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Job Tests – Psychological Tests

Thursday, May 17, 2012 | Category: General Information | No comments

In addition to technical skills, which are of course very important, hiring managers always pay careful attention to the personality of the candidate, especially when hiring for the managerial positions. To this end, HR professionals use the special recruitment tests to evaluate essential personal qualities in their candidates. Below you can find information, and thus prepare yourself to the most common personality tests.

 

 

Personality Test

 

 

Some job advertisements state what personal qualities are sought in the potential candidates. Oftentimes, personality matters even more than a particular knowledge and/or degree. But what is a personality, and how do you measure and evaluate it?

 

 

About 25 percent of German companies, and 20 percent of Swiss companies use different types of personality tests. They may want to evaluate such of your qualities/abilities as memory, ability to perform under stress, communicative skills, social skills, ability to work in teams, critical thinking, flexibility, resilience, etc. Very often possessing such skills matters more than professional traits. “Person of a good character”, “person easy and pleasant to work with”, “responsible punctual person” – these are common expectations of someone who starts as a new employee.

 

 

Personality tests alone can never fully reflect a character of an applicant. It serves merely to create a first impression and filter the most suitable applicants after the first round. Later on, during the interviews or focus groups, personal qualities are evaluated in a more profound way.

 

 

To prepare yourself to the personality test, obtain information about the most common test methods (for example, MMPI – Minnesota Multiphasic Personality Inventory, Myers-Briggs Type Indicator or Freiburg Personality Inventory). Basically the following applies to all the tests: You should weigh your answers thoroughly and avoid random responses. It makes no sense to select only the supposedly good or bad alternatives. Similarly, it is unbelievable if all your answers are more or less in the middle. The real challenge is to identify the goal of the question and then respond appropriately. Consistency is the indicator of the sincerity of the answers, so be consistent and authentic.

 

 

The creativity test

 

 

In addition to a great personality, many positions require a high level of creativity. For recruiters, it is therefore very interesting to put a creative potential of the candidates to the test.

 

 

What exactly should you expect from a creativity test?

 

 

Unlike the test of logic or memory, creativity tests have no right or wrong solutions. What is being tested here is your ability to think beyond ordinary and come up with unusual scenarios.
The tasks in the creativity test can have very different goals. Some require a free flow of creativity, and in others you have to adhere to certain guidelines. For example, you’re given a letter and you must come up with as many words as possible starting with this letter, in a short period of time. They can also ask you to come up with a logo for an imaginary company, and it doesn’t matter whether you can draw or not – it’s your imagination that is being tested, not your drawing skills.

 

 

The general tip for creativity test is to try to find as many solutions as possible to demonstrate that you’re able to come up with various scenarios for a particular issue. What is also important, is that your sketches should be clean and tidy, even if you’re only given a short time to accomplish the task. You can prepare yourself to the creativity test by asking your friends to give you some unusual creative tasks or searching for them in the Internet. Unleash your creative spirit in advance, and you’ll get into the mood easier during a job test.

 

 

Sample tasks of the creativity test

 

 

Task 1
Please provide several different logos for Bertram’s flower shop. You have three minutes. Simple sketches will be enough.

 

 

Task 2
Please complete the words. Allow 30 seconds per task.

 

 

Im__________ Im__________ Im__________
Im__________ Im__________ Im__________
Im__________ Im__________ Im__________

 

 

Ra____________ Ra____________ Ra___________
Ra____________ Ra____________ Ra___________
Ra____________ Ra____________ Ra___________

 

 

The EQ test

 

 

It is very common to test the IQ of the potential employees. But how about the emotional intelligence (EQ)? Read more about the EQ in our article dedicated to it. Professional success cannot depend solely on the professional competence and abstract thinking. The growing importance of the EQ has motivated the hiring managers to start using special EQ tests. Empathy and social skills are now considered just as important as good logic and analytical skills.

 

 

Psychologist Daniel Goleman has developed a theoretical model of emotional intelligence (EQ). He summarized research findings and came up with five groups of personality characteristics that influence emotional intelligence: self-perception, motivation, self-regulation, empathy and social skills. Crucial for an emotional intelligence is the degree to which one can cope with their feelings and moods. It is also important to perceive the needs and feelings of other people.

 

 

Just as professional skills, EQ can be tested. It is still difficult to measure it scientifically. Normally you will be asked questions about scenarios in the past (how you behaved towards customers or colleagues, or handled job-related stress), and/or about the hypothetic situations and your potential reactions (how you would prioritize tasks, or deal with difficult people, etc.).

