Leroy Merlin and CleverConnect dismiss CVs for video interviews

Leroy Merlin has pre-qualified candidates via the Visiotalent video interview solution for more than three years to recruit efficiently in a short time.

The brand has subsequently extended the use of video-preferred applications: "Given the success of Visiotalent in the Ile-de-France region, we decided to make it a good practice at the group level," says Estelle Roquette, Talent Sourcing Manager.

The goal of Leroy Merlin today? Recruiting without a CV. 

This is the approach adopted by the brand since the end of 2018 in the Ile-de-France region: applications are made exclusively by video, there are no more resumes, and 900 are recruited via Visiotalent for the first time. As part of its digitization, Leroy Merlin rethinks the recruitment process of its candidates. The group, at the forefront of innovation, is testing with its teams in Ile-de-France a specific recruitment platform based entirely on Visiotalent. This new site makes it possible to place the candidates at the heart of the recruitment process and offers an immersive path that allows them to best support their entire application.

To be certain not to lose interesting candidates and to better deploy this new recruitment method, Leroy Merlin tested his innovation by recontacting candidates who had not passed the video interview to offer them a traditional interview. Only 172 candidates out of 699 responded, 129 profiles were eliminated, 43 continued the process and only one candidate was ultimately recruited. 

Indeed, for Estelle Roquette, this new recruitment method also shows the level of commitment from the candidates: "The acceptance to pass a video interview proves a very strong way to measure the motivation and not to lose good candidates. Rethinking the recruitment process this way, it is especially open the field of possibilities to candidates and give more opportunities to everyone than the base of a simple resume. It's about really building on personality and behavioral skills rather than past experiences." 

The video is now popular with recruiters for all types of positions and all sectors: between the first half of 2017 and the first semester of 2108, + 63% of video campaigns were created and + 87% of video applications were received. And 75% of the candidates have a positive or very positive opinion about this new experience. 80% of candidates think that this sends back an innovative image of the company, that it avoids the unnecessary displacements and that the company is listening to its candidates. It's about really building on personality and behavioral skills rather than past experiences. 

For its part, CleverConnect will also continue its work on Artificial Intelligence, with an innovative bias: using AI to reduce the stress of candidates during a video deferred interview. The idea is to identify through IA, the issues that generate the most stress in candidates, to guide the recruiters to more appropriate questions. 

"The objective of the video interview is not to put the candidate in difficulty, but rather to help him to reveal himself, to show the best aspects of his personality. Experience has shown us that the choice of questions is fundamental and we believe that AI has a positive and non-discriminating role to play here," says Louis Coulon, Co-founder.

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