Remote hiring

Behavioral Intelligence is making an increasingly important place in Human Resources because it promises to save time and money for recruiters. This approach makes it possible to rediscover talents or former internal and external applications rejected. Behavioral Intelligence makes it possible to re-examine them because they can now correspond to a newly created job offer.

① - Identifying potential in line with the mission(s) to be filled
② - Measuring the gaps between the current immediately mobilizable and the potential: predictive behavior
③ - Identifying weak signals or potential risks that would impede the mission or integration into the department

Attracting young talents

The group in charge of recruitment builds a mix of indicators from the current thousand from the Behavioral Intelligence algorithm. Based on the results on certain criteria, it analyzes the behaviors of employees identified as "young talents". He applies them to other employees in office or to external candidates in order to know the potential that they can in turn become talents.

① - Identifying the Behavioral Intelligence of a young talent through its softskills
② - Measuring those that can be immediately mobilized to enhance their value
③ - Identifying those who will not be able to be in the short term but rather in the medium term

Succeeding together as a group and as a team

Behavioral Intelligence is becoming a decision support tool for building high-stakes teams. It makes it possible to bring together talents with high potential who need to have effective interactions between them without risk of friction. Thus, it avoids the difficulties of face-to-face and remote exchange and guarantees the achievement of objectives and deadlines. Simulations (online with the company) of team constitutions composed of different people reveal different efficiency measures. This makes it possible to interact live to identify the talents able to constitute the most effective team for the project.

① - Identifying the employee's relationship with others, his emotional balance, his consideration of others, his rigor in the work
② - Measuring one's ability to contribute to others by adaptability, breadth of view, communication, creativity, self-control and resilience.
③ - Identifying potential risks of friction that would impede the achievement of objectives or the meeting of deadlines of the group or team

Rethinking the quality of life
at work in person or while working from home

Behavioral Intelligence has the ability to detect talents with a high risk of departure based on criteria defined by the company such as difficulties in integrating into the group, work-life balance, the number of weekly days working from home, etc. The algorithm also makes it possible to study the latest departures from the positions to be filled and to compare the profile of the starter with that of all the talents in place. Corrective actions can be put in place immediately in cases of high risk of departure.

① - Identifying the employee's specific work rhythms between face-to-face and homeworking for their work-life balance. Measuring their ability to stay focused on their goals and deadlines in order to harmonise mental wellness and homeworking.
② - Measuring their ability to stay focused on their goals and deadlines in order to avoid mental wellness degradation and identify the main risks.
③ - Setting up recommended actions to upgrade the quality of life at work of :
- ► the employee
- ► the manager

Strengthening the sense of belonging to the company and the need for personal development

The new Behavioral Intelligence approach makes it possible to promote employees quicker and in particular to suggest training paths. It is based on a global analysis of behavioral profiles in order to have a detailed vision of the professional development best suited to the soft skills of each employee. It combines existing internal information sources in the company and Behavioral Intelligence, by structuring talent management.

① - Identifying the type of management adapted to the employee so that he feels supported and considered
② - Measuring the employee's suitability for the company's raison d'être in order to mobilize him in the short and medium term
③ - Respecting the specific contributions of the employee in the constitution of the teams to facilitate his immediate integration

Remote hiring

Attracting young talents

Succeeding together as a group and as a team

Rethinking the quality of lifeat work in person or while working from home

Strengthening the sense of belonging to the company and the need for personal development

Rethinking the quality of life
at work in person or while working from home