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Month: February 2021

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Moving to Tours: Natalie's testimony on France Bleu

press review

Moving to Tours : Natalie's testimony on France Bleu

Broadcast #MySolution of 19 February 2021

On Friday 19 February 2021, the founder of Switch Up, Gabrielle Rodier, was lucky enough to be asked by France Bleu for a radio interview. Indeed, the programme #Ma solution, initiated by France Bleu was created on the basis of the citizen platform Make.org. Switch Up was mentioned and highlighted by a resident of Val de Marne, Natalie. Listen to Natalie's testimony on France Bleu about her move to Tours.

The Make.org citizen consultation allows all listeners to share solutions to local needs. This helps to improve their daily lives for example.

Natalie was therefore chosen by France Bleu to speak on air. Through a workshop at APEC, Natalie heard about Switch Up. It was the perfect moment for her: she was planning to leave the Val de Marne to move to Touraine. In the meantime, she even found a job at the CNAV in Tours.

She hopes that the Switch Up initiative will be developed throughout France. This will help people on the move to move under good conditions.

Gabrielle was able to present the Switch Up solution to the audience and explain the registration process in more detail. The support for the installation and integration by local inhabitants, the Switch Up ambassadors, was also discussed. 

After listening to Nath$alie's testimony on France Bleu about her move to Tours, don't hesitate to support us on Make.org!

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Categories
Professional mobility Preparing your mobility

How do I choose my electricity subscription after moving?

Choosing an electricity subscription after moving house

  • Papernest

Moving house takes a lot of time. Sometimes you don't have time to do all the things you'd like to do before the big day, especially when it comes to electricity or gas. But don't worry, you can still change your electricity subscription after your move. Here are some tips and tricks to help you make the switch. We'll help you choose your electricity subscription after your move.

Which electricity subscription should I choose?

It's not always easy to make sense of all the different electricity contracts that suppliers offer. Here are some tips for choosing the best subscription for your new home.

♦ Estimate your consumption on the websites of EDF, Engie, ekWateur and all other suppliers.

The first step in taking out a new electricity subscription is to estimate your consumption. The site fournisseur-énergie indicates that you can estimate your consumption on the sites of many suppliers such as EDF or Engie by clicking here.

Estimating your consumption is an important step because it allows you to better target your research. The estimate takes into account many factors such as the age of your home, your type of heating (electric or gas), your household appliances, etc.

♦ Electricity subscription comparisons.

Once you have seen your estimated consumption, you can look at the electricity subscriptions.

There are many subscription offers. Choose a subscription that meets your needs and is cost-effective. You can also consider factors such as the supplier's carbon footprint. This is a key factor if you want to be more environmentally friendly.

To help you make your choice, Fournisseur Énergie recommends using an electricity subscription comparator. They show you comparisons of different electricity subscriptions and suppliers. They are very useful for clarification and to simplify your search.

Things to remember for your move.

You can of course change your offer after your move. However, there are certain steps that must be taken before you move.

♦ Inform your supplier of your move.

When you move house, it is necessary to inform your electricity supplier. Your electricity contract is specific to your home as it meets its specific needs. According to the Energy Supplier's moving guide, your supplier will ask you totake out a contract for your new home if you want to stay with them.

At the same time, it will terminate the electricity contract for your old home. Indicate the date of your move so that the supplier can terminate your contract on that specific date. They will also make a request for the connection.

The electricity offers are without obligation. You can therefore take out an electricity subscription before you move and change it once you are settled.

♦ Commissioning.

You need to be connected if you want to have electricity in your new home. You must request this from your supplier after you have taken out your electricity subscription for your new home.

Commissioning is a costly operation. It takes several days for a standard connection. We therefore advise you to make your request at least two weeks before your move. If you would like to know more about commissioning, click here.

Although it is possible to change your electricity subscription after you move, don't forget to request a commissioning beforehand! Otherwise you risk being left without electricity.

Here are our tips for choosing your electricity subscription after a move. Are you moving for professional reasons? Would you like to be helped with your mobility and welcomed in your new home? Call on our ambassadors ! They will be able to help you with your administrativeprocedures , including those for electricity!... To find out more, contact us or visit www.switch-up.fr

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Categories
Professional mobility Preparing your mobility

The 5 steps to follow to live your mobility serenely

The 5 steps to follow to live your mobility serenely

  • Lauren Pinel

Successful mobility is prepared mobility. Indeed, moving requires time and energy. So, optimise your move by following the 5 steps to follow in order to live your move with peace of mind. 

5 steps to a smooth move

1. Project yourself into your future home.

Housing visits are scheduled. Now is the time to plan. Where will I put this pedestal table? How will I arrange my sofa and TV unit? Questions that may seem trivial to you... but you should think about them when you visit the home you want to move into. This will make it easier for you to fill your boxes and sort out the contents! If you're moving to a bigger place, also start identifying the furniture you'll need, and if you have to buy it on the internet, have it delivered directly to your new home (or to the nearest relay point).

