Requirements Profile (Anforderungsprofil)
An Anforderungsprofil is a documented list of technical skills, experience level, educational background, and personal qualities required for a specific position. It serves as your recruitment blueprint, helping you screen candidates consistently and avoid unconscious bias. Most Swiss employers skip this step and interview whoever applies first—leading to mismatches and wasted time.
Before posting a job or interviewing candidates, you need to know what you're actually looking for. An Anforderungsprofil puts that on paper: the qualifications, Pensum percentage, location requirements, language skills, industry experience, and personality traits the role demands.
For a small team without HR support, this one-page document becomes your hiring north star. It clarifies priorities (nice-to-have versus must-have), sets objective screening criteria, and protects you from hiring decisions that later feel arbitrary.
When You Need It
Create an Anforderungsprofil before you write the job ad. It takes 30–45 minutes and prevents you from posting vague postings that attract poor fits. Use it during screening to reject applications consistently, and during interviews to ask comparable questions across all candidates.
You'll also need it when working with a recruiter or temporary staffing agency—they can't find the right person if you haven't defined what 'right' means. If you plan to hire a trainee or someone changing careers, the profile clarifies which skills are teachable and which are non-negotiable.
- Define Pensum percentage (80%, 100%, 120%) and location (on-site in Zurich, hybrid in Bern, remote across Switzerland)
- List technical requirements (software, certifications, specific industry experience in years)
- Note language skills (German C1, English B2, French conversational)
- Distinguish between essential and preferred qualifications
- Include personality traits relevant to your culture and team dynamics
- Specify education level (apprenticeship, HF diploma, university degree) if it matters
Your Obligation Under Swiss Law
The ArG (Arbeitsgesetz) requires you to hire fairly and without unlawful discrimination (age, origin, religion, disability). An Anforderungsprofil doesn't guarantee compliance, but it provides a legal paper trail showing your hiring decisions were criteria-based, not arbitrary.
Under the revised DSG (Datenschutzgesetz), you must also document why you collect and retain candidate data. A profile shows that you gathered information for a legitimate hiring purpose. Consult a lawyer if you need to confirm your company's specific data-retention policy aligns with canton-level norms.
- Avoid requirements that indirectly discriminate (e.g., 'native Swiss German speaker' when the role doesn't need it)
- Keep the profile focused on job-related skills and experience, not personal characteristics
- Document your reasoning so you can explain to a candidate why they weren't selected
- Review the profile after hiring to check for unconscious bias patterns
- Update it annually—roles and markets change
- Share it with any recruiter or temp agency you use
The Most Common Mistake
Most SMEs write a job ad without first writing a profile. The result: you list everything you'd ideally want, creating an impossible candidate. You end up interviewing people who don't fit, or you leave the role open for months.
The fix is simple: force yourself to rank your criteria. What is truly essential? What can you train? What would be nice but isn't a dealbreaker? A realistic profile attracts fewer applications but far more qualified ones. That's a win.
- Don't say 'must have 5 years' experience' if 2 years and aptitude would work
- Don't require a university degree if an apprenticeship or HF diploma fits the role
- Don't expect perfection: someone with 80% of your list will likely be your best hire
- Don't skip soft skills—'works independently' or 'communicates clearly' matter as much as technical skills
- Don't assume the profile is permanent; update it when the role evolves
- Don't use it to eliminate candidates unnecessarily—use it as a guide, not a wall
Frequently asked questions
- Do I legally have to create a written Anforderungsprofil?
- No. But without one, you expose yourself to discrimination claims and poor hiring decisions. It's not a legal mandate—it's a hiring best practice that protects you and improves your odds of finding the right person.
- How do I know if my profile is realistic?
- Ask your recruiter or a peer in the same industry: would a candidate matching this profile realistically exist and be available in Switzerland? If they say no, cut it down. Also check your last 3 hires—did they meet 100% of the original criteria, or 70%? That tells you where you're being unrealistic.
- Can I use the same profile for multiple similar roles?
- Yes, if the roles are truly identical (e.g., two junior accountants at 80% in the same office). But if one is remote and the other on-site, or one requires specific client-facing skills, create separate profiles. Small differences change who succeeds in the role.
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.