Recruiting diverse young talent is quite difficult in this industry. Is this something you struggle with? And how do you go about advertising your brand to this audience?
Anne-Emmanuelle Semin, Engie: The big companies are not so attractive for young talents, especially the ones who are entrepreneur and digitally focused. We have decided to create a special environment for them (light structure) to work on transversal project: the ENGIE TECH. We also incubate start-ups to welcome them. In other words, we adapt our management way. We are also developing a new digital approach mainly based on our collaborators who interact directly with potential candidates (ie : Internet platform Matching Energy). We promote profiles and personality, not only the competencies.
What were the main drivers for you to want to enter into the utility industry? And what were the main attractions to Engie?
Filippo Capizzi, Student Ambassador: Nothing drives more innovation and progress then energy. Working in the utility industry means working in a field that represents the basic needs for people: it means you are literally inside what people need, and you have the chance to say your own word. It’s the “bottom” for everything: changing something there means changing people life, sometimes forever.
Engie is quite attractive for two different reasons:
1) it’s now more digitally-pushed than when it was GDF-Suez, meaning that it’s following recent trends (so it listens to people’s needs);
2) Its internal diversification gives you the chance to gain interdisciplinary knowledge within the same company. The latter is relevant in terms of time of deployment: we live in an era where time matters more than ever, so cutting off dead times concretely speeds up your project and makes you stay ahead.
Events like EUW help utilities come into contact with a younger audience. What other channels do you use and where do you think the future in recruitment lies?
Anne-Emmanuelle Semin, Engie: We focus on a new model of academicals relations (organizing special events like conferences, working group, project contests...), we encourage an internal Young Professional Network, we build special training programs and we pay a strong attention on the web!
I work at ENGIE level but we also develop local actions in deep collaboration with schools and university. We also promote associations and specific actions to highlight targeted populations such as young people, women etc.
You came through the European Utility Week Young Talent Programme 2015 and were able to get an internship with Engie. What advice would you give to other utilities in helping to attract, keep and stimulate you ng talent to advance in this industry.
Filippo Capizzi, Student Ambassador: Give more of a chance to young talents to introduce themselves. I had the luck to find someone who was attentive in listening to my (short) story (and that’s how I got the chance), but it’s not always like that.
We – as young professionals – know we don’t have many opportunities for a second chance, but if we can’t get even a first one… well, how do they know who they’re missing
What are the main challenges that younger talents face within the industry that Engie is helping to overcome?
Anne-Emmanuelle Semin, Engie: Our jobs are changing and we give tools (training but not only) to them to constantly improve their technical and soft skills. The objective is to develop their employability.
You have received an amazing opportunity to work within the industry, do you have any advice for other young talent thinking about entering the industry?
Filippo Capizzi, Student Ambassador: Evaluate your priorities and define what you want to do. Working in industry opens a lot of “doors” in terms of resources (people, tools) and channels, but there are rules to follow. I suggest it’s an experience to do regardless of everything: start with an internship, change often position and test yourself in such environment. Nothing teaches better than being directly involved.Read more Talk Community Interviews