Quotes from Alain Dehaze

For employers, mobility no longer means merely traditional expatriate placements, but moving jobs to where talented people are located.

The golden recipe for creating jobs is learning what kinds of people companies need and feeding them with training programmes.

Digital innovations have the potential to transform the recruitment industry, and the Adecco Group is taking the lead.

Advanced technology changes the way we work and the skills we need, but it also boosts productivity and creates new jobs.

Technology is just one of the factors affecting the world of work. Economics, demographics, sociological trends, and government policies are four other core influences reshaping labour markets and determining how we will work for years ahead.

As digitalisation and the ageing population trends advance, international mobility and the development of employable skills are crucial to balance demographic gaps and surpluses as well as the deficit of skills across the world.

Trends such as skills imbalances, the gig economy, and digitization are transforming work so quickly that policy creation is lagging behind.

Young people want to work.

Young people are choosing cities before the country - they have their own ranking.

Young people encounter great challenges at the beginning of their careers.

Germany, Austria, Switzerland - they have vocational training that's aligned to the needs of business and don't have youth unemployment problems.

The 'black rule' is that youth unemployment is, on average, double a country's unemployment rate.

While labour market reports scream with dramatic youth unemployment data, hundreds of employers cry out for employees with the right skills sets. As recruiters, we suffer this shortage every day.

In Europe, we see the underlying strength of the economy, especially in southern European countries.

One of the causes of the Arab Spring was high unemployment.

France desperately needs to work on its competitiveness and attractiveness.

Imagine maintaining 70 brands in a digital world - it is a nonsense. It is better to focus on a fewer, more distinct brands.

While the developed world has shifted from agriculture to manufacturing and then to services, the number of jobs has always climbed.

As the world we live in is so unpredictable, the ability to learn and to adapt to change is imperative, alongside creativity, problem-solving, and communication skills.

Given the rapid rate of change, the old paradigm of one-off education followed by a career will no longer work: life-long learning is a must, and it is up to governments and employers to invest in training and for employees to commit to constantly update their skill set.

One of our six key strategic priorities was the reinforcement of all professional staffing and solutions business.

One way to become more attractive as an employer to millennials is to offer different kinds of contracts - not only the classical contract of indefinite duration, but also to be open to having more contractors and flexibility.

It is urgent to shift from a traditional, authoritative, rote educational approach to a project-based and experiential approach. Specific hard skills are fundamental, but is even more important that students 'learn how to learn' and focus on crucial soft skills such as flexibility and the ability to adapt to change.

In our perform agenda, segmentation is one of our key strategic priorities. Segmentation is about deploying the right go-to-market channel to the right customers with the right pricing and the right cost to serve. And as a result, the segmentation strategy ensures that we generate profitable growth.