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Recrutement intégration de personnel immigrant

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http://blog.akova.ca/2008/10/conference-sur-les-strategies-de-recrutement-et-de-retention-de-la-main-doeuvre-immigrante/

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Recrutement intégration de personnel immigrant

  1. 1. Conférence du 28 Octobre « Face à la pénurie de main d’œuvre : Recrutement et intégration de personnel immigrant » Armelle Rossetti (Vice-présidente)- Akova inc. arossetti@akova.ca Blog : http://akova.wordpress.com
  2. 2. Constat : une pénurieManque flagrant de personnel qualifiéDifficultés majeures de recrutementpour les entreprises © Armelle Rossetti (Akova inc.)
  3. 3. Facteurs démographiquesFaible taux de natalitéDéparts à la retraite massifsVieillissement de la population activeSolde migratoire du Québec négatifUne immigration concentrée dans lesgrandes villes © Armelle Rossetti (Akova inc.)
  4. 4. Facteurs ÉconomiquesCroissance et climat économique favorableTaux de chômage très faible autour de 5 %(plein emploi)Emplois de plus en plus qualifiésLes filières de formation informatiques ettechnologiques en baisse d’effectifs
  5. 5. Conséquences Changements face aux recrutements Ce n’est plus l’entreprise qui choisit son candidat mais le chercheur d’emploi qui choisit son employeur ! Changements face à la rétention du personnel © Armelle Rossetti (Akova inc.)
  6. 6. Nécessité de changement de méthodes etde processus de recrutement Se promouvoir : « Marketing de recrutement » Se professionnaliser dans les RH Proposer des salaires compétitifs Prendre en compte la génération Y Annoncer la mission et les valeurs de l’entreprise Susciter l’intérêt aux métiers de votre secteur Et penser Immigration Pour devenir un employeur de qualité © Armelle Rossetti (Akova inc.)
  7. 7. Nécessité de changement de méthodesde rétention et mobilisation Coût élevé du roulement du personnel Motiver et mobiliser Considérer Former Évaluer Gérer, faire évoluer Communiquer Pour stabiliser l’entreprise et ne pas perdre ses meilleurs éléments © Armelle Rossetti (Akova inc.)
  8. 8. Pourquoi recruter du personnel immigrant ?Recruter un immigrant, une stratégie gagnante : fidélité, reconnaissance courage mondialisation créativité des équipes multiculturelles © Armelle Rossetti (Akova inc.)
  9. 9. Recruter du personnel immigrant : Préparer vous !Connaitre le profil des immigrantsDéfinir une politique de diversité et bâtir un plan derecrutement de compétences interculturellesÊtre conscient de la différence des Normes et conditionsde travail dans les autres paysComprendre les processus d’immigration, les différentsvisas et les délais à prévoirAnalyser les différences culturelles © Armelle Rossetti (Akova inc.)
  10. 10. Processus pour la résidence permanente © Armelle Rossetti (Akova inc.)
  11. 11. Recruter efficacementLes correspondances de niveau de formationLes conditions salariales à offrir et le niveaude vie dans la Capitale NationaleLes appellations d’emploi et intitulés depostes L’entrevue d’embauche avec un immigrantObtenir de l’aide© Armelle Rossetti (Akova inc.)
  12. 12. Les aidesPRIIME (Programme d’aide à l’intégration des immigrantset des minorités visibles en emploi)Les organismes qui peuvent vous aider © Armelle Rossetti (Akova inc.)
  13. 13. Intégrer des immigrants dans votre entrepriseProposer un programme d’accueil etd’intégration réussiFaire des suivis plus réguliersOffrir un tutoratOffrir des formations sur la diversitéCommuniquer efficacementMise en place d’activités spéciales © Armelle Rossetti (Akova inc.)
