Illustrative image of a job search.

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BEN STANSALL / AFP

  • Spontaneous applications, CDD which turn into CDI or co-option: there is an “invisible” job market that does not go through classified ads.

  • According to a Randstad SmartData study published on Wednesday, this market represented 41% of recruitments in 2020.

  • Personal network, professional or temporary agencies ... "There are several ways to enter this market", explains Patrick Valoni, product manager Randstad SmartData.

This is the hidden part of the job market.

Recruitments that do not go through classified ads, but through other means: a spontaneous application or a co-option.

In the midst of the health crisis, finding a place on the “invisible market” of employment has become a necessary step.

So how do you apply otherwise?

Specialists give you their advice.

“We often say that the job market is quite binary, with supply and demand.

But when we dig, we see that there is a visible market, that of job offers, but we also know that people find work without necessarily responding to offers ”, explains Patrick Valoni, product manager. Randstad SmartData.

In 2020, it is a market that represented 41% of new hires, and even up to 49% in Hauts-de-France according to the same study.

In other words: out of more than seven million recruitments in 2020, 2,860,000 recruitments were made in France in 2020 without publication of a job offer, according to the study published this Wednesday by Randstad SmartData.

A trend among employees, not managers

These recruitments take various forms: a spontaneous application, a co-option, "for positions that are a little difficult to find or that we have difficulty attracting", specifies Patrick Valoni, an end of internship or a CDD which turns into a CDI .

"When we look at the hiring practices of companies, we see that they have diversified their recruitment channels," analyzes Marie-Andrée Joulain, business relations consultant at the Association for the employment of executives (Apec).

As proof: today, social networks are even the fourth recruitment channel, she recalls.

But she prefers not to speak of an “invisible market”: “Among executives, the invisible market no longer really exists.

We observe that 85% of executive recruitment projects have been disseminated somewhere at a given time, ”she adds.

A figure corroborated by the Randstad study.

The professions most affected by these invisible practices are employee and worker positions such as truck drivers, administrative agents, housekeepers or kitchen clerks, sectors very concerned by the use of fixed-term contracts or word of mouth. -hear.

In this regard, it is the hotel and catering sector that wins the prize: "More than seven out of ten (71%) recruitments are made there without any announcement having been published", confirms the study. .

Talk about it around you

If this job market is "invisible", it is nonetheless accessible with simple methods.

“There are several ways to integrate it,” confirms Patrick Valoni.

“We must already be aware that this market exists.

"His first tip:" work on your network.

Not necessarily his professional network, but we can talk about his research around us: we all have a family or friendly circle, former students or classmates, who themselves know other people ”.

One thing leading to another, information and leads sometimes emerge from this network for proposing a candidate.

"Finding out about companies recruiting from your network also allows you to have access to jobs before they are published", adds Noëlla Gavier, HR Director at Welcome to the Jungle.

"You have to keep in touch with the entire professional network that you have built throughout your life", also advises Marie-André Joulain, who encourages "to enter associations or workshops but especially not to remain alone with his project ”.

Do not neglect the classic, "more convenient" advertisements

The spontaneous application is another tool of the invisible market, when it is sent in a targeted manner.

On LinkedIn, for example: “Candidates contact me via LinkedIn and I relay their application to the team.

It is quite easy to approach recruiters like this.

What makes the difference is the candidate who has a personalized approach, he understood what the company does, its values ​​and who highlights his skills, ”explains Noëlla Gavier.

Patrick Valoni finally advises to go and meet the temp agencies, which are a big source of jobs.

“When the relationship with the candidate is made, the company will offer positions to people it already knows and that it has been able to test.

"

But be careful not to forget the classifieds market: “these are two inseparable components of the job market,” says Patrick Valoni.

"It's very important," says Noëlla Gavier.

“From the recruiter's point of view, it's even more convenient, because all the CVs arrive in the same place, so you don't miss anyone.

The job offer remains unavoidable, but with the health crisis, tensions can appear on the job market.

“Some companies have difficulty managing too large an influx of applicants for certain offers.

This may encourage them not to communicate on these offers and to go through other channels, ”says Marie-Andrée Joulain.

Difficulties that can encourage job seekers to develop these new strategies.

"We must neglect no track, pull all the threads", sums up Patrick Valoni.

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