Key Account Manager Mobility (M/F)
Switch up is a Saas platform that connects newcomers to a territory with local Ambassadors, in order to accompany them in their mobility.
Gabrielle RODIER, founder of Switch Up, tells you about it in video:
Reporting to the Business Development Manager, your tasks will include the following:
- Retain, negotiate and renew contracts with existing customers to maintain acquired volumes.
- Visit prospective partners, potential local business providers and specifiers (design offices, economists, town planners).
- Set up local commercial events.
- Keeping an eye on the competition.
- Drawing up offers and defining the associated commercial conditions.
- Drafting and signing contracts, agreements and conventions.
- Leading the different partner segments including national and regional key accounts.
- To be the commercial contact for partners during the implementation of work related to our services.
- Promote Switch Up within regional/national bodies during events (congresses, trade fairs, general assemblies).
- Use our reporting tools (CRM, Outlook etc.).
Mobility Key Account Manager
CDI / Status Executive
SIGMA 2000 (Ile de Nantes)
To be filled ASAP
⏰ Day rate
According to Profile
+ Restaurant vouchers (each day worked) up to 8 euros (50% paid by the employer),
+ Company mutual insurance,
+ CSE benefits
2 to 3 days per week (vs 5-seater company car)
Laptop computer provided
Accessible by tram, bicycle, bus etc.
- Transport: 50% of the cost of transport passes paid by the employer
🏠 Possibility to help you move to Nantes with our Switch Up services
You have a commercial or technical background (ideally Bac+4/5 or equivalent), you have experience in the marketing of HR solutions or in the support of a project to attract territories or companies.
🛠 You are a developer at heart and you are a man/woman in the field.
You know the particularities of selling to communities and private companies.
A collaborative platform launched in Nantes to promote recruitment by local companies.
08 October 2021
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Switch up x Vorwerk, the podcast!
As part of Nantes Digital Week, Switch up and Vorwerk organised a round table discussion on common topics. Although they are completely different structurally, the two companies have common ambitions, namely to bring a group of freelancers to contribute to the development of their respective activities and images. They give you their methods and advice for managing and animating communities.
Digital and E-commerce Director | Vorwerk
Marketing and Communication Manager | Switch up
Want to know more about community management?
Nantes' digital sector mobilises to attract IT profiles
21 September 2021
Supported by Nantes Saint-Nazaire Développement, La Cantine numérique and French Tech, "Un job à Nantes #Tech" is an initiative launched at the beginning of 2021 to help local companies recruit in the IT sector. Involving more than fifteen digital companies in Nantes, a collective brainstorming process has led to the creation of a programme open to any company in Nantes Metropole that plans to recruit more than five technological profiles within the year. Several Nantes-based companies have already joined the scheme. Eight actions are proposed until 31 December 2021 to meet the challenges of the digital sector in the Loire Valley.
Among these, three initiatives aim to strengthen their employer brand. “…” In addition, induction services have been made available to future technology employees via a partnership with the Switch Up job mobility platform. The services offered to new recruits from this site include help in finding accommodation, a job for the spouse or a school for the children, facilitation of administrative procedures and help with integration.
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Companies and local authorities join forces to improve recruitment in the digital sector
20 September 2021
Every year, Nantes is short of a thousand digital professionals. To attract these talents, Nantes Saint-Nazaire Développement, the Cantine Numérique and French Tech are joining forces to promote the area and welcome newcomers via a specific scheme called "Un job à Nantes #Tech". 500,000 euros are being invested in this initiative.
The territory is therefore working with Switch up to set up a reception platform for newcomers to facilitate their settlement by putting them in touch with local hosts.
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Assessing candidates to reduce recruitment errors.
Recruitment is an important stage for a company and its HR team, and it is important to prepare for it so that it runs smoothly. The important issue: limiting recruitment errors is essential when you know that it costs the company between 5,000 and 8,000 euros. The success of an interview depends on the candidate, but also on the recruiter.
Before the interview
Draw up a precise job description, define the requirements and the profile sought
When writing the job advertisement, be specific about the tasks and the profile you are looking for. The job description is very important and is considered to be the first impression of the position offered and of the company. It must therefore be complete and well thought out: it will convey a positive image of the position and the company. It is essential that it includes an introduction, the profile sought, the nature of the position and the requirements to avoid any recruitment errors.
Wink accompanies companies in the definition of their recruitment needs. Partner Wink, the associated expert, accompanies these companies throughout their recruitment process.
Disseminate the offer
Advertise on the right job boards (job boards are not the same for IT vs. Sales profiles) on LinkedIn, Indeed and Welcome to the jungle
You can also relay offers via your company's social networks: Facebook, Twitter, LinkedIn or Viadeo are good solutions to spread your job offer.