 

 

The best way to prepare yourself to the EQ tests is to read about what emotional intelligence is, and how emotionally intelligent people would behave in particular situations. Then you would know what is expected of your behavior during the test. It could also turn out useful in your professional and personal life – improving your EQ is something you should always be working on, regardless of whether you’re having an upcoming EQ test, or not.

National Home Office Day – May 10th

Tuesday, May 08, 2012 | Category: Employer Market Trends, Employment Law, General Information | No comments

Each day millions of people commute to work by train or car. This not only causes significant logistic problems but also results in people being stressed out when arriving at their workplace. On their way home they experience exactly the same again. A communications’ representative of the Swiss railway company SBB says that it would be better if people were to commute at different times of the day and not all at once.

 

In 2010, SBB, Swisscom and Microsoft initiated the Home Office Day. Last year more than 908 working days were gained and more than 9’000 tons of CO2 saved.

 

But there are not only environmental and efficiency reaasons to work from home. A study performed by the University of St.Gallen has shown that people who have to work at the office five days a week have twice as many absence days than their counterparts with flexible workplaces. Also, the risk of a burnout drops from 48% to 5% if flexibility is permitted with respect to the workplace.

 

When looking at the “Next Generations”, namely the millenials and the internet generation, flexibility is among the most important issues they raise when applying for a job. Most employers, especially the larger ones, do not allow for flexible workplaces and thus cannot fully accomodate the needs and desires of the future employees. This results not only in increased recruiting costs but also a higher fluctuation among the employees due to externally-seeked flexibility.

 

While not all professions are suitable for a home office approach, many are. Watch this short promotional clip:

 

 

There are well known approaches how to handle virtual teams and manage the remote working situation. The book “Virtual Teams” is recommendable for those who want to establish virtual team structures in their organization.

HR Matching AG selected as a 2012 Red Herring Top 100 Europe

Thursday, April 26, 2012 | Category: General Information, Jobzippers in the Media, Jobzippers News | No comments

Amsterdam, Netherlands – Red Herring announced its Top 100 award in recognition of the leading private companies from Europe, celebrating these startups’ innovations and technologies across their respective industries.
Red Herring’s Top 100 Europe list has become a mark of distinction for identifying promising new companies and entrepreneurs. Red Herring editors were among the first to recognize that companies such as Facebook, Twitter, Google, Yahoo, Skype, Salesforce.com, YouTube, and eBay would change the way we live and work.
“Choosing the companies with the strongest potential was by no means a small feat,” said Alex Vieux, publisher and CEO of Red Herring. “After rigorous contemplation and discussion, we narrowed our list down from hundreds of candidates from across Europe to the Top 100 Winners. We believe HR Matching embodies the vision, drive and innovation that define a successful entrepreneurial venture. HR Matching should be proud of its accomplishment, as the competition was the strongest it has ever been.”
Red Herring’s editorial staff evaluated the companies on both quantitative and qualitative criteria, such as financial performance, technology innovation, management quality, strategy, and market penetration. This assessment of potential is complemented by a review of the track record and standing of startups relative to their peers, allowing Red Herring to see past the “buzz” and make the list a valuable instrument of discovery and advocacy for the most promising new business models in Europe.

Job Tests – Intelligence Tests

Friday, April 20, 2012 | Category: General Information | No comments

Many companies go an extra mile to ensure the best quality of staff they are hiring. For these reasons, it happens more and more often that companies use tests to check candidates’ suitability for the particular position. The settings of the tests, as well as the areas of knowledge under scrutiny, vary greatly from company to company.

 

 

When it comes to hiring graduates, what is usually tested is general intelligence, personal qualities and an ability to think analytically. In this article we will focus on intelligence tests, which normally consist of logical, mathematical and verbal tasks. Our next article will shed light on psychological tests.

 

 

It is not always announced which exact tests you will have to undergo so we advise that you prepare yourself for any sort of possible scenarios. The general information we will give you here can serve as a guidance to further investigation on the areas you find the most problematic.

 

 

IQ Test

 

 

IQ tests take many forms. We all have heard of them, and played with them on the Internet to check our scores. The really valid and reliable IQ-test, however, can only be performed by an expert who uses a scientifically accepted method. This means that the test you will be taking during your job assessment may be drastically different from the ones you took before.

