Employment: How Eure is expanding its talent acquisition initiatives

To assess their ability to work as a team, recruitment managers from Eure took about fifty candidates to the heart of the Trangui forest in Eure for an orientation course last week. “We observed who is a follower, who takes the lead without listening to others, etc.,” explains Gloria Lefay, head of attraction, recruitment and career transition for the departmental council’s human resources department.

All this with the goal of building a pool of college service and food service agents based on interpersonal skills as best as possible. The department is multiplying such initiatives to encourage candidates to apply and get hired.

Triptych “bicycle, work, sound sleep”

As in other French territories, as well as for some private companies, the challenge is to maintain their attractiveness. Specifically, Eure’s goal is to fill one hundred vacancies available throughout the territory. “So we have to be more innovative,” says Gloria Lefay.

In communication, let’s start with a series of campaigns. The first, launched in June, focused on the qualities of candidates sought, such as those required of a UT (area unit) manager. : “Sylvain has a superpower: whether it’s wind, rain or snow, he makes the roads safer. Reveal yours. ” Another option is to replace “subway, work, sleep” with another triptych “bicycle, work, good sleep”, intended to improve the environment offered by Eure, more conducive, praising the community, balancing professional life and personal life.

Positions in the medical and social sphere and IT

Locally, Gloria Lefay’s office offers other innovations, such as a public service career discovery rally for second-year students, a key point when they make career choices. “These are little seeds that we sow,” says the manager.

But before they grow, other actions are needed to meet current needs, especially in the most pressing professions, such as health-social, IT or technical positions.

Experimental laboratory

“We are a laboratory of experiments,” says Gloria Lefay, to differentiate Eure from other communities that also lack the same profiles. For example, the department positions itself as one of 18 national test territories for France Travail and RSA reform. According to the recruiter, this positioning of the laboratory allows “to retain staff who love change and attract a young audience that is curious to try new things.” »

The project planned by the new digital department to speed up the digitization of the administration may tempt certain technology profiles “who love to be pioneers and want to put themselves at the service of users,” she pleads. Knowing that private companies in the department, such as Ariane or Sanofi Pasteur, Glaxo are also looking for candidates in this area.

“Training Plan for Beginners”

But the spokesperson admits that in this context, with candidates still in a position of strength, “the key questions are not so much about the position itself as about the working conditions”: salaries, career plans, remote work, pensions, etc. Without having the possibility of controlling wages, which are subject to national legislation, Gloria Lefay therefore focuses on the working environment and work-life balance, in particular through the provision of two days of remote work, exercise in the office in Evreux or, for others, yoga classes . studying remotely. “We offer a dynamic training plan for newcomers,” she continues.

Candidates are also asked whether they will receive holiday packages, places in nurseries… “Everything that might seem unimportant to the older generations becomes important to the younger ones,” comments Gloria Lefay, pleased to be able to answer them. with “affirmative”.

“We have creches reserved for our employees at the Evreux sites and we cover childcare costs for those who work in other territories,” she explains. During the holidays, the department provides 50 days of vacation, including PTT, as well as days for sick children. “That’s the argument,” she stresses again, focusing throughout the year on “growing our employer brand in every way possible.” »