For several months, the job market also tends frame. The whole of 2013, the services of the Apec predict a market decline of about 5%, with a range of recruitment between 162,000 and 178,000 people. However, the unemployment rate for white collar should remain below 5%.
Behind these figures altogether favorable, there are winners and losers, and markets at different speeds. "Today, all employers dream of having them around frames with three to ten years of experience in the trade," said Fabien Stut flatly, deputy general manager of recruitment firm Hays. For other populations frameworks, however, the situation is much darker. "The most affected will certainly graduates this year, but people still wanted engineers, and still older, but this is not a novelty," says Frédéric Benay, Senior Executive Director at Michael Page. A situation related to driving "short-termist" employers whose business visibility is almost zero now and who do not take risks.
Experts in high demand profiles
Another observation: as the market is primarily supported by the replacement (turnover, retirement …) and not by the creation of jobs, recruitment are almost exclusively on expert profiles, regardless of trades and industries. Result, candidates are missing and it is difficult to convince them to leave their current position.
"The paradox is that in a range of sectors and occupations, employers can not find anyone," says Fabien Stut. Examples in auditing and accounting, the unemployment rate is 2%. In finance, there is a shortage of candidates on the functions of consolidation. Even in construction, on some very specific lines of business, recruitment for engineers are hard work, economists or engineers building structures.
As for the "engines" of executive recruitment, such as computer, the boot does not fall, even if the trend is a little less dynamic. "Everything comes to outsourcing of functions has the wind in its sails," said Frédéric Benay at Michael Page. As proof, Sopra, specializing in technology consulting, announced this year more than 2012 recruitments: 2,500 in total, including 1,600 in France. "Sopra Group recruits both graduates bac + 5 and more experienced profiles without stands a level of experience rather than another," says one.
Director of Human Resources at MAAF Assurances, Véronique Jolly does not fits in this scheme – beginners, advanced, seniors. "We have a recruitment plan that allows us to talk to all areas of the company and all the employee profiles. So we appeal to both young graduates, experienced managers, but also for seniors, because we are part of the technical issues, "she says. The mutual group, which has 7,300 employees in 2013 shows a recruitment plan external CDI 300 people, with hundreds of new posts, plus a level of internal mobility of 700 employees. The insurance specialist deploys a parallel plan hires 350 CSD and sixty contracts.
"At Microsoft, employee mobility is a force
"The use of frames still running at idle
"These profiles that are lacking in the industry
"Mobility, a weapon antichômage
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