French enterprises are difficult to recruit workers

According to data recently released by the French Ministry of Labor, the number of terminations of labor contracts in 2021 rose again, reaching a record level with nearly 454,000 resignations (6.1% higher than in 2020). Meanwhile, more than a half of smes and SMEs (51 percent) are hiring, but 94 percent of them struggle to recruit "the right people." In this context, some companies have introduced various welfare measures such as paid retention, unlimited leave and even self-determined wages to attract new people and retain old employees.

Small and medium-sized enterprises have suffered from labor shortages

Agence France-Presse reported that a survey recently released by the French Federation of Small and Medium-sized Enterprises showed that more than one-half of very small enterprises and small and medium-sized enterprises (51%) are hiring, although 94% of them are difficult to recruit "suitable candidates". As for the reasons, the first reason cited by 74% of the heads of companies surveyed was the lack of candidates, followed by the lack of skilled candidates (47%).

The findings confirm a number of previous studies conducted by the Bank of France on all companies. Studies have shown that in June this year, the difficulty of recruiting enterprises reached the highest level in more than a year. This is mainly related to the overall economic situation. On the one hand, there has been a strong economic recovery in the post-pandemic era; On the other hand, the COVID-19 crisis has led many employees to decide to change jobs. Of course, this is also related to structural problems in the French labor market, such as a serious shortage of people in the IT industry.

According to a survey by a professional body, the reason for the "attrition" of personnel is not only because employees want to change careers (51%), but also because more people (53%) want to have more time to do things other than work. "It's as if work is no longer the most important thing in life." François Asselin, president of the Federation of Small and Medium-sized Enterprises, noted.

Paid leave: Breathe your employees

In this context, many companies have introduced unprecedented welfare preferential measures to attract new talents and retain old employees, According to Le Figaro.

French labor law stipulates that private companies provide at least 5 weeks of paid leave per year, and employees have the right to apply for suspension without pay if certain conditions are met (Congésabbatique, similar to the "Gap Year" in universities). Applicants for suspension of pay must have more than 6 years of work experience, and must have more than 3 years of service in the current company. In addition, in the first 6 years, there have been no unpaid leave, and no similar long holidays such as vocational training leave and entrepreneurial/acquisition leave have been taken.

But now, some companies have decided to provide employees with additional paid leave (congésabbatique in nature, but the company still pays wages) in addition to the statutory paid leave, so that employees can "see the world" without resigning and taking a salary.

"I can't wait to go on a horseback trip to South America." Laure, head of artur'in's partnership department, said excitedly. Laura will take a 2-month paid leave from the company starting next January, during which time she plans to go to South America to help her friends who run the racecourse there.

Being able to "change lives" for a short time without affecting work is a perfect compromise for Laura, 34. "I love my job, but since the gaokao, I haven't had the chance to take two months off in a row."

Daphné, head of the firm's human resources department, explained that "in order to increase attractiveness and retain employees", the company specifically decided to provide 2 months of paid leave after the state relaxed epidemic prevention measures. "Adapting to the needs of employees can attract more talent." François, head of brand strategy at Artur'In, said. According to the regulations, employees who have worked in the firm for 3 years or more can apply, which the company believes is also a reward for the "loyalty" of employees.

In addition to small and medium-sized enterprises, some large companies have also implemented similar benefits to retain old employees while enhancing brand image. Consultancy Accenture began implementing a three-month "congépriorité staffle" a year ago, during which employees can do what they want and receive 50% of their salary (before tax). Accenture said the holiday was for employees to "find meaning in their work/life" and respond to their "demand for flexibility and autonomy at work".

French telecom operator Orange signed an agreement at the end of 2021 to offer employees "congérespiration." The duration of this leave ranges from 3-12 months, during which time employees can still receive 70% of their salary. Gervais Pellissier, Head of Human Resources at orange group, said: "This is not a holiday to travel the world with children, but to hope that everyone will spend this year training, participating in community life or teaching... After returning to work after the end of the breathable leave, you can look at the problem differently. ”

Self-determined wages, the company is "more confident" in the face of employees

In addition to giving employees extra paid leave, telecommuting has also become one of the conditions for more and more job seekers. Startup Holliworking encourages partner companies to send employees to countries such as Thailand, Indonesia, Mexico, Costa Rica, Cape Verde, Mauritius and South Africa for six months to one year of exotic remote work. "Telecommuting is not a secondary phenomenon," says Gaël Brisson, founder of Holiworking, "and we want our employees to integrate into the local life of the expatriate country." ”

Velvet Consulting, a consulting firm with 200 employees, joined the expatriate teleworking project. "We have sent two employees and the third is in the process." Nathalie Servier, head of the company's human resources department, said. The cost of the assignment is not borne by the company: If necessary, Holiworking will be responsible for making up the difference in the social contribution between France and the expatriate country.

There is no doubt that more and more businesses are committed to attracting more industry talent by improving the working environment, sometimes at the expense of breaking the norm. In June 2021, Versailles "Present Perfect" Soft Power Training decided to have employees set their own salaries "based on the real/potential value they have created for the company". "Four out of eight people asked for a raise, with an increase of 12 to 27 percent." Annabelle, the company's co-founder, said the company has been giving employees a salary increase since September last year, and she said that this measure has made the company "more reasonable" when demanding high standards for employees.

In addition, some companies have implemented "congés illimités", which allow employees to take free time off when they finish their work. The digital canteen Popchef began implementing "unlimited leave" at the beginning of its creation in 2015. François Raynaud de Fitte, the company's founder, stressed that for this measure to be implemented, "the most important thing is to cultivate a corporate culture".

Louis Coulon, founder of the CleverConnect platform that helps companies recruit, points out that the practice of companies offering additional benefits to attract talent is not new, and in the context of the labor shortage, I believe more companies will do so, especially technology companies. However, contrary to what you might think, studies have shown that in companies that offer unlimited leave, employees often take shorter vacations than employees at other companies because of "guilt."

According to the French Association for the Work of Managers, 57% of business managers (71% of young managers) have considered switching careers due to the pandemic. Bénédicte Wallas, a work psychologist, pointed out that in addition to welfare, it is more important for enterprises to learn to listen and seriously consider the demands of employees, and all parties must respect the rules and assume corresponding responsibilities.

(Editor: Winter Rain)