CASE STUDY: {CAPGENIMI}

TechGig.com/By: Priyashmita Guha

Top Employees are an asset to every company. However, finding really good ones is almost like finding a
needle in the haystack. It is also equally becoming important to become a brand of choice to work for,
when techies are looking for jobs.
Contests are one of the most imporant tools for creating a buzz and engaging the community. Contests
allows direct engagement of audience and deepen the connection with a brand on a much higher level as
compared. Contests have been one of the most proven tools for companies to build a fan base and help a
company be a choice employer
Capgemini has been exploring ways to engage more deeply with IT professionals, to create a brand
awareness among candidates, as a workplace of choice . Keeping the above in mind Capgemini decide to
launch the initiative or organising a series of contests on Facebook using TechGig.com

Capgemini has so far organised 4 contests on Facebook, which was launched on 5
th
April 2013 and was on
for 3 weeks.
The first one was a coding challenge which was held in 4 languages C, C++, C#, PHP and Java and had 5
levels

The contest saw more than 20,000+ submissions of codes, submitted by 16,000+ IT candidates
There was 1 question in each level of Coding Challenge. Each question was of 100 marks. Contestants
were able to access the problem statement once they clicked the Take Challenge button on the Coding
Challenge box. The application had a Live Coding Environment where one could code and compile the
code.A total of 10 test cases were used to score the coding problems. Each testcase carried 10 marks with
equal weightage. Total of all the testcases was equal to 100 marks.

Every user got maximum two attempts at every level. The final score for that level was taken as the
highest score of both attempts. Each attempt duration was of 24 hours. One needed to score a minimum
of 10 marks to move into the next level. A total of 5 levels were there in the coding contest

The below table shows the winners logic. Winner was the person who scores the maximum marks in all
levels combined. In event of a tie, the person taking the least amount of time to solve LEVEL 5 was
declared the winner.

The second was a multiple choice test on technology related questions, and was again divided into 5 levels

The contest saw more than 19,000+ submissions of codes, submitted by 15,000+ IT candidates
There were 25 multiple choice questions in every level. 1 mark was allotted for each correct answer. There
was no negative marking.
The below table shows the winners logic for the tech aptitude contest. Winner was the person who scores
the maximum marks in all levels combined. In event of a tie, the person taking the least amount of time to
solve LEVEL 5 was declared the winner.

LEVEL Marks Obtained Maximum Marks Weighted Average
Percentage*
Total marks for
final calculation of
winner
1 10 25 10 1
2 10 25 15 1.5
LEVEL Marks Obtained Maximum Marks Weighted Average
Percentage*
Total marks for
final calculation of
winner
1 10 100 10 1
2 10 100 15 1.5
3 10 100 20 2
4 10 100 25 2.5
5 20 100 30 6
FINAL SCORE 13
LEVEL Marks Obtained Maximum Marks Weighted Average
Percentage*
Total marks for
final calculation of
winner
3 10 25 20 2
4 10 25 25 2.5
5 20 25 30 6
FINAL SCORE 14

The graph below shows the break-up of participants percentage-wise for the 2 contests, in each level

The third contest was again a multiple choice test on Business Intelligence related questions, and was
divided into 2 levels and included BI tools like SAS, Teradata and Informatica

The contest saw more than 2500+ submissions of codes, submitted by 2,000+ IT candidates
The below graph shows the percentage of break up of contestants who took part in the 3 BI tool contests

41%
20%
39%
Number of contestants
SAS
Teradata
Informatica
41%
20%
39%
Participants in each contest
SAS
Teradata
Informatica

There were 2 levels in each contest and 25 questions in every level. 1 mark was allotted for each correct
answer. There was no negative marking. Every user got maximum two attempts at every level. The final
score for that level was taken as the highest score of both attempts.

The below table shows the winners logic for the BI tools contest. Winner was the person who scores the
maximum marks in both levels combined. In event of a tie, the person taking the least amount of time to
get maximum marks was declared the winner.

LEVEL Maximum
Marks
Marks
Obtained
Weighted Average
Percentage*
Total marks for final
calculation of winner
1 25 10 30 3
2 25 20 70 14
FINAL SCORE 17

The fourth contest was also a multiple choice test on IT Infrastructure services related questions, and was
divided into 2 levels

The contest saw more than 3000+ submissions of codes, submitted by 2,500+ IT candidates
There were 2 levels in each contest and 25 questions in every level. 1 mark was allotted for each correct
answer. There was no negative marking. Every user got maximum two attempts at every level. The final
score for that level was taken as the highest score of both attempts.

The below table shows the winners logic for the BI tools contest. Winner was the person who scores the
maximum marks in both levels combined. In event of a tie, the person taking the least amount of time to
get maximum marks was declared the winner.

LEVEL Maximum
Marks
Marks
Obtained
Weighted Average
Percentage*
Total marks for final
calculation of winner
1 25 10 30 3
2 25 20 70 14
FINAL SCORE 17

All the contests were run for 3 weeks and saw not only contestants taking part, but also sharing the
contests with their fellow techies.
The contest was mainly targeted towards a broad level and so expectedly the participation was seen more
from participants lying in the 0-4 years of experience range. However, people who solved all the problems
correctly were majorly in the experience range of 6-8+ years.
More than 9% of the respondents were above the 6 years. The below graph shows the break up of
experience levels of the participants.

The maximum number of contestants came from TCS followed by IBM and HCL. Since the contest was
open to Capgemini employees as well, we saw a lot of participation from them as well. Another important
aspect that came to light was that while a lot of contestants were from reputed IT companies - TCS,
Cognizant, Wipro, IBM and others however- there were lot of smaller companies which had the hidden
gems in terms of top developers, who took part in the contest .
Awards played a huge role in the
participation of contestants as well.
Prizes ranged from Ipads to tablets
for the top 3 winners and gift
vouchers for early bird winners.



64%
27%
8%
1%
Experience levels of candidates
0-1 years
2-5 years
6-10 years
11+ years


To increase participation Capgemini also
offered prizes for referrals. Prizes ranged from
daily movie tickets to tablets and saw many
winners for this.



The responsibility of marketing the contest rested with TechGig team. TechGig.com popularized the
webinars contests through various channels such as mailers, banners, social media etc which saw more
than 30,000 submissions through various contests. Capgemini also internally promoted the contests to all
its employees
Overall, Facebook contests stood-out as a different offering for Capgemini to target top developers and
become a brand of choice among techies. Capgemini could find a lot of top developers through this
method.
Currently, TechGig does not have the data in terms of how many people finally joined Capgemini
however - these top developers who spent 1-3 hours of their day to vie for contests, which showcased
their work talent looked like a fairly competent bunch.
All this initiative still has some distance to cover in terms of making the lasting impact. However this has
been a great start and there has been lot of interest generated in the community as displayed with
comments in social media and with the enthusiastic participation in these contests. TechGig is committed
to play key role in active engagement of Capgemini with the community and helping them promote their
company as an employer of choice to these IT candidates