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Category: Candidate Experience

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Ambassadors Candidate Experience Professional mobility Nantes Territories

Martine, Switch Up ambassador for 4 years!

Martine, Switch Up Ambassador for 4 years!

The Switch Up team relies on a community of Ambassadors to carry out its mission: to make the territories more welcoming for newcomers. 

Like Martine, welcome newcomers to your city and help them settle in by offering your services to assist them in their professional geographic mobility. 

Martine Luriot, our super ambassador in Nantes!

Martine Luriot joined the Switch Up adventure 4 years ago . In the last few years, she has had the opportunity to welcome and accompany about twenty newcomers from Nantes.

Do you want to settle in the West and more precisely in the Nantes region? Do not hesitate to contact Martine who will be able to offer you solutions for housing, schooling, administrative procedures, social integration, employment of your spouse...

In a few lines, Martine shares with us her last accompaniment in Nantes

Delphine, the employee in mobility accompanied by Martine

Delphine, like many, had the project of leaving to leave the Paris region to settle in Nantes . Having parents in Brittany motivated her choice in order to be closer to her family.

He found a job in a nice start-up in Nantes, it was now time to think about moving with his family 2 young children and a spouse. Her employer suggested Switch Up's services .

News image SU_Ambassadrice
Mixed-raced couple connected on laptop at home

The discovery of the need

It is with great pleasure that I realized this accompaniment, a good feeling was immediately established between us.

First of all, we identified the needs by integrating the spouse in the process: a house in a very sought-after neighborhood, Procé, as one of their children was enrolled in school in this area.

Not easy at all because there are very few houses in this very popular area. So we are also looking at apartments and expanding the geographical area.

 

Searching for a home in an area valued

Numerous calls, a few visits that did not yield anything, when one fine day a beautiful house in the Procé district appeared on an ad. I called the agency as soon as it opened, without success.

However, knowing a consultant in this agency, I managed to reach her and we participated in extremis in the day of visits. I was on site, Victoire and her husband were on video. The file was handed over at once, along with a letter of motivation for the owner.

ville-nantes
Family Housing Concept. Young couple walking in new apartment after buying new house. Smiling happy guy and lady holding cardboard boxes standing in modern home. Real estate dwelling, mortgage

A positive response!

After several days of waiting, the answer is positive . It is joyful because it is exactly what the family dreamed of. It is now a question of to welcome them in our beautiful city, and to give them the instructions to quickly get used to it .

This family has since settled down and integrated well: a great happiness for them but also for me. A nice link was created and I remain their referent in Nantes .

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Categories
Candidate experience Professional mobility Preparing your mobility

The accompanying spouse, undergone or chosen mobility?

The accompanying spouse, undergone or chosen mobility?

  • Lauren Pinel

Your spouse has accepted a position in a new city and as a result you have to move too. Whether you have been forced to move or have chosen to do so, it will in any case bring you probable questions, and perhaps even fears.

You will have to go through the famous change curve. The mobility of the accompanying spouse can be difficult. We explain...

The mobility of the accompanying spouse: an observation.

According to a study by expat communication 92% of accompanying spouses are women. In order to draw up a typical profile of the accompanying spouse in mobility, we can also base ourselves on age. Thus, 59% of accompanying spouses are between 30 and 44 years old. However, one might think that young working people are more likely to be mobile, but only 8% of accompanying spouses are under 30.

Prior to departure, 73% of accompanying spouses have a full-time job. Spouses are mostly looking for a job when their partner starts a new job.

Most of the spouses will return to work in the same line as their previous position. The other part retrain, mostly in teaching-related jobs. 30% decide to take the plunge and become entrepreneurs or self-employed.

In ¼ of the cases, finding a new job is quick, the average being around 5 months.

Regarding the mobility decision, 90% of women state that the mobility decision is a joint one. When the decision to move is more likely to be motivated by one of the couple, 70% of men say they have made the decision to move, compared to 52% of women. 

The feeling of sacrifice is still very much present among accompanyingspouses who sometimes put aside their own aspirations at the time of departure, whether they are personal or professional. A total of 33% of accompanying spouses admit to having sacrificed their own career to put their spouse's career first.

3 tips to make it work

♦ Anticipation

Anticipating mobility is an essential element of good preparation. It allows the couple or family members to take mobility into consideration. Thus, they will feel more serene as they approach it. Communication is the key: listen to the different points of view. Indeed, the wishes of the mobile employee may not be those of his or her spouse. You can make a list of pros and cons. Also think of a list of positive things that this mobility can bring to both of you. You should also think about the fact that the partner who follows the other is the one who is most at a loss: how will this affect his or her work?

For example, for some people it will be better to leave their job when their spouse takes up work elsewhere. This way, you will not be separated and can continue your research on the spot. Others prefer to finish their contract from a distance while they find a new job. You also have the option of taking unpaid leave, parental leave or a contractual separation. This will prevent you from resigning, which can complicate the transition between your previous professional life and that of today and tomorrow. For smooth mobility, the couple must listen to each other and support each other: the support of their partner is essential.

♦ Location

Where are you going to live? Perhaps in a big city for a promotion, or on the contrary in a provincial town to move away. But what does your partner want? Make sure you communicate your choice of new region. If your partner is looking for work, the employment area will be an essential criterion for him/her.

