Launched in 2018 on the initiative of an agent from Hauts de France who is passionate about athletics, the “From stadium to employment” operation is beginning to be deployed on a large scale by the operator, with good indicators of return to employment.

According to the report made by the operator in Hauts-de-France, out of 1,777 jobseekers who participated in the second half of 2021 in one of the 27 events organized, there was a 64% rate of return to employment in the six months with 40% of recruitments in the participating companies. In addition, 75% of the participants were advised of a training course.

“These are striking figures. This requires a lot of work from the teams upstream to prepare job seekers and employers and then downstream to support hiring with prior training actions. But it’s worth it, otherwise we would not organize three times more this year”, testifies Yann Bonnot, organizer of this event in Reims on June 30.

The advantage is to allow meetings which would not have taken place by traditional recruitment by CV.

Present in Reims, Emilie Maillot, in charge of recruitment at ICGA Generali, began, less than a week later, a hiring process for three claims manager positions. “These are candidates that I would certainly not have received on reading their CVs because they did not have the level of education or experience required”, she confirms.

“But the operation allowed me to see their personality and their motivation”, she explains, specifying that these are permanent recruitments with internal training.

More recently, Pôle emploi launched a similar operation at the end of 2021 in Hauts-de-France but around artistic events (museum, circus, theater, concert, etc.). A first assessment will be made in September.

The operator believes that it is thus in line with the expectations of employers who, according to its studies, are 60% to consider behavioral skills (“savoir-être”) more important than technical skills (“know-how”), particularly in sectors that do not require a specific diploma.

These skills differ according to the trades. In the hotel and catering industry, customer relations and the ability to work under pressure will be sought after. In personal services, it will be benevolence, autonomy and a sense of responsibility and in health and industry, teamwork and respect for rules.

The desire to go beyond the CV to broaden candidate searches is not new, however.

Since 1995, Pôle emploi has offered employers the possibility of setting up recruitment methods by simulation (MRS) which favor the identification of the skills necessary for the job.

Thus, Michelin recruits enormously in this way with exercises on the ability to carry out precise gestures, to respect instructions or to follow a manufacturing process.