 

 

Job-related IQ test usually covers the math, verbal section and logics. In order to pass the math test, you don’t have to demonstrate high performance in abstract mathematics, but rather an ability to apply simple consistent calculations to the relevant tasks, e.g. сalculating percentages, area, volume or size. An advantage is that you can prepare yourself well to the mathematical tasks. Just go online and look for some sample tests and preparation materials – even in case you actual tasks during the job test will be different, preparation can equip you with confidence as well as understanding of some basic concepts.
Another large section of the IQ test is linguistics. You will encounter the tasks for reading comprehension, including analogies. What is usually required is that you scan through the text to get its essence and then indicate whether the statements following the text are true or false. The key here is to be extremely attentive to details but at the same time able to work fast through the texts you’ll be reviewing.
Besides the math and the linguistic sections, IQ test would usually have tasks to test your general understanding of logics. You will have to play around with numbers, rows of letters or figures, in search for common patterns.
What is important to keep in mind, is that the IQ tests are usually designed in such way that they could never be completed within a given time. Therefore it is important to focus on what seems easier and more familiar to you. Do not spend too much time on any task, and if you feel it will take you long to solve one or another problem, just move on to the next one, which seems clearer and less time-consuming. By practicing at home, you will soon develop an intuition towards the tasks – you will be able to instantly sense which tasks are worth focusing on.

 

 

Suitability test

 

 

As the name of the test suggests, it is designed to evaluate your overall suitability to a particular position. As all the positions and companies are different, the test can take various forms. One thing is common to all of them, though: there is no way to avoid a very thorough examination of your skills and personality.
Depending on the industry, the suitability test can consist of general knowledge questions, or industry specific questions. You might have to express your opinion on a given topic or defend a certain viewpoint. You may even be asked to undergo a sports test, especially if you are looking to become a policeman, fireman or join the armed forces. Our tip here would be self-evident and simple – try to think of what kind of task could be given to you to test your certain characteristics and knowledge in a particular area.

 

 

Online test

 

 

Nowadays, the Internet offers a variety of ways HR managers can find and select qualified workers without leaving the room. In large companies with many applications received every day, it is not uncommon to short-list people through an online test.
As a rule, an online tests are designed to evaluate your knowledge in the areas different from the IQ or the suitability tests. It is generally used to get a first impression about the professional qualifications of the candidates, their psychological types, ability to think critically, soft skills, and similar things. The goal of the online test is to help HR decide, which of the applicants have real chances to succeed during further selection. The tests could include solving mathematical, cognitive and language tasks but usually they are simpler than IQ tests and serve to evaluate general intellectual ability of the person. You might have to work under time pressure so make sure you use the same technique as in other sections – try to get all the questions done but if you get stuck with one, move on immediately. Also, make sure to read the instructions carefully. What brings the most pain is realizing that you have been looking for wrong solutions all along.

 

 

Performance test

 

 

The performance test is quite popular with the employers. It allows now only to test the candidate’s knowledge but also get a feeling of how the future employee handles stress and pressure and how it affects his or her ability to concentrate. There are various performance tests out there. You might be given a coding system, which you would have to use to decipher texts. The task themselves may seem not too difficult but the peculiarity of this test is in its difficult environment. You will work under extreme time pressure and you will have to prioritize tasks as you won’t be able to solve them all. The assumption behind this test is that it allows HR to see how the employee will handle daily activities when there’re more tasks than someone can possibly handle and the person has to constantly choose between projects and set priorities. The tasks test your organizational skills and resistance to stress.
You can prepare yourself to performance test by working on finding solutions with limited time, giving yourself time-pressing challenges and practicing online, where you will be able to find all sorts of performance tests.

 

 

Language test

 

 

The language test requires a very high level of linguistic competence and what is called “verbal intelligence”. It is especially true when working with language is an important component of the vacant position, for example in the media.
You may be asked to write an essay either in your own language or in a foreign language, if the latter is required for the position. Very often your language comprehension will be tested – you will have to summarize an article, create textual analogies (recognize linguistic categories), identify synonyms or form words from random letters.
If you are asked to write an essay, what will be evaluated is your grammar and spelling, but also your writing style and an ability to clearly communicate your thoughts.

 

 

Next time we will have a look at various psychological job tests. Good luck!

Assessment Centers – Group Tasks

Thursday, April 12, 2012 | Category: General Information | No comments

In the last Career Guide article, we have reviewed individual tasks that might be presented to you at the Assessment Center (AC). Today we will focus on the group tasks designed to test your competences as a team member. This means that you will work together with several other candidates to solve various issues. Read on to find out what is important in the group tasks, and how you can you present yourself as an excellent team player.

