Capgemini is a Big 4 global consulting firm with more than 180,000 people in over 42 countries; Capgemini is a global leader in consulting, technology and outsourcing services. Together with its clients, Capgemini creates and delivers business, technology and digital solutions that fit their needs, enabling them to achieve innovation and competitiveness.
While the consulting, technology and outsourcing industry witnesses continued growth, businesses must constantly watch out for macro-economic or disruptive business events that might jeopardize the supply of quality talent. Second, the nature of the industry is such that clients expect specialists such as Capgemini to go above and beyond the terms of their agreement to deliver increased qualitative and quantitative value. Third, with newer technologies such as cloud and analytics gaining traction across the board, Capgemini needs to adapt fast to meet rapidly evolving market demands. In 2010, Capgemini was dedicatedly seeking ways to find quality talent in a timely manner.
Capgemini’s experience with multiple vendors and agencies had led them to believe that talent acquisition was bound to be a time-consuming and resource intensive activity. Any talent requisition was met with knee-jerk reactions with agents simply matching keywords in a JD with those in a resume, without giving much thought to the exact meaning of those terms, the experience of the candidate in a particular technology, and even without deliberating over the candidate’s cultural suitability. As a result, Capgemini would be flooded with irrelevant resumes. Of the few candidates that were selected, some would have cultural issues, leading to a high attrition rate. Authenticity of resumes was a huge concern. Business performance was at risk of getting affected for the lack of consistent quality talent.
In 2010, Deegit was one of several firms that were brought in to help with contingent workforce hiring for some of the key clients of Capgemini. It soon became clear that Deegit’s depth and span of understanding of the technology domain was a class apart. Their partnership approach to find quality candidates transformed Capgemini’s talent acquisition program. They studied all ’impending’ talent requisitions by studying the market trends and technology innovations. Simultaneously, they continued to build their talent network by identifying and tracking suitable active and passive candidates. When the need for talent arose, Deegit would respond in a meticulous manner, reaching out to qualified candidates, assessing their cultural fit, conducting background checks, and presenting Capgemini with a few, but authentic resumes for consideration.