LEARNING AND TRAINING: ON THE CUTTING EDGE OF TECHNOLOGY FOR OUR CLIENTS Our clients face fast-moving economic, technologi- cal and social changes. Our experts are there to help them take these fluctuations in stride.

Train continuously to be at the forefront of the market Integrating new technologies, challenging convention, adopting new approaches: these are techniques used by Capgemini University. In 2014, it provided over three million hours of learning via online and face-to- face courses. It invested significantly in 577 virtual classrooms and MOOCs (Massive Open Online Courses). MOOCs offer the advantage of letting students use an online platform to take classes and interact with the other students and their trainers. Face-to-face learning also grew strongly. We in- creased the number of international learning events organized at our Les Fontaines campus near Paris. Twenty-four events were held in 2014, focused on hot client and market themes. Verena Gertz, Capgemini Consulting in Germany, for example, participated in a

Consulting Week dedicated to digital transformation. I learned a lot about what we can offer in the areas of big data, customer experience and the connected objects. This will help me help my clients, she said.

RECRUITMENT: INNOVATING IN THE BATTLE FOR TALENT In 2014, we hired more than 39,900 new recruits worldwide, up 23% from last year, including over 16,000 new graduates. We seek out candidates with a wide variety of profiles business, strategic, and technical who share the values of Capgemini (see page 9). We look for employees who want to work in a multicultural environment and who are comfortable with constant change.

This year, we further strengthened our use of LinkedIn and recruited 2,200 candidates through this social network. It has been a real asset when it comes to establishing a more direct contact with candidates. Thirty-five Capgemini employees now have LinkedIn recruiter certification.

We have also set up innovative initiatives to re- cruit young graduates. In France, for example, we launched Digistart, a video contest on Facebook in which students could win an exceptional internship. In India, technology fans were able to attend the second annual Tech Challenge, a huge online game that allows us to identify the best software develop- ers. Finally, the third season of the Capgemini Super Techie Show was aired in 2014. Created in India, this TV reality show allows young professionals and stu- dents to tackle real technological challenges faced by large companies. The participants came from six different countries this year (see page 23).

3 million training hours (40% of them online)

133,000 employees trained (up 11%)

Talent

29CAPGEMINI2014 ANNUAL REPORT

Digistart, the French video contest on Facebook to recruit young graduates.