Landing a job even before starting training is possible. Through two free schemes, the training action prior to recruitment (AFPR) and the POEI (operational preparation for individual employment), job seekers can take short-term training with, as a result, a promise hiring. According to the figures from Pôle emploi, these two courses would be an effective tool, their rate of return to employment amounting to 80%. Job seekers can start this type of course throughout the year, there is no precise timetable. “Training can be set up once we have identified a company looking for skills and a job seeker who matches them,” explains Nadia Bouaza, deputy director of the Pôle emploi agency in Pantin.
The two schemes, which involve an average of 300 hours of training, respond to the “give and take” principle. On the one hand, the company can solve its recruitment difficulties and train a future employee for free, the training costs being covered by Pôle emploi. On the other hand, the job seeker benefits from free training, discovers a profession, makes sure of getting a job and can receive remuneration during his training. Indeed, if the job seeker received unemployment benefit before starting training, it will be maintained. And if he does not receive compensation, he can ask for one. “Pôle emploi is able to mobilize funds so that job seekers are paid as trainees in vocational training”, assures Nadia Bouaza.
Another novelty: since the entry into force of a decree, published on October 29, 2021 in the Official Journal, exceptional assistance is granted to long-term job seekers. From now on, when a person who has been unemployed for more than twelve months decides to follow a short training course, they benefit from a bonus of 500 euros at the start of the course and 500 euros at its end. This is the case of Romain Labracherie, 31, job seeker currently in POEI Heavyweight License. He also receives various allowances: “Pôle emploi pays me mobility assistance by paying for my fuel as well as assistance with meals. As the training takes place outside my department, the hotel is also taken care of”, he indicates.
Regarding the public who can benefit from these training courses, there is no standard profile. “There may be people who have undergone training but have no experience, or people with experience but no diploma”, says Nadia Bouaza. The courses are open to all job seekers, as long as they correspond to a significant percentage of skills expected from the employer. There may be people with an atypical or disjointed career, mothers who want to find a job after having children… Kevin Lounis, one of the managers of the company Arting France who uses these devices, confirms this heterogeneous aspect: “we are looking for all types of profiles, with very different backgrounds from each other, from young people to people in reorientation”. For three years, Arting France has recruited between two and three employees in this way, for a total of around forty people still working within the company.
Tailor-made training
“The adviser will build with the company and the job seeker the training plan that will meet the expectations of the position advertised by the employer”, deciphers Nadia Bouaza. Totally personalized, the training will see their content differ according to the recruitment needs of the company, which will seek specific skills, and the prior level of the job seeker. “The aim of short training courses is to enable candidates who partly meet employers’ needs to complete their technical knowledge, such as knowledge of software or mastery of a tool”, continues Nadia Bouaza. The job seeker’s training is entrusted to a tutor appointed within the company.
While the majority of AFPRs and POEIs are in-house training, that is to say exclusively delivered within the host structure, lessons can be offered externally according to needs. In particular “for specific skills”, explains Nadia Bouaza, who recently registered a trainee in the field of security to follow a training course offered by the Pantin rugby club on security in the sports environment. As for the duration, it also varies according to the profiles. In some cases, training can be done remotely, when it comes to discovering software, for example.
A step before recruitment
“If the job seeker has integrated the skills targeted during the training and the employer is satisfied with the level acquired, the system ends with a CDD or a CDI”, says Nadia Bouaza. Kevin Lounis confirms that 99% of permanent contracts have been signed following these training schemes: “the goal is to work with all our employees over the long term. Most of the time, those who did not stay after their training left voluntarily”.
Now team leader at Arting after completing a short training, Yazid Touil appreciated the training format, less stressful than the direct signature of a CDI, which induces a trial period. “I had a possible margin of error, which reassured me. As we had the status of trained, it allowed us to learn and to be put in situation while having the right to make mistakes”. For his part, Valentin Louchart, 22 and having also recently joined the Arting teams, felt immediately at ease. “The trainer knew that I did not come from the field, so he took the time to explain each element to me and enlightened me when I had difficulties”. Draftsman-designer, he aspires to evolve in the company.
Easy procedures
On the side of job seekers, there is practically no administrative procedure to carry out. Romain Labracherie received an email from Pôle emploi offering him to participate in a meeting day with companies, as part of the POIE. “I spoke to my adviser about it, who told me that I lost nothing by going there. Quickly, my file was accepted by a transport company. The manager of the company contacted the employment center of 37, which came back to me to ask me for two or three papers”, he recalls. He has already obtained the truck and trailer licence, and is preparing to pass the heavy goods vehicle license before permanently joining the company on a permanent contract.
The sectors most represented in the AFPR and POIE
As it is the companies that approach Pôle emploi to use the training systems prior to recruitment, it is logically the sectors in great need of labor that are over-represented in this type of training. Thus, we find the personal services sector, the security sectors, the hotel and catering industry, the construction industry, etc. We also find the traditionally recruiting sectors, such as trade or transport and logistics. On the other hand, the AFPR and the POIE are not reserved for the sectors of activity most confronted with recruitment problems. All companies, regardless of their sector of activity, can apply for these schemes. “Just as there is no timetable for starting training, all sectors can be concerned. In fact, Pôle emploi is actually more in demand by companies having recruitment difficulties”, confirms Nadia Bouaza.
Top 10 business sectors that used AFPR or POEI in 2021:
- Hotel
- Restoration
- Commerce
- Computer science
- Secretariat-assistant
- Services divers
- Finishing work building
- work-material
- material-chemical
- Handling
–
Receive our latest news
Employment, management, rights, every week your career news.
