In France, the unemployment rate has been stable at 7.5% since the end of 2023. Although it has not yet reached the 5% threshold considered full employment by the International Labour Office (ILO), we are emerging from several decades of high structural unemployment. As a result, a number of occupations are in “short supply”, and companies are finding it hard to recruit, at a time when they are seeing large contingents of their workforce retire. Reforms to improve training and job placement are underway, but their effects will not be felt for several months, if not years. Against this backdrop, companies are themselves looking for solutions to attract and retain staff, and offer more attractive working conditions. This is not a new issue. Large companies have long been implementing human resources policies to attract skills. These policies have often focused on remuneration, and have mainly targeted highly-skilled jobs. Companies have tried, sometimes successfully, solutions to better attract and retain new recruits: remuneration policies, recruitment engineering, integration processes...
