4. Social 4.3.1 Hiring The management of talent starts at recruitment (over 11,000 permanent contracts in 2023), through a smooth integration process aimed at spreading an understanding of the Group’s culture, values and management principles. Attracting and retaining talent are permanent challenges taken into account by GEODIS in the development and roll-out of its employer brand. The overall goal is to offer candidates and employees a positive, fair and dynamic experience, in line with GEODIS’s ambition and competitive spirit. This includes the implementation of a comprehensive induction program for newcomers called “Welcome@GEODIS”. It allows new hires to better understand the Group’s organization, activities and challenges. Employer brand In most of the regions where the Group operates, the job market is under severe pressure, accentuated by the search for similar profiles by most companies in the sector. For certain professions (e.g., functions relating to information technology), it is more difficult to attract candidates to the transport and logistics sector. In addition, the new aspirations and priorities of candidates and employees are prompting the Group to adapt its practices and innovate to continue to attract, develop and retain its talent. With certain jobs (drivers, transport coordinators) becoming less attractive, GEODIS’s employer branding strategy aims to enhance the value of these jobs, which are necessary for its activities. The approach chosen by GEODIS is to make its employees the best ambassadors for the brand, especially through the School Ambassador community. The Group actively communicates through professional events (trade fairs, conferences) and social media to highlight job opportunities and promote careers in the logistics sector. The employer brand also helps to increase awareness of GEODIS and to promote its culture, thus creating a favorable climate for integration. The Group is also seeking to strengthen its relations with candidates by reinforcing its presence on social media and adapting its messages and communication to the profiles it is searching for. GEODIS recruitment teams are making every effort to improve the attractiveness of the sector. They are working with specialized platforms for better targeting, according to job categories and to the profiles required. Recruiting the younger generation GEODIS continues to recruit new generations and is working to develop the skills of its young hires. The Group has noted a change in the expectations of candidates, and more particularly of the younger generation, who are looking for purpose and fulfillment, for a better balance between personal well-being and work, and for the development of their employability. In 2023, the Group recruited more than 2,000 employees in France, including almost 400 work/study students and interns, covering all the Company’s lines of business: buyers, transit agents, IT developers, marketing and communications officers, charterers, sales personnel, project leaders, warehouse staff and so on. The positions advertised are open to all levels of education and training, from vocational diplomas to postgraduate degrees, and are located throughout France. The Group offers apprentices on work/study programs and interns genuine career opportunities. In 2023, 145 young people who joined GEODIS to find out more about the logistics sector signed employment contracts after completing their training. More than 30% of these young talents continue their careers with GEODIS after training. 66 - 2023 ACTIVITY AND SUSTAINABILITY REPORT
RkJQdWJsaXNoZXIy NzMxNTcx