wfp-case-study-how-to-assess-remote-candidates-securely

A leading humanitarian organization saved 40% of the time in building a team toward ending global hunger.

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Brewing together with iMocha
Candidates Shortlisted
155-180
Assessments conducted
595
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The organization at a glance

This leading global humanitarian organization delivers food assistance in emergencies and works with communities to improve nutrition and build resilience. On any given day, they have 5,600 trucks, 20 ships, and 92 planes on the move, delivering food and other assistance to those most in need. Most of their work is in conflict-affected countries, with efforts focused on emergency assistance, relief and rehabilitation, development aid, and special operations.

Headquarters: Rome, Italy

Global Presence: Across the Globe

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Employees:

10,001+

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Established:

1961

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Industry:

Non-profit Organization

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the challenges
The challenge
  • Legacy processes
  • Inability to assess remote candidates
  • Possibility of unfair practices during tests
  • Undue time & resource consumption

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Remote assessments would be ideal for meeting the global quality workforce requirements. iMocha’s remote assessment features proved the ideal solution, helping bring all candidate data into a single repository. The hiring manager no longer needed to refer to multiple documents for a hiring decision with all candidate data loaded in a single repository. The image and video proctoring capabilities also ensured candidates did not adopt unfair practices during the test. The advanced analytics and visual reporting give the recruiter easy access to a ready ‘pool’ of suitable candidates.

  • 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

A customer since March 2019, the talent pool team was pleased about the quick one-day onboarding and going live. 595 assessments have been conducted to date, with 150-180 candidates matching the hiring criteria set by the organization. Thereby creating a ready ‘pool’ for the the organization’s team.

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