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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
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Worldline
2016 Registration Document
campaigns and programs
Interns and trainees recruitment
A.3.2.1.1
launched a career page on Jobteaser.
hiring of interns, trainees and young graduates, Worldline has
its employees with their career development. To boost the
Worldline thinks of itself as a learning organization that supports
develop their skills and knowledge of the world of business.
offering them interesting internship opportunities to help them
and leading schools (business and engineering schools) by
trainees and interns in order to attract students from universities
Human Resources has set up a recruitment campaign to hire
In order to be recognized as a first choice employer, Worldline’s
For 2016, Worldline received the Happy Trainees label, a system
employer objective that the Company has set for itself by 2020.
of the initiative designed to help achieve the responsible
initial recognition is a result of the action plans launched as part
integration, support and management of their trainees. This
that rewards companies which place a special emphasis on the
Employment]
interns and trainees
[GRI 103-2
and partnerships to attract top-notch
Worldline’s best practices, programs
A.3.2.1.2
allows Worldline to synchronize the required profiles with the
This initiative arises from the recruitment policy of Worldline. It
geographies business opportunities.
business needs and create agility in new technologies and new
Campus Manager Program
on its Campus Manager Program since 2010.
Worldline’s strategy of relations with academia has been based
these partnerships.
aim of forming a community of about fifty members to manage
network of alumni and universities and major schools, with the
and manage the relationship between a volunteer internal
The Campus Manager Program is used to coordinate events
job interviews, etc.
technological platforms, organizing workshops to prepare for
The activities of the Worldline Campus Manager community are
students, participation in judging panels, lending Worldline’s
organizing visits to datacenters, round table discussions with
varied: participation in student forums, running conferences,
attendance at specific events, etc.). They bring people together,
(local relationships, communication about jobs and careers,
schools and the Company, they give talks about their careers
initiatives; they provide the link between universities and major
program: Campus Managers are the leaders of different
The Campus Managers play a decisive role in the success of the
but they are also the points of contact for ongoing initiatives.
and take responsibility for coordinating an internal community,
In 2016, a review was undertaken on the best way to continue to
technologies as a source of innovation for the Company.
new generations, and reinforce the integration of new
build on the program, enrich it, adapt it to the expectations of
the experience of working for Worldline.
university and provide information to interested students about
with the Campus Manager and to introduce Worldline in his/her
also the role of the Campus Student. The objective is to co-work
In 2017, in order to support the Campus Manager, there will be
community, both internally to attract and motivate Campus
communication and a dedicated logo for the Campus Manager
created with the universities and major schools.
Managers, and also externally to further develop the network
The Company makes available different means of
better shared knowledge and strengthen the ties between the
meetings (discussion groups, committees, etc.) contribute to
its advantages in terms of creativity and innovation. Regular
Company and the student world.
becomes the driver for transmitting the Company’s values and
regular and visible presence in his/her school/university, and so
Campus Manager from each school/university provides a
major schools with a link to Worldline’s core business. The
develop long-term relationships with leading universities and
This program has already borne fruit and made it possible to
Brand awareness to bring a differentiatedmessage
4 distinct pillars:
brand awareness in the marketplace. This strategy was built on
In 2016, Worldline began an extensive program to improve its
Talent attraction;
●
Talent development;
●
Wellbeing@work;
●
Pride.
●
built around the brand with an emphasis on authenticity, plain
The campaign put in place to communicate these 4 pillars was
was very well received both internally and externally for its tone.
experiences and daily lives within the Company. The campaign
to rely on its employees to testify, talk about, and share their
and the everyday experience of its employees. Worldline chose
speech and concrete examples to promote the Company values
Worldline to capture student’s point of view and feedback that
and networking. These two surveys give the opportunity to
resources (career path, exciting challenges, close management)
the strong and weak points of the Company and in terms of
Happy Trainees survey that aim to have an integral overview of
are kay to be able to draw to new generations expectations.
Also, the Company has launched an internal survey and the
Graduate Day, Startup Day (status)
within a few days in order to secure the best talent).
tools compared to competitors (group hiring sessions/job offers
and operations managers, and tests that are the differentiating
individual interviews with the Human Resources department
small groups: introduction to the Company and its innovations,
This program is organized around recruitment sessions for