In the Nice Côte d’Azur metropolitan area, unemployment decreased by 13.4% in one year. However, certain sectors like tourism struggled to recruit for the summer season. In this article, we give you an update on this topic and look back at the sectors that are hiring.
Unemployment is decreasing in the Nice metropolitan area
Over a year, unemployment decreased by 13.4% within the Nice Côte d’Azur metropolitan area between the second quarters of 2021 and 2022. Over a quarter, this drop reached 2% according to data provided by Pôle Emploi, representing 950 people. Although there seems to be no labor shortage at first glance, some sectors still find it difficult to recruit and attract few workers. Four sectors are particularly affected. First, tourism, where employees highlight occasionally complex working conditions. Then come construction, the cleaning sector, and healthcare. For the first two, it’s their image that holds them back, while the latter was heavily impacted by the health crisis that began in 2020. It is therefore relatively easy to find [employment in Nice](https://www.hellowork.com/fr-fr/emploi/ville_nice-06000.html) in one of these areas.
Which professions will hire the most by 2030?
So, which professions will hire the most by 2030? According to a report published by France Stratégie and the [Direction de l’Animation de la Recherche, des Études et des Statistiques](https://dares.travail-emploi.gouv.fr/) (Dares), the following occupations are expected to see significant hiring:
· Teachers.
· Maintenance workers.
· Home helpers.
· Nurses and midwives.
· IT engineers.
Of course, this list is not exhaustive, and other professions are highlighted by the study. Meanwhile, recruiters find it challenging to discover new talents in certain sectors. For example, at the national level, the recruitment difficulty rate increased by 53% for nursery nurses, nurses, or nursing managers between 2017 and 2022.
Professions in demand, what are the recruitment solutions?
For several years, some companies have been striving to attract candidates through various methods. They no longer merely rely on a simple job listing posted on a specialized recruitment site. Instead, targeted communication campaigns, testimonials, and even social media are used. The goal remains to highlight a field and break free from its stereotypes. Simultaneously, recruiters no longer focus only on hard skills but also consider soft skills. A candidate’s motivation and personality will thus be important factors in choosing one profile over another. Finally, it must be understood that a company’s reputation alone is no longer enough to attract talent. It must also highlight its values, organizational culture, and the benefits offered to its employees. All these aspects allow applicants to choose, in turn, where they will work.