Sourcing of candidates and pre-selection
Search for candidates via various tools (LinkedIn, CVaden, etc.). Don't hesitate to search for candidates directly on professional social networks.
Wink allows companies to find candidates at a lower cost by delegating the entire phase of posting ads on all job boards (sites where candidates search for professional opportunities) until receiving a short list of pre-qualified and evaluated candidates.
Going through a firm would cost about 20% of a candidate's annual package. Then pre-qualify the candidates who have applied and make a list of those who best fit the position, to ensure that the candidates meet the requirements.
Assessment of the candidate
Now you need to assess each candidate in order to have a complete view of each profile. This is a very strong/systematic demand in Anglo-Saxon countries which is starting to become more and more common in France.
- CV authentication: authentication of professional experience, training, diplomas and verification of administrative data (work permit, eligibility for Employment Franc aid, etc.).
- Taking up references: contacting former managers.
- Soft skills tests: behavioural tests carried out by candidates, the way they talk about previous jobs can tell you about their personality.
- Administrative file: preparation of the administrative file.
This can be a real time saver, and allows you to recruit more quickly and efficiently. Once you have sorted out the first applications with cover letter and CV, you will choose those that are closer to the profile you are looking for.
Would you like to be supported in your recruitment process?
During the interview
After analysing the applications, you will select a number of candidates for interviews. These candidates have a profile that is consistent with the position, but you may also have made a good impression during an initial telephone interview.
These interviews allow us to validate not only the professional skills of the candidates, but also their motivation, i.e. their interest in the position and the company. Here are three tips to avoid recruitment mistakes during the interview.
Prepare for the interview
This important step allows you to review the entire application before the interview: CV, cover letter, essential information, portfolio, etc.
Does it meet the essential requirements of the position? Does he/she have the necessary skills to carry out the tasks? Underline his/her strong points, as well as those that seem weaker, with annotations. This will give you a list of questions to ask the candidate during the interview.
Welcome the candidate
The reception of the candidate is essential. It allows you to establish an initial contact and to put them at ease. Being natural and interested in their profile will help them to reveal themselves, as well as their personality beyond their professional skills. A smile, a cup of coffee, "are you all right? A smile, a coffee, "are you all right? " are all small gestures that seem unimportant, but which nevertheless put the candidate in a position of trust - a handshake is not too much.
Ask questions, get interested
At the beginning of the interview, simple, open and non-invasive questions should be asked. The aim is to get to know thecandidate. In a second step, the candidate's knowledge, skills and career aspirations should be assessed.
Finally, try to define your compatibility with the candidate: does he or she share your values? does he or she seem motivated? will he or she integrate easily into the team and the company? Asking questions ensures that the profile matches, and therefore limits a recruitment error.
Our advice: ask them if they have any questions, or if the interview went well on their side. Don't hesitate to ask them to give you feedback. You may be able to decide between two people on the basis of this feedback, which often reflects the candidate's desire to join the company.
After the interview
Inform candidates of your response
Too many recruiters choose to send a generic, non-personalised email to inform candidates that they have been unsuccessful.
If the interview went well, still take the time to write a personal message to the candidateyou are contacting. Whether the answer is positive or not, the candidate has also given you time. It is important to thank them for this.
Take care of your onboarding
Onboarding refers to the process of integrating new employees so that they feel quickly integrated into the company. This promotes employee loyalty and commitment: in the long term, this creates many benefits. Lhe integration process is an essential stage in the process of ensuring that the future employee takes full ownership of his or her new environment.
And for an even more thorough onboarding, and if your employee is moving to another place to join your company, ask Switch Up! We offer your new employee the support of a local ambassador during his or her move: finding accommodation, administrative formalities, registering children at school, etc. Your employee will be completely at ease on his or her first day at your company! And an integrated employee means fewer recruitment mistakes!
7 tips for promoting employee well-being
Here's a fact that should make you decide to implement initiatives for the well-being of your employees at the office: 57% of French employees believe that the actions implemented to promote well-being at work are insufficient.
Between you and me, table football is fun, but a company can promote the well-being of its employees in other ways... Switch Up gives you 7 ideas and tips to implement in your workplace, for an even more fulfilled team!
Switch Up's 7 tips
1. Organise your workplace
The first important point is that you and your employees must be able to work in a welcoming environment that is adapted to your needs. The office is your main place of work, so design it so that you feel comfortable: layout of desks, green plants, open curtains for more light, etc.
A quiet place to take a "real" break is also an idea to keep in mind. Finally, a room dedicated to coffee breaks is ideal for encouraging exchanges, and therefore well-being. It is a place for exchange that can unite teams in a process of sharing and collaboration.
