In short

The challenge

In France, 65% of the working population is unemployed or has already been unemployed. Among the unemployed, 44% have experienced this situation for more than two years [1]. Unemployment mostly affects people with less qualifications, who often turn out to be poor.

Yet in spite of this, many companies face recruitment difficulties, and nearly 200,000 job vacancies are not filled. Beyond a skills mismatch, other factors seem to play: on the one hand, companies struggle to formulate their recruitment needs and advertise their offers; on the other hand, job seekers accumulate many obstacles (self-confidence deficit, limited network, mobility/ childcare, /housing difficulties) preventing them from applying. Today, many initiatives exist, but they are not necessarily well articulated, known to the public, or sufficiently evaluated. The challenge for the Action Tank is to build on the existing landscape to provide access to a stable job which is adapted to both the needs of businesses and territories. We believe companies have to play a pivotal role in the process.

[1] 2017 study for Solidarités Nouvelles Face au Chômage (SNC) « Baromètre SNC sur le chômage et ses impacts » conducted  by Comisis and OpinionWay

What we offer

The Action Tank started working on access to employment in January 2017. Several working groups were conducted to identify the main issues (short-staffed sectors, social clauses in public procurement, bridges between integration through work structures and traditional companies, etc.) and to identify promising practices (coaching, entrepreneurship, etc.). Member companies of the Action Tank have each identified the fields of work that seemed most relevant to them. The goal for 2018 is to support each company in the implementation of its access to employment projects. All companies do not share the same target and the same recruitment issues. In the long run, synergies could be found between member companies who share the same recruitment needs, in order to increase employment opportunities within companies and their ecosystem of clients/suppliers.

The identified areas of work at this stage are:

  • Mobilization of technical know-how (training) and interpersonal skills, without obligation to hire
  • The development of short-term immersions/ situational experiences in order for job seekers to discover new opportunities
  • Internal mobilization of employees (coaching within the company)
  • Mobilization of the ecosystem of customers / suppliers
  • Creation of new activities (entrepreneurship or micro-franchise)
  • A more qualitative response to social insertion clauses in the context of public procurement

All these aspects could be consolidated through the creation of a 360 ° integration pathway (training, immersions, coaching) leading to a recruitment within the company or its ecosystem of clients / suppliers.

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