« Trajectoire Emploi » - the Employment Path: developing a long-lasting relationship with the business community In 2008 t...
This is Strasbourg:
Strasbourg is also this:
Employment Intermediary « Relais Emploi » 6 643   youngsters guided 5 840  adults guided Young People ADULTS Female : 54% ...
GEOGRAPHICAL PARTITION
In 2007, the Relais Emploi received 7 000 young people and 6 000 adults. Institutionally it is considered to be an organis...
Following  a number of its reports, in 2008 the Relais Emploi of Strasbourg created « Trajectoire Emploi » (the Employment...
The Internship Team  <ul><li>Objectives: </li></ul><ul><li>To contribute to the development of internships within the Rela...
The Projects Team Objectives: With the help of the «insertion clauses» specified in the public domaine (« les marchés publ...
The Employment Team Objectives: - To initiate the search process and gather vacancies throughout the year (Summer and seas...
<ul><li>To create a service offering aimed towards businesses </li></ul><ul><li>To reinforce the link with the business co...
DEVELOPING THE RELEVANT DATABASE
Candidate identification and training process
Monitoring candidates
Candidate wishes and offers from their referent
Candidate wishes and offers from their referent
Candidate overview
Business page
Contacts with the business
Jobs within the business
Business job offers
Candidates introduced and placed into the business
Using data for a considered service offering
Profile search (quick search)
Working through data… a quantitative expertise
Working through data
Results overview
Considering progress…  Integrating the qualitative perspective
BEFORE BUSINESS  FILE IDENTIFICATION LOCATION COMMUNICATION LINE OF WORK CANDIDATE  FILE IDENTIFICATION ORIENTATION No lin...
AFTER RELATIONSHIP BASE WITH BUSINESSES CANDIDATE IDENTIFICATION COMPETENCIES ORIENTATION PROCESSING BUSINESS IDENTIFICATI...
THANK YOU FOR YOUR ATTENTION
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Sandrine RATH, Emmanuel BECK: To develop a sustainable relationship in the paths to job

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Transcript of "Sandrine RATH, Emmanuel BECK: To develop a sustainable relationship in the paths to job"

  1. 1. « Trajectoire Emploi » - the Employment Path: developing a long-lasting relationship with the business community In 2008 the Employment Intermediary « Relais Emploi » of Strasbourg created an activity targeting the business community by putting together a team called « Trajectoire Emploi ». Consisting of ten professionals, it offers a range of solutions, such as internships or targeted employment search, all with the same objective in mind: namely, to match the jobseekers' expectations with the needs of the business community.  Theme A: State of the art of territorial intelligence
  2. 2. This is Strasbourg:
  3. 3. Strasbourg is also this:
  4. 4. Employment Intermediary « Relais Emploi » 6 643 youngsters guided 5 840 adults guided Young People ADULTS Female : 54% Male : 46% Female : 53% Male : 47% 15 agencies <ul><li>Professional Training Courses </li></ul><ul><li>Job Share </li></ul><ul><li>Jobseekers </li></ul><ul><li>Employment </li></ul><ul><li>No Professional </li></ul>
  5. 5. GEOGRAPHICAL PARTITION
  6. 6. In 2007, the Relais Emploi received 7 000 young people and 6 000 adults. Institutionally it is considered to be an organisational structure guiding members of the general public who are at the margin of the labour market and therefore have least chances of finding employment. With respect to local partnerships, the Relais Emploi, aiming to achieve « long-term employment », deal with various people either directly or via the intermediary of the social services or other local associations. Nevertheless, for a number of years the Relais Emploi has been emphasising a growing difficulty in successfully fulfilling its goal of achieving long-term employment, and for the following reasons: REPORT – CONTEXT 20 % d’offres « ouvertes » (avec les coordonnées de l’entreprise) sont très peu utilisables par notre public (principalement plus éloigné de l’emploi) face à la concurrence 1 offre = 1 candidat - les offres « fermées » font l’objet d’un traitement interne à l’Anpe ; le Relais Emploi assiste le public pour télé candidater, mais la présentation à l’employeur est à la discrétion de l’Anpe ; - les outils de l’Anpe sont mobilisables par le Relais emploi, mais à deux conditions : la personne doit être inscrite à l’Anpe (40% seulement de notre public) ; - Seulement 1/3 des offres d’emploi sont traitées par l’Anpe Employment Marketplace 20 % of the « open » offers contain information about the business. The public we deal with (in the majority of cases, those at the margin of the labour market) finds it difficult to face up to competition: 1 offer = 1 discreet candidate 80 % of the « closed » offers do not contain any information about the business. 1/3 of the offers reviewed by the Jobcenter « Pôle Emploi” «Open» market «Hidden» market 2/3 of the offers are filled without any prior advertising
