an effective solution to the current recruitment difficulties

In the context of the revival of the labor market and faced with growing recruitment difficulties in some sectors of activity, the government is considering a potential reform of unemployment insurance. Based on the Canadian model, the latter will see salary conditions adapted to the state of the labor market. So, during a favorable period for hiring, the duration of the cover can be reduced. However, and faced with a crisis situation that is firmly rooted in the reality of their daily life, many companies are trying to find solutions on their own. Among them, temporary management. Companies experiencing periods of high stakes have access to expert profiles that can quickly support a specific service, such as human resources for example. A fashionable solution that does not seem to be waning in popularity, since the beginning of 2022, an increase of almost 30% in temporary management missions has been recorded, according to Adequacy.

A changing labor market

The health crisis of COVID-19 has had a significant impact on our societies and the job market is no exception to the rule. The design of the work was completely shaken and questioned. Employees seek to practice a profession that is meaningful to them and to have a true balance between private and professional life. This profound change brought about a new sociological phenomenon: the Great Resignation. Beginning across the Atlantic in July 2020, this huge wave of resignations saw millions of Americans walk away from their jobs. In 2021, the Bureau of Labor Statistics counted nearly 47 million. Although the numbers are less impressive than our American friends due to the arrival of the phenomenon in France, the number of recorded resignations still raises some questions. In fact, with 520,000 resignations (including 470,000 permanent contracts, according to Dares, the Department of Research, Studies and Statistics) between the end of 2021 and the beginning of 2022, employers see themselves in the obligation to respond to issues related to their employees’ “search for meaning” by incorporating it into their new management models.

In addition, the organization of work itself is also changing. Away from traditional office hours, Monday to Friday and face-to-face, teleworking and nomadism are on the rise, thus responding to the need for flexibility in general. Employees want to be able to work from home and on schedules that fit their schedule. These trends are confirmed according to a recent survey conducted by IFOP: in five years, 29% of respondents want more flexible working hours, 27% want greater automation of certain work and 18% want workplaces to be more diverse. In addition, the forms of imagined work are also questioned. Almost 42% of respondents would consider auto-entrepreneurship as a solution for the future. Also, almost 41% consider temporary and temporary work and 34% freelance.

Increasing difficulty in recruiting

In this context of change, it is hardly surprising that companies today find themselves with recruitment difficulties. With this reversal of the situation, the workers are currently in a position of strength. So employers are obliged to adapt to attract candidates and face a real labor shortage. A trend confirmed by the Pôle Emploi Survey, Labor Needs 2022, published in April. According to the latter, in 2022, companies plan to recruit almost 3 million employees, 71% of them in long-term jobs (permanent or fixed contracts of more than six months). This represents an increase of 12% compared to 2021. Although the entire job market seems to be affected by these difficulties, some areas of activity are nevertheless more difficult. This is particularly the case for industry and services. It should also be noted that the health sector has faced increasing recruitment difficulties over the past five years. In fact, between 2017 and 2022, the poverty rate for the professions of nurses, health managers and child care workers will increase by more than 50%.

The majority of employers (86%) say that recruitment difficulties are directly related to the low number of applications. Moreover, 71% of them also say that there is a mismatch between the job offer and the candidates’ profile. Because the skills do not match the requirements of the position, employers find themselves at a dead end. There is also the question of teleworking. Having become common over the past two years, this practice of working from home has fallen out of favor with some employers. Unfortunately, this reversal of the situation contributes, in part, to the recruitment difficulties currently present, as 33% of candidates claim to have rejected an offer or turned to another profession in the absence of teleworking. In 2021, the labor market experienced tensions not seen in ten years.

Several recruitment strategies were implemented

Faced with a long recruitment process and even longer since the health crisis (on average 32 days and up to ten weeks for most expert profiles), HR departments now face these difficulties in recruitment. While these are not entirely new, they are exacerbated, thus overburdening an already saturated HR budget. In fact, the School of Recruitment estimates that hiring costs between €5,000 and €8,000. To overcome these obstacles and increase the efficiency of their HR department, more and more companies are choosing to turn to interim management. A solution notably offered by Adequancy, which shows that in the first half of 2022, almost 9% of the profiles sought are related to the HR department. In addition, nearly 40% of assignments are offered via the web and the most frequent searches recorded in June 2022 were for the keywords “HRD and coach.”

Other recruitment strategies are also put in place, and can even be complementary to interim management: improving working conditions, especially by offering an increase in salaries or exceptional bonuses; benefits in kind; even more vacations. Among these levers, the layout and organization of work are important elements to mention. Finally, vocational training is also a great way to bridge the gap between job offers and candidate profiles.

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