Ubisoft opts for collaborative recruitment to speed up its hiring process

Ubisoft switches to on-demand video interviews to speed up the hiring of its interns and work-study students and encourage recruiter/manager collaboration.


CHALLENGES

Quickly hire fickle talent from dense applications

Ubisoft is a French video game developer, publisher, and distributer that hires many interns and work-study students each year. This hiring task is especially burdensome because the company's needs are manifold, and they receive many applications. However, this young cohort is rather fickle due to competition between companies to hire the best people. So how could Ubisoft detect and hire the best interns quickly given the large volume of applications?

Solutions

  • INTERVIEW >Featuring the on-demand video interview, AI-powered recommendations, live video, and an interview scheduling tool

Solution

On-demand video interview

 

Ubisoft added on-demand video interviews to its process for hiring interns and work/study candidates. This replaced telephone-based pre-screening (about 20 minutes per applicant to assess their motivations, understand their experience, and verify their availability). Managers and recruiters jointly design the questionnaires based on the position and define the evaluation criteria. The chosen applicants are invited to record a video interview. The videos they send in are then watched by both the recruiter and the manager to jointly determine the shortlist of applicants to interview.

“I feel like I already know the applicant when I start interviewing them, that I have an idea of their strengths and weaknesses, and so I can ask more meaningful questions rather than going over their background yet again.”

Brice Quantin

Legal Adviser (and Hiring Manager)

Ubisoft International

Results

  • Encourage collaboration between recruiters and managers

At Ubisoft, collaboration between recruiters and managers is essential, because it begins when a job opens up with a briefing. The manager details their need, presents their team, how they are organized, and what tasks the intern will be expected to do. Next, they jointly meet with the selected talent. After the sourcing step, however, the managers are not included in the pre-screening process.

 

  • For managers: Better insight into the applicants

Because the interview is on-demand, sharing features enable the managers to act very early in the applicant selection process. They can watch the videos and form initial impressions of the pre-screened applicants. This gives them a clear benefit going into the face-to-face interview.

 

  • For recruiters: Prepare for two-person interviews 

The questions asked during video pre-screening are concocted in tandem with the recruiters so that they are less HR-focused and more job-focused. The idea is understanding not just who the applicants are but also knowing whether they understood the job listing. HR can thereby ensure genuine equality in the pre-screening phase because the questions asked are always the same.

 

  • Save time and be more responsive in the pre-screening process

A video interview takes less time to watch and analyze than a telephone interview. It can also be rewatched if doubts persist, or shared for a cross-evaluation, and is just easier to organize, as the applicants have five days to produce their interview. With data centralization, the recruiter can set a time slot to watch all of the videos received and evaluate them directly. This is a sign of flexibility when you consider the complexity of managing HR schedules.

 

  • Encourage diversity 

Since there is little to tell the applicants apart when they are seeking internships, because they are students and have little experience, the video interview makes it possible to highlight their personality. This makes it easier to give an opportunity to applicants who didn't necessarily go to the right school or get the right degree.

 

  • Fight against hiring biases

The ability to rewatch videos multiple times makes it possible to not just address doubts or uncertainties about a given talent, but also to fight against certain biases. For instance, recency bias causes people to tend to remember the latest videos best, forgetting previous applicants. In the evaluation, first-impression bias can also be reduced. The applicants have the same questions, so they are judged based on the same criteria. This makes it easier for recruiters to exercise informed judgment.

 

“It’s important to give all our applicants feedback, to take the time to thank them and debrief after the interview which is rather new.” - Bastien Gaultier, Talent Acquisition and Project Specialist, Ubisoft International

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