case-study-how-to-meet-diversity-and-inclusion-goals

How a leading US-based CDN company met its diversity & inclusion goals while vetting candidates for their training academy

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Brewing together with iMocha
Assessment created
2
Candidates shortlisted
3735
Candidates selected
1200
Selection turnaround time
2 days
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Customer at a glance

This leading American CDN company runs a training program. This program is designed for people interested in technology but do not have a formal technical education. One of the principal advocates of diversity & inclusion, this company seeks to develop a strategic talent advantage of sorts by pursuing candidates who represent diverse backgrounds, experiences, and viewpoints.

Headquarters: Americas

Global Presence: Americas, Europe, Asia Pacific, Middle East & Africa

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Employees:

5,000 – 10,000

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Established:

2009

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Industry:

Internet

iMocha products used:

Talent Acquisition

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the challenges
The company is very keen to provide opportunities to women and people of diverse backgrounds. Since the evaluation and filtering was a manual process there was a fear of biases slipping into the process.
The challenge

Being a renowned brand, its training program garners overwhelming response whenever a new session is announced. Before using iMocha, the major challenge was managing the high number of applications and filtering them out in a single day. The company gets around 300+ applications in a single day and it’s humanly impossible for its team to filter them manually. Moreover, the applications are received from various geographical locations and time zones which made it challenging to evaluate them.

After the training, the top participants are offered positions in the company as well as their partners for contractual positions and based on their performance during their contract, are offered a permanent position. The contractual position is for a period of 6 months.


Eligibility Criteria Below are the requirements a candidate must possess to be eligible for selection in the training program:


  • A four-year university degree or higher or equivalent military experience
  • A 3.0 GPA or higher (if applicable)
  • Written and verbal English fluency
  • Interest in a career in technology
  • Ability to attend the program full-time in the specified location

The company used iMocha’s automated assessments to filter the applications for English and Analytical acumen.

It was easier to send the assessment link to the candidates – who could then attempt it anytime, anywhere. Since the tests were proctored, there was no scope for any malpractices by the candidates.

This helped the company reach out to candidates from variegated geographical locations. In-depth skill-wise reports gave a fair idea of the candidate’s strength and weakness. These reports helped to filter the candidates without any biases. Their team could identify quality candidates and shortlist them for the next phase.

  • 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

Instead of spending hours manually evaluating an application, the company could now identify the top performers within minutes. Their team could finish the first level of selection within 2 days of receiving the applications which usually took up to a week. Remote assessments allowed the company to find quality talent from diverse backgrounds and locations in the USA and Europe. A major impact was the in-depth comparative reports that provided precise quantification of skills and empowered the company to create a strategic talent pipeline.

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