[CONTENU PARTENAIRE] To meet the even greater recruitment challenges at the moment, the DEKRA group is implementing strong actions for the quality of life at work in particular. Sandra Hen Poulain, HR DEKRA France, tells us more.
What are DEKRA’s fields of activity?
DEKRA is a leader risk prevention in all environments, whether on the road, at work or at home. We have several activities: automobile and heavy goods vehicle technical inspection, provision of services for automobile manufacturers (DEKRA Automotive Solutions) and DEKRA Industrial, technical and regulatory inspection, a civil engineering building activity, HSE. Around this gravitate other activities such as DEKRA Certification.
How do you deal with recruitment and retention issues?
There is already a lot of competition between the control offices, but we are even more in difficulty with the economic recovery, because all the companies are starting to hire again, including our customers and all that against the backdrop of a great resignation. To attract talent, we try to communicate about our employer brand and the strength of joining a group, we diversify our sources of recruitment by using artificial intelligence, or by working differently on school relations. We have had the Happy Trainees label for two years and have set up a work-study passport. This label is important because it is granted by the work-study students themselves who assess the quality of the assignments, reception and tutoring.
The idea is also to build loyalty, so we are working on the quality of our onboarding with a dedicated program. We have set up a career trajectory program for our technicians, and a group mobility newsletter where we publish the available positions each month, to develop their career within DEKRA, all entities combined. For the quality of life at work, we have negotiated a teleworking agreement of up to 3 days a week, but also a mutual insurance agreement with an advantageous family rate, and an agreement on professional equality and diversity and disability .
What are DEKRA’s actions in terms of human resources and inclusion?
We have a 100% female DEKRA France mentoring program. This program aims to support career development and the first promotion has just ended.
Following a court decision targeting the control offices and indicating that we should no longer depend on the collective agreement for the metallurgy industry but on Syntec, we negotiated a change in the collective agreement, maintaining social benefits for our employees. It is clearly a lever for attracting and retaining talent
In our HR kiosk, we provide our employees with applications on health, well-being and safety, certified by DEKRA Certification, which we also sell to our customers. We are also working on the digital inclusion of people with disabilities.
We have also set up QVT referents to support organizational projects in the field and listen to employees in addition to traditional relays via the authorities in particular
What changes are taking place in your services?
DEKRA is part of a major digitization program. We have the ECOVADIS Platinium label, so the CSR approach is at the heart of our processes (greening of the car fleet, eco-responsible buildings, digitization, etc.).
The group is also working on major projects around cybersecurity, and on subjects such as micro-mobility, because there is a need to secure the operation of vehicles such as scooters.
This content was produced with SCRIBEO. The BFMBUSINESS editorial staff did not participate in the production of this content.
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