In line with the identified needs, the solutions developed with the I.O.D. method are located within companies rather than outside. They are aimed at fast and systematically sought employment situation rather than selection, maximum suitability and placement of candidates. The I.O.D. method is deliberately different from accompanying strategies focused on preparing jobseekers or adapting them to the actual or supposed constraints of enterprises. It is also distinguished from classical intermediary work by its transformative aim. **People in search of employment benefit from a permanent service which regularly offers them contacts with local businesses and quickly (priorityally sustainable) jobs and supports their own efforts. Match-ups are usually accompanied, unless the candidate does not wish to do so. They help secure projects and open up opportunities.** _**Four main levers are activated here by intermediaries trained in this method**_: 1) Expand direct contacts between candidates and companies to compensate for the absence of professional networks; conduct such reconciliations in such a way that they lead to lasting and common-law contractualisation. 2) To distance any employability judgment and any pre-requirement requirements other than the sustainable employment objective; offer job offers from the outset and regularly analysed in companies; give choice from multiple offers and promote the candidate’s informed decision. 3) Ensure integration into employment by providing appropriate support for employment relationships in the company and support for new employees. 4) Ensure, at all stages, that the person can reconcile living conditions outside work and work, deal with problems when they arise, in close connection with the territorial partners in social support **Enterprises benefit from a recruitment and integration support service whose mandate is to counter the unnecessary selectivity of recruitment and the almost systematic precariousness of employment conditions. The support of companies is committed in the long term.** _**Four main levers are activated in the relationship with enterprises**_ **:** 1) Go systematically to companies in the territory; understand and analyse their HR needs and difficulties (shortness of candidates, “unsuitable” applications, turnover, skills development problems, etc.); identify recruitment channels, conditions of employment and integration; commit to short-term actions. 2) Support the recruitment process, adapting the hiring criteria to the reality of the positions to be filled and neutralising potentially selective factors at all stages of the process (no CV sorting, direct contact with a single candidate, interviews in the working environment, etc.). 3) Negotiating quality employment conditions (targeted on CDI and full-time) where the use of atypical conditions (CDD, part-time, temporary...) proves to be counterproductive for the performance of the company and the employee’s involvement. 4) Mobilise enterprise integration resources to organise learning work situations, and ensure post-employment monitoring that secures recruitment. These strategic solutions are developed in cooperation with the integration, employment and economic partners in the territory concerned in part by the socio-professional referent supported by the IOD teams: \- With the community sector, territorialised social services, the public employment service, both to relay priority jobseekers and to mobilise resources when social or peripheral problems to employment create obstacles. These resources are mobilised at the same time as the relationship undertaken, and are not a prerequisite. \- With local economic actors and socio-professional organisations to broaden the reach of the action and exploit employment potential, to mobilise resources to support the HR function of companies. Finally, the IOD method is a tool for structuring and operating an action system
