August 8, 2023 • 24 mins
What if you could slash your hiring process time in half and still manage to recruit top-tier talent? That's exactly what Maxime Legardez from Maki People promises in our candid conversation. His SaaS HR product is revolutionizing the recruitment landscape for large enterprises by adopting a skill-based approach that assesses a potential hire's soft and hard skills in less than three minutes, saves significant time in the pre-screening phase, and reduces the time to hire. The cherry on top? Companies can even brand their job offers, creating a memorable candidate experience.
Max goes on to navigate the intricacies of their product's two core pillars, a library of 200 tests and the option to upload custom tests. Shaking up the traditional recruitment paradigm, he highlights the need for a dynamic, skill-based method. He brings this point home with a success story from Capgemini, demonstrating how their product not only streamlines the recruitment process but also ensures the best talent is identified effectively. If you're pondering about a unique perspective on recruitment and want to level up your hiring process, today's episode featuring Max is a must-listen.
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:02):
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, William TinCup.
Speaker 2 (00:26):
Ladies and gentlemen, it's William Tin Cup and you
are listening to the Use CasePodcast.
Today we have Max on from myKey People, which we'll shorten
to my Key through the podcast,but the website is
mykeeppeoplecom and we're goingto be doing kind of a standard
use case podcast where we lookat the business case or the use
case cost-benefit analysis ofwhy prospecting customers pick
(00:47):
my Key People.
Max, would you do us a favorand introduce both yourself and
my Key Hi?
Speaker 3 (00:53):
William, first, thank you very much for welcoming me
today.
I'm very happy and glad to bethere.
My name is Max.
I'm 36 years.
In Paris, I'm an entrepreneursince 15 years.
I have a good many businessesand marketplaces in Latin
America, south East Asia, middleEast Europe.
I have exited some companies, Ihave failed other ones and I
(01:15):
have started a new journey.
Last summer, exactly 12 monthsago, called my Key People in the
HR landscape.
This is a few words gettingmyself and what we are doing at
my Key.
Actually, I'm a big fan of howcompanies and enterprise will
evolve in the next 20, 20, 10,20, 30 years and which kind of
(01:37):
enterprise and company my kidswill work.
And my starting point was justtalent is everything in HR In a
company.
We know it.
But the candidate experience isa disaster when you want to
apply, when you talk to 100 HRpeople.
It's also the struggle everyday to handle all the massive
flow of people.
That applies to companies andwe need to change our paradigm
(02:00):
because CV is completely deadand we need to add base on
skills and not on CV and schoolsanymore.
So what we are doing at my Key?
We are a SaaS HR product.
We want basically to makehiring easier, much more than
and accessible remotely.
More objective because based onskills, much more fun and cool
for candidates to apply and muchmore fair, because we really
(02:23):
want to know that diversitybecomes a true word in our
society as of today.
So our product helps companiesthat in less than three minutes,
anyone, a recruiter and managercan create an assessment to
assess soft skills and hardskills of candidates, and this
based on two pillars.
The first one we have developeda library of almost 200 tests
(02:44):
and that test takes three boxes.
They are gamified, short,between three to 10 minutes, and
accessible on mobile.
Second, they are made byexperts, a bit like masterclass
way.
And third, they cover alldimensions.
So you will find the test ofpersonality, test of cognitive
ability, test of language, teston tools if you know how to use
(03:07):
SIP or Salesforce, upsport, etc.
Test of hard skills inmarketing, sales, business
intelligence, customer support,product tech data and many other
soft skills, your ability tohave MPC in a group, to take
decision, etc.
This is the first pillar.
And the second pillar we wantthe company to personalize and
(03:27):
customize the assessment socompanies can bring the business
case and use case, but they canalso create the test on Mackey
that after they can basicallyreuse any time they want and
they can interact with somecandidates by small capsule of
video, audio or text in anInstagram way.
So this is basically what we do.
(03:50):
We are not another product,because we are a partner and we
are integrated to all the majorATS.
So we work with lever, withscreen arrows, SAP, with Workday
, so we can easily start workingwith new enterprise companies,
and this is pretty much what wedo since now six months, because
we started in November and weare now selling globally because
(04:11):
our product is English andglobal.
So we have already customers inIndia and Europe, africa and,
of course, in the US.
Speaker 2 (04:20):
So we have a number of things to unpack.
One is just want to make surethe audience understands where
because you globally doneworkflow, you integrated already
with a number of ATSs andthat's going to be an endless
kind of.
You continue to add more andmore ATSs as they come along.
Where in the market do you playright now?
Is it more on the hourly side?
(04:41):
Is it more on the corporateside?
Is it a large organization orenterprise, global enterprises?
Where do you see yourself?
Speaker 3 (04:48):
Yeah.
So today we are great forcompanies that have large volume
.
So we play as an enterprisesegment.
We already have from thelargest audit and advisory
consulting firm, Camp Gemini orKPMG.
We also work with McDonald's.
We work with very largerecruiting and interim firm like
Adico.
We work with a few of thelargest European banks.
(05:10):
So really work with this kindof global companies.
And why do they work with us?
First, to save between 40 to70% of time in press screening.
Why?
Because when you receive Idon't know 500 CV for a job in a
bank, you can easily, by usingmy key, see okay, that guy would
(05:30):
be great in English, it will begood at numerical reasoning, he
knows how to reply to acustomer and that way, and I can
also see a three minutes videoin a kind of behavioral
situation case.
