When HR decisions involve much more than individual career paths.
The Capgemini Career Centre's mission is clear: to develop employee employability, support career paths and boost internal mobility.
This involves professional coaching, objectifying profiles, empowering employees in their career paths and enhancing the company's attractiveness.
In such a large and complex environment, any misaligned decision can undermine an employee's commitment, create a mismatch between the job and the profile, or lead to a loss of trust in the HR teams.
The challenge was therefore to make fair, well-reasoned and confident decisions, while maintaining the confidentiality of discussions and the quality of human relations.
When not making a decision became a risk in itself.
The increase in the volume of support provided, the diversity of situations handled, internal mobility, critical job appointments, complex career paths, returns from burnout and the growing expectations of employees gradually highlighted the limitations of a purely qualitative approach.
To continue to play its role fully, the Career Centre needed to rely on a common foundation of objectivity, capable of:
- informing decisions without making them rigid,
- supporting sometimes difficult but necessary discussions about reality,
- and supporting high-quality HR dialogue with both employees and managers.
More confident, better understood and more sustainable decisions
Using AssessFirst has transformed the way decisions are prepared, explained and experienced.
The tool helps identify areas for improvement, generate real awareness and reveal employees' true motivations.
Thanks to the team's experience, with more than five years of using the solution, the Career Centre coaches have developed strong skills in interpreting AssessFirst results, always contextualised within a specific professional framework.
Discussions alternate between an advisory and coaching approach, in line with the principles of the International Coaching Federation. This sparring partner approach enables concrete progress to be made, without judgement, by comparing perceptions and supporting decisions that are sometimes sensitive.
Decisions are thus better understood, better accepted and more sustainable. They contribute directly to strengthening engagement, talent retention and Capgemini's employer image.
When securing HR decisions becomes a competitive advantage.
Today, the Career Centre would not return to a non-objective approach.
AssessFirst has become a structural support to accompany career paths, secure decisions and strengthen HR credibility with employees and managers.
At the end of the debriefings, each employee is able to identify the behaviours they want to change, distinguish between what is negotiable and what is not, and plan targeted coaching actions.
The focus is now on expanding its use, including internationally.
For HR decision-makers, the message is clear: failing to act means accepting an avoidable risk to performance, engagement and retention.
This feedback illustrates how a predictive approach enables HR teams to secure their decisions, objectify trajectories and sustainably reduce the risks associated with mobility and employability.
