Africa Global Logistics (AGL)
How to optimize your recruitment following an acquisition?
Sector : TRANSPORT AND LOGISTICS
"SOSIE 2nd Generation has brought more clarity to the personality and values of the candidates."
Anne-Eva Tavano
International Recruitment Manager at Africa Global Logistics (AGL)
Anne-Eva Tavano, International Recruitment Manager at Africa Global Logistics (AGL), is involved in recruitment, mobility, professionalization of HR teams and recruiters throughout the recruitment process as well as in partnerships with schools to attract young talent and develop the employer brand. She uses the SOSIE 2nd Generation personality inventory in recruitment, and in individual development support, to explore in depth the compatibility of candidates' personality and values with company expectations and shares her experience of the tool below.
AGL, a transport and logistics company with many career opportunities on the African continent
The company Africa Global Logistics (AGL) was bought two and a half years ago by a large group, MSC. We are in an environment with strong development and transformation challenges, which requires a great deal of autonomy and a strong ability to adapt. AGL is at the heart of Africa's transformation, offering many career opportunities.
As Head of International Recruitment, I manage recruitment for headquarters functions as well as strategic recruitments on the African continent. I also work on internal mobility in Africa, the group-wide deployment of our recruitment process and our ATS (Applicant Tracking System). An important part of my role is also to professionalize HR teams and recruiters. Finally, I am in charge of our relationship with partner schools, with a view to developing our employer brand and attracting young talent.
A major recruitment plan after the acquisition
Attracting candidates has been one of the main recruitment challenges, particularly following the launch of our new employer brand after the acquisition.
After the acquisition and in the context of transformation, we had to implement a major recruitment plan and, at times, we lacked the time to properly assess the candidates’ fit with the expectations and new values of the company.
By turning to the SOSIE 2nd Generation personality inventory, we were able to overcome this challenge.
The use of the SOSIE 2nd Generation personality inventory to make our recruitments more reliable
We have integrated the SOSIE 2nd Generation personality inventory into our recruitment process.
SOSIE deeply explores the personality and values of the candidates in depth and allows us to have a better understanding of the candidates' personality traits, values and behavioural style. This helps to refine our assessment of their fit with the job requirements and company culture. It also enriches our conversations with candidates during interviews.
Its qualitative contribution is significant in terms of supporting decision-making and strengthening the reliability of our recruitment process.
Positive feedback from beneficiaries
Beyond being a comprehensive tool, SOSIE 2nd Generation is easy for candidates to use.
Feedback from candidates who have taken the SOSIE is very positive. Many particularly appreciate the time dedicated to the feedback session, which they find rare and valuable. They note that, although they have taken personality tests before, it is unusual for the results to be presented in such depth.
They are often surprised by the accuracy of the results, which they feel truly reflect their personality—making the experience both enriching and rewarding.
Pre-essential training
The training I completed to be able to administer SOSIE 2nd Generation dates back to 2018.
This training felt essential to fully grasp the concepts underlying the test, understand its theoretical foundations, and above all, learn how to interpret the results in a rigorous and ethical manner.
It gave me confidence in using the tool and enabled me to make it a relevant lever for decision-making, both in recruitment and in HR support.
Having been won over by the tool, we now aim to expand the use of SOSIE 2nd Generation within the Group - not just in recruitment contexts. We have also recently started using it to support individual development.