“The region demonstrates great attractiveness”

How did executive employment fare last year?

“The Auvergne-Rhône-Alpes region was more dynamic in terms of executive jobs than at the national level. AuRA companies made 37,290 “gross” executive recruitments in 2023, a stronger increase than nationally, i.e. +14% compared to 2022 compared to +7% nationally, which demonstrates that the region remains a provider of executive jobs. With 465,000 active executives including 210,000 in the Rhône, the region demonstrates great attractiveness”

How do you explain it?

“There is obviously a strong industrial presence – 24% of executive recruitments in AuRA, a dynamic increased to 50% by VSEs/SMEs, and also a strong presence in value-added services applied for example to digital, optics etc. The region is doing well in terms of executive jobs. »

Growth of more than 3% in 2024

How is 2024 shaping up?

“In 2024, executive recruitments in AURA are expected to grow by more than 3% despite the uncertain context linked to economic and geopolitical uncertainties, with 38,520 “gross” executive recruitments expected. The industry represents a strong pool of managerial jobs with 24% of recruitments planned compared to 14% at the national level. Two-thirds of recruitments are also expected in the services sector and 6 out of 10 hires are planned in SMEs in Auvergne Rhône Alpes. The most sought-after profiles are executives in the studies-R & D functions – 20% of recruitments – and IT -15% -. It is the IT, accounting, and business engineering-R&D studies professions that have the most job offers at the start of 2024.”

“The market remains ultradynamic but the market is at several speeds since it is complicated in construction, commerce, real estate”

Is the executive job market under pressure?

“The market remains ultradynamic but the market is at several speeds since it is complicated in construction, commerce, real estate. Two-thirds of companies estimate that they will have difficulty recruiting in 2024. However, they will have to find their talents to support in the long term enormous transformations linked to digital, environmental and energy transitions. »

Can you tell us more?

“AuRA companies are driven by an ultra-positive dynamic but they must increasingly adapt to their recruits, especially in shortage profiles, by meeting requirements in particular in terms of ecological and energy transition. If the source of motivation for executives remains salary, we have observed over the past two or three years that the interest of the mission has become fundamental, followed by the importance of the activity on its environment, and the quality of life at work. Today, if a company does not have a teleworking agreement, is not innovative in its remuneration policy, does not implement a policy in favor of the environment, ecology, it starts in difficulty. »