It is the glass half empty or half full glass history

The Business Manager, especially of a very small business (TPE), hesitate long before hire, calculates its risk, additional turnover should reach to fund an additional contract. And, most often, it employs a workforce limited between 0 and 5 people.

The contractor who takes the bet of a new hire will therefore, in 90 of cases, "cure" his recruitment, take the time to train his new hired. Daily new economic challenge with the young owner of a first contract hire (PBS). A link "affectio societatis" will be created between them. Its well understood interest is to succeed the young to reach its turnover "balance": training, contact the daily coffee joint, effort, motivation, objectives, incentives, cropping will... be its obvious leitmotifs to succeed.

Opponents of PBS (which have often little hired or led their life business) always imagine that the pattern of SMEs is as the CEO of a multinational in its ivory tower. In a PBS, it will mostly not the case. The head of a TPE or SME everyone imagines well is on all fronts and naturally close to his team if he wants to do successful business.

If this challenge of turnover "balance" between him and his new hired is reached, why would you like that it is "rid of young" at the end of second year When we know the time that it needs to properly recruit (3 months), training (3 months) and the time that the young gives all its potential (new 6 months). Should really be effective, or even "maso" (perhaps 10 of cases), for having as sole purpose to start from zero all two years with a new PBS when we know that a successful recruitment does its fruit on average only a year after hiring.

In addition to it gives right to training and benefits (which is not the case of an internship, a CSD or an acting), one finds that the SCE class in a good position on "the scale of labour flexibility": the non-paid internship, it is less although the paid internship, paid internship that the CSD, the BOD as the acting, acting as the CPEthe SCE that the Commission confirmed.

It is the glass half empty or half full glass history. The two-year probation period which, of course, might seem long may be shortened if necessary as recently stated by the Prime Minister to nine directors of human resources of major French groups.

I am surprised to see that very few entrepreneurs take the floor on the subject. Recently, on television, on the plateau of the France Europe Express (France 3) issue devoted to the creation of jobs, there was not a single this contractor to bear witness to the reality of the process of recruitment and the challenge resulting. It will be certainly in the medium term towards the "progressive unique contract", where each party knows perfectly its rights and obligations of starting (period of notice, severance benefits with seniority...). I.e. is stalling on the principle of the near the famous "flexicurity" Scandinavian insurance contract. But in the meantime, do not lack this innovative experiment which should help to partially ease the unemployment and the current precariousness of low-skilled young people: youth unemployment rate is 23, and it takes 8 to 11 years on average to find an IFA!