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Le recrutement dans la grande distribution : des pratiques ajustées ?

Author

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  • Géraldine Rieucau

    (CEE - Centre d'études de l'emploi - M.E.N.E.S.R. - Ministère de l'Education nationale, de l’Enseignement supérieur et de la Recherche - Ministère du Travail, de l'Emploi et de la Santé, LED - Laboratoire d'Economie Dionysien - UP8 - Université Paris 8 Vincennes-Saint-Denis)

  • Marie Salognon

    (CES - Centre d'économie de la Sorbonne - UP1 - Université Paris 1 Panthéon-Sorbonne - CNRS - Centre National de la Recherche Scientifique)

Abstract

Le secteur de la grande distribution (hypermarchés et supermarchés, grand commerce spécialisé et grands magasins) recrute malgré la crise, en majorité sur des emplois à bas salaires en magasins. A partir d'une enquête qualitative située dans Paris et sa petite couronne, nous décryptons ici les pratiques de recrutement mises en œuvre, afin d'en saisir les enjeux. Cet article montre tout d'abord comment les pratiques de recrutement et le type d'acteurs impliqués " s'ajustent " aux caractéristiques du système d'emploi (emplois à bas salaire et à temps partiel, fort turnover, horaires contraignants, mobilités internes en perte de vitesse) et aux segmentations qui traversent le secteur (entre magasins indépendants et magasins intégrés, entre recrutements d'employés et de cadres, marchés interne et externe). Nous montrons également que l'ajustement des pratiques ne signifie pas qu'elles sont justes, c'est-à-dire exemptes de risques d'exclusion ou de discrimination. Enfin, loin d'être figées et uniformes, les pratiques varient, au gré d'une réorganisation, d'une méthode innovante, d'une contrainte de temps accentuée. Ces variations reconfigurent les rapports entre les acteurs, modifient l'ordre dans lequel les critères sont actionnés et finalement, conduisent à considérer sous des angles différents l'employabilité des candidats. Pour développer ces idées, nous retraçons dans une première partie le système d'emploi du secteur afin d'exposer le contexte au sein duquel se déroulent les recrutements. Au travers des acteurs impliqués, des canaux actionnés, des méthodes mobilisées et des critères privilégiés, nous présentons les pratiques mises en œuvre pour recruter des employés en magasin (partie 2) et des cadres (partie 3) et les enjeux qu'elles soulèvent.

Suggested Citation

  • Géraldine Rieucau & Marie Salognon, 2013. "Le recrutement dans la grande distribution : des pratiques ajustées ?," Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) hal-00909665, HAL.
    • Handle: RePEc:hal:cesptp:hal-00909665
    Note: View the original document on HAL open archive server: https://hal.science/hal-00909665
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    References listed on IDEAS

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    1. Eve Caroli & Jérôme Gautié, 2009. "Bas salaires et qualité de l'emploi : l'exception française ?," Université Paris1 Panthéon-Sorbonne (Post-Print and Working Papers) halshs-00431119, HAL.
    2. Michael Spence, 1973. "Job Market Signaling," The Quarterly Journal of Economics, President and Fellows of Harvard College, vol. 87(3), pages 355-374.
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    Cited by:

    1. Cathel Kornig & Isabelle Recotillet, 2016. "Transition chômage-emploi : employeurs et demandeurs d'emploi face à l'activité réduite," Post-Print halshs-02288907, HAL.
    2. Yannick Fondeur, 2013. "Systèmes d'emploi et pratiques de recrutement," Post-Print halshs-00939288, HAL.
    3. Cathel Kornig & Nathalie Louit-Martinod & Philippe Méhaut, 2016. "Reducing precarious work in Europe through social dialogue : the case of France," Working Papers hal-01451329, HAL.
    4. Bertrand Lhommeau & Véronique Rémy, 2022. "Candidate Selection Criteria: A Summary of the Recruitment Process," Economie et Statistique / Economics and Statistics, Institut National de la Statistique et des Etudes Economiques (INSEE), issue 534-35, pages 61-81.

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