Europcar found it wasn’t offering anyone a role following the disappointing turnout, resulting in wasted time for hiring managers and wasted money spent on the recruitment agency.
After discussing their challenges; Europcar added video interviewing into a more structured assessment day programme.
In the last round of recruiting, the company received nearly five times the number of candidates the agency’s staff used to identify.
This meant that candidates had to be proactive, completing the interview only if they wished to. This helped weed out less committed applicants, leaving only those truly investing in getting the job.
The company’s recruiters could then whittle the remaining group down to find the most promising talent for its assessment day, knowing that they will be able to appoint new staff on the day, rather than walking away empty-handed.