Interview with Yannick Coulange, Managing Director, PageGroup Switzerland.

As we celebrate our 30^th anniversary at C-Matrix, we are delighted to present an insightful interview with Yannick Coulange, Managing Director of Page Group Switzerland. With many years of experience in the recruitment industry, Yannick shares what inspires him about his work, offers valuable advice on career planning, and discusses how to future-proof careers in the age of AI. We also explore the biggest changes in the recruitment industry and what has remained constant over the years.

You’ve worked in the recruitment industry for many years. What inspires you about it?

Working in the recruitment industry is incredibly inspiring because it allows me to have a direct and positive impact on people’s lives. Whether it’s helping a board solve an organizational challenge or matching a candidate with their ideal job, the sense of fulfillment is profound. Receiving a thank you note from a client or candidate is a powerful reminder of the difference I can make.

Moreover, the industry is fantastic for personal development. If you’re naturally curious and enjoy taking on responsibility, recruitment offers endless opportunities for growth. The exposure to leaders across various industries, sectors, and countries provides a vast window of learning opportunities. This not only keeps me involved at both strategic and implementation levels but also ensures I stay up to date with industry trends and best practices.

What’s the number one thing you tell your kids about career planning?

It’s important to inspire children and raise their curiosity from a young age. From the ages of 10 to 14, we began discussing their interests and aspirations. This exercise is crucial because helping them project what they want to do in the future, which is a first step to taking action. I also emphasize the importance of not being swayed by societal expectations or social media trends.

When they reached around 15, my wife and I arranged for them to meet with independent professional orientation specialists. Over two 90-minute sessions, these specialists helped match their personalities with a range of potential careers. This process was invaluable in identifying the types of jobs they are most likely to enjoy. This exercise also helped them self-reflect, rather than just following parental influence. Seeing my son engaged and excited with his studies and its content today is invaluable.

How can the rest of us “future-proof” our careers e.g. in the light of AI?

When it comes to future-proofing our careers, especially in the light of AI, it’s essential to adopt a proactive and curious mindset. While many employees might push back on their employers during tough times by requesting training, those who are naturally
curious will always seek self-learning opportunities. This could involve reading books on relevant subjects, conducting online research, or taking courses. Additionally, they will inquire within their organizations about available training and coaching for personal development.

Embracing AI is crucial. Technology has always been an enabler, whether it’s the internet or the telephone. Remaining ignorant is the worst thing you can do. Instead, anticipate and learn about how AI can and will impact your career and daily work, and how you can best leverage it. Make a fact-based assessment using both internal and external information sources.

For example, as recruiters, we’ve often heard that AI would dramatically change our business, or even mark the end of it. However, we chose to embrace it. At PageGroup, we partnered with Microsoft to streamline the administrative workload in the recruitment process, freeing up time to engage with our clients. AI is a tool, and we decide how to use it. The personal touch remains irreplaceable; only through interviews can you determine if the chemistry is right with a candidate who looks great on paper.

What are the biggest changes in the recruitment industry in recent years? What’s stayed the same?

The biggest change in the recruitment industry in recent years has been the access to data. The sheer volume and quality of data from multiple sources now provide analysis opportunities that were unimaginable in the past. This data-driven approach allows for more informed decision-making and better matching of candidates to roles.

However, what hasn’t changed is the importance of human interaction. Building a bond with a candidate remains crucial, changing job and company is not to be underestimated, and soft factors play an important role in the process, and between the parties involved.

Is there any other advice that you’d like to offer?

First and foremost, understand the impact of ego, especially in an interview setting. The sooner you do this, the better, as this will be your biggest enemy.

I also recognize the power of discipline, strong networking skills, and the ability to connect, communicate, and collaborate effectively and with empathy.