Decline in candidates in the SSE: what if meaning was no longer enough?

L'ESS ne pourra pas offrir les mêmes salaires qu'ailleurs mais pourrait réenchanter le monde du travail.

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This is a reality that could not have escaped any HRD: the current recruitment difficulties are unprecedented in almost all sectors of the economy. Dares indicates that the number of resignations of employees on permanent contracts has increased by almost 20% compared to the figures for 2021 and that early terminations of fixed-term contracts have jumped by 25.8% in two years. Companies and administrations would suffer the effects of a great English-style resignation, with departures and a drop in candidacies to levels rarely seen in economic history.

The ESS also affected by the shortage of candidates

Behind this massive phenomenon, the structures of the Social and Solidarity Economy (associations, foundations, cooperatives, social entrepreneurship, etc.) could see a tremendous opportunity with for-profit private sector employees who would desert for lack of meaning and would come to queue in front of their door. wide open.

But it turns out that, far from that, the SSE association sector is among the most affected by the decline in applications. In our recruitment firm, we have seen in one year, since June 2021, a drop in applications which can reach 60% for certain positions and an exponential growth in requests for recruitment missions from SSE players facing difficulties never before. views. If we cannot therefore attach to the current upheaval, the Arlesian of “employees in search of meaning”, we must look elsewhere for the real reasons.

Everything proves that behind this phenomenon lies something else, a profound upheaval in the relationship to work. The professional sphere would no longer be the place of personal fulfillment. In other words, work is being reduced by the younger generations to its role of breadwinner.

What you want or not in the job in addition to your salary is a very old debate. The Greeks valued the philosophical and contemplative existence with professional fulfillment and Keynes or Smith also contributed, the first associating work with boredom and the second having predicted the need for a reduction in working time to 15 hours per week .

Work would no longer be a social showcase

Contrary to its ancient or economic recommendations, since the 1980s we had arrived at the “hustle culture” and at a job that was asked a lot and perhaps too much: to define ourselves vis-à-vis the externally as from ourselves, giving us a feeling of personal progress…

However, against the current of this societal demand, digitization and the cult of quantifiable everything have tended, without sparing the SSE, to reduce the possibilities of being creative for employees. What is cracking before our eyes is the tension between, on the one hand, a societal demand to identify with one's job and, on the other, increasingly standardized professions that give less and less desire to identify with it.

For the SSE, this implies a particularly profound paradigm shift because it shakes to its foundations one of the pillars of its recruitment model: below-private salaries against a response to a “quest for meaning”.

The sector has a choice: submit or take the lead. On wage increases, the SSE can act only marginally because of its economic model. She must therefore grasp the subject differently. She must first look at the gray areas. Putting too much meaning into work has often been a source of work exhaustion and identity burn-out.

SSE at the time of choice

Above all, it must seize the opportunity to become a pioneering sector around two axes.

Work on your identity. Refuse to allow its role to be defined as that of a simple “alternative sector” refuge for the real and serious economy, refuse to allow the confusion between charitable impact and systemic discourse to exist in order to ensure consistency between what is said and what is done.

Inventing the bright tomorrows of the organization of work. It is a question of passing from an obligation of means to an obligation of result. It is no longer the number of hours of employees in the offices that counts, it is the progress in quantity and quality of the common fight. Many things are still to be invented to adapt to this new situation.

The challenge may seem important, but it is equal to a sector which has been able, in particular, we too often forget, to develop new practices, taken up by the whole of society in the areas of consumption and production ( organic, fair trade, circular economy) as in that of work with the integration sector, a real reinvention of professional mobility.

To note

This forum was written by a contributor outside the editorial staff. HR Consultant UK does not pay him, nor did he pay to publish this text. The choice to publish it was therefore made solely on editorial criteria.

Conclusion

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