As a multinational corporation, Capgemini provides integrated end-to-end business services across consultancy, technology and digital transformation. It cites itself as a leader in innovation, focused on enabling clients to harness every opportunity for growth in a digital world.
Globally, Capgemini employs around 270,000 staff, located across 50 countries, and working in its various interrelated departments. In the UK, it offers graduate employment opportunities across almost all areas of operational activity, including a number of financial services and Fintech roles.
Capgemini aims to be a fully inclusive employer, and as such, its recruitment process takes a slightly different approach from what you might traditionally expect.
Capgemini Recruitment Process
Capgemini runs what is referred to as a strengths based recruitment process. Whilst academic achievement and past experience will be taken into account, it focuses more on your personal motivations, what you enjoy doing, and how good a fit you are for Capgemini's working culture.
This approach allows Capgemini to identify applicants with the greatest future potential. It's also beneficial to you as a candidate, as you'll get a good insight into what it's like to work for the company, and if this is indeed an opportunity you wish to pursue.
Throughout the process, you'll be assessed on a number of core strengths, including:
- Work ethic
- Collaborative spirit
- Personal growth
- Networking strengths
These will be measured through a standard process inclusive of interviews, psychometric tests and in person or virtual assessments.
The first step in the Capgemini recruitment process is an online application form. This will include the standard questions you'd expect at this stage, such as personal details and academic qualifications.
It will also include a number of motivational questions, such as why you see yourself as a good fit for Capgemini, and what personal achievements in life you're most proud of. This is your chance to make the right first impression on the hiring team, so answer these questions with care and try to showcase the core strengths assessors are looking for.
If your application is approved you will move on to a digital interview. Through this, Capgemini is looking to learn more about who you are and your personal strengths as a candidate.
The digital interview is split into two parts. In the first you'll be asked further motivational questions, covering what you know about Capgemini and the fields in which it operates, as well as questions around your suitability for the role. You'll have 30 seconds to formulate a response for each, and three minutes to deliver your recorded answer. To help you prepare for this, Capgemini has created a digital interview demo.
The second section is very similar to the situational strengths assessment. You'll be given a client based scenario and asked to deliver both an email and a voicemail to the client based on the information provided.
Strengths Situational Test
Successful applicants will then be invited to complete a situational strengths assessment. This is a digital process in which you'll be presented with a series of hypothetical scenarios, some coworker based and some involving client scenarios. All will mirror situations you'd commonly encounter as a Capgemini employee.
For each, you'll be given a list of possible response options, from which you'll need to select which would be your most natural reaction. The key here is to not try and cheat the system. Stay true to yourself and don't overthink things. Most candidates take between 30 and 40 minutes to complete this section, though there is no time limit.
Additional Aptitude Tests
At this stage, you may be asked to complete additional aptitude tests relevant to the role for which you have applied. In the case of financial services and Fintech, numerical, verbal and logical reasoning tests are a common requirement.
Numerical reasoning - this will test your natural ability for data analysis and statistical interpretation. You'll answer multiple choice questions based on graphs, charts and tables, representing the kind of work you'd undertake as a graduate level employee.
Verbal reasoning - for this you'll need to demonstrate sound language comprehension and analytical skills. You'll be shown various passages of text which you'll need to evaluate in order to respond to multiple choice questions. Problems will revolve around inferences, assumptions and conclusions.
Logical reasoning - finally, your problem solving skills will be put to the test through logical reasoning. You'll need to choose the right option to fill in missing parts of a series of sequences by identifying rules and relationships.
These aptitude tests are all timed, and both your accuracy and speed will contribute to your overall score. With that in mind, preparation is vital for success, and you should look to complete as many practice assessments as possible for each test type.
The final part of the Capgemini recruitment process is the assessment centre. Traditionally, this is an in person, one day event held at one of the company's UK offices, though it has been held virtually owing to recent circumstances.
The assessment day is made up of multiple activities, again designed from a strengths based perspective.
Group exercise - here you'll be placed in a team with fellow applicants, and asked to complete a series of tasks relating to a given set of information. You'll typically hold a group discussion to evaluate this information and draw conclusions, or formulate an effective solution to a hypothetical problem. It's also likely you'll be asked to present these to an assessment panel.
Individual micro-exercises - you may be asked to complete various tasks as an individual, each measuring a particular strength. For example, you could be set a written exercise in which you need to interpret and coherently summarise detailed information on trends in financial technology, assessing communication skills. To prove your ability to organise your time effectively, you may be asked to prioritise a given set of responsibilities.
Interview - your assessment centre schedule will also include a face to face interview, usually with managers from the department you've applied to work for. Questions posed will be similar to those asked in your digital interview, but in this case there's the opportunity for two way dialogue, giving both you and the hiring team a chance to learn more about each other.
For this final stage of the recruitment process, you should prepare to clearly explain what it is about Capgemini that makes it an attractive employer, what your personal strengths will bring to the organisation, and how you see yourself developing as a professional within the role on offer.