Q3694915 (Q3694915): Difference between revisions
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(Changed label, description and/or aliases in en: Setting new description) |
(Created claim: summary (P836): The project consists of adding to the team a Technical Advisor specifically responsible for coaching young people to facilitate their access to the company. Indeed, the employment team’s advisers, who are forced to have no quota on the number of accompanied young people, and at the same time mobilised on the management of assisted contracts and employment measures, do not have the opportunity to reach the expertise and level of commercial relati...) |
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The project consists of adding to the team a Technical Advisor specifically responsible for coaching young people to facilitate their access to the company. Indeed, the employment team’s advisers, who are forced to have no quota on the number of accompanied young people, and at the same time mobilised on the management of assisted contracts and employment measures, do not have the opportunity to reach the expertise and level of commercial relations expected in the context of this dossier. This expertise will be put at the service of young people for whom the classic accompaniment by the MLCB has not succeeded in achieving positive results. **Propose even more enhanced support on the relationship with recruiters, the multiplication of targeted contacts and contacts and coaching (real “pants marking”) of young people whose research does not lead to a classic type of support. Re-work on understanding the codes that govern the business and work environment. To lift the brakes on young people’s fear of employment and/or the company; accompany them to dare to sell themselves.**Change the way companies look at young people, and young people on businesses to get them to meet. Work with companies to raise awareness about the reception of the young public, and acceptance of this public in the dimensions that it is unique to them, do not, however, contravene a good take-over of jobs;** **See try to mobilise the social responsibility of entrepreneurs**. **Working with companies takes time. The challenge is to have access to the hidden market, to develop a relationship of trust with these entrepreneurs...before they decide an open recruitment. The privileged contact with entrepreneurs and recruiters is established through a relationship of mutual trust that works over the long term, and despite the failures that can be overcome. Thus these men and women can more easily accept sometimes atypical profiles (according to their criteria)** (English) | |||||||||||||||
| Property / summary: The project consists of adding to the team a Technical Advisor specifically responsible for coaching young people to facilitate their access to the company. Indeed, the employment team’s advisers, who are forced to have no quota on the number of accompanied young people, and at the same time mobilised on the management of assisted contracts and employment measures, do not have the opportunity to reach the expertise and level of commercial relations expected in the context of this dossier. This expertise will be put at the service of young people for whom the classic accompaniment by the MLCB has not succeeded in achieving positive results. **Propose even more enhanced support on the relationship with recruiters, the multiplication of targeted contacts and contacts and coaching (real “pants marking”) of young people whose research does not lead to a classic type of support. Re-work on understanding the codes that govern the business and work environment. To lift the brakes on young people’s fear of employment and/or the company; accompany them to dare to sell themselves.**Change the way companies look at young people, and young people on businesses to get them to meet. Work with companies to raise awareness about the reception of the young public, and acceptance of this public in the dimensions that it is unique to them, do not, however, contravene a good take-over of jobs;** **See try to mobilise the social responsibility of entrepreneurs**. **Working with companies takes time. The challenge is to have access to the hidden market, to develop a relationship of trust with these entrepreneurs...before they decide an open recruitment. The privileged contact with entrepreneurs and recruiters is established through a relationship of mutual trust that works over the long term, and despite the failures that can be overcome. Thus these men and women can more easily accept sometimes atypical profiles (according to their criteria)** (English) / rank | |||||||||||||||
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| Property / summary: The project consists of adding to the team a Technical Advisor specifically responsible for coaching young people to facilitate their access to the company. Indeed, the employment team’s advisers, who are forced to have no quota on the number of accompanied young people, and at the same time mobilised on the management of assisted contracts and employment measures, do not have the opportunity to reach the expertise and level of commercial relations expected in the context of this dossier. This expertise will be put at the service of young people for whom the classic accompaniment by the MLCB has not succeeded in achieving positive results. **Propose even more enhanced support on the relationship with recruiters, the multiplication of targeted contacts and contacts and coaching (real “pants marking”) of young people whose research does not lead to a classic type of support. Re-work on understanding the codes that govern the business and work environment. To lift the brakes on young people’s fear of employment and/or the company; accompany them to dare to sell themselves.