Posted Jul 26, 2022, 10:00 AM
Making the decision to hire is one thing, finding the right person is another. While the economic climate is uncertain, the current period is marked by a resurgence of recruitment difficulties. Not one sector is spared. Yet some companies are doing better than others.
It is on this phenomenon that the Research Department of the Ministry of Labor (Dares) looked, after having highlighted the weight of working conditions in recruitment difficulties . The working document that it has put online reminds us that behind the identification at the macroeconomic level of a reinforcement of recruitment difficulties can hide at the microeconomic level a stake in business strategy.
Studies have already shown the impact of a diversification of research channels, an increase in recruitment expenses, a relaxation of hiring criteria or an increase in the salary offered. The interest of those of Véronique Rémy and Véronique Simonnet is that these Dares researchers were interested in the effects of the combination of these different types of effort on the quality of matching from the employer’s point of view.
For this, they distinguished five profiles. Employers “demanding, patient, seeking little” and those “very demanding, very patient, investing a lot” differ in that the former recruit more often for unskilled positions, more rarely have an HR department and also less frequently part of a group. They have in common to be generally confronted with a high tension on their labor market, even for those who invest a lot with shortages. These recruiters are those who are the most satisfied with the quality of the match: they more frequently declare that if they had to do it over again, they would recruit the same person and are less likely to mention a premature break with their employee.
Conversely, employers who are “flexible, in a hurry, seeking large” and those who are “in a hurry, investing a lot” are those who least often draw a positive balance sheet from their hiring and most often mention a premature break with the recruited person. They share with recruiters “very flexible, in a hurry and investing little” the fact of not finding themselves in a tense situation, whether it is the profession concerned, as well as the unemployment situation in the employment area, less favorable to employees. In all three cases, the need is more often for an unskilled position.
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