  14. 14. Courriel : arossetti@akova.caBlog : http://akova.wordpress.comSur le réseau Viadeo : www.viadeo.com
  15. 15. Une entreprise témoigne :Momentum Technologies
  16. 16. Intégrer la diversité culturelle Témoignage Par: Michel Ganache
  17. 17. Qui sommes-nousFirme de conseillers experts dans les technologiesOracle et JavaFondation: février 2003Valeurs: Expertise - Respect - Esprit d’équipeQualitéNombre d’employés: Bureau de Québec: 71 Bureau de Montréal: 2
  18. 18. 50% d’immigrants provenantde 19 nationalités différentes 4 2 1 1 6 3 1 6 1 1 1 1 1 1 1 1 2 2 1
  19. 19. Bref historique• Premières embauches 2 Stagiaires - Mexique (avril 2003) Employée - Algérie (sept. 2003) Finissante université – Bénin (nov. 2004)• Défi de recrutement pour supporter notre croissance Service d’orientation et d’intégration des immigrants au travail (SOIIT) = préparation, outil, référence aux organismes d’accueil Subventions salariales = diminution du risque• Prix de la CCQ: Entreprise du monde (nov. 2006)• Prix de la citoyenneté – Maurice Pollack (hiver 2008)
  20. 20. Facteurs de succèsOuverture Gestionnaires Employés ClientsRespect Dans les deux sensCommunication Écoute = 80%Empathie Comprendre que ce n’est pas facile pour un nouvel arrivant.Confiance Cela se développe lentement… et se perd rapidement. Solution: équité
  21. 21. Étapes de l’intégration1. Recrutement • Entrevue = Ça commence à ce moment2. Accueil • Important comme pour tous les employés3. Encadrement • Attribution d’un parrain (coach)4. Gestion des accommodements • Gros bon sens, Du cas par cas, Attention à la perception des employés, Équité importante5. Adaptation • Dans les deux sens
  22. 22. Conclusion Ouverture + Communication + Bonnes pratiques RHEn définitive, une saine gestion tout comme pour l’ensemble de vos employés
  23. 23. « Plus forts ensemble » La région se mobiliseMission de recrutement àl’international
  24. 24. Pourquoi le recrutement de la main d’œuvre ? ENJEU PRIORITAIRELa disponibilité d’une main-d’œuvre spécialisée et bilingue
  25. 25. Déroulement d’une mission2 mois avant le départ : • Engagement de l’entreprise – Dépôt officiel des offres d’emplois – Engagement financier • Analyse des postes par MICC • Adaptation des offres pour le territoire visé
  26. 26. Déroulement d’une mission (suite)5 à 6 semaines avant le départDiffusion des postes offerts : Bureau d’immigration du Québec à l’étranger Services publics d’emploi Quotidien et hebdomadaires Campus universitaire et/ou collégial
  27. 27. Déroulement d’une mission (suite)Sur place Rencontres publiques d’information Entretiens individuels d’embauche Suivi des candidats
  28. 28. Déroulement d’une mission (suite)Au retour Suivis aux candidats retenus Support pour le processus d’immigration Accueil des candidats
  29. 29. Résultats – mission France mars 2008• 420 postes offerts• Les profils recherchés : programmeur – analyste, ingénieur, technicien, conseiller en prévention, etc.• 702 entrevues d’embauche réalisées en 3 jours• 500 candidats aux rencontres publiques d’information sur la région• 95 offres d’emploi fermes « on the spot » aux candidats rencontrés• Près de 60 candidats sont déjà en poste• Plus de 150 nouveaux arrivants (candidats, conjoints, enfants)
  30. 30. Prochaines missions• Processus de choix des pays• Belgique :16 au 26 novembre 2008 (incluant 2 jours à Paris)• France en avril 2009• Possibilité de missions de recrutement sectoriel (régions spécifiques pour postes ciblés)
  31. 31. Une signature qui prend son sens sur… L’individu L’intelligence L’intelligenceinnovation investissement international
  32. 32. Questions & commentaires ?

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