So you have time.
This is the main points whycompany uses.
Second, we clearly shorten byat least 50% the time to hire.
(05:52):
Why?
Because with Mackey you spotmuch more quicker and faster the
candidates you need to spendtime with and you can reject the
other by sending feedback, butqualitative feedback, with the
result of the test.
Third, we decrease the end ofpromotion period on contracts
because as we are more with moreactivity, we try to reduce also
(06:15):
the amount of mistakes.
And finally, we brand.
When you create an assessment,you brand your Mac Donald pages.
So when the candidates click ona job offer on Indeed, on any
job board on your websitecarriers, they arrive in your
company branding page.
This is a video of your HRdirector, of your CEO, saying
(06:35):
welcome candidates.
This is the first step and inour large journey we are very
happy to have you today, etc.
We put a human and a candidateexperience as first, from the
first click.
Speaker 2 (06:46):
I love this.
Okay, let's do a couple things.
So we're looking at skills oversome of the traditional ways of
looking at things.
How do we tease out some of thehow do we tease out skills?
Speaker 3 (06:58):
Yeah.
So first, william, it was funnybecause just before we you
started a new click on a recallwe were talking about art, which
is very funny is like the CVwas created by Leonardo Da Vinci
five, six centuries ago andit's still the way to recruit
today.
If you look at science, ittells you it doesn't work.
And if you look at the realityof today one figures I love if
(07:19):
you have 15 years old today, youwill do another age, 17 jobs in
five different careers acrossyour life.
So the CV doesn't make anysense anymore.
That's why, basically, skillbased recruiting approach
basically is first, much moreadapted as today.
Second, much morescientifically proven because
(07:40):
you have the highest basically acorrelation of performance by
using this.
And what we do for a skillbased approach is a mix between
having personality test,cognitive ability test, language
test, some behavioral situationtest and some art skills and
job competence test.
(08:01):
If you do a mix of this, it isscientifically proven that you
have the highest chance to getthe best correlation of
performance when you hiresomeone.
And we believe that test is nota dirty word that should
frighten people.
We work with people that needsto bring test as a cool thing
for candidates in a gamified waywhere you can do it basically,
(08:23):
in short, instances of two tofive minutes on mobile, which is
10 times much better thanhaving sometimes 70 to 80 clicks
on a large corporate careerwebsite where you need to upload
your covalent on CV.
Speaker 2 (08:37):
I love this.
Let's do the two pillarsbecause I want to make sure that
the audience understands thetwo pillars again.
So let's start with the firstpillar.
Speaker 3 (08:46):
Yeah, first pillar, we have developed a library of
200 tests and we have teams thatadd more and more tests every
week, based on market demands.
Speaker 2 (08:55):
And as other folks build their own, can they opt in
and put those into the library?
Do they automatically go intothe library?
Speaker 3 (09:04):
Yeah, so they can go to the libraries, they can
upload their own tests, they cancreate I don't know.
You want to create a 10 testsregarding your company values.
You want your CFO of yourcompany.
You want to put a screenshot ofExcel and put 10 questions
regarding basically thatspecific case.
You create your own financelevel to junior test and you put
it in the library, takes you 20minutes to build it and then
(09:26):
after you can reuse it anytimeyou want.
And one quick thing, william,regarding the first pillar.
I think it's very important.
We really want to take the bestmasterclass we can find
anywhere in the world.
I'll give you some examples.
Our personality tests are madeby people like Thomas
Shamarov-Perezik, teacher atHarvard and Columbia.
It's been 30 years, I'm sureyou know him that build
(09:48):
basically our personality andcognitive ability.
One Our sales test, b2b aremade by a guy called Brandon
McGeever.
He was basically responsiblefor years to onboard and train
the salespeople at Google in allthe US and Europe.
Our tests basically are gettingthe how to give and receive
feedback are made by theworldwide expert about feedback.
(10:11):
So, really, what we pickedbasically the best people all
across the globe to create acommunity of people that shares
the knowledge and participate,basically to the largest skills
test library you can findanywhere.
Speaker 2 (10:25):
I love that.
Okay, in the second pillar.
Speaker 3 (10:28):
And the second pillar is okay, we have tests, but you
have your company culture.
You have your own things andhow you want to recruit people,
so you can create basically yourown tests.
You can upload your own test.
You can create your own customquestion when talking to people.
I don't know.
You want to create a video ofthree minutes.
Are I candidates apply for asales job in our B2B SaaS
(10:50):
product?
How do you sell our product?
I'm a candidate with my mobile.
I'm in my room at 11pm.
I will record the video.
You want to I don't know ask thecandidates to share a few words
in English or in Dutch or inFrench.
Getting why is motivation hardto join the job?
You want the candidate just toreply to some basic question
what is your salary range and doyou work during weekends?
(11:12):
We can be very easy, basicallyfor some type of job.
So that's why, which is verygood, we do some drivers and
people in the restaurant fromMcDonald's, but we also do
cybersecurity consultant forbiggest audit consulting firm
and for the first one, you willfind a total experience of maybe
six, seven minutes with oneshort video, one quick three
(11:35):
minutes test to make sure thecandidates know how to speak and
to reply to our customers inEnglish with customer service
behavioral.
