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Finally, being employable also means knowing where to go. In this respect, the notion of “project” or “value realization” is important and, on this point, it is interesting to look at how the real aspirations of employees can (or cannot) meet the needs of the company. The idea is that employable individuals are also those who are “people with a plan”, who express in one way or another a desire to progress (Fugate and Kinicki 2008), who are part of a life path compatible with the opportunities available on the labor markets.

All the formal or informal employee guidance systems are part of this effort to build a project that is likely to find an outlet. Internally, this can be the professional interview, if it is possible to express oneself freely on this occasion (Véro and Sigot 2017). More informally, organizations also offer the possibility of observing and imitating career paths that are socially validated as successful and desirable, which facilitates individuals’ learning of norms and can activate a form of mimicry based on social conformation mechanisms. Externally, skills assessment, motivation exploration and even coaching can play this role. The trajectory is therefore always a form of transaction between, on the one hand, what the individual desires – the identity he or she is aiming for – and, on the other hand, what is granted to him or her by his or her social environment or by circumstances – the identity attributed to him or her (Dubar 2012).