Article initially revealed in March 2019
How one can make match the talents wants of corporations and the ensuing job descriptions, basic and imprecise or appropriate just for “5-legged sheep”? Why did the recruitment equation go loopy?
Finish of 2017, Employment center published a study on the extent on the restoration of open positions to recruitment. In response to the state company, 2.9 million presents had been offered on the three.2 million revealed. And realizing that Pôle emploi distributes solely a 3rd of presents accessible on the job market, the variety of positions not stuffed is way bigger than the hypothetical 300 000 introduced.
Badly calibrated positions?
One of many causes is likely to be to search for the match between provide and demand. Are the positions actually calibrated on the present profile of the candidates, their expertise, their expectations regarding the high quality of life at work and the dedication of their employer? How one can interpret presents searching for five-legged sheep? And if the recruitment is completed, what occurs?
based on a report from France strategy (August 2017), 44% of staff would have a diploma that doesn’t correspond to the job they maintain and 31% of working French and French ladies could be overqualified for his or her job (quite the opposite, solely 14 % of under-qualified).
Thus, it’s professional to ask whether or not corporations actually handle to determine the talents they want and particularly, in the event that they actually know the extent of cross-skills they’ve internally, through their workers.
Looking for 5-legged sheep for modest pay
The time period “5-legged sheep” has develop into a key phrase in job search and recruitment websites. As if solely the multipotentials might now be crammed, subsequent to IT positions turned to the information. That’s, the extra versatile, adaptable, overqualified, multi-directional, and low-wage, the extra the recruiter or employer. However this “atypical” profile, this “5-legged sheep” is just not but a advertising impact, a real false good concept, the present greenwashing of recruitment to fill the vacant positions and to behave on the unemployment equation?
Sadly, recruiters and recruiters, candidates and candidates ultimately combine every thing, expertise, profiles, ranges of expertise, wage stage and hyper adaptability. Candidates are virtually compelled to simply accept any place by claiming to be “5-legged sheep”. The candidates need a lot to get the job that they’re prepared for something, even to develop into a spherical to enter a sq..
Disengagement and relational failure
And in the long run, if the recruitment takes place, is the candidate in the best place? Has the employer positioned the best particular person on the right job? Is the corporate capable of adjust to the necessities of the “5-legged sheep”? And if not, what occurs? Abandonment of publish, bore-out, brown-out, worker disengagement, employer model picture, non-renewal of the contract, non-transformation of the contract after the trial interval, non-managerial recognition. In a phrase, dissatisfaction of the stakeholders. Relationship failure. Sport over recruitment.
In enterprise, it might be time to remodel deeply the CRM collaborators and to take over the physique the GPEC (forecasting workforce and expertise). For recruitments, it’s maybe time to go additional than the job descriptions, to create an actual BDD advanced information integrating expertise (laborious, tender), potential of the candidate, requirement of managerial relations, the work in progress. challenge mode or missions, and to rethink the canvass of the trades of yesterday for the recruitments of in the present day and tomorrow.
And above all, to cease mixing every thing: zebra-fur 5-legged sheep don’t exist. Within the majority of instances, it’s a portrait of the excessive mental potential. Who’re they actually and may they “save” companies? However that's one other topic…
Aliénor Rouffet is founder and director of the company La half des anges Conseil.