In 2022, in the context of a major energy crisis and of unprecedented shortages in industrial, technical and digital skills, EDF, as a major player in the energy transition in France and worldwide, is one of the main industrial recruiters with close upon 13,000 recruitments on permanent contracts in 2022. The Group also took in 8,346 work-study students and 3,500 interns.
| Hires/departures | Unit | 2020 | 2021 | 2022 |
|---|---|---|---|---|
| Hires* | Hires* UnitNumber |
Hires* 202011,214 |
Hires* 202110,254 |
Hires* 202212,992 |
| Retirement departures/inactive employees | Retirement departures/inactive employees UnitNumber |
Retirement departures/inactive employees 20203,523 |
Retirement departures/inactive employees 20213,333 |
Retirement departures/inactive employees 20223,403 |
| Resignations | Resignations UnitNumber |
Resignations 20202,452 |
Resignations 20213,522 |
Resignations 20224,761 |
| Redundancies, dismissals, people made inactive | Redundancies, dismissals, people made inactive UnitNumber |
Redundancies, dismissals, people made inactive 20201,174 |
Redundancies, dismissals, people made inactive 20211,524 |
Redundancies, dismissals, people made inactive 20221,086 |
| Turnover | Turnover Unit% |
Turnover 20205.6 |
Turnover 20215.6 |
Turnover 20226.5 |
| Other arrivals | Other arrivals UnitNumber |
Other arrivals 20206,258 |
Other arrivals 20219,856 |
Other arrivals 202212,594 |
| Other departures | Other departures UnitNumber |
Other departures 20208,691 |
Other departures 20219,940 |
Other departures 202210,396 |
* The Hires indicator takes into account permanent hires at the Group level.
In order to attract candidates who are of interest to the Group, the Company relies on a CSR and innovative Group employer brand. EDF remains one of the most attractive employers for students, work-study students and young graduates, and this is confirmed by this year’s rankings:
For the third year in a row, EDF is the number one preferred company among students and young graduates in the energy sector according to the Harris Interactive study for Epoka, and ranks third for all sectors combined among engineers.
In 2022, Universum launched a CSR Index. In 2022, EDF ranked as fourth most attractive company for managers who graduated from engineering schools and ranked first for experienced professionals holding qualifications from 2-3 years in higher education;
EDF is ranked 3rd for employer brand and environmental responsibility.
EDF is ranked first in the general ranking measuring the level of satisfaction of work-study students and interns for 2022 (for companies hosting more than 1,000 young work-study students and trainees).
In 2022, the EDF group increased its recruitment volume by 27% compared with 2021 while continuing to favour the employability of its employees and by targeting its hires on profiles that are unavailable through internal mobility.
EDF has fulfilled its commitments to the inclusion of young people and people with disabilities, and to adding more women to its businesses. The Group has also reinvented itself with more digital, more innovative tools.
To meet the need for excellence in industrial, technical and digital skills (see in particular section 3.4.3.2.1 “The excell plan: being present in major nuclear power projects”), EDF’s hiring in 2022 prioritised recruiting in technical, IS, short-handed, rare or developing professions. These include mechanical or electrical maintenance technicians, valve technicians, welders, electrical project engineers, design office technicians, contract managers, cybersecurity specialists, and data scientists.
The Company has set up joint hiring between the departments in production and nuclear engineering. As soon as the candidate arrives, they are given insight into the next job, so as to be able to follow a dual course of study (engineering/research) and of operational implementation (operation-maintenance).
In 2022, EDF launched a scheme for sponsored candidates. Its aim is to get its staff to do the recruiting. The recommending employee is entitled to a bonus for a “sponsored” hire that materialises. This approach has proved its worth: Framatome achieves 10% of its annual recruitment volume via this sponsorship method.
| Prioritisation in technical professions | 2021 | 2022 |
|---|---|---|
| Percentage of young graduates recruited through work-study programmes (in %) | Percentage of young graduates recruited through work-study programmes (in %)202123 |
Percentage of young graduates recruited through work-study programmes (in %)202216 |
| Percentage of young graduates recruited from end-of-study internships (in %) | Percentage of young graduates recruited from end-of-study internships (in %)20216 |
Percentage of young graduates recruited from end-of-study internships (in %)20224 |
| Share of experienced technicians and engineers among hires (in %) | Share of experienced technicians and engineers among hires (in %)202140 |
Share of experienced technicians and engineers among hires (in %)202249 |
Thanks to the Group’s determined efforts to promote the participation of women in technical professions, industry is also a female field. EDF launched in 2022 the campaign entitled “C’est au tour des femmes d’entrer en jeu” (“Now it’s women’s turn to throw their hat in the ring”) (see section 3.5.4.10 “Responsible communication”).
For the fifth year in a row, Dalkia has organised the Women’s Energy in Transition Award, which provides financial support to female students and working professionals, with the aim of encouraging women to join training programmes or technical professions related to the energy transition.
