Frequently asked questions

Our recruitment requirements will vary throughout the year, depending on the growth of the business and our areas of focus. Our website is kept up to date with our vacancies so make sure you check back periodically for further updates.

We will endeavour to contact you within 10 days of receiving your application. Interviews will then be arranged on a mutually convenient date.

This will vary depending on which role you have chosen to apply for and the level. You will meet at least two people during the interview process.

First interviews may be by telephone. Subsequent interviews are likely to take place in the office where you will be based, but on occasions we may ask you to attend an interview at other base locations.

We do not accept CVs electronically or by post for any of our graduate positions. We have a specific online application form, which we require you to complete. However, if you have any disabilities please contact graduate recruitment and we will endeavour to help and assist in the application process.

No. One of the recruitment team or another member of staff individually assesses each application.

No. If you are not a UK or EEA National, you must have the right to work in the UK without a work permit. For some graduate schemes there are a limited number of places for individuals on student visas who expect a successful application for the High skilled migrants programme link.

We operate a dress down policy at Capgemini so you may find that your interviewers are not always wearing a suit (although we don’t allow trainers, jeans, shorts or t-shirts). We have done some research amongst graduates and they have overwhelmingly said they would prefer to wear a suit to an interview. We therefore leave it up to you! A word of advice – wear what makes you feel most comfortable, but think about the impression you want to make.

We believe that disability should not be a barrier to successful employment and that equal opportunities should be open to all. This policy means that all our processes are calibrated to ensure there is no discrimination and that the environment is suitable for those with disabilities. For instance, all our buildings are accessible to the disabled, with special reserved car parking spaces (where parking is available), and we invest in specialist equipment for those who have, for example, impaired vision, so they can carry out their work effectively.
As so many of our people join us through outsourcing, the mix within the company is beyond our control to a certain extent. The present percentage of employees who have disabilities is 0.5% (based on voluntary data).

You will not be out of pocket. The Company will reimburse you for the extra cost of travel to the client (as oppose to going to your base office) plus accommodation etc.

Yes. We are keen to hear from candidates with professional / business experience.

Yes, especially if in this time you have sought to develop as a person. A large number of applicants take time out to either study or travel abroad prior to applying to Capgemini. Examples include working abroad to develop language skills, travelling purely to explore a region or country, working for a charity, or simply to follow sporting interests such as skiing or trekking. This vibrant mix of people and backgrounds is something that adds to the unique nature of our graduate programmes and we are keen to ensure this continues.

There are some roles (in Technology Consulting) where IT skills, evidence of IT experience, or a strong interest in IT are sought, but in all cases we look for general skills such as creativity, leadership, teamwork and the ability to learn and grasp new concepts.

We accept applications from any university and any degree discipline. What’s more important is you as an individual and your achievements to date to help us determine whether you would fit and grow in the company. However, each entry route has a strict set of academic criteria for graduate positions - please refer to each scheme’s application criteria for further information.

No. We have offices all over the UK. You may find it convenient to live near your office base. This varies for each scheme.

This depends on what role you join the company in, but working on client sites often necessitates travel (and staying away from home). People occasionally work in other countries on a project-by-project basis.

Projects are assigned across three dimensions: the needs of the client, the needs of the business and your personal development needs. The needs of the client always come first, but often this means that you can get a role that really stretches you as well as meets your development needs. This process is controlled centrally but you are encouraged to be proactive in finding your own projects through networking.

You will be assigned a reviewer on joining who will meet with you to discuss your objectives and the methods you will use to meet these objectives. You will also be able to use your reviewer and/or a mentor for advice throughout the year. Additionally, you will be set objectives with your project manager (or equivalent) at the beginning of each project, and you will be assessed against these when you complete your time on that project. The project appraisals you receive throughout the year provide the information to your reviewer for your annual review.

Client exposure varies. You may find yourself one day working on a project which has a huge amount of client exposure (including liaison with directors of FTSE 100 companies) and then having virtually no client contact the next. This is dependent on the project, not your seniority or ability. The good thing is that there will always be sufficient support in your team to ensure all levels of client contact are manageable whatever your experience..

This depends on your role and the area of the business you have joined. Client projects can vary from normal office hours (9am to 5.30pm) to 9, 10, 11 hours on a day where you might have a tight deadline to meet. It is fair to say that consulting is not a nine-to-five job. However, Capgemini does its best to minimise work at the weekends. Even travel at the weekends is unlikely. You will also find yourself with the occasional few days between projects, where you can catch up on your admin and network internally back at your base location office.

Project teams are always social places, where you can participate to whatever extent you feel happy with. There are also groups specifically set up amongst your peers to ensure that the quality of life is of the highest standard. Social events are often tagged on to training events, so that the whole group can get together and let off steam, discuss projects and generally have a bit of a laugh.

We frequently ask our experienced recruits for the specific reasons why they chose us over some of the other companies they had offers from – we always get the same answers; it is a combination of reasons including “the great people they met through the recruitment process, the training, and the variety of challenging projects they would be working on”.

Again this will vary by role, but many of our projects involve working with our clients on their sites. This means that you will travel to the site on Monday morning (often an early start), frequently returning on Thursday evening to work in your base office on Friday. Having said that, flexibility is the order of the day, and you will find that many weeks do not conform to that pattern at all.

Capgemini runs employee surveys on a regular basis - with each employee being asked to participate at least annually.
We use these surveys to ask our people what they think about our company, our services, our people support programmes and the way we help them develop and realise their potential. It’s an additional opportunity for them to tell us what they think we’re doing right, what we’re doing wrong and how we can get better and more confident.
The survey is confidential so that no individual can be identified through his or her participation. We collect and analyse all the information from these surveys and feed it back to our people through our management teams, local communication channels and the dedicated employee survey sites on our intranet. This feedback includes a statement of the actions we intend taking to address the issues identified and to seize the opportunities they bring to our attention.
All the survey data, together with participants’ comments, are shared with our Works Councils so that they understand what our people think is important and to help them be more effective in representing their interests and priorities.
While we do not identify individual responses to the survey, we use demographic data to provide analysis by skills groups, lines of business, regions, diversity and working habits. Reports are then produced against line of business, grade and diversity so that our management teams can more accurately embrace local improvement opportunities.
Within the surveys, run across all our countries, there is a standard set of core ‘Group’ questions which we use as an Employee Engagement index. This allows us to measure trends across our global organisations and to benchmark and better share best practices