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Many professions are currently experiencing labor shortages. This research is based on the theoretical framework of conventions and on semi-structured interviews with company managers or HR managers. In order to reduce uncertainty, employers declare that they favor recruitment strategies that can be likened to the “domestic city,” such as those based on proximity networks, trust, or the family and hierarchical model. They must be creative and borrow from the “inspired city” to attract and retain employees. It would seem, however, that these strategies are not always sufficient to reduce the imbalance between supply and demand, particularly regarding unattractive low-skilled jobs where working conditions are often difficult.