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POEI scheme: discovering, training and hiring talents

POEI scheme: discovering, training and hiring talents

Summary

POEI: a driver for inclusive, targeted recruitment

It’s a programme designed to help people who have difficulty entering the job market by training them for specific professions.
An immersive, jointly developed training course

A group of 15 trainees were selected and in early November 2024 Econocom welcomed them on the premises of the training company, ASTON.
A tailored, vocational course

The various skills required were divided into a series of modules by the training centre and the various operational managers.
One’s perspective...

Franck Cousin

Regional Director Econocom Services - North & Normandy area

At Econocom, we invest in human potential and soft skills.

With a shortage of skills in the digital sector, the POEI scheme is a way of turning people with few employable skills into operational technicians in just three months.
An ambitious, meaningful HR strategy.

POEI: a driver for inclusive, targeted recruitment

POEI stands for Préparation Opérationnelle à l’Emploi Individuelle (operational preparation for individual employment).

This three-way partnership between France Travail (the national employment agency), a training centre and a company provides training, in a short period of time (around three months), for jobseekers excluded from the job market for specific professions suited to their abilities. 

Recruitment

There are several steps to the recruitment process, all of which are project managed by the company. 

1

Identify the soft and hard skills that need to be learned during the course. 

2

Put together the training programme and choose the most suitable training centre. 

3

Identify the most promising candidates.

4

Organise two job dating sessions to meet the shortlisted candidates.

5

Set up two interviews with each candidate after giving them a presentation of Econocom.

One’s perspective...

Elia Becue

Econocom Recruitment Officer

The recruitment process

Each candidate was given a presentation of Econocom and the job of user support technician and then had two interviews where they talked about their experience and motivation and asked questions.What’s interesting about these interviews is that they focused essentially on the candidates’ soft skills, rather than their job experience – which sometimes had nothing to do with IT.

100% of trainees recruited at the end of the course

200 applications
50 applicants at the job dating sessions
15 people selected for the training course
3 months of training

During the sourcing process, we identified 6 immediately operational candidates that we hired straight away, without the training course – which just goes to show that believing in potential pays off!

Elia Becue

An immersive, jointly developed training course

The trainees went on an intensive training course with ASTON: theory, practice, office visits and individual monitoring. There were also some afterwork drinks and downtime to help the trainees settle in. The aim was to build strong, lasting ties between the trainees and the company.

Before joining the company, trainees had a performance review with their future manager during a special half-day session at the Villeneuve d’Ascq office.

A rite of passage: the end of one stage – and the beginning of a new chapter.

A tailored, vocational course

The course was designed in conjunction with the managers, to ensure it matched the company’s operational needs. 

In addition to the technical skills, the course also included some specific modules: professional behaviour, communication and customer service. 

Two certifications were issued: 

  • Voltaire, to improve spelling and writing professional documents,
  • ITIL, to learn about IT support standards. 

Throughout the course, it’s vital that the company is very involved, so the trainees can learn about the company’s values and expectations. There shouldn’t be any surprises once the training course is over – for either of the parties.

Franck Cousin

Result of the course: promise fulfilled and future prospects

  • Of the 15 people trained, 100% were recruited at the end of the course.

    It was a success, in terms of recruitment, skills development and embracing the group’s values. 

    Obviously, a few improvements will need to be made, for example in terms of mentoring from line managers, which is key to consolidate the skills they’ve just learned. But one thing is for sure: this initiative proves that with time, energy and conviction, you can find a new way to hire – and retain – talent.

Aside from recruitment, it’s a human experience

Not just a recruitment process: a human experience

This wasn’t Econocom’s first time: they  had previously sourced other technical profiles through the POEI scheme.This scheme creates a real relationship of trust between the company and the trainees. “It’s as much a human experience as an HR process,” says the team. The result? Employee loyalty, commitment, a sense of belonging, and the shared pride at having helped people re-enter the job market for good.

inclusion Good faith professional development
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