A Call for Inclusive Hiring of Expat Partners in Switzerland
The Swiss job market is not working for expat partners. Many arrive in Zurich with valuable skills, experience, and ambition—only to find themselves sidelined. They struggle to navigate a system that does not recognize their qualifications, networks that function on outdated assumptions, and recruiters who do not understand their resumes or professional branding.
At the same time, job seekers often approach networking with a “taker” or “matcher” mindset, missing the opportunity to build meaningful professional relationships. Role profiles in Switzerland are rigid and narrow—yet paradoxically, companies expect candidates to be Avengers, combining three roles into one. The result? A hiring process that is broken, non-inclusive, and riddled with systemic bias, reinforcing barriers for expat partners.
The consequences are profound. Talented professionals remain underpaid, stuck in volunteer roles, or disengaged at home. This lack of integration not only affects individuals—it impacts families, with careers stalling and marriages strained. Meanwhile, hiring managers complain of talent shortages, homogenous shortlists, and teams that are overwhelmed with work.
There is a better way. By rethinking hiring practices and embracing a more inclusive approach, we can unlock the potential of highly skilled expat partners, address talent gaps, and create a more diverse and resilient workforce. This proposal outlines a strategic solution to bridge the disconnect—because no one should have to choose between career fulfillment and relocation.
Bad descriptions and tons of invented job profiles make it harder for job seekers even to identify profiles unless they are looking through them in detail. While our technology (and LinkedIn) are very limited in what they can and can’t do, we still increase the complexity and hardship of filling positions by making this process unnecessarily complicated.
Have you noticed that many recruiters here tend to look for a 100% match? Instead of hiring a capable learner, they are looking for the “Perfect Candidate,” and because the perfect candidate does not apply online (because they usually already have a job), hiring managers have to reach out to their direct professional network. In their network, they have people like them, so they employ the mini-me again, and the system reinforces itself.
Suppose you want to diversify your candidate pool. In that case, you need to start by rewriting your job postings and eliminating all those certifications and skill requirements you only have if you have been through the Swiss education system.
You need to open up to other degrees and another career path. You need to clarify that German at B1 is entirely sufficient to have a chat in the canteen about your latest holiday, and you need to stop being so perfectionistic. If there is a typo, so what? We now have Grammarly and ChatGPT. A typo is now a good thing because it shows human typing.
If the candidate has six months of a career break to get the kids settled in school here, so what? When you had a baby, hadn’t you wished more time to have it settled in school, and this was in your own language?
1 – Check the Job Profile Carefully
Before you publish a job description, make sure it reflects the actual needs of the role rather than outdated templates or biased assumptions. As a line manager, your input is crucial—you need to flag exclusivity or discriminatory wording and request corrections. For example, insisting on “native speaker” language levels or unnecessary degree requirements can unintentionally exclude otherwise qualified candidates.
In Switzerland, diversity is more than a buzzword—it’s an economic and social necessity. Subtle word choices in postings can signal to underrepresented groups that they are not welcome. Replace coded phrases like “young, dynamic team” (which conveys age bias) or “mother tongue German” (which excludes non-German speakers) with inclusive alternatives. And most importantly, push HR and recruiters to actively seek a diverse candidate pool, even if this challenges your own comfort zone. If you have used ChatGPT to write the profile, make sure it is understandable by reading it out loud. Also, check when autotranslating if the words make sense in German.
2 – Add a Salary Range for Transparency
Transparency builds trust. Posting a salary range not only attracts the right candidates but also signals fairness. Omitting it creates power imbalances, disproportionately harming women, minorities, and foreign candidates who may not know the local salary benchmarks.
In Switzerland, where pay equity is a legal and ethical priority, refusing to disclose salary ranges undermines your employer brand. You might save money in the short term, but you risk losing the best talent—and your reputation—in the long run. Show integrity and fairness: disclose the range and stick to it.
With the upcoming EU Salary Transparency Directive, you can proactively adapt your job postings to ensure that you disclose salary details and avoid requesting salary history.
3 – Ask Candidates to Apply Without a Photo
Photos introduce unconscious bias—age, gender, ethnicity, and appearance can skew assessments before a candidate’s skills are even considered. Switzerland still has a cultural tendency to expect CV photos, but this practice is outdated and discriminatory.
Challenge it. Encourage applications without photos and educate hiring managers about why this matters. Talent should be evaluated on capability and potential, not on looks.
4 – Specify Language Skills and Levels Clearly
Language is often overemphasized in Swiss job postings. Instead of automatically requiring “fluent German and English,” clarify which languages are genuinely essential, and at what level. For example: “This role requires the ability to draft contracts in German (C1 level) and participate in team meetings in English (B2 level).”