Some test easy one, and for thesecond one you will have a more
complex assessment with onepersonality related MBTI test,
for instance, one English B2test plus one, I don't know,
corporate accounting, financeand one business case etc.
Speaker 2 (12:00):
Do you find our assessment is obviously a
pre-har assessment is fantastic?
Do you find customers want toput knockout questions either
somewhere in the process or tryto put those into their
assessments in some way, orshould I perform?
I'm not sure I understood yourquestion.
Knockout questions during thehiring process, things that
basically you want to know aboutthe candidate, and if they
(12:23):
can't do this then they don'tmove forward in a process when
an assessment is an objectiveevaluation of the talent.
I found a lot of hiringmanagers and recruiters.
They want to get to the cream,if you will, the cream at the
top.
They want to get to that faster.
Speaker 3 (12:41):
Yeah, in high volume and it's crazy.
We have some companies thatreceive more than a thousand of
application basically for onejob in a few days.
It's impossible to be processedmanually or it's a crazy job
here.
Basically, you knock outquestions, sometimes just are
you available to start in twoweeks to your work during nights
and weekends and can you pleaseupload your ID card?
(13:05):
This is just 50 seconds to puton Mackey and you get, when you
connect to our platform or yourITS, just a filter and you just
pick the top 5% Out of the top5% that reply to the three
question.
You just see a two-minute videoof I don't know candidates that
will sell the product or try toreply to a customer that is
unhappy because his delivery islate for a meal, and you will
(13:28):
pick basically the top 10 youwant and this top 10 candidates.
You will have put 30 minutes toidentify them.
You will call them straightafter basically the applications
they can remit tomorrow becausewe want to proceed with you and
all the 19% others.
You just click on a button andthey receive their feedback.
It's completely game changer.
Speaker 2 (13:46):
Oh, that's nice.
That's nice.
So the value proposition youwent through it really fast and,
again, your French is muchbetter than my English.
I want to go back to the valuepropositions.
The one I keyed in on but Iwant to go through all of them
was the time to hire and the waythat you shorten that time to
hire for clients.
So let's start there Time tohire again.
(14:06):
High volume, lots of peoplegoing through the system and
being able to get to the rightpeople faster and then be able
to respond to them.
This is mobile friendly, if notmobile.
First, be able to respond tothem in minutes, seconds and
hours.
I love that.
Give us some more kind of acolor to time to hire.
And then let's unpack the othervalue propositions.
Speaker 3 (14:27):
Yeah.
So the first one will beclearly to save time.
Here we see it's between 40 and80% More volume of candidates
you get per job, more efficientwe are.
This is completely clear.
We are not solving the problemof you have a penny rig job, you
don't have any applicants.
We will find and fix yoursourcing problem.
(14:49):
We are not doing this.
But if you have volume,basically save between 40 to 80%
of time.
This is first.
Second, we can shorten by up to50% the time to hire because
you spot much quicker and fasterthe candidates that fit to what
you are looking for and at thesame time, you don't spend
unless precious time with thecandidates that don't fit.
(15:12):
Those guys you click and theyreceive basically a branded
email with the result of thetest.
This is the second point.
The third one I would reallyput as a second is a candidate
experience at the end.
Compared to a normal worldwhere candidates queue on your
website to put a CV in a coverletter, here they see some
interaction, human interactionon video or pictures regarding
(15:33):
your brand, your person, yourvalues on their mobile before,
basically, they take theassessment.
Here we have a KPI because wetake the net promoted score of
candidates that do every Mackeytest.
95% of candidates preferclearly companies that choose
Mackeys at the standard process.
This is the third one and thefourth one as we bring much
(15:54):
objectivity on the process.
We have two cool things.
We reduce the hiring mistakes.
As of today to be honest, Idon't have the exact numbers
because we need more time, afteronly six, nine months to show
basically the a decrease of ironmistakes, and same goes for the
decrease of diversity issuesand promotion of more inclusion
(16:16):
and diversity.
This will need more time, butthis is for USPs and why.
Basically, today is the largestalready cool brand from retail
finance bank already worked withus after only six, nine months
in the market.
Speaker 2 (16:29):
I'd love that.
Okay, let's move to buy sidefor just a couple minutes and
talk a little bit about the demo, customer success stories and
questions you love.
So let's do questions you lovewhen you and your team talk to
people and again, we're tryingto educate practitioners on how
to buy software, especially howto buy Mikey, how to buy that.
(16:50):
So what questions do you lovehearing from practitioners?
Like what, what helps?
You know that they get it, theyunderstand, like the value, and
this is going to be not pushinga boulder up a hill.
Speaker 3 (17:02):
Yeah, usually we ask first how many applications you
receive per year and are youhappy with the current process
that you have here.
In 90% of situations when youreceive a lot, the answer is
like it takes time.
It's lots of human decision.
It takes time to approach fromour ITS to the prolific question
(17:24):
calls.
We do mistakes, etc.
So we ask a lot of questionsabout getting the process of
handling the application.
This is the first one.
The second question we love isdo you think if you were a
candidate and you were applyingto your own company, you would
be happy with the process youoffer to a candidate that spent
(17:46):
their life on tiktok, instagramand uber it's?
Do you think you are adapted tothe world of today?
Usually, people are quitehonest and they say no, and it's
great because we show them whatwe do for other customers in a
candidate perspective, and thisis what I love about Mikey.
