On Friday 6 March, innovation players came out in droves for the 6th annual edition of the Hacking de l’Hôtel de Ville : 4,000 business meetings during the largest meetup in France, a collaborative workshop on new recruitment challenges, 5 round tables, 24 demos of game-changing innovations …. Startups, corporates, investors, experts and City of Paris officials once again seized the opportunity to build new and lasting business partnerships.
The 5th edition of the Hacking de l’Hôtel de Ville reached new heights! The event brought together startups, major corporates, investors, elected officials and City of Paris administrators focused on the same goal: create new business opportunities and detect the innovations of tomorrow. Focus on a specific issue: measuring corporate skills and engagement.
Nowadays, effectiveness and efficiency are key for companies engaged in tough competition. The trend? Outsourcing important steps, necessary for a company’s welfare, is becoming more popular. Assessing the skills of potential candidates and evaluating employee satisfaction are entrusted to external companies that offer their clients sectorial know-how, tools and support. This is the case for Pipplet, Goshaba and Be@colibri. What are the insights from these startups, the innovations that they are bringing into the market and how do they boost competitiveness?
Meet Baptiste Derongs, co-founder of Pipplet, Aurélie Poulier, co-founder of Goshaba and Killian Palermo, CEO and co-founder of Be@colibri who discuss their innovations.
Pipplet provides clients with online language level assessment tools. The innovation is in the process: the online platform performs asynchronous language skills assessments, making them more flexible than competitors through live evaluations. Targeting recruiters in international companies or language trainers gives them a broad pool of customers that are able to provide potential employees with reliable language skills assessments. Pipplet has established partnerships with well-known French and international companies such as Renault, Eiffage and Edenred. Nevertheless, 30% of their revenue comes from abroad.
Goshaba is a platform for skills assessment using just one test for a variety of possibilities, ranging from hard (more technical) to soft skills evaluation. Their innovation lies in the application of a behavioral science-based method to assess the skills of candidates using gamification. Their target customers are large corporates such as Accenture and LVMH, with which they have several partnerships. Indeed, the larger the company the greater the need for an efficient recruitment process that saves both money and time. One of the biggest advantages of this platform and the way evaluations are performed is the elimination of possible bias in the recruitment process. In Aurélie Poulier’s opinion, online assessment testing helps eliminate biases like social or technical backgrounds, gender or age prejudice, thus enlarging the pool of candidates assessed who may not have been considered otherwise.
Be@colibri is a platform that helps companies optimize the commitment and the well-being of their employees with the aid of specific tools and a personalized consultant. The added value of Be@colibri, and their biggest differentiating factor in Killian Palermo’s opinion, is the wealth of options their programs provide. Built around a solutions base that gives managers and employees access to a SaaS (Software as a Service) platform, the software will measure, analyze and steer employee engagement aligned with KPIs thanks to short, simple and personalized questionnaires. Most of their competitors would stop at this stage; but Be@colibri takes it to the next step with the help of a network of consultants and professionals who offer follow up and accompaniment solutions.
These made to measure programs are what really set them apart from the competition, letting them address small, medium and large companies. They target HR Directors, CSR Managers, CE, CEO or Innovation Directors. Though Be@colibri has just finished a test period to identify new solutions and needs, they are already working with large and reputable companies. Their programs are part of the desire to create impact, cohesion and collaboration between the different members of a company: managers, employees, etc. Through their solutions, they hope to give meaning to employees and enhance the daily workplace experience.
By Louis-Emmanuel Gires Gabriele Sordi Lorena Torres Lahoz, Centrale Supelec students