Overstating language requirements excludes talented international professionals and contributes to bias against non-native speakers. Be precise—only ask for what the role genuinely requires.
5 – Be Transparent About Location and Work/Residence Requirements
Location and work authorization are make-or-break factors. Always state whether a role is hybrid, on-site, or remote—and why. For example, “This role requires on-site presence in Zurich three days per week to manage a laboratory team.”
In Switzerland, work and residence permits are a sensitive issue. Instead of vaguely stating “only EU/EFTA citizens can apply,” explain the legal framework: “Due to Swiss work permit regulations, this role is currently restricted to EU/EFTA citizens or candidates already holding a Swiss work permit.” Clarity saves candidates’ time and prevents frustration, while maintaining a trustworthy employer brand.
6 – Use Inclusive Language
The words you choose in job postings and communication shape who feels welcome to apply. Inclusive language avoids stereotypes, assumptions, or coded terms that unconsciously signal who “belongs” in your organization. For example, phrases like “digital native” can exclude older professionals, while “aggressive sales hunter” may deter women or those from cultures that value collaboration.
Instead, emphasize skills and values: “experienced in digital tools” or “proven ability to build strong client relationships.” Also, use gender-neutral language (e.g., “they” instead of “he/she”) and make sure translations—especially in German, French, and Italian—reflect inclusivity. In Switzerland, where multilingual job ads are the standard, consistency is crucial across all versions.
Inclusive language doesn’t water down your message—it strengthens it by showing that you respect and welcome candidates from diverse backgrounds. This not only widens your talent pool but also builds trust with applicants before they even meet you.
Inclusive Language Checklost
- Age Bias: Reduce age requirements or use terms like “young” and “energetic,” as this may discourage older applicants.
- Gender-Neutral Language: Use gender-neutral terms to promote inclusivity. Avoid gender-specific titles or pronouns that may unconsciously favor one gender.
- Cultural Sensitivity: Be mindful of language that may favor one cultural background. Emphasize the importance of diversity without unintentionally excluding specific ethnicities.
- Disability-Inclusive Language: Ensure job requirements are framed in a way that focuses on skills rather than physical abilities, promoting inclusivity for individuals with disabilities and neurodiversity
- Language Proficiency: Specify language requirements only if genuinely necessary for the role, avoiding unnecessary barriers for non-native speakers.
7 – Offer Internship and Returnship Programs for Career Returners
Not all talent follows a linear career path—and that’s a good thing. Many highly skilled professionals take career breaks for reasons such as childcare, elder care, relocation, or further studies. Yet when they try to return, they face skepticism and outdated assumptions. Employers who ignore this pool miss out on experienced, motivated talent.
By offering structured internship and returnship programs, you create pathways back into the workforce. These programs signal that you value diverse life and career experiences. For example, a six-month returnship with tailored training and mentorship can help a professional re-enter the corporate world with confidence, while also giving employers access to a mature, loyal, and often underutilized group of candidates.
In Switzerland, where demographic shifts mean fewer young professionals are entering the workforce, companies can’t afford to waste this resource. Investing in returners is not charity—it’s a smart business move.
8 – Only Repost and Link to Jobs That Are Still Vacant
Few things damage an employer’s credibility faster than advertising roles that are already filled. It wastes candidates’ time, creates frustration, and signals poor coordination between recruiters, HR, and line managers. For international candidates—who may invest significant effort into tailoring applications—this feels especially disrespectful.
Before reposting or sharing a vacancy, double-check that the role is still open. If a position has been filled, remove or update the posting immediately. This demonstrates respect for applicants’ time and helps maintain a trustworthy employer brand.
In Switzerland, where word-of-mouth and professional reputation are critical in small networks, misleading job postings can quickly tarnish your image in the market. Transparency here is not optional—it’s essential.
Comment on LinkedIn threads that are outdated or point to a general job board. Candidates have enough stress; you don’t have to make them search your database for a role you want to fill.
P.S. I’m working on a new workbook that will explain more about my business model and how to build a business as a solopreneur and expat coach. You can sign up here to be invited to upcoming book launches and workshops: http://eepurl.com/dpfrrf
Related Blog Posts
https://globalpeopletransitions.com/16-tips-for-writing-inclusive-job-postings/
https://globalpeopletransitions.com/how-you-can-help-others-find-a-job-in-zurich-switzerland/
https://globalpeopletransitions.com/recruiting-fail/
https://globalpeopletransitions.com/unpacking-the-shortcomings-of-lifestyle-expats/
Related Red Couch Talks
Further Resources for Research (Please request access with a reason):
Handout 6xx How You Can Help Others Find a Job in Zurich, Switzerland
The SRF Series “Expats” also highlights the Expat Partner Syndrome in Part 2 (I have a small cameo there, too).