(18:06):
I see a lot of cool of HRsoftware in the market and B2B,
but there's a large majority ofthem are built for recruiters,
which is cool, but I reallybelieve you can sell to
recruiters but as of today, youneed to buy things for
candidates, because if you makecandidates happy, then after,
your recruiters will be happy,and I think we ask a lot of
questions about getting acandidate experience, because
(18:28):
today is just somethingcompanies and large enterprise
companies need to improve andconsider.
This is the second one and, yes, this is a two basic questions
about high intensity and thevolume of candidates and the
candidate experience.
I think it's good to start inpoints when we talk to clients.
Speaker 2 (18:45):
So let's move to.
I'm gonna go backwards realquick because I want to cover
something you said.
It's very beginning.
It's fun and fair forcandidates and you've talked
about candidate experience acouple different times, so give
us some texture to that.
When we say fun and fair, I getthe fair part, I think the
audience gets that part andhopefully they get that part,
the fun part.
Give us a little context there.
Speaker 3 (19:07):
Yeah, so in a normal company, in a normal world of
today, you go on a carrierwebsite, you have, on average,
15 to 20 clicks, you are askedto upload your resume and cover
letter and then you click onsubmit and you wait, on average,
three weeks so we come back toyou.
If we come back to you, this ishonestly the normal world.
In 80 90 percent of thesituation with Mackey, you see a
(19:33):
job offer, you click, youarrive on I don't know my
donalmackycom.
You see the head and the ownerof the restaurant or the HR
director at the headquarterssaying I, candidates, my name is
Max, I'm the HR director.
I'm very happy to welcome youtoday.
It's the first interaction ofour long journey together.
(19:57):
You don't need to put any CV.
Come as you are.
You will be asked 50 minuteswith mobile or desktop to reply
to few fun and cool questions.
Do your best and we come backto you in 48 hours.
I'm a candidate, I do my gamifytest on mobile and when I
finished, I have another videoof maybe the CEO of McDonald's
(20:19):
US.
That will do only one video.
It will be the same forcandidates and this is the CEO
of McDonald's.
I, candidates, I'm the CEO andI just want to say thank you.
Thank you for your time, foryour passion, for your
motivation.
We come back to you.
Have a great day, just this.
It's 100 times better if youput in candidate shoes compared
to the normal world.
Speaker 2 (20:40):
I love this.
Okay.
So now let's go backwards toyour favorite part of the demo.
So when you get to show someoneMaki for the first time, what
is your favorite part?
I know that's a tough question.
Speaker 3 (20:57):
I can say the candidate experience, because
anytime we show the candidatebranding of our top logo,
customers, our future clients,says wow, I love it.
But I really like the part whenwe put in the shoes of a
recruiter that just received 100or 1000 application in the
recent days and we tell him look, you click on filter, you take
(21:21):
the top 5 percent of 10 percentof candidates and we know they
are the ones you need to focustime on because they are the
best in the English test, exceltest, cognitive ability test and
, I don't know, sql test.
Then you click on the top 10candidates.
You just have a look on theirpersonality test and their video
(21:42):
and you identify the top threecandidates that you send to your
managers so they can come backto them very quick.
When we show that part, we cansee in many times the eyes on
the video of customers thatusually goes is on his RTS and
click on download CV for all the100 or 1000 application, spend
(22:07):
10, 20, 30 seconds per CV, do afirst selection, call the first
selection and do a first 15 to20 minutes, 30 minutes
preliminary pre-qualificationcalls and sometimes it takes
days of work just to identify asthe top 10.
We prefer to say to recruitersspend qualitative times with
(22:29):
candidates that fit to what youare looking for.
Invite them to your office, goto the restaurant, do two-hour
room table calls with your team,but don't spend unnecessary
time basically to handle CV evenmore if science shows that it's
not the best way to recruit.
Speaker 2 (22:46):
Love this Last thing.
It's about customer success,possibly customer stories
without naming names.
I don't really care about thebrands or the names as much as
just the stories of how they'reusing my key and what you love
about that.
Speaker 3 (23:02):
So usually when we start to large enterprise, we
don't start with all jobs.
Of course we start to somepilots, if I take it or not.
We just started with Capgemini,for instance.
We started with one businessunit in Spain which called
Invent, and we start with theparameters of few thousands of
candidates in a period of six tonine months.
(23:23):
We just put a piece of paperand we say look, we will show
you some ROI, we will show youhow we decrease times, our
customer managers and candidatesare happy and how, basically,
you recruit better candidatesfaster.
This is how we start the firststep as we are integrated to the
largest ATS.
(23:43):
Which is cool is like we canstart with major brands and
major corporate companies In twoto four weeks.
There is not some conduct ofchange.
If you want to change up ATS,where you need to have
self-cycle of two, three years,et cetera, if a large companies
want to start Mackey, honestly,in two to three weeks they can
start a pilot and see the ROIafter a few months.
(24:04):
This is quite cool because thevalue you can see is quite
direct compared to other product.
Speaker 2 (24:13):
I love it.
Max.
I could talk to you forever, soA I continue to talk to you
forever, but it's late the dayfor you and I know you have a
lot of stuff going on, so thankyou so much for carving out time
for us and the audience.
Speaker 3 (24:25):
Thank you very much, william, for your time, your
question and that talk.
