Employability and Industrial Mutations

7The MRS, a Device in Favor of Employability and Social Performance

The economic, technological and societal changes of the last few years have increased the tensions on the labor market. In fact, in many professions, companies have difficulty finding and retaining candidates whose skills are appropriate for the vacant position. Thus, on the one hand, there are individuals who are poorly qualified or whose skills are not sought after by companies, and who are forced to reorient themselves, and, on the other hand, organizations that have great difficulty in finding workers for certain jobs. This leads them to recruit differently and to retain their employees, which, in turn, leads them to rethink their HRM practices.

For some individuals seeking employment, it is sometimes essential to open up to new professional horizons. At the same time, organizations seeking manpower are exploring new avenues of recruitment, including atypical profiles or those far from employment. The job simulation recruitment method (méthode de recrutement par simulation, MRS) created in 1995 by Pôle Emploi was designed to respond to these two problems and invites the recruitment of individuals considered unemployable on the basis of unusual criteria. It encourages the matching of job seekers who are far from the labor market with organizations that need to recruit, sometimes en masse.

Originally, the MRS was conceived by Pôle Emploi as a mechanism to promote employability and, by using it, the company, ...