In addition, most mobile people are looking for a better quality of life, with a quality of life and an environment environment. You may have to compromise between your different aspirations. It's a long-term project that requires thought, organisation and input from everyone involved if you're moving as a family.

Our Bien Vivre tool allows to value regions on job ads thanks to 11 differentcriteria that are essential in the process of choosing a new region. For example education could be an important factor if you are moving with your children.

Want to know more about Bien Vivre?

See our dedicated page.
Let's go!

♦ Accompaniment

Being accompanied in the mobility process is an unavoidable solution for a successful arrival. In the context of the mobility imposed on the accompanying spouse, it allows for a contact person.

Having someone on the spot, a local resident, a contact person, makes it easier to settle in and integrate.
Switch Up offers unique and personalised support through its network of ambassadors. They support you in your mobility on different topics such as housing search, registering your children at school, administrative procedures but also in the job search for the accompanying spouse.

This can be a real advantage: if you get caught up in packing or organising your day-to-day life once you are there, the help of an ambassador will be welcome.

Psychology of mobility of the accompanying spouse

♦ All change is grief

The grieving process is about all losses experienced in the course of life. It also concerns professional mobility, moving and changing jobs.

The different stages of mourning can be compared to the different phases of expatriation, which we can generalise to the phases of changing residence. 

The "grief curve" is the natural process that the person in question goes through when faced with a sudden change in their professional and/or personal life. Of course, the process will be different for everyone, and will take a different time, but will also produce different reactions.

Moving house, changing region or city is often a heartbreaker: 76% of French people see it as a major source of stress. These are moments of uncertainty and uncertainty. It is not easy to close the door on your past. There is inevitably a destabilisation of people on the move. "You have to deconstruct one place in order to reconstruct another.

The arrival without a job is also a source of stress because in addition to the search, which can be long, there is also a new environment to get used to, new things to learn depending on the region.

The first stage is shock, or denial of change. Then comes a new situation, awareness. 

And it is at this point, usually at the bottom of the curve, and once the fear or discomfort is felt, that the transformation takes place and allows the person to accept and adapt to the change (in this case the move or change of region). 

The last stage of the process is involvement, integration, and also serenity. It is the completion of the change process. The accompanying spouse will have achieved mobility and integration.

♦ Testimony of an expatriate

Here is the audio testimony of Gabrielle R., who accompanied her spouse to New Caledonia for several years. She talks about the phases she went through and how this expatriation experience allowed her to find new aspirations.

By calling on Switch Up, you can make the accompanying spouse's mobility a success. Thanks to our local ambassadors, finding accommodation and social integration will be easier. 

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.

Make an appointment with Cécile
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Categories
Candidate experience Professional mobility Preparing your mobility Company solutions

Mobility aids

Support for geographical mobility

  • Lauren Pinel

90% of the recruiters questioned (in a study carried out among recruitment agencies) are not aware of mobility aids. However, there are severalthat, for a small effort/cost on your part, will enable you to build a real link with your clients to support them on the subject of employer branding and to build with them a link between the candidate path and the employee experience in the Onboarding period. 

1. How to help mobile applicants?

There are bonuses paid directly to the future employee when it comes to financing a move, whether through the CAF, Pôle emploi or Action Logement. Some bonuses finance family removals, others reward a change of accommodation close to the workplace and others support the recruitment interview phase by financing professional services.

♦ For those seeking accommodation.

Moving to a new life is often frightening, especially when you don't know the area or the price per square metre. Everyone wants to be in the right neighbourhood, not too far from everything and with good access. To achieve this, it is essential to get in touch with local ambassadors.

You can request the help of our local experts to accompany your candidates in their search for accommodation. From the design of the specifications to the start of the accommodation, the service can be financed by Action Logement. A great way to start a good relationship, add a concrete element to your employee experience and improve your Employer Brand at no cost.

♦ For the one coming from abroad.

In addition to a total lack of knowledge of French culture, the language barrier often adds to the difficulties of settling in. And if one imagines that the candidate is not alone in this project, this complicates things further. 

Offer your candidates support solutions at the best price on multiple services (from housing to administrative matters, including the integration of the family on a social and professional/school level). Our platform allows you to apply for aid that may exist on this point at European level (via EURES): language courses or administrative procedures, there is specific aid at European level.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile

Survey of 50 recruitment agencies conducted in August/September 2020:

2. Why set up coaching for its candidates?

The main reason is that it greatly improves their candidate experience, followed by the fact that it makes it easier for you to hunt for candidates further afield, outside the company's employment area. Finally, it allows you to provide additional services to the companies that use your firm's services.

As far as the candidate experience is concerned, accompanying your candidates literally "to the end" of the process by allowing them to be accompanied in their search for accommodation can only strengthen it and make your firm an expert in recruitment, the candidate experience and the on-boarding process.

♦ How can this be done in practice?

Before becoming a Switch Up partner, we suggest you test our solutions.

Switch Up offers you a test phase in order to try the solution for free. It also offers you the benefit of its expertise in assessing the mobility of your candidates through simple and effective methods.

Finally, the Switch Up solution allows you to monitor your candidates on a daily basis from the moment they are installed, so that you can keep in step with your clients and reassure them that their employees are being properly looked after.

Let's make an appointment!

Do you want to support your employees in their mobility?
Book your crénau with Cécile

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