Recruitment: Caution Is the Order of the Day

This was undoubtedly the most frequently asked question at the recent PCD Paris Packaging Week trade show: How is the recruitment market faring? The answer: it’s slowing down, but it hasn’t come to a standstill. Companies continue to hire, but caution is the order of the day. Looking at the overall indicators, the executive job market in the packaging sector is still marking time, given that by 2025, hiring momentum had contracted further, and only 8% of companies had hired at least one executive in the last quarter.
But if we focus on sales and development roles, the picture is more nuanced.

Good news! Hiring is still happening. Companies continue to seek candidates capable of growing the business, supporting brands, and managing complex projects. But one word sums up the current market mindset: caution.
The recruitment market is therefore not at a standstill, but it has become more cautious, more selective, and more demanding on both sides.
Companies are looking for candidates who can quickly add value and support their growth.
Candidates want to ensure that the proposed opportunity truly justifies taking the risk.
In this environment, candidates who combine industry expertise, drive, and the ability to grow remain particularly sought after.
Because despite the uncertainties, companies still need talent capable of moving projects forward and conquering new markets.

Recruiting with zero margin for error!

In an uncertain economic climate, companies seek above all to ensure the success of their hires.
The costs of a poor choice are now well understood: wasted time, internal disruption, potential impact on clients, and the need to restart a process that can be long and demanding.
Companies therefore expect candidates who can quickly understand their environment, grasp technical challenges, and become operational within a very short timeframe.
There is little room for error. Onboarding phases are often fast-paced and require candidates to hit the ground running immediately.
The trend is clearly toward “plug-and-play”: candidates who are immediately effective and capable of making progress with minimal formal training.

“Urgent” recruitments that… can take a while!

Paradoxically, some “urgent” (!) recruitments can take several months. Decisions take longer.
The processes often involve multiple stakeholders, and the teams themselves are very busy. But candidates aren’t in a hurry either.
Today, changing companies is seen as a greater risk than it was a few years ago.
Job moves therefore tend to happen mainly when the offer represents a real leap forward: more responsibilities, a stimulating project, or a significant salary increase.
Without these factors aligning, many prefer to stay where they are.

Ile-de-France: Attractiveness and/or Constraint

It is a fact that many opportunities are concentrated in the Ile-de-France region, where a large portion of brand headquarters and clients are located. But after several years marked by almost systematic video calls, companies are now seeking to reconnect more with in-person meetings.
Positions that could previously be filled from other regions now more often require a local presence, and thus candidates already based in the area.
Companies are also less willing to fund regular travel from other regions, which can deter some applicants.

Mobility sometimes hindered

Other factors also contribute to slowing down movement. Non-compete clauses can be used to discourage an employee from leaving and are sometimes enforced even for relatively young professionals.

At the same time, companies must stick to their budgets, and certain compensation levels observed in the Paris market can create significant gaps.

All of this contributes to this caution.

“Motivation,” a key factor!

Companies often cite a key factor: motivation.
Motivation to get involved, to grow, to succeed.
But attitudes toward work are changing. Newer generations can be highly committed while also wanting to plan for commute times, business travel, and work arrangements.
Candidates in their 30s and 40s often strike an attractive balance for companies: solid experience, autonomy, and the ability to move quickly.
But this is also a stage of life where many are juggling young children and seeking greater flexibility.
Here again, aligning companies’ expectations with candidates’ aspirations becomes essential.

Ioulia Mikaïloff
Identités Remarquables - ioulia.mikailoff@identites-remarquables.fr