capgemini-case-study-how-to-optimize-tech-recruitment-process

Capgemini leveraged iMocha assessments to optimize their technical recruitment process

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Brewing together with iMocha
Candidates Appeared
150
Candidates Interviewed
60
Candidates Shortlisted
10
Candidates Hired
08
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Capgemini at a glance

Capgemini is a global leader in consulting, digital transformation, technology, and engineering services, and outsourcing services. In the evolving world of cloud, digital, and platforms, this group is at the forefront of innovation in addressing its client’s issues and opportunities. Capgemini's strong 50-year+ heritage and deep industry-specific expertise enable organizations to realize their business ambitions through an array of services from strategy to operations. The conviction drives Capgemini that the business value of technology comes from and through people. Today, it is a multicultural company with 270,000 team members in almost 50 countries. With Altran, the group reported 2019 combined revenues of €17billion. This success story features how the right tests can elevate your recruitment process to give you predictable results day in and day out.

Headquarters: Paris, France

Global Presence: 22 locations

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Employees:

2,30,000+

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Established:

1967

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Industry:

IT Services and IT Consulting

iMocha products used:

Customization in Assessments

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the challenges
Capgemini has been using iMocha for recruitment for over two years now, witnessing an interview-to-hire ratio of 6:1. This meant that for every six shortlisted candidates, one was selected. Capgemini wanted to improve this ratio.
The challenge

To create a standardized and predictable recruitment process.

Conventionally, the approach begins when the recruitment team receives a requirement on the number of positions to fill, and accordingly, the sourcing process gets started. Capgemini applied the ‘working backward’ theory to create a predictable recruitment process. In this, the end goal (number of positions to be filled) is defined, and accordingly, the means to reach that goal is improvised. The team was tasked with recruiting ten quality junior software developers. With the ‘working backward’ principle, the following were the numbers needed at each level:

Capgemini created an assessment with two sections: MCQ (Multiple Choice Questions) and Coding Questions. And the results varied. In the first month, they assessed 500 candidates and dug deep into the data with iMocha test analytics.

assessment_hiring_funnel

Analytics showed that candidates who scored more in the coding section were performing well in the interviews as opposed to candidates who had scored more in the MCQ section. The hiring managers were also happy with the candidates' quality. This meant that the assessment needed to be more aligned with coding challenges to get quality candidates for coding roles.

Capgemini consulted the iMocha customer success team, and we modified the test only to include one section: Coding Challenges. When another requirement for eight junior software developers came up, this assessment was sent to the prospective candidates.

coding assessment_hiring_funnel_final

As expected, the working-backward process and test calibration worked; Capgemini knew the exact number of applications required to get eight quality junior software developers at the offer stage.

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  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

Capgemini managed to standardize their recruitment process and achieved predictability in their hiring processes. This has helped them create the perfect assessments to shortlist candidates.

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