2. Dialogue, communicate.
Secondly, we advise you to dialogue and communicate with your employees: feedback, desires, needs, this encourages transparency and the transmission of information. This also allows the employee to feel listened to. Why not set up a system of small regular meetings with each employee, in order to discuss both professional and personal matters, if the employee so wishes. Getting to know each other in a different way, listening to each other and taking an interest...this may be the key to a happy employee who is at ease with his or her manager.
7 out of 10 employees do not feel that they have been recognised at their fair value, according to a study by Deloitte and Cadremploi. Yet recognition is considered an important lever for influencing the quality of life at work.
3. Organise activities and events
Participating in an escape game together, a seminar, or training sessions led by experienced HR advisors... Why not set up these activities within your company? This can also be done through sport or through moments of relaxation. All means are good to relax, but also to promote team cohesion!
Goodbye daily stress, hello well-being in the office!
SOLEAD HR offers, for example, skills assessments, training in support functions (communication, HR, sales, etc.) and also in well-being at work. By emphasising values such as responsiveness, exchange and proximity, your employees will be aware of their importance within the company. They also They also set up self-defence, yoga, or various sports activities within their training courses so that employees can better control their emotions and to help companies achieve their objectives or projects.
Do you want to put the well-being of your employees at the heart of your business strategy?
4. Create moments of sharing
We advise you to set up convivial spaces, for example a place to have lunch together. You can also think of afterworks or events to bring employees together for an evening in a restaurant, for example.
These moments encourage employees to get to know each other. Some of them get along very well and even develop friendships.
These are beneficial because they promote motivation at work and productivity. 57% of employees who have made friends at work report that their work is more enjoyable, more productive and that their creativity has increased! 11% also say they have not befriended a colleague, but would like to.
5. Work only on working time
Another indication of happiness at work is to work only in the dedicated time slots. Knowing how to disconnect is necessary for personal and professional balance.
6. Implement telework and flex office
Flexible working hours, teleworking, coworking, mobility in the workplace... These are all ways to promote well-being at work.If we focus on teleworking, it allows us to have more control over our own life balance. 73% of teleworkers believe that this new way of working has a positive impact on their own health. It is also a more pleasant daily life. 47% of respondents believe that their level of productivity is higher when working from home.
7. Promote mobility!
According to a 2018 Ifop study, 43% of working people have experienced professional mobility in the last five years: a change of position, sector or location. 62% of them found the experience positive. Take care of the onboarding of your new talents, i.e. their integration process. This promotes employee loyalty and commitment: in the long term, this creates many benefits!
If your employee is moving to another location to join your company, ask Switch Up! We offer your new employee the support of a local ambassador: finding accommodation, administrative formalities, registering children at school, etc. Your employee will be able to relax completely on his or her first day at your company!
And if you haven't read it yet...
Well-being at work: findings and performance levers
According to a study by the Mind Foundation, 60% of employees feel more motivated by their work when the employer takes well-being at work into account. In short, development opportunities or salary are no longer enough for employees to develop professionally. In order for them to feel good and be more productive, the company must offer its employees optimal working conditions.
Well-being at work: a recent finding.
Well-being at work has become a real factor in productivity and employee loyalty in recent years. Previously neglected by companies, it is now necessary to create a climate of well-being within the company. It is a real state of mind to be built in a company. The evidence is clear: a happy employee is a productive and loyal employee. This feeling of well-being actually refers to the satisfaction linked to the reconciliation of professional and personal life.
Making the workplace a pleasant and balanced environment is one of the most common issues for HR teams. The general atmosphere at work has an impact on the employee's psychological and physical health and on their well-being in society. A distinction is made between the physical side, which concerns the employee's comfort within the company (quietness, suitable equipment, brightness), from psychological well-being, which is characterised more by the pleasant atmosphere at work (colleagues, superiors, management, values, etc.).
Well-being in the workplace can reduce the risk of burn-out, for example, but it can also have an impact on the motivation of employees.he motivation of employees. And since we spend most of our time there, it is essential to feel good at work.
It has indeed become one of the key selection criteria for many job seekersThey now prefer to choose companies where it is good to work. Implemented by HR teams or management, in close collaboration with employees, by collecting their opinions for example, the well-being at work policy contributes directly to professional development of employees.
Want to know more about well-being at work as an employer brand asset?
A performance lever: loyalty and productivity
The impact on health
According to a study by the Chapman Institute, employee well-being could reduce health-related expenses by 25%. This is because a suitable work environment reduces work-related psychological fatigue. It is also a means of preventing psychosocial risks. This is becauseWork-related stress is constantly increasing and depression is becoming more and more common among employees.
Working conditions have a considerable influence on the performance of employees, but also on their health! A chair that is too worn, poor lighting, noise in the vicinity that prevents concentration... are all factors that can, in the short to medium term, deteriorate the health of your employees. In addition, it is It is important to take initiatives to ensure a comfortable and pleasant working environment. This will help to combat stress, but also chronic fatigue, for example.
