Why Skillsdeal?

Why Skillsdeal. We will all spend an average of 75,000 hours of our lives at work. Major changes are shaking up the organization of work. Among them two important structural changes, the increase of employment in services and the decrease of medium skilled jobs. Despite the increase in demand, thousands of service jobs remain unfilled due to a lack of candidates.

The evolution of open-ended contracts

The share of open-ended contracts (CDI) in all job offers has decreased from 72% in 2021 to 68% in 2022, i.e. -5%. At the end of 2021 and the beginning of 2022, the number of resignations reached a historically high level. There are nearly 520,000 resignations per quarter, including 470,000 resignations from permanent contracts. The previous record dates back to the first quarter of 2008, with 510,000 resignations, 400,000 of which were from permanent contracts alone. In the first quarter of 2022, we counted twice as many people resigning. The organizations also counted 3 times more resignations than dismissals. Finally, we counted 7 times more resignations than retirements.

Why Skillsdeal today

According to a more recent study conducted by Opinion Way before the summer of 2022, the psychological distress of employees « remains at a high and worrying level ». According to these figures, it affects 41% of employees, including 14% at a high rate. In addition, 34% of French employees would be in burn-out, and among them 13% in burn-out qualified as « severe » (i.e. more than 2.5 million people).

Skillsdeal and the needs and desires of today’s workforce

In summary, working people want meaning, freedom and autonomy. Young workers want management by objectives and no longer by schedule. In spite of a dynamic environment where many positions remain to be filled, 41% of employees are suffering.

Faced with these facts, Skillsdeal proposes to the active people, whatever their professional situation, to value their competences by the execution of tasks against remuneration, by the voluntary work or by the exchange of services. These tasks can be long, short, punctual, recurrent, requiring highly qualified skills or not. The need for skills is met by sharing them or with new profiles with sought-after skills that appear.

By leaving the vision linked to a job profile, the active employee brings, in addition to his daily professional life, other skills elsewhere. The other active employees touch several sectors of activity that may have nothing to do with each other. Both are valued more for what they are able to do in a multitude of sectors of activity.