This is a revolution the industry tastes

Laurent Escudé not returned. The Director of human resources of Michel Bollé, SMEs specialised in plastics, is unable to complete its recruitment. "It's simple, I permanently close 15 positions open to young people, that I can't fill," he said. Reported to some 350 employees of the company, the figure is far from negligible. (Technicians level bac 2) searched profiles have yet nothing of the rare Pearl. Moreover, the salary is attractive "no less than 1,500 euros net". However, nothing. Young people continue to refuse the offers.

The situation is not anecdotal. According to a survey of the Ministry of economy, finance and industry, more than 55 of the job opportunities in the industry in 2004 have a recruitment voltage indicator () superior to the average national. Worse: the share of young people in the industry is in constant decline: between 1991 and 2003, the numbers of 16-24 years have fallen 34, reaching a total of 310,000 employees. Over the same period, the range of 25-39 years has fallen by only 24. If this is explained by the overall decline of employment in the sector, the disenchantment seems serious. Even if it is not widespread: the innovative industries of the aerospace, automotive, or new technology, still succeed in attracting. In contrast, older areas such as the steel, textile, naval construction, or building, are hardest hit. In 2005, the national Union of sheet metal work, sheet metal, and industrial piping (SNCT), for example sought in vain about 2,000 welders. The sector of the building, "each year we recruit 100,000 people in our business." However, the educational system in form 60,000. "Should therefore be able to attract 40,000 other skills from other universes", explains Christian Baffy, President of the French Federation of the building.

The progressive lack of young people for these "old trades" appears to be primarily a problem of image. The eternal devaluation of manual activities, their low social recognition, naturally hinder vocations. "When talking about metallurgy, is still the black gules in the 19th century." A technician is someone who is bathed in oil from morning to evening. "Yet, these functions were largely evolved through Automation", explains Arnaud de Thoré, Director industry recruitment Hudson Council cabinet. Ignorance promoted by the persistence of outdated names (Boilermaker for example) reflecting more the reality of today and crafts.

Areas for the future

Archaic, the image of these trades is also precarious. Despite the current growth of the steel and building industries, sustainability in the long term of certain trades is outstanding. Between 1995 and 2001, according to the Insee, the textile sector lost approximately 4,500 jobs, clothing and leather about 11.500, while 3,000 jobs have been deleted in the industry of electrical components. In all, 95,000 industrial jobs have relocated abroad over this period. What deterrence... Yet, some companies still need arms and it is high time to act: nearly 20 of the employed population in the industrial sector is more 50 years of age. Better therefore anticipate the renewal of the generations.

Some branches have understood and activate. With a single objective: "give another image of our professions", insists Christian Baffy. On the matter, the French Federation of the building is an expert. Since 2003, the "behind the scenes of building" operation opens young 60,000, for 48 hours, some 300 yards across the France. Similarly, since 2004, the initiative "young, one day, a company", allows a student to accompany a leader company in its activity, for a day. Other branches are mobilized. Plastics Federation chartered two trucks travelling across French beaches and its activity during the summer. As the powerful Union of industries and professions of metallurgy (UIMM), it develops since 1991 a lighthouse, "Bravo industry" action, which allows young people of 4th and 3rd meet with a business leader and draw a concrete project (study of the techniques of manufacture of a product, presentation of the company...).

Companies are not at rest. They attached first to demonstrate that the industrial trades have a future. The announcement, during the summer, for the reopening by 2010, a coal mine at Lucenay-lès-Aix, in the Nièvre Department, to lead the creation of 400 new jobs, is a first example. In the same direction, Arcelor, in the Salon planet steel (read below), highlights its technological innovations: olfactory steel reducing the unpleasant odours, steel of comfort with its form of departure even for high torque... These achievements require skill such that they cannot be relocated. "These innovations, there always need many talents of engineers, researchers or assistants of implementation", provides Jacques Dham, CEO of Arcelor Distribution.

Relations with schools

To convince young people, the priority remains the development of relations with schools. Forums, trade shows, company visits... Initiatives are numerous, but often classic. Some companies especially in large groups, SMEs have not the resources however go further. The producer of forklifts Fenwick Linde provides free of charge to schools some of his machines, and form teachers in their use. About Bouygues Construction, it has a structure dedicated to three contributors, specially responsible for relations with schools. The group, as Schneider Electric, relies also on a network of "Campus Manager", staff responsible to the group in their old schools. Other companies promote learning or development of partnerships, such as Cemex group, specialized in the production of materials for the building, who signed last July an agreement with the Ecole des mines, thus opening his trades training. "National Education does not form the profiles that we need, such as materials technicians or heads of career." "It so that we ourselves to ensure the development of skills", says Annie Dumont, Director of human resources of Cemex. Mecavenir for the skills of mechanics, sheet metal work training school... There are many branches that have launched their own training institutions.

Loyalty tools

In all cases, be ready to unroll the red carpet. Boccard Group 3,000 employees, specialized in the maintenance of facilities industrial well understood. Last April, to recruit some 60 Boilermakers, a discovery day was organized on the site of Roanne, attracting 50 youth and their families. The Directorate had provided three workshops: Council for research of housing in the community, presentation of schools for the children of the employees, and finally, support for spouse employment. A problem that takes the importance: "Today, it is not clear for an employee working on a site, often remote from urban centres." "This may require her husband to leave his job to follow him," explains Pierre Gaillard, Director of human resources of Boccard companies.

Remains that the recruitment does not. Must know loyalty. A challenge, according to Philippe Bouquet-Nadaud, Director of human resources of Aker Yards, ex-Chantiers of the Atlantic. "Young people do not have the same notion of fidelity than their elders." If they are not satisfied of their evolution and their position, they will see elsewhere quickly. "In addition to the usual tools pay, training... , we see emerge of new thinking, specifically tailored to the young population. Issues of ethics, environment, balance between work and private life, or even the international experiences are put forward. The Alstom group interviewed about 1,000 collaborators recently hired to understand their expectations and better addressing the young candidates. In the same direction, Bouygues Construction application to its new employees to follow two days of training on the values of the group. "It must be consistent." "If he sees that the Group actually meets its expectations, the young will not see elsewhere", explains François Jacquel, Director of human resources of the group. Group Michel Bollé, conducting development of informal scheduling: "we accept more small delays, it also allows that the young parte more early to fetch his children to school...". It is more flowing. "This is a revolution: the industry tastes... forced relaxation.