The rise of teleworking due to the coronavirus crisis has enabled companies to seek new profiles and new skills.
With the enlargement of the geographical recruitment basins, previously closely linked to metropolitan areas, salaries could also drop in the long term.
What if teleworking opened up new perspectives for companies and employees?
For a year and the start of the coronavirus crisis, working from home has become a common practice and even encouraged.
With this new habit, some companies have realized that they no longer need to limit themselves to their geographical area to carry out recruitments.
On the contrary: teleworking has enabled them to seek new skills beyond metropolitan areas and urban areas.
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"We no longer ask the question"
With the spread of teleworking, companies are recruiting far beyond their usual geographic area. The phenomenon is relatively recent and yet it has completely changed habits. This is the case for Arnold Zephir, CEO of a company of 50 digital employees in Paris, who realized this paradigm shift in a comical way. "We have a new employee who arrived recently. I discovered that he was in Lille. It's been three months since we started recruiting with this person and we never asked ourselves where he was physically. . "
"I remember that about two years ago, we had a recruitment phase and we had refused a candidate who was in Carcassonne", continues the leader.
"He was good, he was someone who stuck very well to the position. We said to ourselves 'no, he could only come one day a week, it's annoying'. Now, we do not ask any more. the question."
In other words, this candidate from Aude would be hired in the Ile-de-France company.
A "leeway" for employees
The change is also noticeable on the side of the candidates. “There was a significant constraint for employees, on travel time for example, especially in large cities. People could have difficulty reconciling work in the city and family life, sometimes hundreds of kilometers away. Today's situations are completely upset ", analysis on Europe 1 Jean-François Amadieu, professor of management.
According to him, this new configuration gives employees "leeway" ... which will however remain reserved for the most senior.
"It is essentially the executives who will be the great beneficiaries of these new flexibility, of these new possibilities. Firstly because they have better teleworking conditions. Then because they are in a better position to negotiate with the company. 'potential employer', nuance Jean-François Amadieu.
Senior profiles once again accessible
For Arnold Zephir, recruiting far from his headquarters makes it possible to seek new skills.
"We manage to recruit slightly more experienced profiles," says Arnold Zephir.
"We have clearly seen this phenomenon: engineers or very experienced salespeople aged 45 or 50 have gone to the provinces. Now we can afford to hire them when these profiles who had remained in Paris were at unreasonable prices for a company. company like ours. "
These changes in habits can also be seen for companies in the provinces, which will be able to recruit very specific profiles: a company in an industrial environment in Hauts-de-France, for example, can recruit an employee who lives in Morbihan or on the Basque Coast without having to convince him to move.
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Towards a significant drop in wages?
In addition, there is an economic interest in recruiting in the provinces when you are a company based in Paris. This is what observes David Beaurepaire, deputy director of the recruitment firm Hellowork: "this will very probably have an impact on salaries, of the order of 10 to 15% below the salaries that can be practiced in the Island- de-France ", he assures us. "After that, you have to take into account that there are travel costs. Who will cover these travel costs if you live in Marseille and you have to go to your place of work three times, four times a year? months, in Ile-de-France? "
An important question in this new environment, which shows that the phenomenon of teleworking therefore has its limits. Moreover, companies that are ready to switch to 100% telecommuting are rare. Large companies like Twitter or Amazon, which had opted for this option and allowed some employees to work from the other side of the world, are now revisiting this operation and favoring a few days of presence at work. Proof that the solution could lie in this "flex office", a neologism meaning a mix between face-to-face and teleworking.