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El presente sitio Web está traducido a varias lenguas españolas oficiales en sus respectivos territorios, de conformidad con lo establecido en el artículo 3 de la Constitución Española de 1978 y sus Estatutos de Autonomía.
Las lenguas son el catalán, el euskera, gallego, valenciano, inglés y francés. Se advierte que, con carácter general, puede existir un desfase entre la versión en castellano y en las otras lenguas, derivado del proceso de traducción a las mismas.
Improving support for businesses, especially SMES and micro-enterprises which are facing difficulties in the process of finding and hiring of working people, is what France Travail explains how France Travail Pro, a new proposal that seeks to establish a closer relationship with business, offering services more visible, personalized and effective, through a network of 6.000 specialist consultants and digital channels as the site pro.francetravail.fr. Promoting inclusive employment practices and innovative formats. In Addition, as extended care improvements by telephone, a single point of contact for enterprise and new digital tools. The strategy is based on territorial partnerships with centres and associations related to employment and all this, is complemented with a modern communications campaign that positioned to France Travail Pro as a key partner in human resources within France.
France TravailServicio público de empleo francés
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SUMMARY
France Travail Pro is a new initiative of France Travail to strengthen its links with employers to position itself as its key partner in the recruitment process. The brand was aimed at improving the visibility of the services offered, especially for Smes and microenterprises, and to provide personalised support through a national network of advisers. Among its main highlights the customization of the service, the promotion of inclusive practices of recruitment, the implementation of digital tools, and a campaign. It also provided important developments as a Single company adviser, new functionalities on the website and greater proactivity in contact with employers. The initiative builds on close collaboration with territorial actors on the use, with the aim of transforming the experience of recruitment in france.
Keywords: employers, smes, offers, recruitment.
ABSTRACT
France Travail Pro is a new initiative by France Travail aimed at strengthening its relationship with employers and becoming their trusted partner in recruitment processes. The brand addresses two main goals: improving the visibility of existing services and providing tailored support, especially to SMEs and microenterprises. Through a national network of business advisors, France Travail Pro offers personalized assistance, inclusive hiring practices, and innovative recruitment formats. Key developments include extended service hours, a dedicated advisor for each company, simplified training systems, enhanced digital tools, and a modern communication campaign. The initiative also promotes a collaborative approach with local employment stakeholders to deliver a seamless and effective recruitment service, reinforcing France Travail's role as a key employment facilitator in France.
1 . The brand to strengthen the relationship with employers
In a context where 57 % of engagements were considered difficult by employers in 2023 France Travail launches France Travail Pro, a new brand that responds to a double challenge: to highlight the wide range of existing services and support more efficient and personalised service businesses, especially smes and microenterprises (VSE), 70 % of the projects.
Although the satisfaction of the user company has grown significantly — an increase of 22 points 2015 to 87 % — just one in four companies think spontaneously in France Travail as their partner of reference for hire. Many are unaware of the services available or have been shaped by prior experiences unsatisfactory.
France Travail Pro is born to respond to these limitations, stating clearly the ambition of France Travail: become a trusted partner of employers, since the identification of their needs to the successful mainstreaming of the new talent. To that end, offers solutions adapted and co-construidas, accompanied by specialist advisers and in line with the transformations of the labour market.
2 . Personalized service to every need
One of the pillars of France Travail Pro is the customization of the service. Thanks to a national network of 6.000 advisers to deal with companies, France Travail offers a direct follow-up and adapted to each territorial reality and sectoral levels. This support is provided through various channels: telephone hotline ( 3995 ), attention by email, interviews or visits in agency directly in the workplace.
The website pro.francetravail.fr enables employers to manage all your autonomy procurement: since the issuance of tenders to contact with candidates. However, many processes require intervention. In such cases, the advisers de France Travail Pro diagnostic, reviewed the adequacy of tenders at the local market, and mobilize available solutions such as financial support, training programmes or services on pre-selection of candidates.
When an offer do not receive a response in 30 days, France Travail ensures systematic an interview with the employer to identify potential bottlenecks and propose new strategies. This approach helps to anticipate difficulties, to enhance the visibility of tenders and adapt the search criteria to ensure the success of recruitment.
3 . Recruitment inclusive and innovative practices
In line with its commitment to a more inclusive employment, France Travail drives a modern vision of the recruitment, beyond the traditional curriculum. The approach of France Travail Pro promotes access profiles, as a number of persons with disabilities, youth, older 50 years, or beneficiaries of the RSA, through a process of selection adapted and reasoned.
Each territory has a “ disability ”, consisting of specialist advisers de France Travail and Cap emploi, which helps companies to adapt processes, access to specific subsidies and adapting the jobs when necessary. This structure reinforces the accessibility and promotes sustainable procurement.
In addition, France Travail organizes and promotes innovative formats to connect talent and companies, such as simulations of recruitment, encounters “ reverse job-dating pop-ups ”, employment, experiences of immersion or programmes such as “ the art of access to employment ”. These initiatives provide your candidates would often not a conventional selection.
