We strive to attract talents but also to grow them within our company. Dedicated programs guarantee the integration, training and career development of each employee throughout his or her career.
ATTRACTING AND DEVELOPING
We’re constantly thinking about building for the future starting with young talents. We’ve created different programs to attract, engage and develop three key groups – undergraduates, fresh graduates and young talents who are already part of our Group.
We take every opportunity to show undergraduates the career paths open to them at Essilor through promoting the Group at targeted universities and events as well as connecting with students across the globe via online channels like LinkedIn. Our aim: to increase the number of graduates who would consider Essilor as a great place to start their careers.
Our Emerging Talent Program offers new graduates a structured way to get first-hand experience in different areas of Essilor’s business through a job rotation program over 2-3 years. This immersion into Marketing, Business Intelligence, Finance, Operations in different regions is a great way for us to develop graduates fresh out of university for their next career step and future leadership role.
Essilor young talents
Our COMET program aims to accelerate the career progression of young talents who’ve been in Essilor for at least two years. COMET brings together a diverse group of people to work collectively on a business project, connecting young talents and senior leaders. Talents are mentored during and after the program as part of ongoing personal development to explore opportunities to move into new positions or different regions of the Group.
‘made in Essilor’
We want to give our managers the opportunity to step back and develop their strategic thinking and management style, with the aim of creating a continual development process within the Group.
Designed with business schools and coaching networks, our management leadership programs mesh with the reality of our businesses. They enable managers to benefit from working with Essilor business cases and apply the tools and approaches explored in training back in their business unit. An example of these programs is our annual AMP (Advanced Management Program) that gives some forty experienced managers access to interact with leading business schools faculties.
and valuing talent
Employees are a great asset for the Essilor group. We are therefore very committed to their development and are driving many initiatives (globally and locally) to support this. For example in 2016, we launched an HR tool called E-talent. It helps our managers guide the performance of their teams and it also provides an opportunity to discuss the development of each individual. Like this we will be able to get better individualised plans but also are able to get more qualitative insights in group developments.
Due to Essilor’s growth, we’re able to offer interesting opportunities. We encourage individuals to grow with us and challenge them to move to other functions or to different part of the business and if possible even to other countries. We hope to create an engaging and also diverse workforce by doing these actions.