Voltalia, a leader in renewable energy in French Guiana, is opening its doors to students of all levels, from A-levels to PhDs. Through the testimonies of Laëtitia Samson-Emmanuel, Human Resources Business Partner, and Hubert Herbaux, Asset Manager, discover how the company shapes the talents of tomorrow.
Can you tell us about Voltalia's apprenticeship, internship and doctorate programmes?
Ms Laëtitia SAMSON-EMMANUEL: What we offer at Voltalia is really based on demand and opportunities. We welcomed our first work-study student with the Kourou IUT in 2019, which paved the way for other collaborations. Since then, the IUT has regularly advertised our vacancies. It is by meeting the candidates that we make our choices, based on the needs of our employees and the skills of the tutors. Opportunities for internships depend on our current projects. As for theses, we had a superb opportunity in 2020 with Raphaël, whose project immediately convinced us of its interest for the company.
Mr Hubert HERBAUX: We take on trainees and work-study students, from A-levels to PhDs, not only in technical fields but also in all the other departments of the company, such as purchasing, logistics, human resources, accounting, etc. VOLTALIA is a company specialising in the production of renewable energy, so we have to meet all organisational needs.
Can you tell us a bit more about the CIFRE contract?
Mr Hubert Herbaux: The CIFRE contract is a three-way agreement between the University of Guyana, the doctoral student and Voltalia. This contract, signed in 2020, lasted until the doctoral student's thesis in 2023. The project consisted of three phases: the bibliography, which gathered scientific information; the research and analysis phase; and finally, the final report, which took almost two years to complete. The PhD student was hosted by the IRD and worked on our premises one or two days a week to integrate his thesis with our industrial needs. This partnership was both a scientific and human success.
Had you heard of the CIFRE contract before?
Mr Hubert Herbaux: Before working with Raphaël, we had never tried out this type of contract. The experience was a success, and we would like to repeat it with the University of Guyana. We now need to define a new subject and identify students who are interested in starting a thesis.
Why did you decide to work with PhD students?
Mr Hubert Herbaux: Simply because Raphaël approached us and we worked together on a subject that was relevant to us. He wanted to join the University of Guyana because there was a great opportunity linked to the subject of his thesis: weather in tropical zones. The opportunity created the opportunity.
Ms Laëtitia SAMSON EMMANUEL: In addition to the CIFRE programme, Voltalia is also involved with the French education authority in local training initiatives in partnership with the Campus des métiers de l'excellence based in Balata. We have developed a programme for a shortage occupation in French Guiana, which has been approved by the CTG. We are currently the main partner in the 8-month "biomass technician" course, co-funded by the CTG and private-sector players such as Voltalia. Five trainees are benefiting from this theoretical and practical training on our farms and power plants.
What are the advantages for the company of welcoming young talent?
Mr Hubert Herbaux: These contracts create opportunities for local recruitment and the training of potential future employees, and help to develop our reputation and our employer brand. We currently have around ten employees on apprenticeships or work placements out of a total of sixty, which is a good ratio.
What are the advantages for your apprentices and trainees of joining VOLTALIA?
Mr Hubert HERBAUX: The students benefit from being integrated into a dynamic company that is a leader in its sector in French Guiana, as well as having a foot in the world of work. This enables the young people to become part of the company, to understand how it works while learning, and for us, as tutors, to continue to learn and develop with them.
We can then recruit them or give them the benefit of their experience at Voltalia to join other companies and pursue their careers as they wish.
Are you looking to recruit specific profiles?
Mr Hubert HERBAUX: Yes, we are looking for specific profiles in many areas, both technical and social (maintenance technicians, maintenance operators, human resources, financial management, accounting, etc.). Among our nine apprentices, all trades are represented.
Ms Laëtitia SAMSON EMMANUEL: Voltalia does indeed cover a wide range of professions, as our core business is based on an integrated business model: development, construction, management and maintenance of all our projects from inception to operation. The jobs in short supply are mainly in production, with technicians and engineers specialising in biomass, an energy source specific to French Guiana. The Petit Saut biomass power plant project, for example, requires very specific technical skills.
