Attracting candidates through the use of simulation-based recruitment
The Defontaine Group is boosting its attractivity through the Simulation-Based Recruitment Method (SBRM).
Like all companies in the industrial sector, the Defontaine Group is facing increasing difficulties in recruiting staff for its technical and production roles. The company has therefore opted for an innovative approach: the Simulation-Based Recruitment Method (SBRM), offered by France Travail.
This approach, which focuses on skills rather than CVs, has established itself as a practical solution to the shortage of candidates.
Céline Rigaud, the group’s HR Director, emphasises this in an interview with the ANDRH:
“The difference is clear: we don’t look at CVs. What matters most are skills and motivation.”
An open, structured and inclusive approach
Launched by France Travail, the MRS method is based on a clear process that is accessible to everyone. Selection is not restricted to those registered with France Travail: anyone who is motivated can apply, regardless of their background or level of education.
LThe process takes place in several successive stages:
- 1. Immersion in the company
Candidates visit the workshops, discover the machines, meet the teams and picture themselves in the job. This step is essential to validate interest and motivation.
- 1. Aptitude tests
Practical exercises are used to assess key skills: logic, precision of movement, understanding instructions, ability to reproduce technical gestures…
The objective is not to evaluate a career path, but to verify transferable aptitudes, sometimes coming from sectors very far from industry.
- 3. Motivation interviews
Selected candidates then take part in an interview… without a CV. The discussion focuses on motivation, commitment and the ability to invest in a long training pathway.
- 1. Recruitment and internal training
Selected candidates then join an internal training program lasting 12 to 18 months, adapted to the needs of the Group’s technical professions (forging, machining, gear cutting…).
Concrete and lasting results
The results obtained over the past two years are particularly encouraging.
During a recent session, 20 candidates were sourced through the MRS and 9 were selected to join an internal training program. The perseverance rate is also very high: dropouts are rare, demonstrating the relevance of aptitude-based selection.
This method also opens recruitment to atypical profiles. Some candidates from the agri-food sector, retail or other unrelated fields have shown real potential once trained.
“This approach unlocks atypical applications and reveals potential that doesn’t appear on a CV.” explains Céline Rigaud.
A now structuring process for the Group
Faced with significant needs — including 20 machinists to recruit each year — the Defontaine Group has decided to intensify the use of the MRS, increasing from two to three annual sessions, with a short-term goal of four.
This approach is fully aligned with the Group’s ambition to recruit sustainably, open its professions to new talent and secure skills development.
30 April 2026