Registration Document BOUYGUES

1
The Group
Corporate, social and
environmental responsibility
Recruiting for the future and
encouraging internal mobility
"The aim of the recruitment stage is to find and
attract the best job applicants by launching
targeted internal and external communications,
keeping a high profile in the community (maintaining
close ties with schools, universities and
associations), implementing a strong internship
policy and offering attractive pay. Hiring decisions
are based on the suitability of candidates
to fill existing job vacancies as well as their
career potential and aptitude to share the values
of our Group. We refrain from all discrimination
on unlawful grounds."
recruitment and mobility in Group buSineSSeS
> At TF1, almost half of all vacancies in
2011 were filled from within the group.
> Colas made recruitment a priority in
2011, targeting recent graduates through a
communication campaign in the press, on
social networks and on billboards in urban
areas. As a result, the 3,000 people hired
in mainland France included over
200 recent engineering graduates and
first-time managers. The initiative will be
continued in 2012.
Colas' senior management has carried out
a specific mobility awareness campaign,
targeting its 910 managers.
> Mobility is also a key driver of the human
resources policy at Bouygues Construction.
In addition to internal transfers and
promotions, some 450 employees moved to
other subsidiaries or business areas in both
2010 and 2011.
> Bouygues Immobilier launched a
word-of-mouth recruitment campaign for
positions in its core business, such as land
development managers, technical project
managers and programme managers
with at least three years' experience.
An online recruitment campaign was
also launched on the website www.
despersonnalitesengagees.com
Although the context in 2011 was less favourable
to employment, the Group maintained a high level
of recruitment, hiring over 20,000 new people,
especially in construction businesses.
The headcount has remained stable over the last
four years despite the ups and downs of the global
economy. When activity has declined in entities, a
particular effort has been made to systematically
keep people in jobs through internal mobility.
external recruitment by type of contract (permanent and fixed-term)
Scope: global
Holding company
and other
Bouygues
Construction
Bouygues
Immobilier
Colas
TF1
Bouygues
Telecom
2011
Total Group
2010
Total Group
2009
Total Group
France 53 2,909 393 2,998 677 2,230 9,260 6,559 6,024
Managerial 31 1,205 254 413 408 460 2,771 1,819 1,619
Clerical & technical 22 1,003 139 863 269 1,770 4,066 2,855 2,586
Site workers - 701 - 1,722 - - 2,423 1,885 1,819
International - 8,785 14 2,713 64 1 11,577 16,482 16,415
Managerial - 2,352 14 827 64 1 3,258 3,278 3,944
Site workers - 6,433 - 1,886 - - 8,319 13,204 12,471
France + International 53 11,694 407 5,711 741 2,231 20,837 23,041 22,439
temporary/occaSional workerS
Scope: France
Number of temporary/
occasional workers
(full-time equivalent)
Holding company
and other
Bouygues
Construction
Bouygues
Immobilier
Colas
TF1
Bouygues
Telecom
2011
Total Group
2010
Total Group
2009
Total Group
2 3,218 31 5,737 355 223 9,566 8,757 7,344
internShipS
Scope: France
Number of interns
taken on in the year
Holding company
and other
Bouygues
Construction
Bouygues
Immobilier
Colas
TF1
Bouygues
Telecom
2011
Total Group
2010
Total Group
2009
Total Group
20 2,392 181 1,648 391 499 5,131 5,045 4,770
BOUYGUES • 2011 Registration Document • THE GROUP • 35