2. Anticipate the boxes.

What a great transition! Of course, we all go through it. Now it's up to you to make sure that everything goes smoothly. Here are some tips:

  • Organise your time several weeks in advance so that you can do a little each day. This way, you will experience it less painfully and hurriedly. No stress!  
  • Sort the items by room to save time when unpacking. One colour per piece and a few stickers will make your life easier!
  • Sort it out! There's no need to take old clothes with you because you might be able to put them back. Sell them, give them away or put them in the containers for the most needy. Not only will you free up space, but you'll also make people happy! 

3. Cancel your old subscriptions.

This is probably the most tedious and worrying part of moving house... There is always the fear of forgetting a subscription and being left with bills you don't even know about. If you're organised, you probably have a file of your bills. So grab your phone or computer and cancel them with a few clicks. For the less organised, here are the basics:

  • Cancelling your lease : You must send a letter by registered mail with acknowledgement of receipt or hand-delivered. Think about the notice period, which can vary from one month to three. You could end up paying double rent for several months.
  • Water : To cancel your water contract, contact them at least two weeks before you leave your home. In addition, remember to take a meter reading on the day to avoid unpleasant surprises.
  • Home insurance : Once your move-in date is set, contact your insurer to inform them of your change of address. If you are cancelling, remember to send a letter with acknowledgement of receipt so that your request is taken into account.
  • Energy : To cancel your contract, contact your electricity and/or gas supplier to inform them of your upcoming move. Nothing could be easier, they will take care of cancelling your contract.
  • Internet : You can cancel your subscription or simply change your address in your contract. For a cancellation, a letter by post with acknowledgement of receipt will suffice. But beware, you may be charged a cancellation fee!
  • Waste: Contact your local council!

4. Subscribe to new contracts.

To avoid spending your first evenings with candles and taking cold showers, think about subscribing to your new contracts. Don't wait until you're settled in to do this, you may need to start at least two weeks in advance. If you don't have enough time, or if you are afraid of making a mistake, get some help! There are now platforms that do the subscriptions for you, so take advantage of them! For example: Hopenergie.com Hopenergie.com allows you to compare the offers from electricity and gas suppliers. This will allow you to choose the one that suits you best for a comfortable and serene home.

The Green Touch: You can also find out about local energy offers for better resource sharing and more responsible consumption.

5. Prepare for the day in advance.

Are youmoving across France or to the next village? In all cases, you need to plan your move. Plan ahead so that everything is ready on the day of your departure/installation. Be careful, whether you use a removal company or hire a lorry, you need to plan for several days or weeks to ensure that everyone is available. You should also anticipate the cleaning and any repairs that may need to be done before leaving your home. This way, you won't find yourself with any surprises when you check out. 

Here are our 5 steps to follow to live your move with peace of mind. Are you moving as part of a professional move? Would you like to be helped with your move and welcomed in your new home? Call on our ambassadors! They can help you discover the city. But also to find the house of your dreams, to carry out your administrativeprocedures... For more information, contact us or find us on www.switch-up.fr

Categories
Candidate experience Professional mobility Preparing your mobility

Key figures to remember: geographical mobility and candidate experience

Key figures to remember: geographical mobility & candidate experience

  • Lauren Pinel

In August & September 2020, we conducted a study on candidate mobility. This study was conducted among 50 French recruitment agencies. Between mobility to take up an interesting position and the desire to move to the provinces post-Covid, here are the key figures to remember concerning mobility and the candidate experience.

Candidate mobility, an update on the situation.

Across all the firms we surveyed, here are some key figures to remember regarding employee mobility and the candidate experience. An average of 20% of candidates move to another region to take up a new position. All recruiters are faced with candidate mobility. This may involve mobility: Paris - Region / Region - Paris / Region - Region.

While studies show that 80% of Parisian executives want to leave ParisThe firms surveyed confirm this trend. They are receiving more applications from employees who want to move to the regions. "More and more candidates are looking to move and want a change of life," confirmed several recruiters. A large pool of candidates is therefore available. It is therefore necessary to know how to approach them and accompany them in their change of life!

Measuring the suitability of applicants to move.

Many recruiters have lost a candidate in the process because the process involved moving.

Catherine was to join a company in the Vendée. Everything was going well but at the last moment she turned down the job. She was afraid of not fitting in with the local culture and not finding accommodation.

The reasons are often the same. In the case of a family, mobility does not only affect the future employee but also his or her spouse and children. The spouse has to find a new job, the children have to change schools. The whole social life has to be rebuilt in an unknown place... Thus, it is necessary to be able to quickly understand the motivation of a candidate to change region in order to pursue, or not, the process. If their motivation is still strong, they should be supported in their efforts.

