Our recruitment process ensures our candidates are provided with the best possible experience. We take every step to ensure that there is a good cultural fit and that each of our new recruits can envisage what they can bring to the company and how much the company can bring to them. Team spirit is fundamental for us.
Thanks to our onboarding programs, our new associates feel welcome and settle into their new environment, the programs teach them how the Group operates. We also hold team-building events to help them get acquainted with local environments.
Appreciate your performance and leverage it
Every year, our managers review the successes and opportunities of the past year with each of their team members. This is an important opportunity to share insights, check the accomplished work and establish an action plan for their career goals. We believe that each manager must develop the potential within their team to achieve the best outcome. We are also convinced that commitment is key and that excellence in execution can make the difference.
Identify your potential
In addition to the annual objectives, the Sonepar Leadership Model enables us to have a view on how the skills of our associates meet the key qualities for the Group. For this purpose, we give regular feedback to identify their strengths and possible development areas in order to improve their skills.
Develop your skills
Based on the identified strengths and development areas, training programs which match their needs are offered to our associates.
Experts are key to our organization. We identify the ones who are willing and able to make a global contribution over and above their local roles, and provide them with opportunities to contribute to committees, competence centers or international projects. Their contributions become building-blocks in their development and can turn out to be key steps in their career progression.
For more than a decade, Sonepar’s corporate university has been training hundreds of associates around the world through a wide variety of programs. Sonacademy’s role is to develop and support Sonepar associates grow and deliver managerial training designed for a multicultural workforce.
At Sonepar, we are committed to making every associate feel comfortable in their role and to acknowledging involvement.
We believe that managers are best placed to identify the talents of each team member, creating the best team performance.
We also design career plans around the career goals of individuals and what Sonepar will need in the future in order to contribute to its performance and results. The involvement of associates in international projects and task forces helps foster broad discussion and global business networking.
Take a look at a few initiatives carried out by our subsidiaries around the world.
Top Employer 2019 certification - Technische Unie
For the second year in a row, our Dutch subsidiary Technische Unie was certified as the Top Employer of 2019. The certification is awarded by an independent institute to single out employers with the best HR policies in terms of talent management, training and development, on-boarding, compensation and corporate culture. In addition to marking recognition for Technische Unie, the process also gave our subsidiary a chance to learn about good practices at other companies and optimize its own HR policies.
Great Place to Work - Sacchi
“I am proud to say that I work for this company”: this is what 90% of Sacchi (a Sonepar Company) employees say, expressing a sense of belonging that, among many other parameters evaluated, made Sacchi a certified Great Place to Work® for 2019!
Marco Giorgio Brunetti, Sacchi CEO, states: “Believing in the value of people and investing in their growth is the best way to offer the customer an excellent service: satisfied professionals work with enthusiasm and positivity; for this reason, being a Great Place to Work for employees also means being a "Great Place to Work With" for Customers and Suppliers”.
"Synergy for the employment of women" – Sonepar France
On December 6th 2018, as part of the action “Synergy for the employment of women” initiated by the interim agency "Synergie" of Saint-Quentin, the Saint-Quentin Regional Distribution Center (RDC) received 6 women to discover the logistics business. The goal of this visit is to exchange views on the profession mostly considered "for men only" because of heavy loads, technical knowledge etc.
These women were surprised to find that these positions were occupied almost at parity, with pleasant working conditions (cleanliness, good equipment, security ...). They appreciated the visit and stated that they had discovered a job they didn't know before and were ready to participate in some missions if they had the opportunity.
An award for a works council - Sacchi
Sacchi sets aside part of its profits for the well-being of its employees, financing social and cultural initiatives.
An online platform gives associates access to leisure activities, training, travel and even the possibility of applying for a loan. The program won Sacchi a Welfare Award on June 12, 2018.
Workplace well-being - Routeco
Routeco has developed a positive corporate culture that makes employees’ well-being a management goal. The UK subsidiary offers staff a wide variety of benefits. For example, associates struggling with personal problems are given support. Work-life balance is likewise encouraged, and health prevention campaigns are conducted. Lastly, the Giving Back program encourages employees to engage in volunteer work.
On-the-job safety as top priority - Texcan Edmonton
The personnel at Texcan’s Edmonton distribution center worked for a record of 2,000 days lost time injury free days. The subsidiary has invested heavily in raising staff awareness, protecting associates at the various work stations and putting in place solutions that eliminate fall risk by inspecting and wearing fall protection while working at heights. The upshot is that Texcan is characterized today by a genuine culture of safety that benefits everyone.