EDF_REGISTRATION_DOCUMENT_2017

3.

ENVIRONMENTAL AND SOCIETAL INFORMATION − HUMAN RESOURCES Pay close attention to our co-workers and make our internal transformations a success

Levels of recruitment in 2017 3.6.1.2 The EDF group has a dynamic recruitment policy, with over 9,200 hires in 2017.

EDF SA has re-focused its employment policy since 2016 and intends to prioritise internal mobility in order to optimise existing resources and develop the career paths of its employees. Recruitment is now focused first and foremost on unusual, hard-to-fill or developing professions. The majority of recruitments are in the technical and information systems fields. The graph, below, shows external recruitments as well as retirements observed since 2010 in Group companies whose head-office is located in France (excluding Dalkia and Citelum).

7,830

8,000

7,460

7,334

7,000

6,587

5,937

5,906

6,000

5,511

5,031

5,000

4,535

4,325

4,217

4,138

3,931

4,000

3,688

3,612

3,579

3,000

2,000

1,000

0

2017

2010

2011

2012

2013

2014

2015

2016

Hiring

Retirement

The EDF group’s attractiveness maintained at a high level in 2017 Since 2016, the focus for recruitment has been on internal (1) mobility with better-classified internal short lists to manage declines in certain business lines. The changes in the structure of our recruitments (fewer engineers whilst maintaining a high number of technicians) as well as control of our costs led us to take another look at the entire process. In 2017, EDF SA recruited over 1,700 staff on open-ended contracts and 2,242 people on work-study contracts. The share of managers in external recruitments fell below 40% due to the continued significant presence of work-study trainees and the re-focusing of recruitment on the core business, with almost 35% of hires involving former apprentices. The “EDF recruits” website continues to attract approximately 3 million visitors every year; in 2017, 260,000 applications were submitted online. The digital ecosystem around the site has also been strengthened. At the end of 2017, the EDF recruitment LinkedIn account had nearly 150,000 subscribers and the Twitter account nearly 5,000 followers. The internet user engagement rate continues to increase. The careers site has updated its homepage to showcase HR news and share it more effectively on “Elevate”, the Group ambassadors’ promotion tool jointly managed by the Communications and HR departments. In this way, several articles are shared, including powerful messages on the recruitment dynamic in partnership with the “Lempirecontreuntaff.com” blog. In a difficult external employment market where companies’ transparency and local activity make the difference, we use job-boards in a targeted manner in order to encourage applications for sensitive jobs: “Welcometothejungle” for IT, “EmploiMaintenanceIndustrielle” for technicians, and social networks to reach our various targets with original content (videos, photos). EDF’s attractiveness as an employer remains a key issue, particularly as recruitment becomes a preferred means for teams to acquire more cutting-edge and specific skills that are not available on the internal employment market.

The volume of recruitment in 2017 puts the EDF France Group amongst the benchmark recruiters and has been showcased to internal players (managers, HR, ambassadors) to remind them of the importance of external recruitment in the overall employment equation. Results from engineering school student surveys show that EDF is struggling to withstand the disaffection felt towards the energy sector, and it is in eighth place in the Universum “Engineers” ranking (behind Airbus, Google, Thales, and Dassault Aviation amongst others), and fifth in the “France’s favourite employer” survey carried out by Randstad. Whilst the vast majority of students express their interest in new energies, engineering schools have begun to issue warnings on the lack of attractiveness of the nuclear industry, even though this industry allows France to be the country that relies least on carbon-based sources for its energy needs. This alert is also true for work-study contracts. The attractiveness of the nuclear sector, which is constantly adapting to new technologies, will be highlighted during an event sponsored by industry professions for schools and students on 8 March 2018 at EDF’s research and training facilities in Saclay: Low Carbon Day. The robustness of our employer brand strategy nonetheless enabled all our business lines to recruit at a better level in 2017. This strategy will involve other projects, such as an overhaul of the careers site in order to bring it into line with best market practices by offering an optimal “candidate experience”, simplifying the application process and allowing dialogue with Group ambassadors. A student challenge could be organised as part of the Electric Days event, the EDF group’s showcase for innovation and know-how. A new communications campaign will be deployed in 2018 to showcase EDF as an employer of the future. At the same time, our close relationship with student and young graduate applicants continues to be strengthened: EDF is scheduled to participate in forty or so school forums during the 2017-2018 university year, and dialogue with students will also be enriched by regional events.

Decision of 1 February 2016: EDF SA Favouring internal mobility over external recruitment. (1)

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DF I Reference Document 2017