♦ The methods

In order to validate that the candidate is motivated and aware of this change of life, the recruiters interviewed have several methods:

First, ask the candidate if they are mobile, and if so, in which regions.

"If the candidate says yes and is very mobile and/or mobile in the region concerned, the process continues. If they are resistant at first, the exchange does not continue."

Secondly, as the location of the job is indicated in the advertisement, the question does not arise. Recruiters do check that the candidate has taken note of the location of the post and that he or she is not closed to mobility 

"I ask them directly if they are interested in the city of the job."

Finally, some recruiters go further and make sure that the candidate has discussed mobility with his or her spouse. "I check that he has discussed it with his spouse and that she agrees. And they are right!

♦ The reasons for success

Most importantly, the qualification of a candidate's willingness to change region. This is obviously the key to success. If it is a question of moving closer to family, of a desire to improve one's living environment in a known region, candidates will go through with the process. Especially if it's a job in a big city.

Most of the time, candidates are willing to move to improve their living environment because they have children, for example, or because they are moving closer to their family.

For a very interesting job, some candidates are willing to move to a remote area. However, this is much more complicated. And yet, some cities that are not very attractive at first glance may have qualities! They will suit some candidates who might not have thought of them. Discussing the living environment and the advantages of these cities with candidates is a real strategy. It can trigger the candidate's motivation to take the job. 

♦ The reasons for failure

"I had placed a candidate in a regional city. A few days before taking up the post, he called me to say that he had to discuss it with his spouse. As a result, the spouse did not agree and the candidate did not take the job.

Another key figure to remember about employee mobility is that 44% would refuse a job if it meant moving.

If the candidate's motivation for mobility has not been sufficiently developed, there may indeed be failures at the end of the process. The same is true if the recruiter does not have any solutions to propose to the candidate to overcome these obstacles. These failures lead to a loss of time and money for the recruiter.

In cases where the job is not enough to make a positive decision, you need to go further. For example, present the living environment and the location of the job. This allows you to see with the candidate whether he or she can integrate into the region and live there permanently. Another solution may be to propose solutions and support for mobility (see below).

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Presentation of the living environment.

Take the time to talk to your clients about the area and its benefits and don't hesitate to write about it in your recruitment advertisements. This could attract new candidates who might not have applied without a description.

In the interview, talk to the candidate about the region. During the exchange you can get information about the candidate and connect them with the region to confirm their interest.

For example: a candidate did not necessarily think she would move to the Vendée. But by talking to her recruiter about local life, she finally became interested in the region and settled there. She took the job and is still there. For a job in a remote area, try to get information about daily life to share with the candidate.

Typical example

A recruiter told us about a position he had to fill near Mont Saint Michel. Few candidates applied. As for those with whom he spoke, he only talked to them about Mont Saint Michel. This did not really excite the candidates. 

The Mont Saint Michel is certainly very beautiful but to visit it during the holidays. Moreover, the candidate will not live directly on the Mont but in a nearby town. Not being able to talk about local life was a problem for this recruiter. The tourist information will not necessarily allow your candidates to project themselves into a life on the spot. Nor will it encourage them to be interested in the job.

If you don't know anything about the area, you can put them in touch with a local person. This person will share information with them and can tell them about life in the area. If there are commonalities between your candidate's interests and the area, you can be sure that this will be a good thing. The candidate will be grateful.

You have just read our key figures on mobility and the candidate experience. Are you recruiting candidates from other regions and want to make them feel welcome? Call on our ambassadors! They can help your new employee discover the city. But also to find the house of their dreams, to carry out their administrative procedures... To find out more, contact us or find us on www.switch-up.fr

This article was written by Cécile N. Cécile N., at your service to help you welcome and integrate your future talents.

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Categories
Professional mobility Preparing your mobility

Choose your neighbourhood in 5 steps.

New district
New district

Choosing your new neighbourhood in 5 steps

  • Gabrielle Rodier

Living, working or doing business in a new area is determined by a number of criteria, which should be carefully considered. Know why you want to move and then follow our 5 steps to choosing your new neighbourhood! All this by asking yourself the right questions: it will help you see things more clearly. 

Why am I moving to another region or neighbourhood?

More than 700,000 French people change region every year and more than one in two dream of doing the same within five years. The reasons for this are: a better balance between professional and family life and, often, a warmer climate. But beware: there is nothing trivial about such a project and, above all, each main reason often corresponds to a lifestyle and therefore a type of neighbourhood!

Working
Leaving Paris for a new professional start... Living environment, transport, rhythm: it is possible to win on almost every level. However, it is important not to over-idealise.

