaycare platform in Canton Bern. Available in English

  • Region Fribourg
English speaking club: International English-speaking Social club in Fribourg
The FEW group: English speaking group for expat women seeking for the possibility of making new friends in the area
School: German, French and English speaking pre-school, primary and secondary school
Daycare: Bilingual (English-French) daycare center that welcomes children aged 3 months to 6 years in Villars sur glane
Expats-Fribourg: Official expat information package
Fribourg Region: General information about Fribourg region

  • Neuchâtel 
Living in Neuchatel: A compilation of practical information provided by the canton.  
Internations Neuchatel & Bern  community: Very active network and user friendly forum where you can meet, greet and connect with other english speakers in Neuchâtel and Bern areas.
InterNations is an invitation based network, send me an email and I will forward the invitation.
Neuchâtel International Club(the NIC): It’s about having fun, meeting people and making the most of area, whether you are here for a year or forever...
International School of Neuchâtel - Montessori method: The School welcomes children who want to follow the Swiss curriculum and children who want to prepare for (re)joining an English speaking school.
Neuchâtel city: English website, all what you need to know 


 

For more information, please send your request to info@job4U2.ch

Monday, June 11, 2012

NEW WORK MODELS: Expert Interview with Birgit Peeters, Director at Aquincum

The last expert Interview blog with Magdalen Simm  having been a real success, I decided to publish very quickely the next expert interview. This time with Birgit Peeters. Birgit is the director of Aquincum, a management consulting company specialized in the design and implementation of new work models such as teleworking, jobsharing and age management.

The relation between new work models and the accompanying partners is for me really obvious:

My clients are all involved in a dual-career  relation ship and they are all facing the challenge of adapting their working schedule to their family obligation. Moreover when making the big step to quit a job at home to relocate in a new country, many of us have the ambition to improve their quality of life and to better balance the work-life equation.



I met Birgit during a networking event in Lausanne some time ago: we had so much to share that the time reserved for the apero was not sufficient, we follow-up the conversation over the next week and are now in regular contact and have decided to share a bit of our passions with our readers during a joint interview.





Transcript:
Sandrine: “ Birgit, can you tell us something about your accompanying spouse story?

Birgit: “Yes, I do. I have lived professional experiences abroad in Italy, Brazil and France before meeting my husband. I loved it so much that I proposed my husband to have a professional experience abroad. Asia or Latin America was our dream, but Geneva it became thanks to the company he works for ! At that time, our 2 daughters were born in Belgium and I quit my job as a general manager of a SME. After these important decisions, time to move ! In Geneva, I was happy to be able to pass some “little children” time with my girls, but I knew that I wanted to get back to work. The typical “mother/working girl issue” then rose: how to manage kids and work especially when you are a competent women willing to work hard but not interested in a 100 % full time job nor in a half-time half-challenging job ? Some might think “just make up your mind, you cannot have it all”. But I disagree. The actual labor market designs whether full time jobs whether half-time jobs. There is something in between and that is called jobsharing. This is when I decided to help advising companies with their work organization design in order to make them more flexible. These are called “new work models”, I call it “other working ways” or “travailler autrement” in French. Aquincum is the name I gave to my company.

Sandrine: “Aquincum, what is the name standing for?”

Birgit:
”It has no meaning at all, it refers to an ancient Roman cite. I just liked the word and it starts with an A, often first in a row . “

Sandrine: “Can you tell us what new work models mean?

Birgit: “Thank you for this question. New work models are organizational models that intend to adapt work organization in order to find a win-win solution for both the companies and the employees. The expression “New work models” might impress at first glance but it does not always mean that the company should change the whole organization. It will depend on different factors. Aquincum is specialized in 3 work models :

-        Teleworking, working anywhere and anytime, an intelligent way to offer flexibility.
-        Jobsharing, a fantastic model for employees wanting to keep working in interesting jobs while the company can continue to keep the talent, guaranteeing service for clients.
-        Age management indicates that you respect personal life matters in the way you manage your people, that you are aware of your work force generational composition and how they work together and finally that you start thinking on valorizing all ages and preparing knowledge sharing and transfer.

You also have other ways for making work more flexible such as flexible hours. I consider these as “soft flexible work measures” not taking advantage of the full potential that the other approaches offer. But I am of course not against it .”

Sandrine: “Can you tell us about the way you help companies to implement new work models?”

Birgit:” If a company decides to act, ideas are not often clear. A huge risk is putting energy in one-shot actions, this rimes with a world expecting fast and easy results. But there is nor best nor quick way for implementing new work models as you deal with people and organization. So what I first try to do is to help them to see clearer. Why should the company care ? What are the advantages ? So I help them defining the objectives and the way we can get there. Once you have the vision and the buy-in of managers, then you can start to work. Aquincum accompanies the company from A to Z, tailor-made. Depending on the objective, I then offer my advice and expertise. For example, one company needed advice on how to best implementing a teleworking policy. I then helped them out with the Hr part (working at a distance), the juridical part (contracts) and the logistical part (working tools and methods). “

Sandrine: “ You know how much I am a supporter of jobsharing, can you tell us a bit more about the advantage of jobsharing for the employees and for the companies?”

Birgit “ Yes, I do, but tell me Sandrine, you are working in a different field, so why are you such a big supporter of jobsharing ?