Speaker 2 (24:28):
Absolutely, and thanks everyone listening to the
Use Case Podcast Until nexttime.
Speaker 1 (24:33):
You've been listening to Recruiting Daly's Use Case
Podcast.
Be sure to subscribe on yourfavorite platform and hit us up
at RecruitingDalycom.
Welcome to Recruiting Daly's Use Case Podcast, a show
dedicated to the storytellingthat happens or should happen
when practitioners purchasetechnology.
Each episode is designed toinspire new ways and ideas to
make your business better as wespeak with the brightest minds
in recruitment and HR tech.
That's what we do.
Here's your host, William TinCup.
Speaker 2 (00:26):
Ladies and gentlemen, it's William Tin Cup and you
are listening to the Use CasePodcast.
Today we have Max on from myKey People, which we'll shorten
to my Key through the podcast,but the website is
mykeeppeoplecom and we're goingto be doing kind of a standard
use case podcast where we lookat the business case or the use
case cost-benefit analysis ofwhy prospecting customers pick
(00:47):
my Key People.
Max, would you do us a favorand introduce both yourself and
my Key Hi?
Speaker 3 (00:53):
William, first, thank you very much for welcoming me
today.
I'm very happy and glad to bethere.
My name is Max.
I'm 36 years.
In Paris, I'm an entrepreneursince 15 years.
I have a good many businessesand marketplaces in Latin
America, south East Asia, middleEast Europe.
I have exited some companies, Ihave failed other ones and I
(01:15):
have started a new journey.
Last summer, exactly 12 monthsago, called my Key People in the
HR landscape.
This is a few words gettingmyself and what we are doing at
my Key.
Actually, I'm a big fan of howcompanies and enterprise will
evolve in the next 20, 20, 10,20, 30 years and which kind of
(01:37):
enterprise and company my kidswill work.
And my starting point was justtalent is everything in HR In a
company.
We know it.
But the candidate experience isa disaster when you want to
apply, when you talk to 100 HRpeople.
It's also the struggle everyday to handle all the massive
flow of people.
That applies to companies andwe need to change our paradigm
(02:00):
because CV is completely deadand we need to add base on
skills and not on CV and schoolsanymore.
So what we are doing at my Key?
We are a SaaS HR product.
We want basically to makehiring easier, much more than
and accessible remotely.
More objective because based onskills, much more fun and cool
for candidates to apply and muchmore fair, because we really
(02:23):
want to know that diversitybecomes a true word in our
society as of today.
So our product helps companiesthat in less than three minutes,
anyone, a recruiter and managercan create an assessment to
assess soft skills and hardskills of candidates, and this
based on two pillars.
The first one we have developeda library of almost 200 tests
(02:44):
and that test takes three boxes.
They are gamified, short,between three to 10 minutes, and
accessible on mobile.
Second, they are made byexperts, a bit like masterclass
way.
And third, they cover alldimensions.
So you will find the test ofpersonality, test of cognitive
ability, test of language, teston tools if you know how to use
(03:07):
SIP or Salesforce, upsport, etc.
Test of hard skills inmarketing, sales, business
intelligence, customer support,product tech data and many other
soft skills, your ability tohave MPC in a group, to take
decision, etc.
This is the first pillar.
And the second pillar we wantthe company to personalize and
(03:27):
customize the assessment socompanies can bring the business
case and use case, but they canalso create the test on Mackey
that after they can basicallyreuse any time they want and
they can interact with somecandidates by small capsule of
video, audio or text in anInstagram way.
So this is basically what we do.
(03:50):
We are not another product,because we are a partner and we
are integrated to all the majorATS.
So we work with lever, withscreen arrows, SAP, with Workday
, so we can easily start workingwith new enterprise companies,
and this is pretty much what wedo since now six months, because
we started in November and weare now selling globally because
(04:11):
our product is English andglobal.
So we have already customers inIndia and Europe, africa and,
of course, in the US.
Speaker 2 (04:20):
So we have a number of things to unpack.
One is just want to make surethe audience understands where
because you globally doneworkflow, you integrated already
with a number of ATSs andthat's going to be an endless
kind of.
You continue to add more andmore ATSs as they come along.
Where in the market do you playright now?
Is it more on the hourly side?
(04:41):
Is it more on the corporateside?
Is it a large organization orenterprise, global enterprises?
Where do you see yourself?
Speaker 3 (04:48):
Yeah.
So today we are great forcompanies that have large volume
.
So we play as an enterprisesegment.
We already have from thelargest audit and advisory
consulting firm, Camp Gemini orKPMG.
We also work with McDonald's.
We work with very largerecruiting and interim firm like
Adico.
We work with a few of thelargest European banks.
(05:10):
So really work with this kindof global companies.
And why do they work with us?
First, to save between 40 to70% of time in press screening.
Why?
Because when you receive Idon't know 500 CV for a job in a
bank, you can easily, by usingmy key, see okay, that guy would
(05:30):
be great in English, it will begood at numerical reasoning, he
knows how to reply to acustomer and that way, and I can
also see a three minutes videoin a kind of behavioral
situation case.
So you have time.
This is the main points whycompany uses.
Second, we clearly shorten byat least 50% the time to hire.
(05:52):
Why?
Because with Mackey you spotmuch more quicker and faster the
candidates you need to spendtime with and you can reject the
other by sending feedback, butqualitative feedback, with the
result of the test.