J'entreprends
Incubators, competitions, technical and financial support: the regions are vying with each other to attract entrepreneurs. They highlight their economic assets, their personalised support and a certain art of living.

Business
Rather than favouring a particular climate or region, some people are more interested in finding a place that matches their values and aspirations.

If you are looking for a new home in a city that you may not know inside out, we can help you.

Not sure which district to choose?

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5 steps to follow when choosing your new neighbourhood

♦ 1st step: define the typical portrait of your new neighbourhood (ideal!)

Before you head off, make a list of what is most important to you in terms of where you live. You will probably have to make compromises: put the most important criteria at the top of your list and eliminate any neighbourhoods that do not meet them. On the other hand, be prepared to put your lower priority expectations in brackets or you may never find a place to live. So what are the main questions to ask yourself?

Do you have children or are you planning to have children?

As a parent, one of the first things to do when looking at a neighbourhood is to find out which schools your children will attend. If you are single, proximity to a highly rated public high school or college will increase the resale value of your home.

How willing are you to commute?

If you plan to drive to work, it is best to live near an access road. If you plan to use public transport, look for areas with good transport links.

Do you want to live in a new district or in the historic centre?

The historic city centre areas have a lot of character but are often expensive and noisy. Buildings in these areas often require extensive and regular maintenance. Newer neighbourhoods are by definition more modern and environmentally friendly, but are usually far from the city centre.

What about your spouse?

Because moving house should be a team choice, don't hesitate to answer these first questions together and then compare your answers... For a new stage of life to be successful, all the parties involved must be in agreement with the life choices decided upon! This is all the more important if your partner decides to follow you in this adventure: at the beginning, he or she may not have a professional or personal activity equivalent to the one he or she is leaving.

It is essential that he/she likes your new life so that everyone is happy with the change. 

♦ 2nd step: target your search geographically

If you are moving to a new city, you should already have an idea of where you want to live. Identify the neighbourhoods closest to your expectations.

If you are moving to a new city, the first thing you need to do is to decide in which part of the city you want to live. For example, if your future workplace is in the south, start with the southern districts, etc. This is especially important in a large city.

However, it is not always easy to find a map with the different districts of a city. To help you, some cities provide access to their data and in particular their geographical data. For example, for new Nantes residents you will find the following map showing the different districts and their perimeters in the city of Nantes. A good start to delimit your search area!

♦ 3rd step: consult the locals to choose your neighbourhood

This survey phase should enable you to identify the 3 or 4 most interesting districts. Do your initial research on the internet and ask our Ambassadors for their objective recommendations! 

Choose an Ambassador who obviously has a lifestyle that suits you. It makes sense that you have different desires at 20 than at 50, and different needs when you move alone or with your family.

♦ Step 4: Visit the neighbourhoods and look for clues

Now it's time to get out there and walk around the areas you selected in the previous step. If you live too far away from your destination city to organise a scouting trip, you may want to ask one of our local residents to help you: he or she will be more efficient and thorough in his or her research and will save you valuable time in organising your orientation. Below is a list of tips and tricks to help you select your neighbourhood.

What was your first impression of the area?

Did the inhabitants seem friendly and happy? Were the shopkeepers friendly? Did you find the houses pretty and well maintained? You are going to live in your neighbourhood for many years, so it might as well be a source of positive energy! 

Meet the neighbours!

Ask them what they like best about their neighbourhood, but also what 2 or 3 things bother them the most. Are they aware of any upcoming development work? New buildings? Think about asking the town hall as well. They will give you a clearer idea of the possibilities for development in the neighbourhood...

Think about your daily life, the different moments of the day.

If you can't go to work without your morning espresso, you need a coffee shop nearby. If you have a dog, where do you walk it? If you love Italian food, is there a good pizzeria not too far away?...Are the roads congested during rush hour or after school? Are there a lot of people hanging around in the evening? 

The noise of the tram, the nearby hospital, trains or bars may be reassuring during the day but what about at bedtime? Go to school. Even if you don't have children, it's always instructive to see what the locals are like. A good way to get an opinion is to observe parents dropping their children off at school.

♦ Step 5: Make sure you can find accommodation that fits your wallet

You have chosen your neighbourhood. But can you afford to live there? Take the time to assess your financial situation and ask our teams for an idea of the price per m2 in the various districts.

You have just read our 5 steps to choose your new neighbourhood! Are you afraid you won't be able to manage everything on your own? You don't know your new city and don't know how to choose your neighbourhood? Call on our ambassadors! They can help you discover the city. But also to find the house of your dreams, to carry out the administrative steps... They can help you in your choice by advising you on the choice of the ideal district for you. To find out more, contact us or visit www.switch-up.fr

Categories
Ambassadors Professional mobility

The missions of a super ambassador!

