Approximately 1,900 positions are to be filled at our sites for the next season, mainly for profiles in reception, catering, technical and hotel management.
"This year marks an increase in our recruitment, due in particular to the growth of our activities and the development of our business lines, as we have increased our hotel capacity," says François Fassier, Operational Director of the Group's Leisure Parks. Parc Astérix has indeed increased its number of rooms and is planning to open its third hotel in the near future: a certain number of positions will be offered on permanent contracts.
The Group also facilitates and encourages the re-employment of seasonal workers from one season to the next: "50% of our employees return from one year to the next". This system guarantees the competence of our employees, has a direct impact on their commitment and motivation, and makes a major contribution to customer satisfaction.
To recruit the other 50%, social networks are a good way to ensure the visibility of job offers and to adapt one's discourse to young people.
Furthermore, soft kills and potential are often favoured over the classic CV. "For jobs that require real expertise, such as back office, technical, sales, and catering, we use traditional recruitment methods. For less qualified jobs, we focus on the aptitudes of the candidates, concerning the quality of the welcome and the respect of safety instructions," explains François Fassier. The parks then provide technical training and encourage the necessary soft kills.
In addition, a few years ago, the Group launched a 100% CDA system, the Operational Preparation for Collective Employment, or POEC. "A system in collaboration with Pôle Emploi and Afdas enables us to help employees who are far from work to obtain a host host diploma. For the other positions, we provide training in theory and work situations before the parks open to guarantee their safety and that of our visitors," says François Fassier.
Training in our professions while developing employability, by offering jobseekers tailor-made certified training, this is the purpose of this system, which has been deployed for the past four years, notably at the Parc Astérix, Futuroscope and Walibi Rhône-Alpes. The final objective: dual CCP / CQP certification in one or more of the sales, entertainment and catering professions and now in the hotel industry.
"This year marks an increase in our recruitment, due in particular to the growth of our activities and the development of our business lines, as we have increased our hotel capacity," says François Fassier, Operational Director of the Group's Leisure Parks. Parc Astérix has indeed increased its number of rooms and is planning to open its third hotel in the near future: a certain number of positions will be offered on permanent contracts.
The Group also facilitates and encourages the re-employment of seasonal workers from one season to the next: "50% of our employees return from one year to the next". This system guarantees the competence of our employees, has a direct impact on their commitment and motivation, and makes a major contribution to customer satisfaction.
To recruit the other 50%, social networks are a good way to ensure the visibility of job offers and to adapt one's discourse to young people.
Furthermore, soft kills and potential are often favoured over the classic CV. "For jobs that require real expertise, such as back office, technical, sales, and catering, we use traditional recruitment methods. For less qualified jobs, we focus on the aptitudes of the candidates, concerning the quality of the welcome and the respect of safety instructions," explains François Fassier. The parks then provide technical training and encourage the necessary soft kills.
In addition, a few years ago, the Group launched a 100% CDA system, the Operational Preparation for Collective Employment, or POEC. "A system in collaboration with Pôle Emploi and Afdas enables us to help employees who are far from work to obtain a host host diploma. For the other positions, we provide training in theory and work situations before the parks open to guarantee their safety and that of our visitors," says François Fassier.
Training in our professions while developing employability, by offering jobseekers tailor-made certified training, this is the purpose of this system, which has been deployed for the past four years, notably at the Parc Astérix, Futuroscope and Walibi Rhône-Alpes. The final objective: dual CCP / CQP certification in one or more of the sales, entertainment and catering professions and now in the hotel industry.
