"SOSIE 2nd Generation brings real added value to the recruitment process by making decisions more objective and making it possible to assess dimensions that are difficult to identify in an interview alone."
Jérôme Bravard,
Head of Recruitment Unit, CEA.
Within the CEA (French Alternative Energies and Atomic Energy Commission), Jérôme Bravard is in charge of the recruitment and selection unit of the DRT (Technological Research Department). He uses the SOSIE 2nd Generation personality inventory as part of the recruitment of qualified talent with a highly coveted scientific and technical profile and testifies to its contribution.
A constant search for qualified talent
I work for the DRT (Technological Research Department) within the CEA (French Alternative Energies and Atomic Energy Commission). Our organization focuses on technological innovation in various sectors such as renewable energy, healthcare, electronics, digital, and industry. We have to meet the challenges of identifying and integrating the best talent to meet the high requirements of the projects we are carrying out, while adapting to a very competitive job market, particularly for scientific and technical profiles.
I am in charge of the recruitment and selection unit of the DRT. One of our missions is to support teams in the search for qualified talent for permanent positions. Our role includes analyzing needs, pre-selecting candidates, conducting interviews, and supporting managers in their decisions. We are also responsible for ensuring that our recruitment process is both efficient and objective.
Our HR challenges shaped our collaboration with Pearson TalentLens
Our main challenges were:
- Quickly identify the most qualified candidates in a large application stream.
- Objectify recruitment to limit subjective bias during interviews.
- Ensure an optimal match between the candidate and our organizational values.
We called on Pearson TalentLens to:
- To improve our ability to assess candidates' behavioural competencies and values, beyond technical skills.
- Strengthen the reliability of our recruitment decisions in addition to interviews.
The use of psychometric tests to make objective decision-making
Psychometric tests allow us to make objective decisions by providing reliable data on candidates' aptitudes, personality and motivations. They complement our interviews by giving us an in-depth perspective on the fit between the candidate and the position.
They reduce the risk of recruitment mistakes that can be very costly. Using it allows us to make significant savings by limiting retraining or early departures.
The integration of the SOSIE 2nd Generation personality inventory on short-listed candidates
The SOSIE 2nd Generation personality inventory is integrated after the pre-selection interviews. Successful candidates take the SOSIE 2nd Generation test before interviews with N+1 and N+2 managers. The results of the test are then analyzed by our unit and discussed with the managers to inform the final decision.
The administration of this personality inventory makes it possible to:
- Identify traits or values that are in line with the specific needs of the positions and our corporate culture.
- Improve the quality of discussions between recruiters and managers through evidence.
- Strengthen objectivity in the choice of candidates.
The choice to internalize the evaluation of candidates' profiles
Assessing candidates' profiles and using tests was previously outsourced and could take more than a week. Now, by internalizing the process, we can be more responsive in providing answers to managers.
Before I could administer the SOSIE 2nd Generation test myself, I completed a training course provided by Pearson TalentLens. Very comprehensive, it allowed me to understand in depth the dimensions evaluated by the test, as well as how to interpret the results. It also gave me the tools to support managers in reading candidates' profiles.
It should be noted that for management positions or certain positions with more specific contours, we continue to outsource the evaluation of candidates to specialized firms.
A very positive reception and a certain return on investment
Although we have only integrated the SOSIE 2nd Generation since March 2024, the return on investment is already evident in view of the increased efficiency of the candidate selection process and the satisfaction of the teams.
- Reviewers: Managers value clear, actionable reports that enrich their interviews with candidates.
- Candidates: Most find that the test allows them to get to know themselves better and see this step as a mark of professionalism.
- HR: The members of our unit appreciate having a relevant tool to evaluate candidates.
SOSIE 2nd Generation brings real added value to the recruitment process by making decisions more objective and making it possible to assess dimensions that are difficult to identify only in interviews.