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To apply for a position in Crédit Agricole Group, follow one of these four steps:
Step 1: Click on Apply to choose between opportunities at Crédit Agricole Regional Banks or at Crédit Agricole S.A. entities (including all subsidiaries such as LCL, Crédit Agricole CIB and Crédit Agricole Consumer Finance).
Step 2: Search for a position online by clicking on « Apply ». A search engine will help you select those positions of interest to you. If a particular position attracts your attention, proceed to the next step.
Step 3: Create your profile. When you first apply for a position on our site, you need to create your own « Candidate Space ». This is a personalized dedicated area and requires a password. This area will make visiting our website easier and improve your searches by offering different options as follows:
Step 4: If no specific position matches your criteria, you can send an unsolicited application via your « Candidate Space ». However, please continue to consult our opportunities on a regular basis.
To apply by post, you can write to the relevant entity. Crédit Agricole Group is present in over 70 countries. All our postal addresses can be found on our location map.
Crédit Agricole Group visits universities and schools to raise students' awareness about the range of careers available. Contact one of our employees at Crédit Agricole Group stand at any of these events. You can submit a CV directly to an employee and discuss his or her professional role.
For a full list of forums and events at which Crédit Agricole Group will be present, consult the Forums.
Disabled ?
Crédit Agricole Group has an active recruitment policy for people with disabilities.
Send your application to casa.iph@credit-agricole-sa.fr mentioning Crédit Agricole Group S.A. Disability Campaign, or apply on-line at www.touteslescompetences.fr for career opportunities in Crédit Agricole's Regional Banks.
All information about our internships can be viewed under the heading "Internships", which you can find by clicking on theStudents tab.
As each school and university has its own system, you also need to contact the internship office at your school/university to find out about the specifics of your institution's internship procedures.
As soon as you apply for a position in Crédit Agricole Group, you will receive an email response informing you that your application has been received.
Each entity and Crédit Agricole Caisse Régionale manages its own recruitment procedures and will review your application. You will be kept informed of its progress at regular intervals. If your profile matches the position for which you are applying, you will be contacted by the Human Resources Department of the relevant entity.
All internship and employment opportunities at Crédit Agricole Caisse Régionale can be viewed by clicking on Apply, and then following the link to employment opportunities at Crédit Agricole Regional Banks.
To apply for a position, simply fill in the application form online. If no current opportunity matches your profile, you can set up email alerts in your Candidate Space, so that we can notify you automatically as soon as a position matching your search criteria becomes available. You can also send in an unsolicited application. You are encouraged to check regularly online for employment opportunities and recruitment updates from Crédit Agricole Group.
nternational recruitment is managed locally by Crédit Agricole Group entities. You may therefore apply directly to these entities.
You will find contact details for all these entities on our location map.
You can also register on the website and submit an unsolicited application, which will be reviewed and forwarded to one of the group entities, if your application matches our required profiles.
The aim of the interview is to explore your CV in greater depth and to test your motivation for the position being offered. The recruiter may also ask you to conduct practical or simulated tasks. The most common example of this would be to conduct a sales negotiation, for those seeking positions in Sales or Account Management.
Update your knowledge of Crédit Agricole Group activities and of the banking world in general. Recruiters may wish to evaluate your curiosity and your appetite for banking and for group activities and/or policies.
Coherence and precision are highly desirable - even essential - qualities for careers in banking, finance and insurance. A well structured presentation will make a positive impression on the operations staff and recruiters you meet, and will provide strong evidence of your interview preparation. Your recruiter will expect your account of the various experiences along your career path to demonstrate a consistent professional direction. Illustrate your interests and professional goals with concrete examples.
Do not hesitate to ask questions if there is a specific aspect of Crédit Agricole Group you do not understand: this will show your interest in the organization and its activities. Prepare a list of questions for which you have not been able to find answers on the recruitment pages of our website.
Be yourself: this is what your recruiters expect. See the interview as a chance to prove your professionalism and motivation.
We are constantly on the look-out for interpersonal qualities and team spirit in our future employees. We consider such attributes essential for professional fulfillment.
To find out more about the areas in which you can best use your skills, you are encouraged to consult the Activities and careers section of our website. There you will find a description of the main roles performed within Crédit Agricole Group, and employee testimonies from the 6 main spheres which constitute the group's activities.
