With 10,000 jobs created in 2020 in France in the 120 companies of the Next 40 and FT120 indices and 4.8 billion euros raised in the first half of 2021, start-ups keep attracting young candidates. However, this job market is unstable: the annual turnover rate (share of staff turnover) or turnover of start-ups is sometimes much higher than the national average of 15%. Maya Noël, director of the France Digitale association, estimates that an employee stays on average two or three years in the same organization.
This high turnover slows down the development of young companies. Florian Grandvallet, co-founder of Easy Partner, a recruitment agency specializing in digital, estimates the cost of losing a recruit at 45,000 euros: having integrated the procedures and know-how of the start-up, his departure affects work efficiency, especially since it will be necessary to train the replacement.
The turbulence of hyper-growth obviously explains the turnover: relocations, creation of more precise jobs, of a human resources department… The “founding” employees sometimes struggle to find their place in a former group of friends that has become “scale-up” ”(A fast-growing start-up), and their promotion to management positions does not always suit them. “On average, we start to see procedures and management from 30-35 employees. This is where some founders no longer recognize themselves », judge Aurélien Herquel, founder of the label “humanization of work” Hu-Man, which works with start-ups.
The scarcity of profiles is another explanatory factor: “As soon as there is a tension on the talents, it dynamites their mobility “, explains Florian Grandvallet. Highly requested, technical profiles receive many offers. According to a study by France Stratégie, which uses the figures from the 2019 Labor Needs survey, 64% of start-ups anticipate hiring tensions, and among these, 65% of the difficulties relate to technical profiles: always in a hurry, start-ups often recruit in waves, mainly focusing on practical skills. There are a lot of casting errors, when the hiring is not done in the start-up atmosphere for example: the absence of candidates or the mismatch of profiles are the main difficulties announced for half of the companies consulted. in the study. This sometimes results in departures during the trial period.
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