What activities does Domino HR include?
Created at the end of 1999, Domino RH knew how to grow thanks to its interim role in the medical-social sector, which did not exist at that time and of which we have become one of the leaders. Domino HR (140 agencies, 300 million euros) has since become a multi-specialized group in the field of human resources, with a part of temporary work, a part of hiring and a part of consultancy. Temporary work is structured into three branches: Domino Care (medical-social), Domino Staff (tertiary) and Domino Missions (industry, construction, logistics, commerce).
Driven by an exceptional spirit of service, our temporary workers are a human resource for companies.
Why do you think regulatory restrictions should be relaxed?
France has social norms that are still too rigid, inherited from a distant time when temporary work was badly perceived by the legislator, political leaders and social partners. For example, it is always necessary to give a reason within a limited framework to hire a temporary worker, which reduces the possibilities of extending it, against one’s own interest. On a social level, many temporary workers stopped longer this summer and it was sometimes difficult to get them back on time because they would have lost part of their unemployment rights.
Although regulations are more flexible in other countries, the use of temporary work is of the same order. Our bureaucracy, therefore, does not change the situation but penalizes our operation. Certain legal aspects have been reviewed, but there is still a large area to move forward. The interim has become a great opportunity. Temporary workers have a collective agreement and benefits, many opt for this freedom.
How are the relationships between companies and temporary workers changing?
We hear that people want to work less, but this only affects a part of the active population, more so in the large structures of the big cities. The discourse is often different in the field sites where the employee/company relationship remains marked by the right balance between exigency and benevolence. You don’t keep a collaborator if you don’t like him and you don’t motivate him if you restrict his performance. We admire young temps who are able to get up early to do a tough job, with a smile!
Companies have always looked for quality temporary workers. Today, the report is more favorable to candidates, even less qualified, when they really get involved in their missions. Companies invest to be attractive and retain them by supporting their progress.
How is the market trending towards optimization of workforce structures?
When a company experiences spikes in activity for 6 months, then down for 3 months, it must adapt its staff and manage the additional part with temporary work or subcontracting. With temporary work, they maintain management and can anticipate needs to have the right people at the right time. Additionally, temporary workers who appreciate the corporate culture are often hired on permanent contracts.
This content was produced with SCRIBEO. The BFMBUSINESS editorial team was not involved in the production of this content.
Source: BFM TV