Third, we decrease the end ofpromotion period on contracts
because as we are more with moreactivity, we try to reduce also
(06:15):
the amount of mistakes.
And finally, we brand.
When you create an assessment,you brand your Mac Donald pages.
So when the candidates click ona job offer on Indeed, on any
job board on your websitecarriers, they arrive in your
company branding page.
This is a video of your HRdirector, of your CEO, saying
(06:35):
welcome candidates.
This is the first step and inour large journey we are very
happy to have you today, etc.
We put a human and a candidateexperience as first, from the
first click.
Speaker 2 (06:46):
I love this.
Okay, let's do a couple things.
So we're looking at skills oversome of the traditional ways of
looking at things.
How do we tease out some of thehow do we tease out skills?
Speaker 3 (06:58):
Yeah.
So first, william, it was funnybecause just before we you
started a new click on a recallwe were talking about art, which
is very funny is like the CVwas created by Leonardo Da Vinci
five, six centuries ago andit's still the way to recruit
today.
If you look at science, ittells you it doesn't work.
And if you look at the realityof today one figures I love if
(07:19):
you have 15 years old today, youwill do another age, 17 jobs in
five different careers acrossyour life.
So the CV doesn't make anysense anymore.
That's why, basically, skillbased recruiting approach
basically is first, much moreadapted as today.
Second, much morescientifically proven because
(07:40):
you have the highest basically acorrelation of performance by
using this.
And what we do for a skillbased approach is a mix between
having personality test,cognitive ability test, language
test, some behavioral situationtest and some art skills and
job competence test.
(08:01):
If you do a mix of this, it isscientifically proven that you
have the highest chance to getthe best correlation of
performance when you hiresomeone.
And we believe that test is nota dirty word that should
frighten people.
We work with people that needsto bring test as a cool thing
for candidates in a gamified waywhere you can do it basically,
(08:23):
in short, instances of two tofive minutes on mobile, which is
10 times much better thanhaving sometimes 70 to 80 clicks
on a large corporate careerwebsite where you need to upload
your covalent on CV.
Speaker 2 (08:37):
I love this.
Let's do the two pillarsbecause I want to make sure that
the audience understands thetwo pillars again.
So let's start with the firstpillar.
Speaker 3 (08:46):
Yeah, first pillar, we have developed a library of
200 tests and we have teams thatadd more and more tests every
week, based on market demands.
Speaker 2 (08:55):
And as other folks build their own, can they opt in
and put those into the library?
Do they automatically go intothe library?
Speaker 3 (09:04):
Yeah, so they can go to the libraries, they can
upload their own tests, they cancreate I don't know.
You want to create a 10 testsregarding your company values.
You want your CFO of yourcompany.
You want to put a screenshot ofExcel and put 10 questions
regarding basically thatspecific case.
You create your own financelevel to junior test and you put
it in the library, takes you 20minutes to build it and then
(09:26):
after you can reuse it anytimeyou want.
And one quick thing, william,regarding the first pillar.
I think it's very important.
We really want to take the bestmasterclass we can find
anywhere in the world.
I'll give you some examples.
Our personality tests are madeby people like Thomas
Shamarov-Perezik, teacher atHarvard and Columbia.
It's been 30 years, I'm sureyou know him that build
(09:48):
basically our personality andcognitive ability.
One Our sales test, b2b aremade by a guy called Brandon
McGeever.
He was basically responsiblefor years to onboard and train
the salespeople at Google in allthe US and Europe.
Our tests basically are gettingthe how to give and receive
feedback are made by theworldwide expert about feedback.
(10:11):
So, really, what we pickedbasically the best people all
across the globe to create acommunity of people that shares
the knowledge and participate,basically to the largest skills
test library you can findanywhere.
Speaker 2 (10:25):
I love that.
Okay, in the second pillar.
Speaker 3 (10:28):
And the second pillar is okay, we have tests, but you
have your company culture.
You have your own things andhow you want to recruit people,
so you can create basically yourown tests.
You can upload your own test.
You can create your own customquestion when talking to people.
I don't know.
You want to create a video ofthree minutes.
Are I candidates apply for asales job in our B2B SaaS
(10:50):
product?
How do you sell our product?
I'm a candidate with my mobile.
I'm in my room at 11pm.
I will record the video.
You want to I don't know ask thecandidates to share a few words
in English or in Dutch or inFrench.
Getting why is motivation hardto join the job?
You want the candidate just toreply to some basic question
what is your salary range and doyou work during weekends?
(11:12):
We can be very easy, basicallyfor some type of job.
So that's why, which is verygood, we do some drivers and
people in the restaurant fromMcDonald's, but we also do
cybersecurity consultant forbiggest audit consulting firm
and for the first one, you willfind a total experience of maybe
six, seven minutes with oneshort video, one quick three
(11:35):
minutes test to make sure thecandidates know how to speak and
to reply to our customers inEnglish with customer service
behavioral.
Some test easy one, and for thesecond one you will have a more
complex assessment with onepersonality related MBTI test,
for instance, one English B2test plus one, I don't know,
corporate accounting, financeand one business case etc.
Speaker 2 (12:00):
Do you find our assessment is obviously a
pre-har assessment is fantastic?
