The year 2022 has been an excellent harvest in terms of hiring managers, to the point of talking about shortages in certain sectors. In addition, the unemployment rate in this profession is almost half that of the active population as a whole with 4.1% compared to 7.9%.
These contrasting situations worry executives looking for jobs. “Access to employment remains difficult for certain populations. This is the case for young people in urban policy districts, executives over 55, but also those looking for long-term work”, abounds Jean Bassères, CEO of Pole Emploi.
Job seekers willing to change jobs
In concrete terms, in June 2022, 485,000 job seekers were looking for a management position. Among them, 102,000 are 55 years of age or older and 36% are long-term job seekers (unemployed for more than 12 months).
These job seekers are mainly looking for sales positions, administrative-accounting-financial executives or IT specialists.
In addition, 30,500 job-seeking executives live in a city policy priority district (QPV), among them, 19% have also been looking for work for more than 12 months.
Faced with these access difficulties, these populations are willing to change jobs to find a job. In fact, only 35% of executive job seekers find a job that exactly matches the job they are looking for.
Thus, two thirds of managerial job seekers change jobs when they leave the Pôle Emploi, one in two in a different professional field, this rate increases to 57% among those under 25 years of age.
Change the mentality of the addresses
“Pôle emploi continues to mobilize together with APEC to promote their recruitment and, in particular, to make companies aware of their ability to diversify profiles and adjust their recruitment criteria, both to meet skills needs and to contribute to a more inclusive society ”, highlights Jean Basseres.
Above all, it is necessary to change the mentality of the company management, especially with regard to the elderly. “The objective of full employment is only achievable if we improve the employment rate of the elderly”, said Olivier DussoptMinister of Labor last October.
According to a recent Indeed study, one in four employees (23%) have already been criticized for being too old for the position in question, during previous hires. And more than a quarter of business leaders admit that when faced with equivalent CVs they favor the younger candidate.
Above all, older people experience barriers to recruitment, which are often unfair. Health problems and fatigue are mentioned by 46% of the leaders surveyed. As well as the difficulty of appropriating digital tools by 32%.
Indexed and staggered withdrawal
“With the shortage of workers and a pension reform at the center of the social debate and in a context of demographic ageing, it would be prudent for business leaders to review their hiring strategy without forgetting these profiles: who will be, what happens, soon the most in companies,” says Charles Chantala, Indeed France’s senior sales director.
The employment of the elderly is also at the center of the pension reform presented by the government. To improve their employability, the text proposes in particular a “upper indices” which will be published for all companies with more than 1,000 employees starting this year and 300 employees starting in 2024.
The Government also intends to facilitate the “progressive retirement” of this population with a system that combines part-time and partial retirement.
Source: BFM TV
