Setting the Benchmark as an Employer

As the seventh-largest private-sector employer in the world, the Carrefour group aims to become a benchmark in terms of human resources management and social responsibility in all the countries in which it operates. Attracting, training, supporting and retaining loyalty whilst remaining open to people from all backgrounds: the Group does its utmost to ensure that all of its 495,000 employees, who are the first ambassadors of the banners for their customers, fulfil their potential and perform to the best of their abilities. 

Attracting skills to all levels of the company

The Group makes use of all its assets to attract and ensure the professional development of the talents needed for its own development. Several operations are thus held throughout the year to promote the Group both within and outside the company (at schools, universities, job fairs, student events, etc.). For example, agreements are made with schools and universities in several countries and Group managers participate in courses in order to convey their knowhow to the students and communicate on all the opportunities offered by the company 

Becoming an expert at talent development

In an increasingly complex environment, like all other high-performing companies, Carrefour has to adapt and develop the number and quality of its leaders in order to innovate, drive change and face tomorrow’s challenges. Based on its strategic priorities, the Group identifies the key skills to be developed. All Business Units participate in identifying future leaders and enable them to update or acquire new knowledge and skills by forging the appropriate career path.  

Priority to local employment

In the 31 countries where Carrefour is present, local employees constitute 95% of the average headcount. In countries where populations have limited access to education, Carrefour gives priority to talent rather than formal qualifications, thus enabling the company to become a genuine means for social advancement. Throughout the world, young people entering the Group without any qualifications may aspire to become a department manager and even a store director. 

Helping employees enjoy more dynamic careers

Carrefour’s equal opportunity policy also means managing careers in an effective and fair way. This is confirmed by the fact that 75% of the Group’s directors have been appointed via internal promotion. Standard practices are used to manage careers, beginning with an annual assessment interview. 25,000 managers now take the interview on-line by means of the "Cap Careers" tool. The tool enables employee skills to be more effectively assessed, ensuring that their progress within the Group is more in line with their aims and desires.