Innovation is paramount across all domains. At VÊPRES, we understand this, and recruitment is no exception. Since 2021, we have been utilizing the Simulation-Based Recruitment (MRS) method to fill certain positions. This solution has yielded positive results, with René BERNARD and M’Bemba GUIRASSY recently signing their permanent contracts (CDI) as installers. This effective method is underscored by Marlène COTTET, HR Manager: « Since 2021, VÊPRES has conducted 5 MRS sessions for installer roles. This has led to 6 fixed-term contracts (CDD) being offered and 3 conversions to permanent contracts (CDI). René participated in the September 2022 session, subsequently signing a fixed-term contract on November 22nd. M’Bemba, for his part, participated in the December 2022 session, followed by a fixed-term contract on January 9th, 2023. » Two fixed-term contracts now converted into permanent contracts!

Simulation-based recruitment method

This recruitment solution distinguishes itself from conventional methods based on CVs and experience. With the simulation-based recruitment method, we prioritize aptitudes, meaning the essential capabilities required to perform a job. Conducted without CVs, the use of MRS broadens the candidate search and helps identify individuals whose skills align with the positions we offer. VÊPRES is accustomed to unconventional recruitment approaches, as demonstrated during the DesTalents H+ exhibition.

How it works?

The simulation-based recruitment method follows a defined process. To implement it successfully, the company and the MRS team from Pôle Emploi organize a collective information meeting with candidates who have applied for the job offer. « During this meeting, we present VÊPRES, the position, the benefits, and the working conditions, after which the MRS team presents the program » explains Marlène COTTET.

Interested candidates register for a series of tests comprising exercises, predefined collaboratively by the MRS team and the company. These tests are based on job site visits and task descriptions, aiming to establish a benchmark for defining the threshold score. This process measures the candidate's aptitudes relative to the proposed position. If candidates achieve the threshold score, they secure an interview with the company, potentially leading to a fixed-term contract (CDD) of at least six months, which can subsequently be converted into an indefinite-term contract (CDI).

This is how René BERNARD and M’Bemba GUIRASSY integrated into the VÊPRES teams. We extend a warm welcome to them and express our gratitude to the MRS Pôle Emploi team in Meylan!