Finally, employers could access the simulator My “ recruitment ”, a Flexible tool that allows them to know in real time the supports available according to the candidate's profile. This service reinforces the operative dimension and clarity in the processes of economic support to employment.
4 . New developments for a more effective
From 2024 France Travail Pro is implementing a series of structural improvements to simplify access to services and improving its effectiveness. The principal innovations are:
Extended accessibility: the line 3995 available from monday to saturday, 7:30 to 20:00 offering initial advice and mentoring. Started in Île-de-france and new Aquitaine and has spread to the rest of the country since december 2024.
Single Contact for company: each establishment client will have a dedicated adviser will provide an individualized and follow-up to meet your needs. This measure will become more widespread in the first half of 2025.
Simplification of the pre-service teacher training systems: the AFPR POEI and have been merged and flexibilizados, even for temporary contracts or mixed formations (company/outside agency). As of november, France will Work directly mentoring costs without billing.
New pages for employers: the web site redesign will enable companies to promote their image an employer, submit its organizational culture and to pool their establishments and offers. This change will facilitate access of candidates and improve the connection with potential talents (deployment in december 2024).
Proactivity strengthened: it is expected to double the proactive contacts with employers, in particular with small businesses, reaching 200.000 at the end of contacts 2024.
5 . A collaborative approach to transform recruitment
The transformation led by France Travail Pro is supported by a dynamic partnership with key players of employment: Cap emploi, Local Missions, consular chambers, employer organizations, sectoral federations, among others.
To consolidate this collaboration, working groups have been set up in each area of employment. These groups together advisers de France Travail Pro and representatives of territorial partners to coordinate joint actions, to accelerate recruitment, sharing training resources and promote good practices inclusive.
The aim is to provide employers a coherent and effective service under a logic of “ single window ”. These groups also participate in the promotion of sectors in tension, discovery of offices and strengthening business network. In march 2025, 83 working groups will be deployed at the national level.
6 . A modern campaign for a new relationship with companies
To position France Travail Pro as HR business partner, France Travail launches a campaign of modern communication, directly and aligned with current codes of the world of work. Through clear language and near, the campaign provides a real dialogue with employers and gives visibility to the services offered.
Inspired by the digital universe, use visual resources simple and effective, such as chat bubbles and bright colours, evoking a seamless experience, intuitive and user-centric. The campaign began on 28 october 2024 and will have national and international levels, including press, radio, posters and digital formats.
This communication strategy, together with the collaborative and operational changes, reflected a definite desire: to convert France Travail on a key element of recruitment in france, to support companies to find the talents they need rapid, sustainable and inclusive.
Tal y como ponía de manifiesto el Consejo Económico y Social, la Ley de Empleo, constituía una necesidad urgente e inaplazable de nuestro mercado de trabajo junto con la de formación profesional considerandola un “un pilar normativo central que debería servir para hacer posible la transformación que requiere nuestra política de empleo”. Así lo señala Ángeles Ceinos, quien resalta que el consenso acerca de la conveniencia de su aprobación se diluye, en cuando hay que pronunciarse acerca de sus aciertos y bondades. Entre las cuestiones que destaca la autora es que esta Ley incluye por primera vez en nuestro ordenamiento jurídico laboral una definición normativa de empleabilidad; la empleabilidad es tanto un derecho como un deber de las personas demandantes de los servicios de empleo; hubiera sido deseable que además de poner la atención en los colectivos que se van a priorizar se hubiera concretado qué implica dicha priorización; por primera vez en una ley de empleo encontramos un listado de servicios, que con una sistemática parecida a la que podemos encontrar en las leyes autonómicas de servicios sociales, se indica con claridad que servicios se pueden exigir.
Los dos temas centrales de este número están dedicados a la economía social y a la intermediación laboral que, a su vez se complementan con colaboraciones relacionadas con indicadores y tendencias del mercado de trabajo, formación, gestión, legislación y propuestas de políticas públicas. A su elaboración han contribuido expertos y profesionales del ámbito de la investigación académica y de la gestión de organizaciones y entidades públicas y privadas.
La gestión de la demanda, como elemento básico de intermediación, la captación de ofertas y la puesta a disposición de oportunidades de empleo son la base del modelo de intermediación de Lanbide, centrado en las personas y en el proceso. Tal como nos lo explica Jesús Mª Ordoñez en su artículo, nos ofrece una perspectiva del modelo desde sus inicios, en el marco del Sistema Nacional de Empleo (SNE) y SISPE (Sistema de Información de los Servicios públicos de Empleo) su evolución histórica y su situación actual donde se pone en valor la entrevista en profundidad de manera presencial mientras que los trámites administrativos, en la mayoría de los casos se realicen de forma on line. Además, se abren nuevas posibilidades y mejoras en su modelo de intermediación con la Ley Vasca de Empleo.
