Assystem - 2018 Register document

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NON-FINANCIAL INFORMATION STATEMENT

A RESPONSIBLE EMPLOYER

Job boards are the second largest source of candidates, followed by ads placed on the career pages of newspapers and magazines (11%). We have also increased our visibility on social media, which generated around 10% of new hires in 2018. LinkedIn, for example, has become an essential hiring tool when it comes to attracting increasingly mobile and connected candidates. In 2018, we organised two major hiring events. 157 people took part in the Incredible Engineers evening, which ended with a job dating session involving French and international teams. In June, a second hiring event took place, focused on women engineers. Around sixty candidates took up the invitation to attend the event and discuss career opportunities with our teams and Assystem’s Chairman and Chief Executive Officer, Dominique Louis.

Some fifty people are dedicated exclusively to the hiring process. The people responsible for sourcing and hiring talent work closely with the management of the various Business Units and subsidiaries. At Group level, dedicated teams are responsible for hiring executives for senior management positions and/or recognised experts. Many initiatives are organised each year to attract talent. Candidates introduced to Assystem by Group employees who went to the same school or university accounted for 30% of new hires last year. This high rate attests to the engagement of our employees, who act as powerful ambassadors for the Group. The advantages for Assystem are clear: the hiring process is simpler and less costly, and there is also a lower risk of selecting the wrong profile. We launch regular internal e-mail campaigns to keep these candidatures flowing in.

“You’re incredible!” In 2018, we launched a major communication campaign following the Expleo Group demerger. Featuring the “Incredible Engineers” slogan, the campaign was designed to highlight the ways in which engineers contribute to overcoming the major challenges currently facing society. It was conducted throughout the year in the print media and on social media in France, Belgium and Switzerland. It will be rolled out to other countries in 2019, including the United Kingdom and Middle Eastern countries.

Retaining talent We have developed an assertive induction and retention strategy, in line with our commitment to staff training and to passing on knowledge and expertise to the younger generation. All new employees take part in induction programmes and benefit from personal career development plans. AN INDUCTION PROGRAMME FOR ALL NEW HIRES The welcome afforded to new hires plays an essential role in ensuring that they settle easily into their new job and find their feet within the organisation. We have developed an induction programme to facilitate the integration of new hires, particularly when this is their first job and they are unfamiliar with the corporate environment. The aim of the induction programme is to support them as soon as they set foot in our offices and during their first few months with the Group, and several ● on arrival, the new hire is given a welcome kit containing a selection of useful documents, along with a description of the procedures and agreements applicable within the organisation; ● they are welcomed on arrival by the manager who gives them a guided tour of the offices, provides them with the equipment they need (computer, security pass, etc.) and outlines the security and safety rules to be observed; ● they then meet the administrative assistant responsible for supporting employees throughout their career with Assystem, who explains the procedure for filing expense claims and time sheets, submitting holiday requests, etc.; ● at the end of the first month, and again after the fourth or seventh month, they meet the person who hired them, to review their integration and assess whether their needs have been met; meetings are organised with them during this period. The various stages in the programme are as follows:

● feedback is obtained from the new hire, in the form of a fresh-eyes report designed to assess the quality of the induction process and report any information that will help to improve it; ● if necessary, the manager initiates training measures to enable the new employee to do their job in the best possible conditions. Specific integration measures (such as breakfast meetings and dedicated meetings) may also be organised depending on the number of new hires and their profiles. In 2017, we launched the Graduate Programme designed to prepare the new generation of talents for management responsibilities. This 36-month programme targets young engineering and business school graduates and juniors (employees with less than three years’ experience). Organised in three rotations including an international one, it enables participants to discover the Group’s five core functions (technical, project, management, sales, support). Supported and mentored by a member of the Energy & Infrastructure Executive Committee, the graduates have the opportunity to work on the largest E&I engagements. Five employees have participated in the Graduate Programme since 2017, and six more will join the programme in 2019. In 2018, we launched a major campaign to attract young people interested in an internship, a work-study contract or an apprenticeship. The chosen candidates followed the “Incredible Start” programme and were given the opportunity to participate in a team-based collaborative innovation competition. The campaign led to 88 young people joining the Group under internship or work-study contracts. A WINNING CAREER PATH FOR VERY HIGH POTENTIAL ENGINEERING GRADUATES AN ASSERTIVE STRATEGY TO ATTRACT INTERNS AND EMPLOYEES UNDER WORK-STUDY CONTRACTS

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ASSYSTEM

REGISTRATION DOCUMENT 2018

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