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With the health crisis, the lack of staff has increased in the bakery and pastry sector. This year, there are thousands of positions to be filled in the bakeries present in the territory. Unable to recruit, some bakeries close temporarily or permanently, others do not hesitate to reduce their product range or to be creative […]
Unable to recruit, some bakeries close temporarily or permanently, others do not hesitate to reduce their product range or to be creative to find the best candidates.
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The tension on the job market is general. Problems in the restaurant industry have been highlighted. Nevertheless, the bakery sector seems to be suffering more than others. In one year, the number of vacancies in the 33,000 French bakeries has more than doubled, from 9,000 to 21,000. According to Pôle Emploi, this would represent 2,500 sales assistants, 8,200 bakers and 10,600 pastry chefs.
Certain factors such as staggered hours (night work, weekends and public holidays) discourage young people. According to the president of the CNBP, 25% of apprentices give up in the first year.
Base salaries are above the Smic with opportunities for skills development, rapid development, guaranteed employment and opportunities to take over a bakery in the future. The wage bill represents nearly 50% of the price of a baguette.
The gradual increase in wages will have an impact on the price offered to consumers. Traders will have to be pedagogical in order to properly explain to their customers the evolution of their prices (not only linked to wheat prices).
Also, some manual gestures have been partially replaced by increasingly modern tools. These developments have enabled bakers to reduce the difficulty of the job with less restrictive hours… These jobs nevertheless remain physical (standing all day, loads of 25 kg, etc.)
There has been a real cultural revolution in the bakery-pastry sector with an improvement in practices, an increase in salaries, better communication between employees, training of managers in management, adaptation of positions and workloads, more recognition, and more varied backgrounds of entrepreneurial bakers.
Although television shows highlight certain professions, the sector is still struggling to attract talent. For example, bakery sales jobs are little known to people looking for work. The implementation of the programmatic recruitment technique based on big data will undoubtedly be essential. This method works on the techniques of digital advertisements to target a very specific audience, likely to be attracted by the job offer.
We are talking more and more about “employer brand” where companies seek to promote their CSR practices (local suppliers, organic, homemade, staff in reintegration, etc.), to modernize their image (social networks, staff outfits, store layout …), formalize integration courses, hold seminars…
Each year, there are approximately 1,200 bakeries that open and 1,000 that close. To cover this need for manpower, it would be necessary to train more than the 24,000 young people registered in apprenticeship.
The majority of apprentices favor alternating training with a theoretical part and the other in the workshop. This alternative allows apprentices to acquire know-how during training and to have job prospects as a result.
However, the increase in professional retraining should help reverse this trend. To succeed in this retraining, distance learning proves to be an excellent way to prepare for the CAP Boulanger as a free candidate, a diploma recognized on the labor market and to practice quickly.
Preparing for the CAP Boulanger
In stores, sales staff maintain a direct relationship with customers, which requires special skills to ensure loyalty: ingredients, hygiene, manufacturing process, storage, etc.
In addition to experience, bakery saleswomen have the possibility of continuous training in order to strengthen this relationship of trust with customers.
Distance learning allows sales staff to acquire skills at their own pace and seize great job opportunities.
Training in bakery sales
Some low-skilled or retraining profiles do not wish to engage in long training courses such as CAP, CQP, etc. Training centers such as the Compagnons du Devoir are thinking about shorter training programs that are more targeted to a specific skill. The objective is for the person to be quickly operational in a function of a position. It will probably be necessary to get out of the CAP Classique and eventually develop the diplomas through a division into skills expected in business.
The French Baguette
210.00€
The wheat flour
179.00€
