- The "Trajectoire Emploi" team at Relais Emploi in Strasbourg was created in 2008 to develop long-term relationships with local businesses. - The 10 person team offers solutions like internships and targeted job searches to match jobseekers' needs with those of businesses. - Previously, Relais Emploi was having difficulty achieving its goal of long-term employment for jobseekers due to competition for jobs and limited information available about many opportunities.

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. This is Strasbourg:

3. Strasbourg is also this:

5. GEOGRAPHICAL PARTITION

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

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. 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).

12. DEVELOPING THE RELEVANT DATABASE

13. Candidate identification and training process

14. Monitoring candidates

15. Candidate wishes and offers from their referent

16. Candidate wishes and offers from their referent

17. Candidate overview

18. Business page

19. Contacts with the business

20. Jobs within the business

21. Business job offers

22. Candidates introduced and placed into the business

23. Using data for a considered service offering

24. Profile search (quick search)

25. Working through data… a quantitative expertise

26. Working through data

27. Results overview

28. Considering progress… Integrating the qualitative perspective

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. 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. THANK YOU FOR YOUR ATTENTION