What is the hiring process at Capgemini?

• Pseudocoding: Capgemini's Pseudo Code section assesses candidates' ability to answer questions that include understanding of programming logic, C, C++, Java, Data Structures, and Object-Oriented Programming (OOPS).

• English Communication Test: This exam tests grammatical and vocabulary skills. These questions check for reading comprehension, Para-Jumbles, direct and indirect speech, and sentence correction.

• Game-Based Aptitude: The Capgemini Gamified Quantitative Aptitude Test is a new stage in the Capgemini Recruitment Process. It is a series of four games to be completed.

  The various types of games that occur in the test are related to Deductive Logical Thinking, Inductive Logical Thinking, Grid Challenge, and Motion Challenge.

• Behavioral Competency: This round (also known as the Adaptive Employee Personality Test or ADEPT-15) is a personality psychometric designed to assess work-related behavior.

If a candidate successfully passes the online assessment, they are invited to complete a technical interview. The technical interview evaluates the candidate's technical abilities. The questions are designed to test problem-solving and numerical reasoning skills.

The technical face-to-face interview is the most important part of the entire procedure. It checks for knowledge of principles of computer science and knowledge of at least one programming language.

If a candidate clears the technical interview, they are called for the HR round. HR interviews are conducted to assess a candidate's personality in order to determine whether or not they are qualified for the position and how well a candidate will fit into the company's work culture.

After the HR round, successful candidates are asked to complete a drug test and background check. If they are successful in both, they are given an offer of employment at Capgemini.