What if the CDI was doomed to die out slowly? This is what suggests the opinion of the three human resources directors who participated in the twentieth edition of the HR Meetings, the monthly meeting of management news created by The world, which was held Tuesday, December 7 in Paris, in a small committee.
CDD, interim, subcontracting, partial activity, self-entrepreneurship … The low number of present says a lot about the reluctance of HRDs to talk about the precarious fringe of their workforce, yet far from derisory. The ailing economist Thomas Coutrot, unable to participate in the live discussion, was subsequently contacted by telephone. He makes a clear statement: “Fixed-term contracts and temporary workers represent 12% of total salaried employment in France, against 5% at the start of the 1980s. Of the recruitments, 85% are on fixed-term contracts. Above all, the contracts are getting shorter and shorter. In fifteen years, they have gone from twenty to five months on average. “
Before discussing precariousness, the HRDs present praised the usefulness of flexible work in their respective fields. Starting with the private security company Panthera, which nevertheless has 95% of permanent contracts in its workforce, but uses subcontracting and temporary work in one of its subsidiaries. “In an emergency, subcontracting and temporary work are flexibility tools. The activity has restarted but we are afraid of hiring on permanent contracts, ” explains the HRD, Alexis Berthel, who highlights the interest of being flexible in the uncertainty of the health crisis.
Questions about the CDI
In the intellectual service sector, consultants are often freelancers paid by the day. “Subcontracting is one of our pillars, with a network of 1,200 temporary workers, often self-employed. The interest for us, an SME with 400 employees, is that we only seek their expertise on an ad hoc basis ”, remark Christophe Le Bars, HR Director of Cegos, leader of vocational training. Laurence Breton-Kueny, the HRD of the Afnor certification body, makes a similar observation: “The majority of our 1,000 contracts are on permanent contracts, but for certification activities, we take auditors, today around 1,600. recruit. “
Added to these advantages is the observation that more and more workers are questioning the CDI the old way. According to the three HRDs present, this is not the priority of the employees. ” We have employees who leave the company for 30 euros more, notes Alexis Berthel, so, for many, the CDI is no longer dreaming, he concludes. The advantage of fixed-term contracts is that people receive the precariousness premium, which is important, especially in hypertensive activities where they can easily find work. This is the case with private security. “Thomas Coutrot puts the weight of this bonus into perspective:” A 2019 INSEE study showed that at a given time CDDs have an income equivalent to CDIs thanks to the bonus, but in the medium term CDIs earn much more, because they accumulate seniority. “
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