This article focuses on the forms and methods of intermediation between job candidates and employers.
Recruitment, training and actions within the employment structure are intertwined concepts. In this article, we are effectively witnessing the improvement of clearly articulated systems.
Each in their own way seeks to assume both a connected dimension (placement) and an affirming dimension (education). Sometimes they try to separate themselves from their reasoning, which is seen as disqualifying.
Regardless, it is thought that professional experience and its recognition with a certificate provide added value to both buyers and companies seeking qualified workforce.
This rapprochement between the two stakeholders may include an educational institution, a collective entity (including the various employers involved in recruitment), or a company. (a company e.g. salary and training to previously isolated self-employed)
This is a system that combines theoretical learning at school with hands-on training in a company. It is expected to promote coordination between education supply and job demand, as well as between employer groups and integration and qualification.
There is a specific form of employer group that was created in the agricultural sector in 1985 and then spread to other sectors of activity. This directly recruits target groups to present to member companies through organization through work study contracts, integration and qualification.
The principle here is recourse to the group employing the employee provided to the company (de facto employer), "third party employer", regardless of whether he is a member of the group or not.
The development of apprenticeships is in the light of the development of the "competence" ideology that underpins vocational and continuing education policies.
Proximity to the business world and transition periods to companies are expected to respond to the lack of professional experience and training of some young people, the unemployed and those in exile.
Indeed, this presence in the artistic and cultural sectors confirms that questions of education and integration have been extended to relatively autonomous areas and graduates in the job market.
In other words, the various triangular forms of labor mobilization have the same purpose as adjusting individual qualifications that may not be suitable for targeted occupations.
“Qualification” or “Convenience”?
Let's focus on the mediation process, its actors, its logic, and its effects. First of all, this process is a matter of integrating devices into analysis aimed at the link between public responsibility and education.
This excludes other types of agents, such as temporary employment agencies. The action also applies to different types of intermediations that are not mainly related to vocational training and integration. However, this area of research, which is relatively new in approach, should be wide-ranging.
Mediation, as considered here, potentially encompasses a wide variety of forms: apprenticeships, activity and employment cooperatives, traditional employers' group, IAE, paid transport, etc.
Rather, the third-party employer figure directly or indirectly relates supply and demand for employment. It aims to secure, question and empirically nurture integration and career paths.
Because it would be appropriate to determine the extent of this evolution towards work and the triangulation of the education-employment relationship. So, everything shows that we are not dealing with a marginal phenomenon. These are likely more structural transformations of the labor market and public action.
This is the first of three main lines of inquiry and levels of analysis (macro) of the issue: Is the dissemination of intermediation integrated into the social construction of vocational training and integration of a market?
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Besides the previously mentioned mechanisms, we can mention the existence of networks of training companies in Switzerland, group training companies in Australia, group training associations in the UK and even local training agencies in Norway.
If interaction between actors at the regional level is observed, their rise is more important than the main trends emerging at the national and supranational level.
Indeed, the increased competition between workers or candidates for a job, the insecurity and the increase in underemployment common in these different countries are prompting public authorities on the one hand and private operators on the other, to highlight the interests and potentials.
The third-party employer applies to the principle of “limiting the application to precarious employment contracts and part-time work”.
This is a sign of the growth of a training and support market where brokerage systems are increasingly at the service of “flexible security”.
However, on this global scale, the third-party employer appears in many cases in solidarity with the logics that prevail in the business world. This results in job offers being accepted below the initial expectations of job seekers.
Yaşam Ayavefe