The missions of a Super Ambassador!

  • Lauren Pinel

What if you became a Super Ambassador? Find out about their roles and missions!

How to become a super ambassador?

Switch Up's vision is ambitious: to make geographical mobility an asset, in the service of employment and the attractiveness of territories.

To achieve this, beyond the geographical network created by the presence of our Ambassadors, it is essential to establish a real proximity between them, our client companies, our users and the Switch Up team. In this way, we will establish win-win relationships.

This proximity is established, among other things, thanks to our Super Ambassadors. But what are their different missions and roles with newcomers?

♦ Create and lead your team of ambassadors

Many people want to welcome newcomers to their town. But to join the Switch Up adventure, you need to gather a number of skills. As a Super Ambassador you can talk to potential ambassadors in your area. You will be able to give them the necessary explanations and, if you deem them suitable, integrate them into your team.

Creating and leading a team of Ambassadors is one of the main missions of our Super Ambassadors.

♦ Ensure the smooth running of the missions and train the ambassadors

At Switch Up, our Ambassadors have access to our Welcome Academy. This is a real training base to welcome and facilitate the geographical mobility of our users.

Our Super Ambassadors ensure that their teams are trained via our e-learning tool but also locally in person. Being the first line of support for their teams to ensure that their missions run smoothly is essential. On the other hand, proposing and co-constructing training courses is the second mission of our Super Ambassadors.

Did you know that Switch Up has more than 250 ambassadors throughout France?

Discover their portrait
♦ Remuneration and satisfaction

Because the success of your team's Ambassadors must also be the success of the Super Ambassadors, we have set up a remuneration system. This is based on the satisfaction of our Users. 

Newcomer satisfaction is at the heart of our approach and is part of the objectives of the whole team: Ambassador, Super Ambassador and Support Team.

Categories
Employer branding Professional mobility Prepare your mobility Company solutions

The French Tech visa: an opportunity for foreign talent

The French Tech Visa: an opportunity for talent from around the world

  • Lauren Pinel

Regularly cited as a driver of employment, is the start-up ecosystem really recruiting? The emblematic French Tech, whose the scoreboard shows 18,000 companies employing 353,000 people, indicates that employment within start-ups represents a 1.8% share of French private salaried employment. In a phase of strong growth, the development of these companies involves international expansion and a significant need to welcome and integrate new international employees.

What type of visas are required to enter France?

♦ The easiest way: the French Tech visa

The French Tech visa is a simplified procedure for investors, founders and employees of non-European startups who want to settle in France.

Its main advantages: the visa is available for the spouse and dependent minor children. Moreover, this visa is valid for four years and renewable. Finally, diplomas are not taken into account for certain categories.

For the host company

The company must take the necessary steps to be an innovative company, and therefore be eligible for the French Tech visa:

  1. The company must be registered in France and have a SIRET number 
  2. It must have; one of the following: the status of "Young Innovative Company (YIC)", specific public funding for innovation, been supported by a French or foreign VC, been incubated / accelerated in France or abroad. Finally, it can be part of the current promotion of the Pass French Tech
  3. Apply online, for a processing fee of €324, and then pay a fee once the visa has been validated.

For the applicant

  • If the applicant is an employee : He/she will need an employment contract of at least three months with a French company eligible for the French Tech visa, as well as a gross annual salary of at least twice the minimum wage. Once the contract is signed with the employer, the company will provide the applicant with a certificate. This certificate will enable the applicant to apply for a long-stay visa (three months before arrival in France) and then a residence permit. Supporting documents will be requested, and the total cost of the visa and residence permit is €368.
  • If a founder : He or she will need official admission to one of the incubators, accelerators of the French Tech visa. They will also need financial resources or a gross annual salary corresponding to at least one year's salary at the minimum wage. It will then be necessary to apply for a long-stay visa at the embassy or consulate no earlier than three months before arrival in France. The founder can then obtain a residence permit.
  • If it is an investor: Once selected, the partner will send a letter from the DGE certifying that the company is an innovative enterprise. It will then be necessary to apply for a long-stay visa at the embassy or consulate three months before arrival in France. The local prefecture will then issue a residence permit. This allows you to live and work in France for 4 years, renewable. 

In these three cases, the applicant's family In these three cases, the applicant's family (spouse and dependent minor children) benefit from a simplified "accompanying family" procedure. The spouse automatically obtains the "Passeport Talent - famille" residence permit. Dependent children under the age of 18 do not need a residence permit. However, the applicant must obtain a "minor foreigner" circulation document.

Want to know more about international procedures?

Let's make an appointment!
Let's go!

