Do I have a legal duty to post internally first?

No legal requirement exists in Switzerland, but many collective agreements (GAV) and company policies do require internal posting. Check your GAV or employee handbook. Internal posting is good practice: it boosts morale, cuts recruitment cost, and often yields faster results.

What salary range should I publish?

Transparency builds trust. Use your canton's standard pay bands for the role (ask your business association or accountant). If you publish a range, e.g. CHF 70,000–90,000, be prepared to justify it based on experience. Salary bands also help you manage equal pay and avoid gender-pay bias.

How long should I allow for applications?

Minimum 5–7 days from send date. For senior or specialized roles, 10–14 days is fair. This gives people time to prepare a thoughtful application and discuss the opportunity with family or their current manager.

Template: Internal Job Posting Announcement

An internal job posting signals opportunity to your existing staff and often yields faster, cheaper hires. This template announces the role, outlines duties and requirements, sets a clear deadline, and explains next steps. Customize the position title, Pensum percentage, location, and salary range for your canton.

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An internal posting gives current employees first look at advancement and fills roles more quickly than external recruitment. Use this template to announce the position to your team—by email, intranet, or team meeting—with at least 5–7 days notice before external advertising.

Fill in the bracketed details: job title, Pensum (%), location/canton, salary range in CHF, main responsibilities, and application deadline. Keep the tone factual and professional. If your company has a formal job description or employment contract template, attach it.

Email Template

Subject: [Position title] now open – internal applications welcome Dear team, We are recruiting for a [Position title] position, based in [location/canton]. This role reports to [Manager name] and is available from [start date].

Position details: • Role: [Job title, brief summary] • Pensum: [%] (e.g. 100%, 80%) • Location: [City, canton] • Salary: CHF [range] per annum, depending on experience • Deadline: Applications close [date] at 5 p.m. We encourage internal candidates to apply. Interested? Please send your CV and a brief cover letter to [HR contact / hiring manager email] by the deadline.

Outline 3–5 key duties or projects they will own.
List required skills (e.g. language fluency, technical certifications, years of experience).
Mention any nice-to-haves (e.g. project management, specific software).
State whether the role is permanent, fixed-term, or probationary.
Name the direct manager and describe the team size.
Include a link to your job description document or company handbook section.

What to Customize

Replace all bracketed fields with your details. Salary ranges vary by canton and role; check your regional business association or collective agreement (GAV) for guidance. Be transparent about Pensum and working hours.

If the role involves travel, shift work, or on-call duties, state it clearly. If there is a probation period (usually 1–3 months), confirm the length and any conditions for confirmation.

Job title and Pensum percentage (Swiss employers often advertise 80%, 90%, 100%).
Salary in CHF, gross annual or monthly—consistent with your pay structure.
Start date and contract type (permanent, fixed-term, replacement).
Location and canton (important for tax and social insurance).
Application deadline—at least 5–7 days from send date.
Contact name and email for submissions.

After Posting

Set a reminder to close applications on the deadline. Document all internal applicants and non-applicants; treat internal candidates fairly and give feedback if they are not selected. Many SMEs benefit from a simple shortlist and interview notes logged in a spreadsheet or zenRecruiting.

If you hire internally, issue a written job offer or contract amendment, confirm the start date, and manage the handover from the previous role. If you do not hire internally, you can then advertise externally (LinkedIn, job board, RAV/ORP/URC) or contact a recruitment agency.

Send a thank-you email to all applicants (internal or external) within 2 weeks.
Inform selected candidate(s) in writing; confirm salary, Pensum, benefits, and start date.
Brief the outgoing role-holder if the position is being backfilled.
Check that your employment contract template covers duties, salary, probation, and notice period.
Update your internal team list and org chart once the hire is confirmed.
Keep application records for 6–12 months in case of disputes or compliance audits.

Frequently asked questions

Do I have a legal duty to post internally first?: No legal requirement exists in Switzerland, but many collective agreements (GAV) and company policies do require internal posting. Check your GAV or employee handbook. Internal posting is good practice: it boosts morale, cuts recruitment cost, and often yields faster results.
What salary range should I publish?: Transparency builds trust. Use your canton's standard pay bands for the role (ask your business association or accountant). If you publish a range, e.g. CHF 70,000–90,000, be prepared to justify it based on experience. Salary bands also help you manage equal pay and avoid gender-pay bias.
How long should I allow for applications?: Minimum 5–7 days from send date. For senior or specialized roles, 10–14 days is fair. This gives people time to prepare a thoughtful application and discuss the opportunity with family or their current manager.

General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.