The BMO 2026 survey from France Travail lists 2,279,500 recruitment projects across the territory, with a difficulty rate of 43.8%. Behind this volume, the tensions are not evenly distributed: certain professions concentrate tens of thousands of unfilled positions while others show seasonality rates that distort the raw reading of the figures.
Difficulty rate by profession: what BMO 2026 really reveals
Lists of hiring professions generally rank positions by project volume. This approach masks a more operational indicator: the difficulty rate of recruitment. A profession with 60,000 projects and 56% difficulty presents a much more serious structural problem than a position with 90,000 projects where only a quarter are deemed difficult.
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Home helpers and life assistants show 62.3% recruitment difficulties for 69,560 projects. Cooks reach 57.6% on 51,720 projects. Nursing assistants are at 56.5% for 62,270 projects. In comparison, retail employees, despite their 59,990 projects, only present a 24.7% difficulty rate.
To identify the professions currently hiring on Job Clic, we recommend cross-referencing these two dimensions rather than relying solely on the volumetric ranking.
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The share of seasonal jobs also skews the reading. Winegrowers and fruit growers total 83,880 projects, but 95.2% are seasonal. Café and restaurant servers show 67.4% seasonality. A seasonal project does not equate to a sustainable job, and candidates in transition must understand this distinction.
Professions under tension in digital and cybersecurity in France
Cybersecurity profiles (SOC analysts, information systems security managers) are growing significantly faster in terms of job offers than generalist developers. France Travail now identifies data analyst and data engineer profiles as in demand in several regions.
This evolution reflects a shift in the digital market. Recruitment is no longer focused on broad code production, but on system protection and data exploitation. Companies struggle to find trained candidates because specialized cybersecurity programs remain undersized relative to demand.
Data profiles: marked regional tension
The regional BMO 2026 reports confirm that the tension on data profiles is not limited to Île-de-France. Auvergne-Rhône-Alpes and other regions report comparable difficulties. Mid-sized companies, which do not have the budgets of large groups, face a competitive disadvantage in attracting these skills.
Sector agreements and salary increases in high-demand sectors
Since 2022, several of the most in-demand sectors have signed agreements for salary increases and improved working conditions. This is the case for home care, cleaning, and hospitality. These agreements represent a recruitment lever still underestimated by candidates.
In home care, the salary increase has partially stabilized the workforce, but the difficulty rate remains above 60%. Salary increases are not enough when physical and scheduling constraints persist.
Concrete impact on applications
For a candidate in transition, these sector agreements change the game. A position as a nursing assistant or cleaning agent offers clearer salary prospects than three years ago. The revised collective agreements allow for better anticipation of salary evolution in the early years.
- Home care: agreements signed since 2022, salary scale increases, and consideration of travel time in certain agreements
- Hospitality: renegotiation of minimum collective standards to reduce the gap with the SMIC that was draining the sector of its candidates
- Cleaning and sanitation: improvement of working conditions included in the latest amendments, with a measurable effect on retention
Regional skills pacts: accelerated training for adults without diplomas
Île-de-France and Auvergne-Rhône-Alpes target high-demand professions identified in the BMO with regional pacts for investment in next-generation skills. These programs fund paid and accelerated training for adult job seekers, including those without diplomas.
The targeted professions correspond to positions with high difficulty rates: nursing assistants, truck drivers, cleaning agents. The logic is simple. Rather than multiplying unfilled offers, the Regions invest in the rapid upskilling of available populations.
Access conditions and duration
These trainings do not follow the traditional academic calendar. They start with regular cohorts, with durations tailored to the target profession. An accelerated nursing assistant program does not last as long as a truck driver training. Funding covers remuneration during training, which removes the main barrier for candidates without savings.
- Eligible populations: registered job seekers, including those without initial qualifications
- Priority professions: those identified as “in demand” in the regional BMO reports from France Travail
- Funding: remuneration during training covered by the regional pact
- Pilot regions: Île-de-France, Auvergne-Rhône-Alpes, with programming running until 2026
The job market in France is not lacking in positions. It lacks trained candidates in the right places, with the right skills, and informed of recent salary increases. Cross-referencing the difficulty rate, the share of seasonality, and regional programs remains the most reliable method to guide a job search or a transition towards a truly promising profession.