Occupation: sectors are struggling to recruit
A textile company, for lack of sewers it needs for its plant in Quimper, creates a pathway of learning to train its future recruits? The SME Armor Lux, well known for its white wine, made the headlines this week, at a time when all candidates for president are the re-industrialization of the country one of their campaign themes.
This situation is not isolated and number of industrial jobs – welders, boilermakers, milling … – are pulling their hair to find candidates and encourage vocations. "There is a real paradox between a high level of unemployment in France and companies who are not candidates for positions in recruitment, whether welders, millers, coppersmiths, payroll technicians, seamstresses …. In total we estimate that roughly fifty so-called shortage occupations. In our business we miss about 30% of requests from our customers because we do not have the resources and this situation has been deteriorating for a decade, notes François Beharel, group president of Randstad and staffing agencies. Concretely, this means that our group could generate 30% of turnover and more. "
For him, the problem is essentially related to the collective image What these professions in public opinion. "We imagine that in the textile industry and is like 50 years ago, while the environment has changed, that wages were revised upwards and that career paths are possible." "We have to get into people's heads, and young people in particular, that the industry is clean and not necessarily noisy. In this regard, the construction was successful for several years to reverse its bad image, "says Anne-Marie Bjornson, Director of Transitions AFPA.
Develop learning
A UIMM, Joel Mendez, Director Employment and Training, said that one communicates primarily on job losses. Yet in all sectors of metallurgy, the recruitment needs estimated over the period 2007-2015 are always evaluated. Between 60,000 and 80,000 jobs per year, including 30 to 40% reserved for graduates, according to a study by the study-which will be updated in early 2012 over a 2013 to 2020 -. "There is a big educational effort and support to achieve with the companies to become more involved in processes of looking management of jobs and skills (GPEC) and assessing their future needs" says he.
According to Anne-Marie Bjornson Afpa transitions, there are ways to mount training particularly in the context of operational readiness to employment (job center) or as part of training contracts. "We are also working on the issue of transferable skills, which allow for example to a textile worker to work in the weld or a working precision to go in the car." But anticipating needs is a prerequisite and essential step, she insists.
For Joel Mendez, it is also essential to adapt the training devices to the needs, both in initial training in continuing education. And take the example of learning where the numbers in the branch of metallurgy grew 6% in 2011 (with a total of 26 000 apprentices). "At the last school year, nearly a thousand offers of learning could not be met and at the same time, the same volume of young people did not find any company. This shows that learning can be further developed and the various mechanisms put in place recently should help solve these problems. "
A situation that in any case, Francis led Beharel hammering: "stop sending generations of young people in jobs without opportunities. Spend money to know that jobs are to be filled with real careers, especially if the areas are not attractive. "
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