Do you find customers want toput knockout questions either
somewhere in the process or tryto put those into their
assessments in some way, orshould I perform?
I'm not sure I understood yourquestion.
Knockout questions during thehiring process, things that
basically you want to know aboutthe candidate, and if they
(12:23):
can't do this then they don'tmove forward in a process when
an assessment is an objectiveevaluation of the talent.
I found a lot of hiringmanagers and recruiters.
They want to get to the cream,if you will, the cream at the
top.
They want to get to that faster.
Speaker 3 (12:41):
Yeah, in high volume and it's crazy.
We have some companies thatreceive more than a thousand of
application basically for onejob in a few days.
It's impossible to be processedmanually or it's a crazy job
here.
Basically, you knock outquestions, sometimes just are
you available to start in twoweeks to your work during nights
and weekends and can you pleaseupload your ID card?
(13:05):
This is just 50 seconds to puton Mackey and you get, when you
connect to our platform or yourITS, just a filter and you just
pick the top 5% Out of the top5% that reply to the three
question.
You just see a two-minute videoof I don't know candidates that
will sell the product or try toreply to a customer that is
unhappy because his delivery islate for a meal, and you will
(13:28):
pick basically the top 10 youwant and this top 10 candidates.
You will have put 30 minutes toidentify them.
You will call them straightafter basically the applications
they can remit tomorrow becausewe want to proceed with you and
all the 19% others.
You just click on a button andthey receive their feedback.
It's completely game changer.
Speaker 2 (13:46):
Oh, that's nice.
That's nice.
So the value proposition youwent through it really fast and,
again, your French is muchbetter than my English.
I want to go back to the valuepropositions.
The one I keyed in on but Iwant to go through all of them
was the time to hire and the waythat you shorten that time to
hire for clients.
So let's start there Time tohire again.
(14:06):
High volume, lots of peoplegoing through the system and
being able to get to the rightpeople faster and then be able
to respond to them.
This is mobile friendly, if notmobile.
First, be able to respond tothem in minutes, seconds and
hours.
I love that.
Give us some more kind of acolor to time to hire.
And then let's unpack the othervalue propositions.
Speaker 3 (14:27):
Yeah.
So the first one will beclearly to save time.
Here we see it's between 40 and80% More volume of candidates
you get per job, more efficientwe are.
This is completely clear.
We are not solving the problemof you have a penny rig job, you
don't have any applicants.
We will find and fix yoursourcing problem.
(14:49):
We are not doing this.
But if you have volume,basically save between 40 to 80%
of time.
This is first.
Second, we can shorten by up to50% the time to hire because
you spot much quicker and fasterthe candidates that fit to what
you are looking for and at thesame time, you don't spend
unless precious time with thecandidates that don't fit.
(15:12):
Those guys you click and theyreceive basically a branded
email with the result of thetest.
This is the second point.
The third one I would reallyput as a second is a candidate
experience at the end.
Compared to a normal worldwhere candidates queue on your
website to put a CV in a coverletter, here they see some
interaction, human interactionon video or pictures regarding
(15:33):
your brand, your person, yourvalues on their mobile before,
basically, they take theassessment.
Here we have a KPI because wetake the net promoted score of
candidates that do every Mackeytest.
95% of candidates preferclearly companies that choose
Mackeys at the standard process.
This is the third one and thefourth one as we bring much
(15:54):
objectivity on the process.
We have two cool things.
We reduce the hiring mistakes.
As of today to be honest, Idon't have the exact numbers
because we need more time, afteronly six, nine months to show
basically the a decrease of ironmistakes, and same goes for the
decrease of diversity issuesand promotion of more inclusion
(16:16):
and diversity.
This will need more time, butthis is for USPs and why.
Basically, today is the largestalready cool brand from retail
finance bank already worked withus after only six, nine months
in the market.
Speaker 2 (16:29):
I'd love that.
Okay, let's move to buy sidefor just a couple minutes and
talk a little bit about the demo, customer success stories and
questions you love.
So let's do questions you lovewhen you and your team talk to
people and again, we're tryingto educate practitioners on how
to buy software, especially howto buy Mikey, how to buy that.
(16:50):
So what questions do you lovehearing from practitioners?
Like what, what helps?
You know that they get it, theyunderstand, like the value, and
this is going to be not pushinga boulder up a hill.
Speaker 3 (17:02):
Yeah, usually we ask first how many applications you
receive per year and are youhappy with the current process
that you have here.
In 90% of situations when youreceive a lot, the answer is
like it takes time.
It's lots of human decision.
It takes time to approach fromour ITS to the prolific question
(17:24):
calls.
We do mistakes, etc.
So we ask a lot of questionsabout getting the process of
handling the application.
This is the first one.
The second question we love isdo you think if you were a
candidate and you were applyingto your own company, you would
be happy with the process youoffer to a candidate that spent
(17:46):
their life on tiktok, instagramand uber it's?
Do you think you are adapted tothe world of today?
Usually, people are quitehonest and they say no, and it's
great because we show them whatwe do for other customers in a
candidate perspective, and thisis what I love about Mikey.
(18:06):
I see a lot of cool of HRsoftware in the market and B2B,
but there's a large majority ofthem are built for recruiters,
which is cool, but I reallybelieve you can sell to
recruiters but as of today, youneed to buy things for
candidates, because if you makecandidates happy, then after,
your recruiters will be happy,and I think we ask a lot of
questions about getting acandidate experience, because
(18:28):
today is just somethingcompanies and large enterprise
companies need to improve andconsider.
