Swisscom is committed to the internal job market and makes targeted investments in the ongoing, skills-based development of its staff. In the majority of cases, it first advertises available vacancies internally or tries to fill open positions with candidates from talent development programmes. When recruiting new employees, Swisscom seeks out individuals who are motivated and passionate about helping customers and who want to help shape the future of the networked world. At all company locations in Switzerland, Swisscom primarily endeavours to employ people who live in the area where they work and are thus accustomed to their customers’ traditions and practices.
Student interns and trainees
Once they have successfully completed their studies, graduates can take their first step on the career ladder at Swisscom through the trainee programme, a college internship or by direct appointment to a junior position. 80% of those who took part in the trainee programme during the year under review were women. This confirms the trend seen in recent years, in which Swisscom has recruited around 50% women. In addition, 97 people began internships at Swisscom in the last twelve months.
At the end of 2016, there were around 940 apprentices working at Swisscom, with 855 in technical and commercial apprenticeships at Swisscom itself as well as an additional 81 apprentices at its subsidiary cablex. The Swisscom training model is geared towards independence and personal responsibility. Apprentices take an active role in devising their training by applying for a new practical assignment within the company every three to four months, during which they can acquire additional competences.
Staff recruitment outside of Switzerland
As a Swiss company, Swisscom is committed to the Swiss employment market. When recruiting IT specialists, however, Swisscom is required to maintain a presence on the European job market. This applies in particular to its recruitment of cross-border commuters or to its activities in French-speaking Switzerland. Swisscom is prepared to work together with both domestic and international recruitment partners where required, on the condition that they satisfy Swisscom’s internal specifications. These specifications encompass collaboration, local job placement legislation, employment law and sustainability.
Swisscom also uses the federal government’s equal pay tool (Logib) to conduct periodic reviews of its salary structure, in order to ascertain whether disparities exist between men’s and women’s pay. Previous reviews (most recently in 2016) have revealed only minor pay discrepancies, well under the tolerance threshold of 5%.See
The protection of human rights within the Swisscom Group
Swisscom also applies a purchasing policy based on the SA 8000 standard, which places clear demands on its suppliers as regards the protection of human rights.