La intermediación laboral se convierte en el elemento central de las políticas activas de empleo con la Ley 3/2023, de 28 de febrero y refuerza los medios públicos del Sistema Nacional de Empleo (SNE) para impulsar el proceso de acceso al empleo de las personas desempleadas. Así, nos analizan Zeltia Lado y Santiago Boquete como el Servicio Público de Empleo de Galicia (SPEG) ha desarrollado una solución tecnológica basada en Big Data y en Inteligencia Artificial (IA), llamada EMi (Empleo inteligente) para facilitar la intermediación laboral en su comunidad autónoma, a través de la prospección laboral y el perfilado de competencias de las personas demandantes de empleo, tomando como referencia las competencias de ESCO. Todo ello, permite optimizar el encaje de las necesidades de los empleadores con las competencias de una persona que busca trabajo.
Los Servicios Públicos de Empleo en España presentan un papel limitado en la intermediación laboral, reflejado en la baja cuota de mercado tanto en colocaciones de desempleados como en gestión de vacantes empresariales, lo cual está relacionado con el escaso gasto que nuestro país destina a estos servicios. Así lo señala Begoña Cueto, quien considera que, para aumentar su impacto, los SPE deben enfocarse en colectivos vulnerables, mejorar la visibilidad y confianza, y aprovechar las tecnologías para ser más eficientes. El artículo analiza la actividad de los SPE en España, particularmente su papel en la intermediación laboral en la era digital y examina el gasto en comparación con el contexto europeo. Aborda su uso como método de búsqueda de empleo, que es menor en comparación con los contactos informales y también la infrautilización por parte de las empresas, que siguen prefiriendo las referencias personales. En ambos casos uso de internet se ha generalizado, tanto para las oficinas públicas como privadas.
Las empresas sociales son esenciales para promover la cohesión social y mejorar las condiciones de vida de los grupos desfavorecidos en España, pero se necesitan políticas públicas que las apoyen para enfrentar desafíos futuros y garanticen su viabilidad. Así lo indican Cristina Bernard, Millán Díaz-Foncea y Elvira Plana que ofrece un análisis comparativo y datos estadísticos sobre la evolución y distribución de estas empresas en España, mostrando cómo cada tipo se adapta a las necesidades específicas de los colectivos que atienden. Además, subraya que el modelo organizativo y el marco legal de estas empresas favorecen un entorno de trabajo inclusivo, con estructuras de gobernanza participativa que fomentan un ambiente equitativo y de apoyo para los empleados vulnerables.
En Canarias, la intermediación laboral es un motor clave para el progreso y el desarrollo social y económico de un mercado laboral con sus peculiaridades, debido a su insularidad. En este artículo, el Servicio Canario de Empleo (SCE) nos describe su modelo de intermediación, que pone el foco en dos ejes, mejorar la empleabilidad de las personas demandantes de empleo y atender las necesidades de personal que puedan tener las empresas. Para dinamizar la intermediación se crea la Red de Empleabilidad de Canarias (REC) para fomentar el trabajo cooperativo entre todas las entidades de Canarias y el Servicio Integral de Orientación de Canarias (SIOCAN), mediante tres modalidades: auto-orientación, orientación guiada y orientación personalizada elaboran un Itinerario Personalizado de Empleo (IPE). El equipo de prospección laboral realiza una atención personalizada al tejido empresarial de las islas para cubrir sus vacantes y anticiparse a sus necesidades futuras. Como novedad, en la gestión y difusión de ofertas y para facilitar la intermediación, se ha puesto en marcha la App móvil del SCE.
La comparación entre el papel que juegan las empresas de trabajo temporal (ETT) y la intermediación laboral de los servicios públicos de empleo por Comunidades Autónomas refleja falta de agilidad de estos últimos, que tienen dificultades para afrontar el crecimiento de los empleos atípicos como el empleo temporal y a tiempo parcial, la demanda de servicios de colocación especializados y el avance en las tecnologías de la información y de la comunicación. Así lo considera Juan Antonio Alujas que analiza alcance de las actividades de intermediación laboral por comunidades autónomas utilizando a una serie de indicadores (cuota de mercado, tasa de registro y tasa de éxito) para concluir que la escasa eficacia de los servicios públicos de empleo autonómicos en la intermediación laboral se explica por el limitado uso de los mismos por parte de los empresarios a la hora de cubrir una vacante. Las principales razones de dicho comportamiento serían por un lado la creciente confianza de los empresarios en Internet como método de búsqueda de candidatos y por otro, la mayor confianza en las ETT debido a una mejor percepción sobre su gestión de la mano de obra y su conocimiento de las necesidades de las empresas.
Balancing supply and demand and correct structural imbalances and market friccionales is the objective of the public employment services. Its effectiveness is key to reducing the long-term unemployed and facilitate the recruitment, especially in smes (small and medium-sized enterprises). As we have explained Antonio Gonzálezin the current context of our country, with low unemployment, high labour mobility and strong territorial duality, its role is even more crucial. However, Is more limited funding for these services in comparison with other european countries, both in expenditure relating to the GDP and high unemployment. There is a low brokering by the institutions and companies do not resort to public services to fill vacancies, which also distances for unemployed persons. The basis of these services should be the guidance, with personalised support in your itinerary and employers, in addition to providing them with the mediation process, also focus its focus on providing support for the enterprise.
