How to qualify the year 2022 for your firm?
Eric Gandibleu: 2022 is a good year but not exceptional. The years 2000 or 2017, for example, were better. 2022 is, however, notable for a willingness of companies to hire customer relationship specialists or innovation marketers to research new products or new offerings. And, then, above all, 2022 also marks the disengagement of candidates from sales positions. Everyone is looking for it. But no one wants to be a salesperson anymore. This activity has lost its letters of nobility among young people. Yet trade is the basis of everything. I have just concluded a mission as a key account sales manager. A position at 60,000 euros gross per year + variable of 20,000 euros. It was hell.
Do you see changes in candidate behavior?
Yes, 2022 has been marked by a multitude of withdrawals from candidates. They are not introduced, not excused. Our added value, as recruiters, is to support candidates in their reflection and their acceptance of a position. I found myself face to face with candidates ultimately refusing a job because they wanted to live in the region, wanted telework, not too much management, not too much pressure on turnover. Sometimes, I did not understand the motivations, unclear, of the refusal… With clients disconcerted in front of managers who did not put forward a fulfillment linked to career progression but to a balance between personal and professional life.
Which sectors inspire you with confidence for recruitment in 2023?
I have only one piece of advice to candidates: Opt for a commercial function: no one wants to become one anymore. “Go for it” on these positions. It is the right time. The requests are legion. There are opportunities to be seized in all regions. Especially for young people who are massively disengaging from this function. It must be remembered that trade is the basis of everything. Work too…
And in 2023, what changes do you expect?
2023 is going to be an intermediate year with many requests from employers with fewer means to recruit. Hence a decline in recruitment. However, there will still be a great need for specialists in business transformation: category manager, customer relations management. This last function is developing strongly. It is increasingly necessary to communicate with its customers, to make them talk. Finally, in my sector, digital functions will also be highly sought after. The example of juniors in data is, in this respect, significant. Today, they are hired at salaries of around, with 3 years of experience, 50,000 euros gross per year. In three years, they will receive some 70,000 euros gross per year. These are the emoluments of an experienced manager with more than ten years of experience…
How will candidate expectations evolve in 2023?
I foresee a return to “normal” in 2023 with candidates who will have to be more concerned about their careers. We build our life between 28 and 35 years. However, young people seemed to have abandoned these career issues. We will return to more careerism, professional ambitions.
And for businesses?
Employers should better consider “atypical” candidates such as seniors for sales positions. That being said, the communication and marketing professions should retain their propensity for youthism…
Looking back, how has the health crisis changed the “skills” required of executives?
The only real change I see is that of remote management. This soft skill is becoming more and more essential. Some managers have more than 50% of their teams working remotely. You have to know how to manage remotely. However, it is very difficult to maintain a level of creativity at home. You have to know how to question yourself every day. It’s not simple.