Engineering consultancy: managing staff turnover
The engineering consultancy sector in France is growing fast, with growth estimated at 11% for 2024 (Propulse by CA figures). However, this trend is accompanied by a high turnover rate, varying between 20% and 25% per year, particularly among young graduates (Le Monde figures). This phenomenon can be explained by new aspirations: the search for meaning, work/life balance and prospects for rapid advancement.
Faced with these challenges, agap2 has put in place a people-centred strategy to retain its talent and reduce staff turnover.
A rigorous recruitment process
agap2 pays particular attention to the recruitment phase, precisely identifying the skills and motivations of candidates to ensure the best possible fit with the positions offered. This approach also makes it possible to select profiles that are aligned with the company’s values, thereby fostering successful and lasting integration.
A structured induction programme
As soon as they arrive, new employees benefit from a structured induction programme: they meet our staff, giving them the opportunity to talk to and familiarise themselves with their new colleagues. The programme includes training tailored to need and regular monitoring. This approach facilitates their immersion in the company, strengthens their commitment and reduces the risk of premature departure.
Local management
At agap2, our Business Engineers work with, listen to and support their teams on a daily basis. This local management creates a climate of trust and recognition, which is essential for retaining talent.
Clear prospects for development
agap2 prioritises internal advancement by offering career development opportunities to its employees. In addition, regular interviews enable us to identify career aspirations and propose career paths tailored to each employee, thereby strengthening the motivation and commitment of our teams.
A strong corporate culture
The company creates a caring and inclusive working environment, with internal events for everyone at every level and transparent communication. These initiatives are designed to strengthen the sense of belonging and team cohesion, helping to build employee loyalty.
In an ever-changing consultancy sector, agap2 demonstrates that people-centred approaches can reduce staff turnover. By investing in these strong approaches, agap2 succeeds in creating an environment conducive to professional fulfilment and a feeling of belonging among employees, thus reducing the number leaving and ensuring a certain stability in the teams, which is essential to the success of customer projects.
agap2 answers your questions on video!
To take things further, agap2 has launched a series of monthly videos in which we answer your questions about the world of engineering consultancy and our internal practices.
In this third video, Valentine, Talent Acquisition Manager, reveals a few details: induction and exit interviews, events, internal social platform and more.
Follow us for more advice and analysis on engineering consultancy recruitment!
