This episode of Expert Talk is designed to help your company attract Parisian talent so that you can stand out in the 'war for talent'.
60% of Parisian executives say they are ready to leave Paris to live in the provinces. At the same time, the recruitment of executives is proving to be a real challenge. In fact, in a labour market that is almost at full employment, companies are competing with each other. So what solutions can HR rely on to highlight their added value?
With the will to be pragmatic and to stick as close as possible to reality, Benjamin Casseron (from EXTERNATIC) brings us a new look at recruitment in a market under pressure.
When recruiting, following an initial video conference interview, it may be worthwhile to offer the candidate a face-to-face interview . This should preferably take place at the beginning or end of the week to allow the candidate to visit the city with their family at the weekend.
The company can also add a tab to its job section . This tab will contain information about the city, its heritage or cultural activities to help the candidate make a decision.
Make sure that the candidate has already researched the city for him or herself and for the family. There is sometimes a long way to go between wanting to move and actually doing it. Leaving Paris for another provincial city can be difficult.
In this respect, a complementary telephone interview with a local person capable of answering the various questions of the candidate can facilitate the process and remove certain obstacles.
Remember to prepare a sales pitch with supporting figures to answer the question of the wage gap between Paris and the provinces.
For Nantes, the gap is nearly 30%.
This gap is of course modulated according to the sector and the size of the company. Explaining the differences in costs will help the candidate to better understand and accept this difference. The real estate market is more affordable and it is easy to spend weekends by the sea or in the mountains.
From the recruitment process to the acclimatisation of the employee and his/her family, Switch Up offers complete and individualised solutions. The employee will be able to choose an ambassador to accompany him or her and inform him or her about his or her new home. Leaving Paris and moving to the provinces is the case for many of the mobile people we support.
Switch Up Ambassadors are inhabitants of the host territory. They are selected for their ability to listen and their expertise in certain fields. They know the particularities of the different neighbourhoods of a city, expatriation, the associative fabric or local schooling solutions etc. In addition, they speak several languages. This creates a real relationship of proximity in a climate of trust. During the recruitment process, the ambassadors can answer all the questions that candidates may have, in a neutral manner.
Many of the additional services available on www.switch-up.fr can be very popular with talented Parisians and their families. For example, they can help families to find a choice of childcare for their youngest children.
The Onboarding process extends outside the company and involves the employee and his or her family members. Thus, the new employee will be integrated into a new professional team but also into a new territory.
