QUARTUS is a French urban planner whose vocation is to build cities that take care of the living. We interviewed Céline Domart Kaci, HR Project Manager at QUARTUS to know more about their daily recruitment challenges, their use of Maki People internally, and the results obtained. Back on our exchange.
What were your expectations on a recruitment-process level about Maki People ?
To put it concretely, we wanted to improve the way we hire for roles that are very diverse both in terms of function and status.
We chose to implement Maki People into our recruitment process for two reasons: first, to digitalize and modernize the candidate experience, in order to attract new young talents and differentiate ourselves from the competition ; and second, to make sure we provide a personalized feedback to each candidate.
The recruitment at QUARTUS is an important matter for every subsidiaries and departments throughout France.
How did you implement the Maki People platform into your recruitment process as of today?
Depending on the job or the department, the Maki People platform can either be used as a screening tool, allowing us to quickly identify “top” profiles, or as a decision-tool to validate our impressions on a specific profile — thanks to soft skills or personality tests for instance.
Let’s say that Maki People supports us along the whole hiring process at QUARTUS, helping us to save a lot of time and to assess our decision thanks to psychometric “science-based” tests.
What is the volumetry experienced depending on the open positions at QUARTUS?
Depending on the role for which we hire, we receive between 20 to 100 CVs per position, most common positions in the Marketing department for instance can experience more than 100 CVs in less than 48 hours, I let you imagine how time-consuming it used to be before jumping on Maki People!
For the most “penurious” jobs, I tend to adjust both questions and tests accordingly to boost candidate application.
Which tests do you use for your recruitments?
At QUARTUS, we pay attention to the candidates’ personality and their motivations to jump on a role, as they will all become QUARTUS’ ambassadors and carry-out our values and commitment in the end. For instance, we like to use the “Dark side” personality test which helps us assessing the adequacy of the candidates to our corporate culture and values.
More generally, we select tests according to the position we’re hiring for and the specific skills required for this position. Usually, we use technical tests to assess high skilled positions only. For instance, to hire an Accountant — where technical and operational skills are a prerequisite — we necessarily will use job-specific skills such as Financial Accounting (Foundations) or Bookkeeping IFRS. For a Customer Success Manager, we usually include a test on Customer Orientation.
What’s the results since you’ve implemented Maki People at QUARTUS? Is the ROI proven?
In less than a year, 12% of our hirings did come from a Maki People process, which also contributed in reducing the HR budget. The Return On Investment (ROI) was proven from the first recruitment. Internally, the tool is now known and handled by all the managers whom request it.
How many employees work for QUARTUS today? How many people are expected in 2023?
We currently employ 283 employees and we are recruiting on a monthly basis in all departments. Our workforce is constantly growing, as is our turnover.
Did Maki People keep its promises regarding your expectations on a recruitment level?
As for me, Maki People helped me to save a lot of time in the candidate screening process while assessing their technical skills efficiently thanks to the ranking system and candidates dashboards.
As for the candidates, Maki People provides a very fluid and modern experience. I’m also able to quickly send results and feedback to candidates thanks to their assessment report, in a personalized and GDPR-compliant way.
What do your candidates think of their application through Maki People?
It was quite of a new experience for most of our candidates, however a large majority of them loved the experience!
What was very appreciated is having a combination of both technical and soft skills test, allowing them to be tested on the two axes.
The personality test is also very appreciated by the candidates who understand much more on themselves, and are able to use it for further recruiting process and experiences.