Ensuring the well-being of your employees also means, in a way, enhancing their personal value and therefore their sense of recognition. No more high turnover, no more absences and no more sick leave. Focus on the health of your employees!
The impact on productivity
The happier an employee is, the more effective they are at their job! According to a study by the University of Warwick, being happy increased productivity by almost 12%.
Therefore, companies have a vested interest in making your employees feel good at work. For an employee, working in a company where management is rewarding increases motivation, performance and long-term loyalty. Happiness in the workplace is a factor to be taken into account in your company's strategy!
Moreover, salary no longer seems to be so important. 61% of employees think that happiness at work is more important than salaryaccording to a Wildgoose study from 2017. Indeed, even if it is a significant source of motivation, the main reason behind too much turnover is unhappiness in the company...
And if you haven't read it yet...
How to manage telework: the company's point of view
The three Covid-19 pandemic-related lockdowns were marked by the systematic introduction of telework . Both employers and employees are increasingly in favour of this system. But as an employer, it is a new way of working, so you need to be well organised. Switch Up gives you 5 tips on how to best manage telework from a business perspective.
According to a Harris Interactive survey, carried out for the communication agency Epoka, the ideal teleworking days would be 2.7 days per week on average for employees.
With the end of compulsory telework announced on 9 June 2021, there will be a shift to a chosen telework pattern. And employees (almost) all agree that it should be anchored in the working methods in the long term.
Telework from the company's perspective
A 2012 survey (carried out by the DGE), shows that 85% of companies find that telework improves productivity.
Indeed, companies have fewer costs related to premises, and feel a real change in employees' attitudes (less absenteeism, more motivation, better retention).
It is essential that it be thought through before it is implemented. Unfortunately, Covid has rushed companies, leaving them no time to prepare for it, which has sometimes had the opposite effect, disrupting the well-being and productivity of employees.
But better late than never (as they say). So check out 5 tips to help you get it right.
1. Management skills
Distance can be an obstacle to communication.Above all, the manager must be available to listen to his or her team so that he or she can be contacted in the event of a problem (or not). Creating daily or weekly "habits" will help to maintain transparency and trust between the employees and the manager.
Beware, these rituals should not be intended to question/survey employees in their work, but rather to ensure that they are not in a blocking situation or a regressive state of mind.
The law forbids you to use intrusive monitoring methods with your employees when they are teleworking. Our advice would be to set them (reasonable and achievable) objectives over a short period of time (e.g. weekly) to ensure their productivity.
If the objective is not achieved, it is up to you to review the objectives, together with your employees, in order to identify the pain points and reasons for failure. In addition, regular feedback from the employee will help you to better understand how they work remotely.
"There are days with, and days without. Keep this in mind, and tell yourself that if an employee is less effective one week than the next, it doesn't matter, he or she will do better next week (or the next). Remember why you hired them and keep encouraging them to work hard to impress you!
2. Maintaining cohesion
The solution to the remoteness and isolation of employees is to telework only 1 or 2 days a week. The rest of the time will be spent in the office and will allow the employee to reconnect with the business world. If you have to welcome new employees, make sure that they fit in well during the face-to-face days.
Is managing telework well essential for you?
3. Simplified recruitment
With an increase in demand in certain sectors and professions, recruitment is becoming more and more complicated, and it is sometimes difficult to identify the right profiles. Offering teleworking in job advertisements allows companies to extend their search area to the whole of France, and sometimes even to the whole world. It is also a real added value, when we notice that more than 60% of employees aspire to to telework.
According to a study conducted by Infopro Digital for AUSY (a subsidiary of Randstad), ½ of engineers would be prepared to refuse a job if it did not offer teleworking.
4. For happy employees!
Offering telework to employees helps to build loyalty and reduces turnover within companies. Indeed, this flexibility, often interpreted as a sign of recognition, allows employees to feel confident.
After an obvious settling-in and adaptation period, teleworkers can observe an improvement in their work and productivity.
Overall, 47% of respondents felt that their level of productivity was higher when working from home.
Rigour, focus and autonomy are the key to successful teleworking. If your employees do not have these skills, it will be difficult for them to maintain productivity outside the office. Discuss this with them and consider other options! The introduction of teleworking in a company should not be taken lightly, consider the skills of each employee who wants to telework.
The final word: Switch Up's advice
A word of advice: make sure that your employees work long hours so that they do not exceed their working hours. You might think that the more they work, the better, but the opposite is true, and this can lead to burnout. Moreover, setting a time table allowed them to disconnect more easily and thus dissociate the professional from the personal to maintain a balance! The company's point of view regarding telework is not always easy, but with good organisation, anything is possible!