 

 

1) Group Discussion

 
The group discussion is one of the standard elements in the AC, often considered one of the most challenging tasks during the AC round. How do you deal with aggressive or conservative team members? How do you make sure everyone contributes to the conversation? How do you present yourself without appearing too pushy?

 
Task time: 15-45 min. Preparation time: 10-15 min. Objective: Testing social skills, systematic and goal-oriented thinking, rhetoric and persuasive speaking skills.

 

In most cases, you and your group members will be given a topic for group discussion. These are often issues relevant to the company’s operations. It may also happen that the applicants are offered to choose one of several topics, or even come up with a subject for discussion. Remember that every step you take during the preparation is also being tested – often the topic selection can show a value of each team member. Are you persuasive enough? Do you have a lot of arguments in favor of your chosen topic? Are you ready to compromise, and to what extent? How fast and effective is the discussion within your team? Are you the one to make it smooth, or make it rough? The general rule here is to abstain from voting and work to find an agreement by listening to each other and persuading each other.

 

Very often, after the topic is given to you or chosen, you might also be assigned a role to play in the conversation, even though sometimes the discussion starts without a fixed distribution of roles. It can happen that the position assigned to you does not match your personal opinion. It is absolutely fine. You have to remember that a group discussion is mainly about your behavior, your speaking skills and your persuasive power rather than a question of which personal beliefs you share. Try to think about all the arguments you might present to defend a certain point of view, and then present them respectfully to others during the course of the conversation. This task gives you a valuable chance to prove that you can be flexible and able to see an issue from various perspectives.

 

 

Sometimes one of the candidates could be chosen as the moderator of the group discussion. If this happens to be you, make sure that all group members contribute to the conversation and the debate discipline is maintained. Pose quick questions to engage everyone and stay respectful to all members of the discussion, even those that you personally don’t agree with.

 

During the task, remember that, regardless of your role, the content is less important than the social skills. To pass this exercise successfully, you must be able to keep the right balance between leadership, determination and perseverance on the one hand, and teamwork, compromise and consideration on the other. If you are constantly pushing yourself into the foreground, and others can barely have a word, it is just as bad as if you did not make a single sound in the course of conversation. The group discussion is a very complex task, in which they test many different aspects of your personality. You have to argue but also listen to others and respond to their views politely and calmly.

 

 

2) Business Game

 
Buying or selling the business? Engaging in everyday business operations? In the business game you will have to simulate running a venture. Ready? Let’s go!

 
Task time: 60 min. Preparation time: none. Objective: Testing teamwork skills, analytical abilities, confidence and decisiveness.

 

In the business game you need to run an imaginary company. The tasks can range from HR management to purchasing a company or taking over a competitor. What will be evaluated and observed in your actions, depends on the objectives of the particular business game. It may also vary, whether the objective is more quantitative, e.g. an increase in profits, or the task is to analyze and solve a company-specific problem. The results of the business game can either be documented in writing or in a computer simulation. What is common to all business games, is that they test your strategic thinking, ability to grasp the whole picture and look into the details, as well as your tolerance to risk.

 
Your task is to show your expertise and intelligence. Take some time to think through the situation and then act according to what you feel would be the best solution. As you work in the group, remember to behave in a manner similar to that of the group discussion. Do not push your way too aggressively but also do not give up on your goals, and trust your knowledge. Think about your team as one organism, and your group members as your partners and friends, not competitors. The success of each of you is now dependent on how well you work together.

 

 

3) Group Exercises

 

 

Task time: 20-30 min. Objectives: testing teamwork abilities, organizational skills and result orientation.

 

The group exercise would include creative tasks, like designing the Eiffel Tower or Pisa Tower. Fancy to construct one? No, no, it doesn’t have to be real size. What it will probably take you is not your architectural or engineering skills, but your imagination and ability to work with others. Maybe you will have to create such object with paper, or even with your own bodies. Maybe you will have to build a chair from carton. Don’t be surprised at all – unleash your creativity instead. Make sure to use all the powers you can find inside your team. Ones will be more creative than others – use everyone’s contribution, and you will successfully complete this unusual task.
During this task, candidates would get instructions to design a particular object, e.g. a tower or a chair, and meet certain requirements while doing so. Similar to the group discussion and the business game, it is about teamwork, leadership, and also creativity. What you have to keep in mind are the special requirements. If the requirement is to not talk to each other during the task, then keep it quiet. If the requirement is to only use your right hand, then only use your right hand, etc. The time factor plays a significant role in the exercise, so follow closely how much time you have left. You should also make sure that there is a rational division of labor, and you are synchronized with your colleagues. Individual fighters have no chance in this kind of exercise.

