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Capgemini is a global leader in consulting, digital transformation, technology and engineering services, and outsourcing services. In the evolving world of cloud, digital, and platform, this group is at the forefront of innovation in addressing its client’s issues and opportunities.
Building on its strong 50-year+ heritage and deep industry-specific expertise, Capgemini enables organizations to realize their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people.
Today, it is a multicultural company of 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.
Capgemini has been using imocha for recruitment for over 2 years now. Their recruitment operations head has so far evaluated 2000+ candidates for various tech roles and achieved an interview to hire ratio of 6:1. This meant that for every 6 shortlisted candidates, one was selected. Capgemini wanted to improve this ratio. Usually, the process begins when the recruitment team receives a requirement on the number of positions to fill, and accordingly the sourcing process gets started. To create a predictable recruitment process, Capgemini applied the ‘working backwards’ theory. 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 10 quality junior software developers. With the ‘working backwards’ principle, the following were the numbers needed at each level:
Capgemini created an assessment with 2 sections: MCQ (Multiple Choice Questions) and Coding Questions. And the results varied. In the first month, they assessed 500 candidates, and they dug deep into the data with imocha test analytics.
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, too, were happy with the quality of candidates. This meant that to get quality candidates for coding roles, the assessment needed to be more aligned with coding challenges.
Capgemini consulted imocha customer success team, and we modified the test to only include one section: Coding Challenges. When another requirement for 8 junior software developers came up, this assessment was sent to the prospective candidates.
As expected, the working-backward process and test calibration worked, Capgemini knew the exact number of applications that were required to get 8 quality junior software developers at the offer stage.
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.