**Change the way companies look at young people, and young people on businesses to get them to meet. Work with companies to raise awareness about the reception of the young public, and acceptance of this public in the dimensions that it is unique to them, do not, however, contravene a good take-over of jobs;** **See try to mobilise the social responsibility of entrepreneurs**. **Working with companies takes time. The challenge is to have access to the hidden market, to develop a relationship of trust with these entrepreneurs...before they decide an open recruitment. The privileged contact with entrepreneurs and recruiters is established through a relationship of mutual trust that works over the long term, and despite the failures that can be overcome. Thus these men and women can more easily accept sometimes atypical profiles (according to their criteria)** (English) / qualifier | |||||||||||||||
point in time: 22 November 2021
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Revision as of 10:27, 22 November 2021
Project Q3694915 in France
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | No label defined |
Project Q3694915 in France |
Statements
16,012.09 Euro
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32,024.18 Euro
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50.00 percent
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1 January 2017
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31 December 2017
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Mission Locale Centre Bretagne
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Le projet consiste à rajouter à l'équipe un Conseiller technique chargé spécifiquement du Coaching de jeunes pour faciliter leur accès à l'entreprise . En effet, les conseillers de l'équipe emploi, amenés à ne pas avoir de quota sur le nombre de jeunes accompagnés, et parallèlement mobilisés sur la gestion des contrats aidés et des mesures pour l'emploi, n'ont pas la possibilité d'atteindre l'expertise et le niveau de relations commerciales attendus dans le cadre de ce dossier. Cette expertise sera mise au service des jeunes pour qui l'accompagnement classique par la MLCB n'a pas réussi à aboutir positivement. **Proposer un accompagnement encore plus renforcé portant sur la relation avec les recruteurs, la multiplication des contacts ciblés et des mises en relation et coacher (véritable "marquage à la culotte") des jeunes dont les recherches n'aboutissent pas avec un accompagnement de type classique. Re-travailler sur la compréhension des codes qui régissent le milieu des entreprises et du travail. Lever auprès des jeunes, les freins liés à la peur qu'ils ont de l'emploi et/ou de l'entreprise; les accompagner à oser se vendre.** **Changer le regard des entreprises sur les jeunes, et des jeunes sur les entreprises pour les amener à se rencontrer. Travailler avec les entreprises sur une sensibilisation à l'accueil du public jeune, et une acceptation de ce public dans les dimensions qui, lui étant propres, ne contreviennent pour autant pas à une bonne prise de poste;** **Voire tenter de mobiliser la responsabilité sociale des entrepreneurs**. **Le travail auprès des entreprises nécessite du temps. L'enjeu est d'avoir accès au marché caché, de développer une relation de confiance avec ces entrepreneurs ...avant qu'ils ne décident un recrutement ouvert. Le contact privilégié avec les entrepreneurs et les recruteurs s'instaure grâce à une relation de confiance mutuelle qui se travaille dans la durée, et malgré les échecs que l'on peut essuyer. Ainsi ces hommes et femmes peuvent accepter plus facilement des profils parfois atypiques (selon leurs critères)** (French)
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The project consists of adding to the team a Technical Advisor specifically responsible for coaching young people to facilitate their access to the company. Indeed, the employment team’s advisers, who are forced to have no quota on the number of accompanied young people, and at the same time mobilised on the management of assisted contracts and employment measures, do not have the opportunity to reach the expertise and level of commercial relations expected in the context of this dossier. This expertise will be put at the service of young people for whom the classic accompaniment by the MLCB has not succeeded in achieving positive results. **Propose even more enhanced support on the relationship with recruiters, the multiplication of targeted contacts and contacts and coaching (real “pants marking”) of young people whose research does not lead to a classic type of support. Re-work on understanding the codes that govern the business and work environment. To lift the brakes on young people’s fear of employment and/or the company; accompany them to dare to sell themselves.**Change the way companies look at young people, and young people on businesses to get them to meet. Work with companies to raise awareness about the reception of the young public, and acceptance of this public in the dimensions that it is unique to them, do not, however, contravene a good take-over of jobs;** **See try to mobilise the social responsibility of entrepreneurs**. **Working with companies takes time. The challenge is to have access to the hidden market, to develop a relationship of trust with these entrepreneurs...before they decide an open recruitment. The privileged contact with entrepreneurs and recruiters is established through a relationship of mutual trust that works over the long term, and despite the failures that can be overcome. Thus these men and women can more easily accept sometimes atypical profiles (according to their criteria)** (English)
22 November 2021
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Identifiers
201702167
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