  7. 7. Following a number of its reports, in 2008 the Relais Emploi of Strasbourg created « Trajectoire Emploi » (the Employment Path), a body specialising in building relations with the business community. 3 teams – 3 specialities THE TEAMS AND THEIR SPECIALITIES Job Share Insertion Clauses (Bâtiment) Employment Summer and seasonal jobs Targeted search for work <ul><li>with common objectives: </li></ul><ul><li>To develop a long-term and respectful relationship with businesses; </li></ul><ul><li>To respond simultaneosly to the jobseekers' expectations and the needs of the businesses; </li></ul><ul><li>To allow the jobseekers to achieve permanent employment. </li></ul>
  8. 8. The Internship Team <ul><li>Objectives: </li></ul><ul><li>To contribute to the development of internships within the Relais Emploi ; </li></ul><ul><li>To promote access to the internship contracts, including for those young people at the margin of the labour market; </li></ul><ul><li>To develop a partnership with the internship network in the marketplace. </li></ul><ul><li>Means : </li></ul><ul><li>To offer the young people a bespoke course in order to prepare them for an internship and help secure the internship contract. </li></ul><ul><li>To define and confirm their internship plan, offering them to uncover the world of business and all the parties to the internship process (employer, “CFA”, consulting chamber etc). </li></ul>
  9. 9. The Projects Team Objectives: With the help of the «insertion clauses» specified in the public domaine (« les marchés publics »), to increase the rate of access to employment for jobseekers in difficulty. Targeted population: young people without qualifications, recipients of the government aid « RSA » (« Revenu de Solidarité Active »), the long-term unemployed.
  10. 10. The Employment Team Objectives: - To initiate the search process and gather vacancies throughout the year (Summer and seasonal jobs, ad hoc); To assist the referents in the vicinity in their placement process; To develop partnerships with small businesses from advantageous areas operating in the service sector (restaurants, small-scale commerce etc).
  11. 11. <ul><li>To create a service offering aimed towards businesses </li></ul><ul><li>To reinforce the link with the business community in order to augment the rate of placements </li></ul>By identifying their needs DEVELOPING A LASTING PARTNERSHIP WITH THE BUSINESS COMMUNITY <ul><li>Exchanging information </li></ul><ul><li>Exchanging profile types in order to decide on the course of action and commence the process: driving licence, contract of professionalisation, professional training courses etc) </li></ul><ul><li>Common effort in finding the right candidates </li></ul>Entreprise Identification Location Communication Line of work Available jobs (« ROME »)  Job offers General Public Identification Competences Orientation Processing Offre de services
  12. 12. DEVELOPING THE RELEVANT DATABASE
  13. 13. Candidate identification and training process
  14. 14. Monitoring candidates
  15. 15. Candidate wishes and offers from their referent
  16. 16. Candidate wishes and offers from their referent
  17. 17. Candidate overview
  18. 18. Business page
  19. 19. Contacts with the business
  20. 20. Jobs within the business
  21. 21. Business job offers
  22. 22. Candidates introduced and placed into the business
  23. 23. Using data for a considered service offering
  24. 24. Profile search (quick search)
  25. 25. Working through data… a quantitative expertise
  26. 26. Working through data
  27. 27. Results overview
  28. 28. Considering progress… Integrating the qualitative perspective
  29. 29. BEFORE BUSINESS FILE IDENTIFICATION LOCATION COMMUNICATION LINE OF WORK CANDIDATE FILE IDENTIFICATION ORIENTATION No link between the candidate and business files No useful application of data No recollection of information from one year to the other Result:  No work continuity from one time period to the other  Difficulty analysing activity and finding ways to improve  Loss of time LIMITED AND NON-EXHAUSTIVE DATA LIMITED AND NON-EXHAUSTIVE DATA
  30. 30. AFTER RELATIONSHIP BASE WITH BUSINESSES CANDIDATE IDENTIFICATION COMPETENCIES ORIENTATION PROCESSING BUSINESS IDENTIFICATION LOCATION COMMUNICATION LINE OF WORK JOBS (« ROME ») JOB OFFERS Result:  No loss of information, making it accessible to all  Better performance and saving time  Increasing repeate activity and credibility Business data is stored and can evolve from year to year LASTING RELATIONSHIP « MEMORY » OF THE BUSINESS RELATIONSHIP USEFUL DATA APPLICATION AND ANALYSIS USE OF COMMUNICATION TOOLS TEAM PROFESSIONALISM
  31. 31. THANK YOU FOR YOUR ATTENTION
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