A visa is not enough for a successful settlement

  • Permanent accommodation: it is not always easy for a foreign employee to present a joint and several guarantee to obtain rented accommodation. Don't panic, solutions exist and our Ambassadors can set them up directly with your employees.
  • Social security: Allow about half a day for all the players to set up and complete the formalities for registration with the CPAM. The aim is to obtain a social security number, the key to health care in France!
  • The treating doctor:Finding a doctor who is willing to take on a new patient is often complex. If the doctor has to be English-speaking, it can sometimes be a real challenge. Our ambassadors are trained to explain how the French health system works. They use their local knowledge to find solutions.
  • The driving licence : Reciprocity agreement, online procedure and very, very long processing time...the exchange of driving licences is one of the most dreaded procedures for our employed newcomers...With method and anticipation (before leaving) we always end up getting the elements!
  • Opening a French bank account: Obligatory to rent an accommodation or to make certain administrative steps, the opening of a bank account is prepared even before the arrival of the employee. Debit card, credit card, cash payment, deferred payment, international transfers... opening a bank account can now be done online in a few minutes. However, you will have to take into account cultural differences, but also find an English-speaking bank contact. This will be a much better option in the long run!

To sum up, the person accompanying a new expatriate employee on French soil must take care of a few essential steps to integrate the newcomer in France. From health care to transportation, including banking procedures, the person accompanying the employee (HR or ambassador) must take care of several aspects of the installation so that it goes smoothly. Once the administrative part has been organised, do not forget the integration part: French lessons, spouse's job, children's schooling...

Let's recap...

Our Ambassadors are the local reference for your employees, guiding and accompanying them at every stage: informing, advising, explaining, helping to gather the right documents, establishing a step-by-step plan that you can follow on our platform, reassuring, reminding... they will be at their side to apply for their French Tech visa. A precious help for all the newcomers on the French territory.

Switch-Up offers you a complete and quality service. We enable new employees to settle in peacefully near their place of work thanks to our local ambassadors. They are experts in welcoming, settling in and integrating new employees.

Categories
Professional mobility Preparing your mobility

Moving with your children: our advice

Moving with your children: our advice

  • Gabrielle Rodier

According to an Opinionway survey conducted in March 2017, 82% of French people find moving house stressful. Indeed, it disrupts habits and always brings its own set of unforeseen events to deal with... especially when you move with your children! It's not always easy to get them to understand why you're moving, and to get them to accept it. Switch Up gives you some advice to help you get through this not always easy time.

Switch Up's 6 tips

♦ Inform and explain

Inform your children as soon as possible of your future move, and explain why it is necessary. It's important to be honest with them: their life will change too! Don't underestimate your child's ability to understand, even if you have to adapt to their age.

♦ Reassurance

Take the time tolisten to his fears, and respond to them. Is he afraid of losing his friends? Tell him that you will write to them, exchange photos, and that they will be able to come home on holiday. Tell him about the positive aspects of his new life: a bigger house, a room all to himself, a garden to play outside... things will change, but for the better!

♦ Reading books

There are books in children's literature about moving house that can help your child. They play down questions that your child may have, but also deal with aspects that you may not have thought of and that are likely to affect them. There are books for all ages and they can help you find the right words to talk to your child.

All Children's books

♦ Introduce him to the city

Moving to an unfamiliar city is always frightening, so if you can, introduce your child to the new place before the move. Introduce him to the neighbourhood, the school, the park... Making this new place a known place is a big step forward. If you are not yet familiar with the place, you can take one of our ambassadors on a tour. It is always easier to know the parks, walks, activities and to have the opinion of a parent with children in the same age group.

♦ Associate it with the big change

Moving house means packing boxes, so let him do it with you! He will be able to sort through his games, but don't force him to throw away too much: he should be able to keep a familiar environment. Write his name on his boxes with him to reassure him that he will soon find his things in his new room. It can also be useful to involve him in part of the moving day.

This will make the change real: there is no turning back, the old house is empty... let's go and set up the new one! However, if he is too small to participate, try to leave him in your care for part of the day: if he is in your pasta, this may create additional stress for everyone.

♦ Allow him to socialise

A change of address often means losing friends, but it is also an opportunity to make new ones. Enrol your child in school, in sports, take him to the park or the swimming pool... in short, in all the places where he can meet other children. However, don't cut ties with his old friends abruptly: the change will come naturally, gently. Going to meet children his own age is also an excellent way for you to start creating a new circle of acquaintances.

Go back to your old house! For him and for you, this house will always be full of memories, even after the move. Don't hesitate to return from time to time!

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Three ages are particularly sensitive 

7, 13 and 18 are the most sensitive ages for a move.

♦ What happens to the little ones?

