Youssef Chraibi, Outsourcia Group President: "Real Career Plans and Development Opportunities"

1. LE MATIN EMPLOI: How is Outsourcia's HR strategy defined?
Youssef Chraibi: Outsourcia's HR policy is based on 4 strategic areas:

• Career management as a development lever with very specific career paths and training focused on personal and professional development. Employee integration is particularly favored, as is post-hiring training. A few months later, continuing education is a key driver of skills development.
• Transparent and attractive remuneration that rewards experience, skills and performance.
• Social activities as a source of constant motivation. Team building allows teams to build themselves and share special moments outside of working hours.
• Monthly events are organized to maintain team cohesion around a common theme (Women's Day, Earth Day, Disability Day, religious holidays, etc.).
• Internal and external communication focused on sharing information at all levels. A newsletter is distributed to employees monthly, a Facebook page is enriched and updated daily, and social meetings or workshops are organized monthly to maintain the link between employees and top management.

2. What career progression do you offer young candidates?
Outsourcia systematically offers career plans to its employees and offers real development opportunities, both vertical (with advancement to production management positions) and horizontal with a wide range of professions such as: training, quality, planning or performance management.
Our employees can eventually access very attractive management positions in terms of responsibilities, social and salary conditions.

3. How many people do you plan to recruit in 2012? What profiles are you looking for?
We estimate that Outsourcia will be able to create at least 150 net jobs this year.
Profiles with a high school diploma to a bachelor's degree (+3) are the most sought after. Overall, we employ approximately 70% of call center agents assigned to support missions (incoming calls) and 30% of profiles with commercial or marketing vocations (outgoing calls). Fluency in a foreign language such as French is a prerequisite; mastery of several foreign languages is a plus.

4. How did Outsourcia's recruitment operation in France go?
The development of the Outsourcia site in Évreux was carried out as part of a revitalization plan launched in 2009 by GlaxoSmithKline following a social plan that resulted in the dismissal of 700 people. We committed to creating 150 jobs in the area, some of which were made up of former employees of the pharmaceutical group. To date, in collaboration with the Évreux employment center, we have created around one hundred permanent jobs. The opening of this new site in Évreux thus consolidates our presence in the French market and allows us to offer a comprehensive offer to the growing demand from clients in the Paris region (Laboratory site), Provinces and Offshore.

5. What advice do you give to young people looking for a job?
Our experience shows that we can easily train internally in customer relationship professions. However, a good command of the French language is an essential prerequisite, so we advise young people looking for a job to train and acquire a linguistic ease of at least a B2 level. In addition, the Call Academy, created following an agreement between professionals in the sector gathered within the AMRC (Moroccan Association of Customer Relations), ANAPEC and public authorities, offers young people interested in customer relationship professions, a refresher course in French as well as 9 months of in-company training leading to the award of a certificate recognized by professionals in the sector.

Nadia Dref.

Lematin.ma

Published May 13, 2012.

Posted online May 15, 2012.