Are there more digital recruitments than before the pandemic?
To date, there is generally less digital recruitment but the sector remains a big recruiter. But beware, the digital market certainly consists of Tech functions, but it is also all the professions of digital marketing.
In the Tech functions, recruitments are more or less constant. On the rest, there is a big drag because digital marketing is also tourism, advertising agencies, events.
E-commerce, for its part, continues to do very well. According to Fevad figures for the first half of 2020, the sector remains at + 5% growth. Remarkably, the e-commerce of physical products is on the rise and has offset the collapse in tourism. Thus, out of 100 e-commerce purchases, 57 are physical products compared to 44 a year ago. Digital e-commerce will therefore generate many new jobs in logistics and customer support.
In the field of Tech, as we said, things have held up well. Most of the technical professions remain in tension, in particular those of Data, and data mining.
The resulting digital transformation is above all a need to put more innovation back into the company. For example, finding ways to sell differently to customers who were physically affected before. This, therefore, generates needs in these trades in companies that have often neglected it because their business was going well like that.
Overall, the digital market is -30, -40% compared to what it was before. However, it is doing much better than many other industries.
In the metropolis, who are the profiles sought?
The metropolis is very good at attracting great companies. But there is a catch to that, and that is that they come to create technical development centers. Some companies, beyond the living environment, have above all identified that Bordeaux is the city in France where there is the greatest potential gap between the number of students in schools and the ecosystem.
Will we need so many developers in the years to come with the development of AI?
We know that in real-time, around 150,000 developers are missing. The needs continue to grow. Even if technology makes life easier, the demand for developers remains very high. As digital technology affects any profession, needs therefore continue to increase in all areas of activity.
Do you see a lot of people retraining, are recruiters more open to these profiles?
Watch out for the lark mirror!
Just because digital recruiting is active doesn’t mean you have to rush into it anyhow.
We see people embarking on short training courses, certainly of good quality. But you don’t become a developer in 3 months, you acquire a foundation that will have to be greatly improved.
We must keep in mind that the digital market if we use an image, could be compared to that of the automobile: You can DIY your car yourself, you also have the small garage owner of the corner of the street, the one, more established and equipped, the big dealer and finally the Formula 1 team.
In startups that make cutting-edge software such as in e-health, we find jobs that involve data, AI. These companies are Formula 1 which needs perfectly trained people, bac +5, engineering schools or equivalent …
There are of course job entries. In 3 to 6 months you can become a developer, but you will still have a lot to learn.
The problem is also the same in digital marketing, which attracts a lot of people in retraining.
Warning! When a digital marketing position is open, you will have three types of candidates:
- experienced pure players who have been in digital for 5-10 years: they are the experts.
- students graduating from Digital Masters who, beyond specialized training, also have 2-3 years of the work-study program behind them. They are operational very quickly.
- conversions often after a few years in classic marketing/communication who have done short training courses of 2-3 months: of course they have the advantage of having a solid experience of the company but they are far from being too sharp than the first 2 categories.
Faced with these three types of profiles, an SME which is recruiting and needs to upgrade its skills will turn to the first 2 categories. A larger company, therefore more complex to understand, but which also has more time to develop skills, will be able to play the 3rd card.