Younger children are reassuredby the stability of a preservedfamily unit. The external environment, the house or the school may change, but as long as the family organisation and siblings are preserved, the child feels comforted by his or her main emotional source. They are more likely to be affected by the lack of availability of their parent, who is busy with preparations, than by the change in their living environment. Some changes in their direct environment, such as their room or food, may nevertheless disturb them. Finding familiar objects such as cuddly toys and games reassures them. It is therefore important to try to maintain family routines as much as possible, as these have a reassuring effect on the youngest children.

From a psychological point of view, when the move does not go well, sleep, eating and behavioural problems may appear, with an increase in angry, anxious or sad behaviour. Regression in toilet training or language acquisition may also occur. Initially, the child needs to be reassured and special time is required, as well as patience so that new habits can be established.

♦ The critical age of 7

According to a recent Cambridge University study by Katie Mace, age 7 is a particularly sensitive age. School-age children, from 5 to 10 years old, are moving away from the family cocoon to invest in the world. They are mainly mobilised by the development of social bonds, by the discovery of the world around them and by the acquisition of new knowledge. They will be greatly affected by the loss of their loved ones and by the transformation of their living environment. Changing schools and playmates, changing languages, and changing social rules is particularly anxiety-provoking. Highlighting the benefits of expatriation can help them to accept the positive aspects. They also need to feel that they are an active part of the project: do not hesitate to ask them how they wish to participate in this adventure!

The signs of ill-being to be monitored concern social relations (withdrawal, fear of reaching out to others), behaviour (gloominess, lack of energy, mutism, lack of interest, anger, opposition). It can also be school investment (rejection of school, drop in grades, integration difficulties), and psychosomatic disorders (fatigue, pain, migraines, sleep disorders, anxiety). Psychological support to help the transition may sometimes be necessary.

♦ The turning point of 13 years

Adolescence is a phase of change and questioning in normal times, and geographical mobility adds to this already busy period!

The change is not only that of self in relation to self but also self in relation to others. Just as they were investing in their social network in order to detach themselves from their parents, a move makes them lose both their place in the community and their autonomy. The question then becomes: "How do I know who I am when not only my body, my thoughts, but also my world changes?

Psychologically, the signs of difficulties are on a narcissistic level (loss of self-confidence, doubts about personal value, inhibition, social withdrawal), behavioural (aggressive attitude, marginalisation, opposition, mood swings, emotionality). Unfortunately, there is a risk of significant suffering, more or less hidden, which can lead to risky behaviour or depressive states if support is not found in time.

♦ Early emancipation at 18

The pursuit of education sometimes leads to international separations. These young adults who go abroad to study not only leave the family nest at a very early age, but also have to deal with more or less significant socio-cultural changes, a great sense of responsibility, early independence and a relative maturity, which may cause them some difficulties in adapting

It's clear: between the "that's the way it is" and the twenty-five sessions with the child therapist to cushion a possible shock, there is a middle ground. The questions of the little ones will be echoed by the older ones, the wording is just a little different.

A little time with each one, to clear the ground and even if you have doubts about your psychological talents, it is essential to prepare these changes as a family and to remain united...One of the keys to success is to succeed in working as a team together!

Getting support for your move

Are you afraid that you won't be able to manage everything on your own? You don't know your new city and don't know how to make it attractive for your children?Call on our ambassadors! They can help you discover the city, find the house of your dreams, carry out the administrative procedures... but also prepare the arrival of your children ! They can help you choose a school, a gym or a swimming club. They can even do the legwork for you! In this way, your children will be able to arrive in the best possible conditions... and so will you! To find out more, contact us or visit www.switch-up.fr

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Categories
Employer branding Job Mobility Corporate Solutions

QWL for employee retention.

QWL for employee retention

Too many companies neglect the well-being of their employees. They end up with a high turnover rate and recruitment costs that border on the heresy. Yet there are several simple and effective measures that can help them retain employees and even turn them into ambassadors for the company.

The finding

According to a study conducted by HEC, the turnover rate is close to 20% in companies involved in digital professions.

There are a number of reasons for this: 

  • Unhappiness at work
  • Work overload
  • Poor recognition of work done
  • Little opportunity for careerdevelopment
  • Lack of training
  • Too frequent periods of inactivity (between contracts)
  • Under-utilised skills
  • Wagestagnation

The above are some of the key points for consultants to feel good at work and stay there. It is therefore essential to look at the needs of employees. Some jobs are indeed (very) in demand.

Here are some of them: 

  • The IS architecture professions
  • The development professions
  • Big Data and IT security jobs

QWL is currently very much in vogue but not very concrete within companies. In other words, many talk about it but (too) few do it. 

Besides, what do we really put behind QWL? Table football, bright rooms, a chocolate and coffee fountain?

Without falling too much into a so-called "carefree" vision, nor claiming a vision of a "cynical" QWLHere are several areas for improvement aimed at better understanding and reacting to these problems of happiness in NSEs - IT services companies in particular.

