Working at AFNOR

A caring recruitment process

Have you applied for one of our job openings and been contacted by a recruiter to schedule an interview? These initial exchanges are intended to gauge your interest in the position. If the exchange is successful, you will be offered a first remote interview with HR and the manager. Tests may be scheduled. If the process continues, you will be invited to a meeting at our headquarters to discover our environment and team and discuss the proposed assignments.

Take control of your career

The diversity of the group's businesses and services around the world allows our employees to pursue careers in a variety of positions across many sectors and to develop their skills. As part of the skills development plan, employees undergo training requested by their manager and approved by their department.

• 86% : percentage of employees trained within the group in 2022
• 3,58% of the payroll dedicated to continuing education in 2022

From off-plan training can be requested and approved by management: new projects, new technologies, etc. degree programs can be carried out to support changes in roles or internal mobility. A training catalog is available online for all employees on a dedicated platform.

Why choose us over other employers?

For measures in favor of employees

• A family health insurance plan
• A supplementary capitalization retirement savings plan
• A profit-sharing scheme
• A contribution rate to the supplementary pension fund that is higher than the legal minimum
• A significant contribution from the employer to the company cafeteria

For quality of life at work

• A work-life balance
• Benefits for children and family caregivers: days off for sick children, back-to-school days, places in the inter-company daycare center in La Plaine Saint-Denis, days off for family caregivers.
• Health benefits: blood tests, health checkups, vaccination campaigns, preventive measures
• Possible end-of-career arrangements

For flexible work arrangements

• Remote working: a charter for occasional remote working (TOAD) provides for two days per week for jobs that are suitable for this, with remote clocking in.
• Flexible work arrangements tailored to departmental needs, with variable working hours for our non-executive employees or an annual fixed-rate arrangement for our executives.
• An important guarantee for pension plans and supplemental health insurance

For disability-related benefits

• A policy to keep people with disabilities in work
• Adjustments to workstations or work organization for employees with disabilities, if necessary
• Possible accommodations for parents of children

For equal pay between women and men ( see our index here )

• Instructions given to managers to ensure equal pay treatment
  and promotion
• Wage guarantee system for women on maternity leave

For the works council

• Gift certificates, vacation vouchers
• Cultural events
• Sports races (Paris-Versailles, Odyssea, Voie Royale, Course des Lumières, etc.)