Sandrine: “ Well not that different in fact…My work is to help the spouses or partners of expatriate to pursue their career development here in Switzerland. When someone has left a job, a network, family and friends in the home country, the organization needs to be re-invented here, a new work-life balance to be found.
Most of the jobs I had in my career could have been fulfill in jobsharing and I wish there could be more opportunities in Switzerland for the spouses I am coaching to jobshare.”


Birgit: “Thank you Sandrine.
The employer can keep a job in “full time” position. This is often wanted for many activities. The full time job gets then done by 2 distinctive persons, 2 heads for the price of one ! Continuity is guaranteed, this is important in many sectors. And the company can attract talents and can keep talents on board.

Let’s be very clear : what does the company want ? Full time positions filled in by one person. But if the search for the ideal situation does not work, what is the opportunity cost of doing nothing ? The company looses time,energy and money for the strive of that perfect situation. Their own talented people do not come back after a career break. So jobsharing is like a marriage between companies’ and employees’ needs and wishes : full time position is guaranteed and working time is reduced for both jobsharers.

Jobsharing is not for people who wish to do “just an interesting half-time job”. Jobsharing is a mutual commitment with a collective outcome based on trust and good communication and it is more than a half-time job. This fact and the perception that it is somehow a bit more expensive are the proper unfounded limits of the model. Yes, it asks a bit more initial organization but when set up clearly taking into account a check-list of factors, then it can only be win-win. And what is more expensive ? Having job discontinuity or having job continuity, not taking into account the expenses to recruit again externally….Jobsharing recruitment can be done inside the company if you create a jobsharing policy and culture and a communication program to support it. The worst is not knowing what your employees want or intend to do…that is expensive !   


Sandrine: “I agree on the advantages, but are their any pitfalls”

Birgit: “I think the biggest pitfall is not considering jobsharing. Due to the existing perception of jobsharing, companies exclude the possibility. Moreover this exclusion is based upon personal reasons due to this wrong perception. So, in order to avoid that big pitfall, I esteem a company should understand what jobsharing really is about. I can help with that. Can you imagine, I recently read an advertisement for a full time job available in jobsharing. Great, but the communication failed, it did not explain anything about the model? How can you apply to such an advertisement if nothing is clear? This simple online communication did not inspire confidence to work for that company. So, I also help companies positioning themselves properly towards jobsharing.

Another perceived disadvantage of jobsharing is that it is not applicable for certain activities. I think that this is a misunderstanding or a laxest attitude, again, looking for that one perfect full timer. The manager should be obliged to offer jobsharing and when it is not possible, he should then proof that the activity was not suitable for jobsharing. You should include actual full time jobs to be done on a jobsharing basis and not only consider the half-time positions. By the way, according to the Swiss federal office of statics, 24 % of women with a higher degree are  non active, while 61,3 % of these women are busy doing half-time jobs. But what kind of half-time jobs ??? That is a whole bunch of potential talent to offer interesting jobsharing jobs or to put back to work, if they wish so.”

Sandrine: “Birgit, what would be your advice for people wanting to jobshare ”

Birgit: “Jobsharing can be a wish, but it will stay a wish unless you talk about it with some external resource enabling you to prepare your jobsharing proposal. Preparing your jobsharing proposal means knowing what you want, know if you are suited for jobsharing and writing it all out in a jobsharing proposal. That is the first step. The second step is on how to approach and convince your HR department. I truly believe people can make a difference so you should dare to ask for it. Your chances are bigger if you have thought it all over and put yourself in the place of your manager and/or your HR department. What is in it for them? Should you consider asking an external resource to help you approach the HR department ? Open questions but no “suit for all” solutions.”

Sandrine: “So what would be your advice for companies considering jobsharing ”

Birgit: “First of all, jobsharing is not just something you should do without giving it a good thought. Brainstorm, be open but then fix a very detailed business case. For example, that could be “we want to increase the number of competent women coming back after pregnancy break”. Or “we would like to decrease the number of highly effective talents leaving our company offering more flexible work schedules”. An independent expert has the required distance to help the company with this. Secondly, yes, a feasibility check needs to be done, I do like anticipation a lot too, but sometimes the Nike slogan “just do it” comes in. If it is scary, you can always start with a pilot. But most of all you need a vision and managerial commitment to go for it. Finally, I would say to outsource a part of the job. Good results are a combination of availability, commitment and expertise. A company on its own does not always have these 3 ingredients at disposal especially not for niche strategies. Aquincum helps you out from the conception to the implementation of jobsharing in your company. Somehow I may call it “project/change management in the jobsharing area”. My motivation is to help both people and organizations on achieving the best possible flexible solutions for both. And that does not work without a bit of creativity and putting water in wine…just like in marriages .”

Sandrine: “So what would be your own wish or dream?”

Birgit: “First of all, that more companies activate themselves to do something about today’s challenges: continuity of their own activity, war for talent, respecting competencies of employees, inclusion, diversity, new working models.  Secondly that Aquincum continues to be real added value and can continue to help making it better. And finally, that this job continues to give me the pleasure I have doing it today, enabling me to meet great people and to get the best out of me.”

Sandrine: “I wish all your dreams will come true and I thank you very much for sharing this blog with me. Thanks Birgit.”


You can find more information about Aquincum and about Birgit Peeters on her  websitewww.aquincum.biz
If you liked this blog, don’t miss our next expert interviews: register on the blog for email alerts and please share this article with your network.