Whether you are a BTS (advanced technician's diploma) student on a professionalization contract or a 2nd year Master's-level university or business or engineering school student, the group offers a range of opportunities in retail banking (Crédit Agricole and LCL Caisses Régionales, financing banking, asset management, insurance, and in all IT fields.
The training contract is designed to offer young people aged 16-25 general, theoretical and practical training, for 1 or 2 years, leading to an accredited certificate. The work experience contract is for unqualified people aged under 26 wishing to undergo initial training, and for job-seekers aged over 26. Exceptions can occasionally be made to these age limits.
We hire 1,700 work-study trainees each year across all our departments. Work-study trainees play a full part in company life. Real professional tasks are assigned to them so that they can confirm or rethink their career choices, enhance their employability and be ready to enter the job market as soon as their contract ends. Work-study constitutes a genuine pre-recruitment phase and a means of identifying future group employees.
You will find all our work-study opportunities under Apply. Further information relating to work-study programs is available under Work-study programs.
Diversity lies at the heart of Crédit Agricole Group's employment policy. By signing the Charte de la Diversité (Diversity Charter) in 2008, Crédit Agricole Group formalized its strong commitment to diversity, as demonstrated by the hiring and integration of a number of disabled people by the group. By the end of 2010, over 1,000 disabled employees will have been hired and integrated into Crédit Agricole Group.
The signing of the Charte de la Parentalité (Parental Charter) in 2009 is also central to our Diversity Campaign and demonstrates our commitment to continue developing a policy which favors parents in employment and to uphold fundamental principles of non-discrimination. This commitment applies to all Group entities. LCL received the Equality Label in 2006, in recognition of its commitment and achievements in promoting professional equality between men and women.
In September 2008, Crédit Agricole Group signed a partnership agreement with the organization "Nos Quartiers ont des Talents" ("Our neighborhoods have talent"). The challenge was to offer an employment springboard to Masters-level applicants from so-called "sensitive" neighborhoods. Over 70 employees mentor people aged under 30, helping them in their professional integration. The mentor coaches the young person in his or her search for work, monitors developments and provides encouragement. For example, in the Evry labor market area, Crédit Agricole Consumer Finance is carrying out a number of parallel activities designed to integrate young people from disadvantaged neighborhoods. The group plays an active role in Diversity Forums held in partnership with the organization IMS-Entreprendre pour la Cité (IMS housing project enterprise) and offers interview training.
In terms of age and profile diversity, Crédit Agricole Group is taking steps to respect difference and keep adapting to needs as they emerge in a constantly changing world.
Crédit Agricole Group sees the environment as central to its endeavors and contributes, both directly and indirectly, to the struggle against global warming. In December 2008, by signing the Climate Principles Charter for the financial sector, coordinated by "The Climate Group", Crédit Agricole Group strengthened its commitment to combating climate change and working towards reductions in greenhouse gases.
Crédit Agricole Group also offers a range of commercial solutions adapted to clients who wish to invest in energy-saving processes or those making use of clean energy.
Furthermore, in 2007 Crédit Agricole Group won the international "Bank of the Year" prize, awarded by The Banker, in recognition of its socially and environmentally responsible approach.
Crédit Agricole Group firmly believes in the personal fulfillment and development of its employees; it therefore has a continuous professional development policy enabling employees to adapt their skills to their positions throughout their career, thus enjoying an interesting and varied professional life.
The group invests nearly €100 million each year in employee training schemes, in France and worldwide. In 2008 nearly 79% of all employees received such training. On average, employees receive 36 hours of training per year via a number of skills development modules, whether through training periods, mentoring or participation in working groups. There are several topics: e-learning, international training, "risk" awareness (IT, banking, compliance, the struggle against money-laundering), specific career development for employees in the latter half of their career, integration days etc.
The group uses a number of specially adapted tools to support its employees as they progress.
In practical terms, change is based on three dimensions. First, the employee must be active in his or her own development, responsible for identifying choices and projects. Second, in providing daily support, the manager aims to help develop the employee's potential. Third, the Human Resources representative works with both parties to offer advice and facilitate the employee's mobility - often accompanied by a training project.
This development may of course occur within a single professional role or across a number of different spheres. Crédit Agricole Group seeks generalists, experts and specialists.
In all cases, the opportunities are numerous: in 2008, 24,000 employees moved to new roles within the group.
