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Ways to find and retain talent - Companies

Ways to find and retain talent – Companies

Today, many companies find it difficult to recruit. Especially if the trades are technical. To put the best chance on their side, they multiply the leads in order to unearth talents and keep them. Illustration with the NA-Investissement group.

From large companies to craftsmen, everyone is affected by recruitment concerns. Already thorny before the health crisis, the problem of trades in shortage has increased considerably since. In addition to the technical skills that are sometimes lacking, there are more and more other considerations linked to the expectations of applicants, such as the balance between private and professional life or questions linked to environmental, social and governance (ESG) criteria. ). Legitimate wishes but which singularly complicate the deal. In other words, today it is more up to the company to seduce its future employees than to its last to convince the recruiter. This paradigm shift is increasingly leading companies to rethink commitments and imagine new avenues involving, among other things, social networks, in-house training, innovative partnerships with employment agencies, the use of their employees as company ambassadors, etc. Let’s explore some of them with the Franco-Belgian group NA-Investissement, which has hired 124 people over the past 24 months.

From large companies to craftsmen, everyone is affected by recruitment concerns. Already thorny before the health crisis, the problem of trades in shortage has increased considerably since. In addition to the technical skills that are sometimes lacking, there are more and more other considerations linked to the expectations of applicants, such as the balance between private and professional life or questions linked to environmental, social and governance (ESG) criteria. ). Legitimate wishes but which singularly complicate the deal. In other words, today it is more up to the company to seduce its future employees than to its last to convince the recruiter. This paradigm shift is increasingly leading companies to rethink commitments and imagine new avenues involving, among other things, social networks, in-house training, innovative partnerships with employment agencies, the use of their employees as company ambassadors, etc. Let’s explore some of them with the Franco-Belgian group NA-Investissement, which has hired 124 people over the past 24 months. Based in Avelin in the Hauts-de-France, the NA-Investissement group specializes, through some fifteen subsidiaries, in work involving difficult access, at height or in confined environments. “We intervene everywhere on ropes, nacelles or scaffolding for all industrial maintenance work”, specifies Cédric Monnaert who, on the one hand, co-directs the group alongside the founder Alexis Dumortier and, on the other hand, is at the head of the Belgian subsidiary Belgique Works at Height (BTH). “Our technicians are qualified in various trades, among which we mainly find roofers, welders, masons and electricians, continues the CEO. We are mainly active in France and Belgium in a whole series of industries ranging from others from petrochemicals to agri-food, including energy, automotive, aerospace and even cement factories.” In addition to industry with its subsidiaries Nord Access (France), BTH (Belgium) and MRA (Morocco), the group is present in urban areas with the subsidiaries NAD, NAD Littoral and EAD. Last but not least, he is also active in services. Recording strong growth since its creation in 2011 (its Belgian subsidiary BTH launched in 2015 is regularly listed among the Gazelles), the group is constantly looking for employees to continue its development. To do this, he has been training his future employees himself for four years. “We have set up our own certified training centre, explains Cédric Monnaert. With our subsidiary NHFC (Nord Formations Heights Confined), we have offices on our Avelin site, theoretical training rooms indoors and outdoors, “a pylon, a technical platform, a silo, a pit and an exercise room at height. This allows us to train several dozen trainees per month in France. In Belgium, BTH cannot recruit only Irata-certified technicians (Association of trades in industrial access using ropes) to meet international standards.We train roofers, welders, masons and electricians in safety and work at height, which are the main trades whose we need. Our first value is the safety of people and sites. Our teams are trained and have the authorizations to carry out these specific interventions.” More developed in France than in Belgium, special work at height calls on rope access technicians. Historically, the pioneers of the discipline were mountaineers, speleologists, even former soldiers accustomed to these techniques and who then trained in a specific trade. Today, it is building professionals who join centers specially dedicated to this profession According to the Union of Professional Rope Workers in France, no less than 15,600 rope workers are active in France today. “And the market is growing, adds Cédric Monnaert. We are therefore constantly looking for new employees.” The work of rope access technicians is difficult, stressful and not without risk, which leads to a significant turnover. In addition, the teams are regularly called to intervene in an emergency. In short, it is not easy to recruit. To achieve this, companies, whatever their sector of activity, must now first sell themselves to their future employees. A real seduction operation that requires effective and dynamic communication. The company must obviously take into account professional skills, while remembering that social skills are as important today as know-how. In other words, the company must now adapt more to its employees and provide them with a working environment that meets their expectations. With the objective of reducing turnover. Because recruiting isn’t much use if you don’t keep the skills. “In order to attract candidates, we present our activities which are very diversified, explains Cédric Monnaert. We first sell them a project. In addition to the fact that they can progress in a growing group, our rope access technicians are required to work on the most diverse sites that range from factories to amusement parks. This variety in the job is an element that plays, as well as the family aspect of the group.” Today, a large part of recruitment is done on the internet. This is even more true since the health crisis which has considerably accelerated the digitalization of companies. This is one of the methods favored by the NA-Investissement group, but not the only one, as Martin Lafages, prospecting & communication manager, explains to us: “We use a range of media to recruit via advertisements. We are also very active with the Pôle emploi agencies in France and the Forem in Belgium. But we have to be imaginative. With the Pôle emploi in Seclin, for example, we took part in a sports day where recruiters and candidates were mixed up without anyone knowing who was who before the end of the day. This initiative was a success because, in the end, this is where we collected the most CVs”. If LinkedIn is more favored for prospecting new customers, NA-Investissement is also attentive to its visibility on the net, whether via its own sites which present the various subsidiaries or by being connected to platforms specifically dedicated to rope access technicians. More broadly, companies have understood that beyond traditional channels, social networks have acquired in recent years an ever-increasing importance in recruitment, but on condition that they are part of a global strategy. This is now the best way to reach digital natives and as many potential candidates as possible, but also to present its activities to future employees. Hence the importance of taking care of its image and its communication, making sure to offer maximum visibility. This visibility can also extend to the employees themselves. Those of NA-Investissement have the advantage of being active on the most diverse construction sites, very often meeting workers from other companies. They are therefore the first ambassadors of the group not only with customers but also with potential future colleagues. NA Investissement has thus printed business cards on which is indicated, in addition to the contact details of the group and the names of the subsidiaries, the mention: “Recruitment. Become a cordiste. Profiles BTP and Industries”. Admittedly, all companies do not necessarily have employees in direct contact with customers, but who cares, all have their own network in which they can talk about their company and discuss the search for specific profiles… Some companies offer elsewhere sometimes a bonus to their collaborators in the event of recruitment of a new colleague. Participatory recruitment or co-optation increasingly popular but not the only one. It is up to companies to be more innovative than ever in the years to come in order to unearth the talents they lack.

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