In recent years and decades, employment services have undergone significant changes – for the better. This transformation is not limited to the image; it also concerns the effective quality of services and working conditions. An example: temporary workers now earn as much – if not more – than their colleagues directly employed by the company. They should work less overtime. If these prove to be essential, they are more often compensated. This is revealed by an evaluation of the Swiss Labor Force Survey. (1)
Digitization and the trend towards flexible working
More and more highly qualified people are choosing temporary work, proof that this sector offers interesting conditions. The lack of manpower in certain trades, the demand in highly specialized sectors or work in the form of projects represent opportunities for highly competent professionals. Moreover, they appreciate the combination of flexibility and social security of temporary assignments. Even in these constellations, salaries prove to be more than competitive. (2) Faced with the high demands of these “flexworkers”, personnel service providers take care of their employer brand and at the same time optimize their internal processes, such as communication and the integration of recruits.
We owe these positive changes to company owners and CEOs: they are the ones who drive our industry forward. Furthermore, the digitization of employment services has given rise to several new software programs that maximize efficiency. Indeed, computerized systems improve exchanges with tenant companies and temporary workers, simplify procedures, reduce the potential for error and facilitate evaluations.
Other factors have contributed to the positive change in our branch:
The CTT and the compulsory authorization
The Employment Service Act (LES) stipulates the requirements to be met before setting up a business. The founders and founders are obliged to request authorization for the hiring and placement of personnel. To obtain it, they must, among other things, pay a deposit of between CHF 50,000 and CHF 100,000, find suitable premises, present the qualifications necessary for their activity and have an impeccable reputation. This obligation sets a minimum standard in our industry.
Another step in this encouraging development: the collective labor agreement for the hiring of services (CCTL), valid for our entire sector and created at the request of the latter by our social partners. Above all, it regulates conditions of employment, such as compulsory social insurance, minimum wages, supplements, daily allowance insurance, etc. The Joint Committee of the CCTL regularly organizes checks on companies.
The temptraining continuing education fund, integrated into the CCTL, contributes to maintaining excellence in our sector and encourages temporary workers to take refresher courses.
The mandatory quality label for members of the association
swissstaffing takes a new step in terms of quality: before being admitted, each member must undergo an SQS audit. Recertification then takes place every three years. While the CCTL primarily regulates working conditions, the SQS label from swissstaffing guarantees high quality services and optimizes company processes.
To obtain this certification, service rental companies must operate according to verifiable and clearly defined methods. They undertake to adopt an equitable behavior vis-à-vis the temporary workers and to respect the minimum wages as well as the fixed hours. In addition, they must prove that their personnel have completed a professional apprenticeship or that they have several years of experience in their sector. swissstaffing has 452 members, all SQS certified.
For the members of swissstaffing, the positive effect of this procedure is obvious. “The repeated checks force the sector and the companies to adapt to the standards and to offer higher quality services”, affirms Dominik Strebel, director of Job 3000 AG.
Roman Nadig, director and owner of Dommen Nadig Personal AG, confirms: “The SQS label improves our image and harmonizes our presence. Our customers appreciate it. It also reduces the number of ‘black sheep’ in our sector.”
SQS audits benefit both our professional environment and each individual member of swissstaffing. “This certification sometimes presents us with interesting challenges. We have to constantly analyze and adapt our processes to meet the standards,” says Manfred Käser, Managing Director of KMU Jobs AG.
Impiria, a new member of swissstaffing, recently submitted to SQS expertise and recognizes its potential. “We collect specific information – data protection, safety at work, supervision of external employees – which we can then pass on to our staff. This makes him aware of high standards,” says Andreas Neuenschwander, branch manager. He recently conducted this internal audit.
Offers and projects for employment services
swissstaffing has implemented a package of measures aimed at improving the quality and image of our sector. A current study is looking at workplace safety and health promotion. Its purpose is to establish a global solution for our branch. In addition, swissstaffing offers various services (accessible to members and non-members) to help service hire companies improve and strengthen their level of excellence. These services include, among other things, legal advice for our members, various continuing education programmes, fact sheets on relevant professional topics as well as our own pension fund, open to all swissstaffing members.
(1) White Paper – More than Match: Wages and Overtime in Temporary Work
(2) White Paper – Flexwork: more and more highly qualified people choose temporary work
