With nearly 22,000 unfilled positions in 2023, France is facing a shortage of heavy goods vehicle drivers. There are many reasons for this: the sector is unattractive, training takes a long time, and staff turnover is high. One solution has proven effective in responding to these challenges: the Simulation Recruitment Method.
What is SRM?
The Simulation Recruitment Method (SRM) has been used for over 20 years in many sectors, including logistics, industry and services. It assesses the skills required for a position by placing candidates in situations that closely resemble the reality of the job, without relying on qualifications or past experience. This method has long been used in aviation and other high-risk professions. When applied to driving, it provides a safe environment for observing behaviour in real-life situations, assessing technical skills and identifying any support needs from the outset. It also allows candidates to experience the reality of the job, overcome certain preconceptions and get a realistic idea of what the role entails.
Simulate, assess and recruit
Since 2017, urban transport subsidiary Keolis has been using SRM with Develter Innovation to hire bus drivers without exams or CVs. Candidates undergo practical driving exercises in a simulated environment representative of passenger transport. The integration of the simulator makes it possible to overcome preconceptions linked to experience by assessing the candidate’s ability to manage a trajectory, react to the unexpected or anticipate danger. The driving simulator thus becomes a key tool, capable of objectively assessing these skills in complete safety.
The simulator as a marketing tool.
What better way to inspire people to pursue a career than to give job seekers the chance to experience it first-hand? That’s the approach taken by public transport operator Transdev, which in 2024 launched a coach converted into a mobile driving simulator to meet potential candidates. Equipped with a Develter simulator, this mobile vehicle welcomes candidates, conducts interviews on board and introduces them to the driving profession in optimal conditions. It is an asset in a recruitment strategy, capable of reaching a wide audience beyond job fairs.