More and more companies are using digital solutions to step up their recruitment processes, but how does this fit with the more sensitive areas of searching for specific skills and screening candidates?

At Crédit Agricole, paperless procedures and the use of Big Data are part of the HR department's daily life.

It starts with prospecting. Thanks to an innovative solution entitled Golden Bees, which uses programmatic advert technology, the bank targets candidates proactively: customised job offers are sent only to targeted profiles via various channels (e-mail, social media, etc.).

When it comes to screening and ranking applications, another technology then comes into play. The recruiting department establishes the behavioural profile of the "ideal employee". This composite portrait is screened using a questionnaire given to each candidate applying online, a kind of "predictive test" that evaluates the answers.

Finally, using a scoring system, the manager can obtain a pre-selected list of the best CVs, accompanied by interview guidelines that have been generated specifically on the basis of the behavioural aspects of the position in question.