They are also interested in the training process

In an attempt to meet the critical needs of workforce of enterprises in the building the sector recruits at least 60,000 employees this year , new solutions to put in place. Combining integration, qualification and acting, they were intended to function as of real outsourced human resources services. Pioneers in this area, the building of the Doubs and Franche-Comté federations have created Indibat, which includes a group of employers for insertion through qualification (GEIQ) (1), a company of temporary work of insertion (Etti) (2) and a group of employers (GE) (3). "We the sell now as a whole to respond to any need for recruitment of business", said Philippe Ardon, Director of Indibat.

"The advantage is that we have a single interlocutor who plays the role of acting, but also mounts records of training for young people and their tracks." "So that it is very difficult for small businesses like ours to manage," says Georges Collard, pattern of SFCE-TC and SFCE-GC companies, two SMEs located near Besançon. "On the plan tariff, it is not very different from acting, but it's a structure managed by professionals of the sector that play the game in the long term and promote the hiring." "Overall, we recruit one or two people per year to the end of a contract with the GEIQ, generally with adjustment of salary and a very easy integration, because they understood our operation and our site leaders know," he added.

On the legal level, Indibat is a holding company, consisting of three associations and companies who are administrators. Billing business gross salary set, plus a factor of 1.95 that covers a part of the employer costs and the service provided. Last year, with a staff of 22 permanent, its turnover amounted to EUR 5.4 million for a workforce managed 250 to 300 people.

Reduce out of contracts

The GEIQ was created in 1994 to respond to the development of the social clauses made mandatory in the tenders in the building. "Four years later arose the problem of the continued activity of people leaving the GEIQ, then companies were reluctant to recruit in the new context of the 35-hour," says Philippe Ardon. Hence the idea to go by a group of employers to employ staff in Commission and make it available to businesses based on their workload. In a third time has been implemented the Etti, to establish a sas of entry before the qualifying. "The people we reclassify are more remote from the world of work." The Etti allows us to test on short missions and to better manage and qualification routes. The temporary work of insertion of the Etti greatly reduced the rate of contracts the GEIQ, who was of the order of 20 and is more than 5 today.

Companies find their account. "People that Indibat sends us in rehabilitation are not easy public." Indibat happens to be close enough to them and to support them. "In fact, it rule the problems at our place," notes Daniel Dubresson, boss of an establishment of the Group Eiffage in Burgundy. But, for him, the main interest of this structure is its flexibility. In addition, Indibat also allows for real career developments, negotiating wage increases or new jobs with the companies. "We have two clients, the company and the employee, and we need to satisfy both", likes to repeat Philippe Ardon.

Other federations of the MGB now suit to the Franche-Comté. GEIQ-BTP of Bouches has thus create its Etti and finalizes the constitution of the Group of employers. Experimentation will be Convention employment-training with the EuroMediterranean public management operation, which focuses the majority of the sites of Marseille.

Other sectors are concerned, such as fruits and vegetables. GEIQ Provence created the Etti and adds a group of employers. "Companies requested us more flexibility than the system of GEIQ." They are also interested in the training process. "We have formed of order pickers, for example, that it scrambles timeshare", note its head Jean-Pierre Ferro.

Little by little, this comprehensive offer is gaining ground, companies considering that it is best able to meet their recruitment difficulties and out of the social yoke of the GEIQ, subject to regular amendments devices of return to employment. "This allows to test employees, train them and dispose of qualified personnel." "The palette is complete," noted Claude Barral, President of Eiffage Mediterranean.