This is the second one and, yes, this is a two basic questions
about high intensity and thevolume of candidates and the
candidate experience.
I think it's good to start inpoints when we talk to clients.
Speaker 2 (18:45):
So let's move to.
I'm gonna go backwards realquick because I want to cover
something you said.
It's very beginning.
It's fun and fair forcandidates and you've talked
about candidate experience acouple different times, so give
us some texture to that.
When we say fun and fair, I getthe fair part, I think the
audience gets that part andhopefully they get that part,
the fun part.
Give us a little context there.
Speaker 3 (19:07):
Yeah, so in a normal company, in a normal world of
today, you go on a carrierwebsite, you have, on average,
15 to 20 clicks, you are askedto upload your resume and cover
letter and then you click onsubmit and you wait, on average,
three weeks so we come back toyou.
If we come back to you, this ishonestly the normal world.
In 80 90 percent of thesituation with Mackey, you see a
(19:33):
job offer, you click, youarrive on I don't know my
donalmackycom.
You see the head and the ownerof the restaurant or the HR
director at the headquarterssaying I, candidates, my name is
Max, I'm the HR director.
I'm very happy to welcome youtoday.
It's the first interaction ofour long journey together.
(19:57):
You don't need to put any CV.
Come as you are.
You will be asked 50 minuteswith mobile or desktop to reply
to few fun and cool questions.
Do your best and we come backto you in 48 hours.
I'm a candidate, I do my gamifytest on mobile and when I
finished, I have another videoof maybe the CEO of McDonald's
(20:19):
US.
That will do only one video.
It will be the same forcandidates and this is the CEO
of McDonald's.
I, candidates, I'm the CEO andI just want to say thank you.
Thank you for your time, foryour passion, for your
motivation.
We come back to you.
Have a great day, just this.
It's 100 times better if youput in candidate shoes compared
to the normal world.
Speaker 2 (20:40):
I love this.
Okay.
So now let's go backwards toyour favorite part of the demo.
So when you get to show someoneMaki for the first time, what
is your favorite part?
I know that's a tough question.
Speaker 3 (20:57):
I can say the candidate experience, because
anytime we show the candidatebranding of our top logo,
customers, our future clients,says wow, I love it.
But I really like the part whenwe put in the shoes of a
recruiter that just received 100or 1000 application in the
recent days and we tell him look, you click on filter, you take
(21:21):
the top 5 percent of 10 percentof candidates and we know they
are the ones you need to focustime on because they are the
best in the English test, exceltest, cognitive ability test and
, I don't know, sql test.
Then you click on the top 10candidates.
You just have a look on theirpersonality test and their video
(21:42):
and you identify the top threecandidates that you send to your
managers so they can come backto them very quick.
When we show that part, we cansee in many times the eyes on
the video of customers thatusually goes is on his RTS and
click on download CV for all the100 or 1000 application, spend
(22:07):
10, 20, 30 seconds per CV, do afirst selection, call the first
selection and do a first 15 to20 minutes, 30 minutes
preliminary pre-qualificationcalls and sometimes it takes
days of work just to identify asthe top 10.
We prefer to say to recruitersspend qualitative times with
(22:29):
candidates that fit to what youare looking for.
Invite them to your office, goto the restaurant, do two-hour
room table calls with your team,but don't spend unnecessary
time basically to handle CV evenmore if science shows that it's
not the best way to recruit.
Speaker 2 (22:46):
Love this Last thing.
It's about customer success,possibly customer stories
without naming names.
I don't really care about thebrands or the names as much as
just the stories of how they'reusing my key and what you love
about that.
Speaker 3 (23:02):
So usually when we start to large enterprise, we
don't start with all jobs.
Of course we start to somepilots, if I take it or not.
We just started with Capgemini,for instance.
We started with one businessunit in Spain which called
Invent, and we start with theparameters of few thousands of
candidates in a period of six tonine months.
(23:23):
We just put a piece of paperand we say look, we will show
you some ROI, we will show youhow we decrease times, our
customer managers and candidatesare happy and how, basically,
you recruit better candidatesfaster.
This is how we start the firststep as we are integrated to the
largest ATS.
(23:43):
Which is cool is like we canstart with major brands and
major corporate companies In twoto four weeks.
There is not some conduct ofchange.
If you want to change up ATS,where you need to have
self-cycle of two, three years,et cetera, if a large companies
want to start Mackey, honestly,in two to three weeks they can
start a pilot and see the ROIafter a few months.
(24:04):
This is quite cool because thevalue you can see is quite
direct compared to other product.
Speaker 2 (24:13):
I love it.
Max.
I could talk to you forever, soA I continue to talk to you
forever, but it's late the dayfor you and I know you have a
lot of stuff going on, so thankyou so much for carving out time
for us and the audience.
Speaker 3 (24:25):
Thank you very much, william, for your time, your
question and that talk.
Speaker 2 (24:28):
Absolutely, and thanks everyone listening to the
Use Case Podcast Until nexttime.
Speaker 1 (24:33):
You've been listening to Recruiting Daly's Use Case
Podcast.
Be sure to subscribe on yourfavorite platform and hit us up
at RecruitingDalycom.
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