Possible improvements

If we take up the reasons mentioned above, training resolves several frustrations felt by employees and motivates teams with defined career paths. The aim is for employees to feel useful and recognised in their jobs. 

Moreover, taking into account the personal life of employees allows for a better projection in the company in the long term.

Beyond the salary, the benefits of daily life are important: distance between the place of living and the place of work, a place in a crèche or help in finding a childminder... can really improve the quality of life at work and outside of work for employees!

In the context of professional mobility, an employee who is well established on a personal level is a serene employee, ready to invest in his or her missions.

Our customers have understood this and are talking about it: 

Delia TechnologiesDélia Technologies, located in Nantes, puts the importance of well-being in the workplace very much to the fore with a culture that is very much focused on the well-being of its employees. They also trust us with the support and installation of their new recruits. They are very satisfied!

Bertrand Charrier also cites us as "a tool that works to build employee loyalty" . Below is his feedback.

Switch up contributes to the improvement of the QWL by offering a concrete service. We enable new employees to settle in peacefully near their workplace thanks to our local ambassadors. They are experts in welcoming new employees and helping them find the right place to live. 

Categories
Employer branding Job Mobility Business solutions Territories Tours

Success story: recruiting in Touraine

Success story: recruiting in Touraine

In order to recruit talent and retain employees via its employer brand, the location of the position is the second most important element that a candidate pays attention to in a job offer*. Indeed, the The quality of life offered by a territory is a determining factor in the decision process. As a result, quality of life at work rhymes with quality of life in the region.

With more than 7 out of 10 Parisians interested in a job outside the Ile-de-France **, it is becoming essential to combine employer branding and territorial marketing. Thus, the objective is common: attractiveness! The territory thus becomes an added value for the employer brand.

To be able to plan for a new place to live

But in concrete terms, what are the levers that are activated and what role does the territory play in the final decision of candidates? Even if the questions may be numerous, they fall into 11 different categories:

  • Firstly, we find the dynamism of employment.
  • There is also the quality of the environment.
  • The cost and quality of housing is a legitimate question for candidates.
  • An important criterion for choosing a place to live is the cost of living.
  • Next is the safety of goods and people.
  • Transport and traffic are also an issue.
  • On the other hand, many candidates are sensitive to the quality of the cultural offer.
  • We are also thinking about the capacity of health care provision. 
  • The quality of the educational offer is a condition for mobile families.
  • The sports offer can be a factor in the choice.
  • Finally, the associative fabric is an important element for some people in professional mobility.

Some criteria seem to be more important than others in order to promote the development of newcomers in their living environment.

The dynamism of employment is the main factor mentioned. Then comes the quality of the environment (sea, mountains, parks, forests, etc.). Next come financial considerations, such as the cost of housing and the cost of living.

There is a difficult balance to be struck between these different desires. Indeed, a strong dynamism in terms of employment, combined with an attractive environment, rarely goes hand in hand with a low cost of living.

Finally, at the bottom of the ranking, we find cultural, health, education and sports offers. In the latest study provided by Hello Work **, these appear to be less important for personal development.

"How can I find accommodation near my workplace? "Where can I find childcare for our baby? "Where to go out for a drink after work? "What are the possibilities for leisure activities and cultural outings to build up our network of friends?

Here is a sample of the questions François-Xavier H. must have asked himself when he contacted the platform Tours Loire Valley by Switch Up to be accompanied in his installation by one of our Touraine ambassadors when he joined the company a few days ago Plastivaloire.

Selfie of François-Xavier and Sybille

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The territory: an important component of the employer brand

All these questions are legitimate for the candidate. The employer must not only care about them but also integrate them as an important component of the employer brand.

This is currently an argument that is rarely taken into account by companies located in medium-sized cities even though the location link can enable them to assert their identity. It can also enable them to meet the needs of candidates and employees already present.

Synergy is necessary to make the territorial offer an added value in the recruitment and retention process. It will be all the more effective if it relies on the strength of a local collective.

It is thus the whole territory encouraged by public institutions that makes it possible to make reception a strong axis of the attractiveness of the territory but also of the companies present locally! 

 

They talk about it in the territorial magazine: LE MAG TERRITORIAL N°71 (page 12)

WITH SWITCH UP, A NEW SERVICE to facilitate the installation on the territory…

At a time when people make the difference, technical innovation is being used to serve them locally.

The triptych Companies, Territories and Inhabitants finally finds a way to work jointly and concretely to make both industrial territories and the small towns of tomorrow shine! 

* According to a HelloWork study unveiled in December 2018: https://www.hellowork.com/enquete-recruteurs-candidats-2018/

https://www.hellowork.com/etude_mobilite_professionellle_regionsjob_parisjob_2020/ 

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