Problem: What are the challenges of recruitment in ESN?

Rapid recruitment of young graduates is becoming a major challenge for Digital Services Companies (ESNs). Why this phenomenon and what are the implications?

A turn towards freelancing

More and more young graduates are choosing the freelancing path straight out of school. Several reasons explain this trend:

• High TJM from the start of their career: Young graduates are attracted by the prospect of earning more as freelancers than what they would earn as permanent employees in an ESN.
• Self-employed status: This status allows young graduates to have greater autonomy, by offering them the possibility of managing their own affairs and considering themselves as their own bosses.
• Control over the choice of their missions: As freelancers, they have the freedom to choose the missions that interest them the most, without being constrained by the assignments imposed by a company.

The reality of the market

ESNs and their clients often prefer consultants with a minimum of 2 to 3 years of permanent experience, whose salary expectations align with established scales. For freelancers, expectations are often lower TJM, which may not correspond to the expectations of young graduates.

Additionally, young freelancers may find themselves without assignments for extended periods, leading to financial instability. Their lack of experience can also make it difficult to justify the rates they want to obtain, putting them in a difficult position to win contracts.

Challenges of recruitment in ESN

1. Attract young graduates: ESNs must find innovative and attractive ways to convince young graduates to join their ranks rather than choosing the freelancing route.
2. Adapt salary scales and offers: Reviewing salary scales for young talents and offering attractive career paths can be a strategy to compete with the financial advantages of freelancing.
3. Offer stimulating missions: Offer interesting and diverse projects to keep young graduates engaged and prevent them from being tempted by the freedom of choice offered by freelancing.
4. Encourage training and professional development: Establish continuing education and skills development programs to enable young graduates to see clear and attractive career progression within ESNs.

To resolve this recruitment problem, ESNs must adapt their strategies by taking into account the aspirations of young graduates. Providing them with growth and development opportunities aligned with their professional expectations is essential to attract and retain these promising talents.