Challenges : Clustree, the software that facilitates the promotion of internal employees
Why recruit experts from elsewhere when there are talents available within the company? Because of the lack of knowledge about these hidden potential candidates. The argument doesn’t stand anymore...
Sorting through CVs with big data would streamline the selection and give everyone a chance. Sorting through CVs with big data would streamline the selection and give everyone a chance.
Going from HR manager to business developer within the same company is now possible. “Our technology, which processes information from CVs online and from our customers, like GDF Suez, identifies the skills needed to fill a vacancy," explains Clustree’s founder, Bénédicte de Raphélis Soissan. "Then the software recommends a list of internal profiles from various departments.”
Positions occupied, performance, and attendance: the algorithm used by Clustree analyzes thousands of career paths to optimize job conversions. This truly innovative solution has attracted some investors. Last month, the company raised 600,000 euros with Alven Capital Fund. The objective of Clustree is twofold: to use the hidden talents of employees instead of hiring, and to anticipate unique job jumps.
For example, Bénédicte de Raphélis Soissan found that managers and business developers shared a common overview of the company, crucial for filling these two positions. Its solution breaks with conventional wisdom: "We always say that an HR manager doesn’t know how to sell or develop an activity, because they deal with humans, when that's completely false. We must decompartmentalize jobs and give value to skills, rather than to training." There’s clearly no need to get a business degree for a sales executive position. The potential takes precedence over the CV.
This transversal approach to jobs brings to mind a study completed in 2013 by the firm Evolv. The optimization specialist for employee performance had already demonstrated that there was no serious correlation between a candidate’s success in a new position and the experience they had gained in the past.
"But HR services are afraid to change their recruitment methods,” says the founder of Clustree. "By showing, with supporting data, that some career jumps bring complete satisfaction to employers, I have to be able to overcome their reluctance. A large percentage of conversion takes place among senior executives, because they are trusted. But in reality, everyone has untapped skills!" For Jacques Froissant, CEO of recruitment 2.0 for Altaïde, this technology would also reduce discrimination: "Human intervention is not always pragmatic in terms of recruitment. HR often tends to take arbitrary factors into account, such as age, sex, or nationality. Sorting through CVs with big data would streamline the selection and give everyone a chance."
A 30% savings
Clustree would offer another advantage: creating substantial savings for hiring, by placing value on talent that’s already present in the company. "On average, recruitment costs using a specialized firm amount to 25,000 euros per person," says Bénédicte de Raphélis Soissan. "My solution could reduce the annual hiring budget by 30%. That’s three million euros in savings each year by a company like GDF Suez, which has over 200,000 employees."
Despite the undeniable advantages of this new solution, Jacques Froissant isn’t worried about the future of headhunters: "For the current time, this type of algorithm is only useful for very large companies. And above all, it still doesn’t replace human expertise, which remains crucial in recommending a candidate."
But the head of Altaïde recognizes the importance of these emerging tools: "At LinkedIn, 400 people are working on big data to improve their software's matching. The Clustree recruitment technique could be applied across the board.”