 

 

4) The group presentation

 

During one of your individual tasks, you will be asked to present yourself in front of the group. In a round of group tasks, however, the scenario would be slightly different. The candidates are usually divided into groups, and then they have to present other members of the group.

 

Task time: 5-10 minutes. Preparation time: 15-20 min. Objective: testing ability to make first impression, team skills and ability to support team members.

 

The group presentation, as well as the partner presentation and self-presentation, is one of the essential elements of the round of introductions. Candidates will be split into groups of four. The aim is to present the individual biographies and highlight the similarities inside the group. This is one of the most important tasks allowing to test quite precisely what kind of team player you are. You group will be given some time to interview each other and then present the results to the AC observers. You will have to talk about education and professional accomplishments as well as hobbies, special skills or special experiences of your team members.

 
As it is a group task, make sure that every member of the team is involved. There is no fixed structure of your presentation, therefore you will have to come up with the way to arrange your speaking. You can develop a certain scenario. For example, one participant could introduce the names and the educational backgrounds of the whole group, the next one can talk about personal and professional accomplishments of two members, the third could talk about the other two members, and then the last can present the similarities within the group. Such division can prevent repeating each other as well as demonstrate the good team spirit in your group.

 

Our general tip for any sort of group assessments in the AC is to always remember that you are a part of the group. The better your group performs, the higher you will be estimated as an individual. Keeping that in mind, work hard with your team members, and make friends with them. A personal connection will keep your experiences not only successful but also highly enjoyable.

The Falling Walls Lab – Share Your Breakthrough!

Wednesday, April 11, 2012 | Category: General Information | No comments

Bright minds, 3 minutes, one day.

 

The Falling Walls Lab is a new challenging, inspiring and interdisciplinary format for young bright minds. It offers the opportunity to excellent young academics and professionals to present their breakthroughs in 3 minutes. A prestigious jury awards the best participants.

 

Apply now for the qualifying Labs in
 Zurich, Vienna, Cologne or Munich!
Are you a Master or PhD candidate, a post-doc, young professional or entrepreneur? The Falling Walls Lab is a platform for outstanding young individuals who are about to tear down walls in their disciplines and professions.

 

Share your research work, present new entrepreneurial and social initiatives or showcase your innovative ideas that are relevant to the world today. All disciplines are welcome.

 

The winner of each qualifying Lab will receive a wildcard for the Falling Walls Lab Berlin, travel costs included. All participants of the Final Lab in Berlin will be granted a scholarship, covering their accommodation and the ticket for the Falling Walls Conference on 9 November.

 

Falling Walls Lab Zurich – June 1, 2012
University Hospital Zurich
Application deadline: May 13, 2012

 

Falling Walls Lab Vienna – June 15, 2012
Vienna University of Technology
Application deadline: May 27, 2012

 

Falling Walls Lab Cologne – July 5, 2012
Fritz Thyssen Foundation
Application deadline: June 17, 2012

 

Falling Walls Lab Munich – July 6, 2012
Headquarters of the Fraunhofer-Gesellschaft
Application deadline: June 17, 2012

 

Apply now: www.falling-walls.com/lab
For more information send an email to lab@falling-walls.com.

 

 

Young Talents Blog – Dr. Stéphanie Vuillermot

Tuesday, March 06, 2012 | Category: General Information | No comments

At Jobzippers, we believe in the value of personal choice in defining one’s career path. Dedicating your professional ability to the field where you can contribute the most is admirable and courageous. It takes both an effort and a commitment to go off the beaten track and pursue a career in a social, entrepreneurial or academic field, along with a corporate path.

 
A series of our posts called “Young Talents Blog” will tell the stories of talented young professionals who chose to devote themselves to either academia, NGO work or entrepreneurship, and have succeeded in their respective fields.

 

 

The first story we would like to highlight is the latest achievement of Dr. Stéphanie Vuillermot, a young scientist who has recently received 2012 Empiris Award for outstanding achievements in fundamental research in the field of brain disease. The prestigious Empiris Award, often called a Nobel Prize for young scientists, is set to promote science, research, and education in various technical and specialized areas. This happens through contributions to research projects or to programs in the field of education and teaching. The special Award for Research in Brain Diseases is presented to young, talented researchers investigating the molecular and biochemical basis of these illnesses and who have already had noteworthy papers published in leading journals.

