Unilever has announced the launch of a new digital recruitment programme that will use online gaming and digital analysis to get a more meaningful connection with applicants.

Unilever’s graduate programme attracts approximately 250,000 graduate applications every year and we are launching a new digital process which will mix gaming with video interviews to find the best and brightest graduates.

Leena Nair, Unilever Chief HR Officer, said: “From the CV, to the candidate search, to the interview, we’re using technology to create a truly interactive experience allowing us to get a more meaningful connection with applicants. We know that people increasingly live their lives online and our recruitment process must reflect that. This new process will be faster, simpler and more flexible allowing graduates to fit applying around their lives.”

This programme, is the first time a business has released a fully digital recruitment process. The recruitment program was introduced in Europe earlier last week, following successful launches in parts of Asia and North America. It will be rolled out across the rest of the world during the remainder of the year.

It uses digital analysis to remove the potential for unconscious bias in the recruitment process. The flexible system is quick and interactive with candidates receiving feedback at every stage.

See: Global Recruitment Partnership to Help Malaysian Businesses Hire Right in the Digital Age

The new process has four main steps:

1. Candidates fill out an online application form that they can sync with their LinkedIn profile.
2. Successful candidates are invited to play a series of games, taking no more than 20 minutes, which allows Unilever to get an insight into the candidate’s potential and how well they connect with the company’s goals and purpose.
3. The very best candidates will take part in a video interview – recording their answers at a convenient time.
4. For the final part of the process candidates are invited to a Discovery Centre, where they get to know each other and collaborate virtually, then for a face-to-face event, giving them an immersive experience of a ‘day in the life’ at Unilever.

At every stage there is two-way feedback facility allowing candidates to share insight on their experience of the process as well as receive feedback on their performance and areas of strength and development areas. The aim is to help them in their career regardless of whether they are successful or not.

“It is hoped that this innovative approach will give applicants a valuable experience and help us attract new talent to the company helping us in our vision to grow the business, whilst decoupling our environmental footprint and increasing our positive social impact,” said Leena.

Also read: Pharma Companies in Hong Kong Are Adopting Flexible Recruitment Strategies

Image credit: envolverde.com.br