Mr Hubert HERBAUX: In the very technical part, the apprentices will be trained in equipment repair, fault diagnosis, repair and the purchase of parts needed for maintenance. We also train them in preventive maintenance, i.e. how to avoid breakdowns and/or have everything ready in case they do occur. For the Masters level, the tasks are a little more complex, depending on their speciality, and suggest that they have knowledge and skills in medium and long-term planning for our plants and projects (development, construction, operation).
Ms Laëtitia SAMSON EMMANUEL: The work-study student who joined us in 2019 was studying for a vocational bachelor's degree in energy management at the IUT; he started out in the field and then wanted to continue, so we supported him for the next two years of his master's degree. He provided support to Mr Herbaux on solar, storage and hydro management. Today, he has a permanent contract with Voltalia as an Asset Manager. His job is to manage a power plant independently, reporting to Mr Herbaux. This is one of the great developments we're seeing internally, offering students the chance to develop a wide range of skills.
How do you ensure that your students are hired?
Mr Hubert HERBAUX: The selection of candidates is crucial, and it's essential to ensure that they are properly supervised. Laetitia, as Human Resources Business Partner, ensures that the relationship between tutor and apprentice works well. We hope that our former trainees and apprentices are proud to wear Voltalia's colours on their CVs.
Ms Laëtitia SAMSON-EMMANUEL: The challenge of recruitment is to align the planets. It takes time for the tutor and apprentice to learn to work together, and it's important that the assignments are both relevant and interesting. Voltalia strives to offer specific and exciting assignments for its interns and alternates.
Mr Hubert HERBAUX: They acquire their know-how through their apprenticeship and their various experiences. On the other hand, interpersonal skills are developed within the company. This includes curiosity, mutual support and availability within the company. Treating all our employees fairly, including trainees, apprentices, fixed-term contracts and CIFRE doctoral students, is part of our policy and helps to ensure that they stay with us for as long as possible.
What would you say are the typical challenges you face in dealing with the young people you welcome?
Ms Laëtitia SAMSON EMMANUEL: Means of transport are a major issue in French Guyana, particularly due to the lack of public transport in several areas of the country. Some applicants are sometimes forced to turn down an offer or are limited in their search because of the location of job centres, which are sometimes a long way from conurbations. Without a means of transport, it is therefore impossible to reach their potential workplace.
Mr Hubert HERBAUX: We are present all along the coast, from Cacao to Mana, and soon in Saint-Laurent du Maroni. So we need candidates who are mobile and independent.
What advice would you give to young researchers, trainees or apprentices who want to apply?
Mr Hubert HERBAUX: Don't be afraid, take the plunge, send an email, telephone. We are fortunate to be in an employment area where companies are highly motivated to train and recruit their future employees. Companies are looking for the best people, and the best people are those who are not afraid to push open the doors.
Ms Laëtitia SAMSON EMMANUEL: We often recruit through unsolicited applications. What's more, we don't have any internship or apprenticeship offers on our website, we really work on an opportunity basis.
Mr Hubert HERBAUX: We have been involved since secondary school level and give courses at IUT, Master 1 and Master 2. This enables us to make initial selections and identify the best candidates.
How many people have you taken on as a result of work placements or sandwich courses?
Ms Laëtitia SAMSON EMMANUEL: Today we've taken on a work-study student who is now an Asset Manager. We've also taken on a work-study student who is now a Maintenance Technician. We should be recruiting another work-study student, who will be completing his Masters this summer, for a 'Methods and Tools' position. It's a different story for trainees. We know that they're here for a given period, so we invest as much as we can in them. The idea is that, if they want to come back for a work-linked training scheme in the future, and if things go well, they'll be able to. A work-linked training scheme is a much bigger investment, the aim being to be able to retain candidates once their contract is up.
What do you think of companies that don't dare work with PhD students for fear of not being up to the job?
Mr Hubert HERBAUX: That's precisely what we expect from our students: to allow us to get out of our comfort zone. Doctoral students write theses, not us. We're there to help them, support them and answer their questions. Often, we don't have their knowledge or skills in a specific field, but that's precisely why they're relevant and bring value to the company. If you do a thesis, it's to study something you've never seen or done before. It's also important that theses are tailored to the needs of companies.