 

 

Dr. Stéphanie Vuillermot has an exceptional personality in many respects. She is Swiss, French and American. At the age of 17 she started her studies at the ETH Zürich. After some time in the US, she received her PhD from the ETHZ at the age of 25. At 26 she received the prestigious Empiris Award, which is around five years earlier than the previous winners. She has publications in leading scholarly journals, and spoke for numerous scientific conferences. The subject of her latest research is “The Impact of Prenatal Immune Activation in Dopaminergic Development Relevant to Schizophrenia” – Stéphanie has suggested the hypothesis that a mother’s exposure to viral and bacterial infections during pregnancy heightens the subsequent risk of schizophrenia. The hypothesis was tested on mice and, as the brains of mice and humans are very similar in terms of their basic structure, this is likely to be true to humans as well.

 

 

“Stéphanie Vuillermot is the youngest recipient of the Empiris Award ever – and one of the most gifted,” says Professor Amedeo Caflisch of ETHZ. “Today, we are awarding her a sort of Nobel Prize for tomorrow’s leading scientists. Given her talents, it would not be surprising to see her pick up the actual Nobel Prize one day.”

 

 

Since September last year, Stéphanie is mother of a 10-week old daughter who also attended the award ceremony at the Hilton Hotel in Basel.

 

 

Concerning her future career, Stéphanie is currently looking into positions in the pharmaceutical industry as she wants to gain some industry-relevant insights to broaden her knowledge base. If she decided to go back to academia after this practical experience, she would have great chances of becoming professor before turning 30.

 

 

We wish her all the best for her future career path, no matter if it is in academia, the corporate world or any other way.

 

 

Read the article from the Award Ceremony here

Jobzippers Entrepreneurial Speakers Series videos are released

Tuesday, February 28, 2012 | Category: General Information | No comments

The official Jobzippers Entrepreneurial Speakers Series videos are now released. Sponsored by CTI, Centralway, Mannequin Labs, Novartis Venture Fund and startups.ch, and held on November 30 at 8 universities, with 635 registered participants, this event was a tremendous success. 17 brilliant young entrepreneurs talked about their ventures and their intricate paths to success.

 

 

What were their ups and downs? What does it take to become an entrepreneur? What are the most important things one should know before starting own business? All these topics were explored at the series of events simultaneously held at various European universities. Keynote speech of John Bird, one of the most famous social entrepreneurs in the world, was livestreamed to all the participating universities, and then two young entrepreneurs at each location talked about their unique experiences.

 

 

The Series will continue to explore different career paths for young professionals – entrepreneurial, NGO, academic and corporate. The next Series is coming up this spring. Watch the videos and share them with your friends. Follow the updates about upcoming events here!

Partnership with CTI Invest

Tuesday, February 28, 2012 | Category: General Information, Jobs, Jobzippers News | 1 comment

We’re proud to annouce a strategic partnership with CTI Invest with respect to the promotion of open positions within Swiss startups. Applications can directly screen for open positions on the website of CTi Invest and startups can freely post open positions through the CTI Invest page. These jobs will then be directly forwarded to our page and all other pages with similar integrations.
More than three years ago, when starting Jobzippers, we aimed at fostering the entrepreneurial career equally to the other career paths. Knowing that startups have a hard time recruiting, we were the first job service in Switzerland to specifically promote the entrepreneurial career path by offering free postings and employer branding for startups. Since then, we have helped a large amount of startups find suitable team members.

 

One example is Sebastian Haller, who joined the Munich-based startup Sportspartners GmbH in 2009. Today, he is the CTO of this globally active company which is running brands such as sportcampus.com and musucbag.com
See his 2009 testimonial here.

 

Since our first initiatives in 2009, it has become trendy to promote jobs in startups. There are now several initiatives which provide free visibility to startups, as seen in the recent posting by Startwerk. A great trend which we strongly encourage.

Interview with Jobzippers CEO Peter Vogel: “The Workplace of the Future”

Thursday, February 23, 2012 | Category: General Information, Jobzippers in the Media, Jobzippers News, Useful Links | No comments

On March 23rd, the Futurework Forum will run a workshop “The Workplace of the Future” at the Lorange Institute of Business in Zurich. Our CEO Peter Vogel, who is partner of this Futurework Forum, was interviewed by the Lorange Institute on the Future of Work. Read the full interview in German here.

 

(Comment: The English version will follow soon).

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