EasyRECrue

An innovative SaaS suite of selection toolswww.easyrecrue.com

PARIS l AMSTERDAM l BRUSSELS l LONDON l MADRID l MILANOSimon BushellUK Managing Director

easySPEAKingeasyRECrue & live

IMPULSE

European leader in providing pre-screening solutions5 solutions, 1 platform

CODEMENOW

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7LOCATIONS

300CLIENTS

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VIDEO INTERVIEWS ALL OVER THE WORLDWe assist more than 60,000 candidates in 167 countriesCANDIDATE ASSISTANCEA multi-lingual team:PhoneWeb chat EmailOnline resourcesAutomatic detection of technical problemsVideo auto-validationInvitation :EmailSMSMessage vocal

The 5 BIG Myths Of Video Interviewing

Myth #1 It Puts Candidates Off

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TRUTH:Not according to our research and the experience of our clientsResponse rate reflects communication (up to 99%)41% of Millennials said they prefer to communicate in electronically rather than face to face (by 2020 they will account for 50% of the global workforce) source: PwC

Myth #1 It Puts Candidates Off81% of candidates said they would do video interviewing again

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Myth #2 Our Managers Prefer To Do Their Own Interviewing

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TRUTH:In many cases, local managers prefer video interviewing as they are too busy during the working day to do phone interviews or initial face to face interviewsExample: AccorHotels use it in each hotel

Myth #2 Our Managers Prefer To Do Their Own Interviewing

Myth #3 It Doesnt Work In My Industry

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TRUTH:We have clients in every industry:Finance, Retail, Hospitality, Pharmaceutical, Professional Services, Government, etc

Myth #3 It Doesnt Work In My Industry

Myth #4 It Encourages Discrimination

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TRUTH:If someone wants to discriminate, they will. Video interviewing allows more people into the recruitment process and provides an audit trail of decision making It enables less able-bodied people to be met face to face more easily (including live video interviewing)

Myth #4 It Encourages Discrimination

Myth #5 Only Suitable For Volume And Graduate Recruitment

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TRUTH:Video interviewing is applicable to a broad range of job levels, sectors and candidate profiles.

Myth #5 Only Suitable For Volume And Graduate Recruitment

Findings On Candidate Experience

Delivering An Outstanding Candidate ExperienceThings to consider: Explain the process Show your company culture Record video questions Use open-ended questionsand ask for examples Keep it short and respect their timeInclude job-specific team members in the processCreate a dialogue, not an interrogationGive feedback and explain the next steps

Case StudyACCORHOTELS

ACCORHOTELSNo #1 global hotel operator

180,000employees3,700hotels1,562 in France

17brands

RECRUITMENT LANDSCAPE

3 core businesses

CATERING

HOTEL INDUSTRY

SUPPORT

Decentralised recruitments conducted by each brand / hotel Digitalisation planfor 3 years

IMPLEMENTING EASYRECRUE

NATIONAL LEVEL

INTERNATIONAL LEVEL 12 countriesInternational Mobility Department & Talent ManagementBRANDS: Luxury and upscaleMidscaleEconomicHEADQUARTER

Virtual preselection in 20 catering schools throughout the world for the SCHOOL OF EXCELLENCE Talent Development program

Goal : identify and train future operational managers for the Sofitel, Pullman and MGallery hotels (330 hotels)

CHALLENGESOffering an innovative digital tool, valued by the millennium generationModernising the pre-selection phase Increase diversity Broaden the candidate base by allowing more candidates into the pre-screening process Reinforce collaborative recruitment internationally with ACCORHOTELS School Of ExcellenceSave time in the pre-screening process

ACCORHOTELS School Of Excellence : RESULTS

20recruitment campaigns launched

170students completed a video interview

YOUNG GRADUATE PROFILES FOR HOTEL AND CATERING CAREERS

ACCORHOTELS BRANDS : RESULTSA TOOL MAINLY USED FOR HOTEL CAREERS

70recruitment campaigns launched

43%hotel careers34%catering careers23%support careers

285candidates completed a video interview

Thank you for joining us for breakfast

Packaged goods and retail

Industry

Recruitment

Media

Bank & Insurance

Luxury

Services

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