Are you experiencing recruitment difficulties? Then operational preparation for employment (POE) is undoubtedly a solution for rapidly recruiting employees who will be specially trained to take up a position in your company.
Recruiting means taking a risk. Despite all the care taken in selecting candidates, a company is never safe from a recruitment failure. These days, one in five new recruits leaves their post less than three months after arriving. And that can be costly. The proof: a failed recruitment is the equivalent of a year's salary. That's an average loss of €50,000. But leaving a Vacancy of finding the right candidate, it's also a big shortfall. Unfulfilled sales, deteriorating quality, loss of motivation in an overworked team...
Operational preparation for employment (POE) is therefore an ideal solution for quickly recruit the right profiles. It is particularly well suited to companies and sectors currently experiencing major difficulties in terms of recruitment. The training offered to new recruits can also provide real benefits in terms of loyalty. Another advantage: no charges for the company.
What is operational preparation for employment?
Operational preparation for employment is a recruitment aid. This scheme is managed by Pôle emploi in collaboration with companies, skills operators (OPCOs) and training organisations. The initial observation? Many companies are finding it hard to recruit for short-staffed occupations. As a result, many vacancies remain unfilled for lack of candidates with the skills required for the positions concerned. At the same time, Pôle emploi has a pool of jobseekers who may be lacking one or two key skills.
A response to recruitment difficulties
This year, more than one employer in two expects to encounter recruitment difficulties. These are the findings of Pôle emploi's latest survey of labour requirements. This particularly concerns certain sectors... road transport, construction, industry, hotels and catering and health. Others are suffering from talent shortages in highly skilled positions. This is the case in cyber securityfor example. In 30 % of cases, the recruitment difficulty is linked to the technical nature of the job. In other words, the candidates do not have the required skills.
"Of the 945,000 jobs available in digital professions in 2022, nearly 10 % of them (around 85,000) were not filled. Among them, certain professions are reaching unprecedented levels of tension: in the field of cybersecurity, only 25 % of job offers were filled in 2021."
Source : Montaigne Institute
One solution to the shortage of skilled labour is to train candidates before they join the company. This ensures that new recruits have the necessary skills as soon as they take up their post.
Please note:
Despite its many advantages, OCB remains a little-known device. The term reskilling, on the other hand, is more widely used. But the principle remains the same: training before the job is taken up. It is often associated with the idea of professional retraining.
Two types of operational preparation for employment
When it is the company that identifies a recruitment need, we talk about individual operational preparation for employment (POEI). To put it simply: it concerns a specific candidate and a specific job.
There is also a collective operational preparation for employment (POEC). In this case, it is the professional branches and OPCOs that identify the recruitment needs of their member companies. The POEC will then involve a group of candidates for similar positions within a company or sector. In principle, the trades targeted are those with the greatest recruitment needs.
Who are the candidates?
The candidates are people looking for work who lack some of the skills required for the job. Often undergoing professional retraining, perhaps looking for new professional challenges, they are highly motivated, ready to learn quickly to succeed in their new position.
Operational preparation for employment is therefore a response to a difficulty that recruiters are identifying more and more often: the lack of motivation among candidates.
Another advantage: it can also allow diversify the profile of new recruits.
Example:
The digital professions are still very male-dominated. But thanks to the POE, some companies have been able to increase the proportion of women in certain positions. For example, they have 25 % women among their network technicians, compared with 10 % previously.
Training at the heart of operational preparation for employment
The POE enables you to finance up to 400 hours of training. It is therefore a intensive training of a few weeks. That's about 50 days, or 10 weeks or two and a half months.
In the end, training with the POE takes no more time than recruiting an employee from another company. The "poached" employee will have to serve the notice period. In this case, you need to allow around three months before the new employee takes up the post.
Other features :
- Training can take place face-to-face or distance learning.
- It may include a immersion period in a company.
For the POEI, the training can be provided by the company itself or by an external training organisation. When it submits its application to Pôle emploi, the employer proposes a training organisation, providing a quote.
For the POEC, it is the OPCO that identifies the recruitment needs of member companies, defines the content of the training courses and selects a training organisation, in conjunction with Pôle emploi.
Please note:
The training organisation must hold the Qualiopi certification.
Funding for training
For POEI, Pôle emploi covers the cost of the training.
- In-house training within the company: aid of 5 € net per hour of training.
- External training organisation: aid amounts to 8 € net per hour of training.
The aid is paid at the end of the training - and at the earliest on the day of recruitment - either to the employer in the case of in-house training, or to the external training organisation.
For the POEC, funding is provided via the OPCO to which the company belongs.
To sum up:
Operational preparation for employment enables future employees to be trained before hiring.
It is free of charge and tailor-made.
And above all, the new collaborator is operational from his first day on the job.
However, certain conditions must still be met.
The work contract
In return for this training, the employer must draw up an employment contract for a minimum period. In other words at least 12 months for a fixed-term contract, including professional training or apprenticeship contracts. Of course, the company can also recruit on a permanent basis.
Other conditions for the company
- Be up to date with your unemployment insurance contributions
- No redundancies in the last 12 months
Operational preparation for employment: who should you contact?
Individual operational preparation for employment
To recruit with the POEI, the one and only contact person is Job centre. Employers can create and manage their applications online by logging on to their company space on the pole-emploi.fr.
First, Pôle emploi helps the company to choose a candidate. This selection is made during a tripartite interview which brings together the company, Pôle emploi and the candidate. The aim of this interview? To assess the applicant's motivation and identify the skills that they will need to acquire through the training.
The next step is to draw up a Training courses. Among other things, this means:
1/ Define the learning objectives and skills to be developed
2/ Designate a training organisation
The company then signs an agreement with Pôle emploi, the applicant and the training organisation. This agreement specifies the objectives, the duration, the projected date of recruitment and the type of employment contract targeted.
Lastly, the company appoints a mentor.
Collective operational preparation for employment
To recruit via the POEC, the company must contact its OPCO.
In short, operational job preparation enables future employees to be trained before they are recruited. The company can then target very precisely the skills to be acquired through the training. The new employee is operational as soon as he or she joins the company. Free, fast and tailor-made, the POE is a win-win situation.
