”We want to see talent through a new lens” – Sonja Klijn, Recruitment Manager
Transdev is a leading mobility provider, transporting thousands of people daily by bus, train, tram and taxi – through trusted brands such as Connexxion, Hermes and Witte Kruis. With a robust recruitment foundation already in place and a clear ambition to stay ahead, Transdev is taking a bold step forward by partnering with Equalture.
Through this partnership, Transdev is implementing Equalture’s game-based assessments for all roles – both white-collar and blue-collar – from drivers and mechanics to head office staff. We spoke with Sonja Klijn, Recruitment Manager at Transdev Netherlands, about why this innovative approach fits perfectly with their ambitions.
A Well-Oiled Machine
Your recruitment process has been described as “a well-oiled machine.” What did that look like in practice?
“That’s right – our process was already working very well. After an application, we make personal contact within one to three working days. Then we assess the CV and motivation letter, followed by a short aptitude test. Candidates who pass this phase are invited to an introductory day with a presentation, interview, and trial ride. After that comes a psychological assessment, which includes a reaction time test, cognitive test, and a session with a psychologist. There’s also a medical examination, a background check, and a driving test. If all goes well, the candidate either starts their training or joins the team right away.”
Thorough, But Demanding
That sounds thorough – but also quite intensive. What challenges were you facing?
“We often receive compliments on our approach, but we began to see that the length and intensity of the process could become a barrier. In today’s competitive job market, we were losing talent to employers who move faster. So, we needed to streamline the process without compromising on quality. At the same time, we were looking for more objectivity – fewer gut-based decisions, and more data-driven insights. Retention is another key factor – we want to better understand who’s truly the right fit and likely to stay.”
Why Equalture – and Why Games?
What led you to choose Equalture and specifically, our game-based assessments?
“We wanted something genuinely innovative. Something better aligned with today’s job market – and the experience we want to offer our candidates. Equalture’s game-based approach stood out right away. It’s engaging, easy to access, and grounded in science. It gives us an objective view of someone’s potential before we even look at their CV or cover letter. That makes the process both fairer and more efficient.”
A Fresh Process, Right From the Start
What does the new process look like with Equalture?
“The games are now used right at the beginning of the application process. Candidates play them immediately after applying. The results give us insight into cognitive abilities and behavioural traits. Based on that, we tailor the rest of the recruitment journey. It helps us move faster, and gives each candidate a process that fits their profile more closely. So, it’s not only shorter – it’s also more personalised and positive.”
A Game-Changer for All Roles
By rolling out Equalture’s assessments across the board, Transdev ensures the same data-driven and candidate-friendly approach is applied to all roles – from blue-collar (e.g. drivers, mechanics) to white-collar (e.g. HR, planning, and finance professionals). This alignment supports both operational and strategic hiring goals.
What Are You Hoping This Will Achieve?
“For us, everything revolves around mobility – getting people moving. And that starts with our own people. Our employees are essential to Transdev’s success. We want to create a working environment where they feel safe and can grow. By looking at talent differently right from the start, we can match the right people to the right roles. Equalture supports us in this – using fun, modern games to reveal what someone truly has to offer.”
Transdev shows that even in traditional sectors, recruitment can be forward-thinking. It’s not about working harder – it’s about working smarter, while keeping the candidate experience front and centre.
