January 26, 2022

what solutions to reduce recruitment tensions?

According to calculations by DARES and Pôle Emploi, 6 out of 10 jobs were under high recruitment tension in 2019 against 1 in 4 in 2015. Clearly, this means that the number of positions to be filled is much higher than that of potential candidates. .

The lack of attractiveness of certain sectors

Among the most complicated professionals to recruit are truck drivers, waiters, home helpers, health professionals, social workers, and unskilled industrial workers. Jobs that combine difficult working conditions, atypical hours and a lack of recognition and salary enhancement.

If these tensions existed before the health crisis, it only reinforced the difficulties of recruiters in finding labor. In question, among others, a loss of attractiveness of certain trades linked to too low wages and difficult working conditions.

Added to this is an increasingly intense quest for meaning at work, which must fulfill a function of social utility, and a desire for a better work / personal life balance, particularly marked among the younger generations.

The challenge of ecological and digital transitions

Finally, the ESEC also explains this shortage by the acceleration of the ecological transition and the digital transition of certain families of professions. According to ADEME (Agency for Ecological Transition), direct jobs in the sector contributing to the energy transition increased by 72% between 2006 and 2019, particularly in the sectors of renewable energies and the energy efficiency of buildings. However, these recruitment needs come up against a lack of suitable skills. This is the case, for example, for the riveting and welding trades in wind power and photovoltaics.

The crisis also encouraged greater consideration of the climate emergency: “Faced with the awareness of the impact of certain professions on the climate or biodiversity, more and more people are accepting to turn away from their professional project, often built for a long time and very remunerative, to move towards meaningful projects, less lucrative, but compatible with the imperatives of transition ”, notes the EESC.

To support digital transformations, many business sectors are looking to recruit experts in IT, telecommunications, data processing, cybersecurity and are facing a shortage of candidates. In addition, a large proportion of professions are evolving and mobilizing new digital skills that employees must acquire to maintain their employability.

What are the solutions at the hands of companies?

Negotiate branch agreements on the attractiveness of professions, salaries and the quality of work quickly

In unattractive sectors, the EESC recommends thinking about branch agreements which guarantee each employee a salary at least equal to the minimum wage but also a reduction in atypical working hours, a limitation of short contracts and imposed part-time work, actions to encourage diversity at work, assistance offered to employees to look after their children, actions to combat discrimination, commitments to maintain and return to employment for seniors.

These agreements can also provide for attractive collective benefits such as lunch vouchers, mobility, accommodation or childcare.

Focus on continuing education

The EESC notes that the skills required by recruiters are increasingly specialized and cannot necessarily be acquired in the course of initial training. This is why the experts recommend the development of continuing vocational training, a subject insufficiently invested by French companies with regard to their European counterparts.

APEC (association for the employment of executives) stresses, moreover, that companies have progress to make to better coordinate Personal training account (CPF), professional development advice and professional interview in order to train their employees in jobs of tomorrow.

Continuing education: how to offer a course adapted to your employees

Develop work-study

In line with the plan to reduce recruitment tensions announced in September 2021 by the government, which provides for exceptional assistance of up to € 8,000 for the hiring of a jobseeker on a professionalization contract, companies are encouraged to recruit more work-study students.

The ESEC calls for strengthening collaboration between companies and high schools and CFA to increase the periods of immersion and training in a professional environment.

Why is work-study recruitment a good choice for a company?

Call on employer groups

Sectors such as hotels and restaurants, tourism and agriculture, already experiencing significant turnover due to the seasonality of the activity, are now encountering great difficulties. Their usual employees have, more often than not, turned to longer and lasting contracts.

To overcome this shortage of manpower, the experts advise, as much as possible, to call upon groups of employers within the same basin of activity. These structures will also allow VSEs and SMEs, which do not benefit from significant financial means or human resources service, to find their talents.

Take into account mobility issues

The EESC recommends “Make effective the implementation of company mobility plans or inter-company mobility plans, insufficiently ensured to date, in order to ensure that mobility problems do not constitute an obstacle to recruitment for people without means personal transport, especially for those who work staggered hours. “

Mobility and recruitment: 80% of candidates want to integrate teleworking into their professional life

Promote a better reconciliation of time

The link between personal and professional life is a major concern for employees. And companies have their role to play in improving this pro / personal balance, in particular by adapting the organization of working time, by facilitating the implementation of teleworking and by better supporting employee caregivers.