+33 (0)5 62 20 03 69
+33 (0)5 62 20 03 69
Hiring process manage from A to Z
by a unique software
Save time on recruitment
- You have visibility on vacant positions, on line offers on job boards
- It automatically collects and sort out applications
- CV database interacts with skills map
Structure hiring process
- You can plan job interviews depending on decisional process
- Collaborative management of applications with skills assessments after interviews
Improve the tracking of jobs applications
- Manages hiring campaigns (exchange with applicants, interviews, reviews/debriefs, final decisions)
- Analysis and reports on realized recruitment actions
Employees or applicants
- They have access to a job description sheet with detailed skills.
- They benefit from a clear recruitment process
- Applicants are easily spotted by HR department when an intern mobility opportunity is available
Managers
- They define characteristics of the vacant position
- They plan interviews and assess applications
- They receive help for recruitment, by assessments of skills tools
HR departement
- They have access to job descriptions with detailed required skills
- They publish online offers on different job boards
- They identify intern or extern talents with ease
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An evolutive and flexible HRIS
Entirely configurable, Eurécia's software can be adapted to your HR and accounting management rules. You can add new modules et users according to your company needs and as it increases.
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A collaborative and easy to use solution
As an essential tool that connect CEOs, managers and collaborators, the HRIS Eurécia, is available 24 hours per day, and 7 days a week, on computers, tablets and mobile. Software maintenance and upgrades are automatic and fully supported by Eurécia.
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A reliable and secure software
On the market for more than 12 years, Eurécia has more than 100 000 users in 1100 different companies. Security and confidentiality of your data are guaranteed.
Aurélie Piat
Payroll Manager - Videlio
Eurécia’s consultants were very efficient! They adapted the software to our needs. It made a real difference.
Charlotte Renouvel
Human Ressources manager - Seureca Véolia
Adopting Eurécia in our company hase simplified our lives. We earned a work day a week on absences and business trips management.
Hiring: conditions of success
Recruitment as a strategical tool
While recruitment can be considered as a time consuming, demanding and risky task, it also is an innovative, strategic, and developing tool. Recruitment requires skills, time but also tools. The need for analysis and anticipation, the precise comprehension of positions and skills are among the issues raised by each recruitment. And not to mention a good understanding of the work practices, the professions and the expectations of the applicants.
In this challenging approach, a recruitment software allows to automate tasks that limits risks. It simplifies applications management and allows you to focus on strategical aspects as sourcing.
Hiring: Define the need, the project and the profile
When determining the need for hiring, the first step is to define the position. Except in the case of a new position, it is to be fully defined since a recruitment is an opportunity to review the description of a function.
The second step is to delimit the position, for example: its place in the organizational chart, the results to be reached, the daily tasks, the challenges and list the main interlocutors of the upcoming employee.
The question of skills then arises: what skills are needed to reach the expected results ?
Applicant’s profile then can be defined: which skills are essential, and which one are needed? What are the must-have qualities? How much experience the function needs? What levels and type of training are required ?
Finally, all these elements must be formalized in the job offer.
Communicate on recruitment issues
During a recruitment exchanges with managers are necessary but often complicated. Complementary postures are in opposition because concerns are not the same. Managers, Team leaders must manage with urgent requests, while HR must anticipate, and they are conscient of risk taking. The first ones expect a quick response to an immediate recruitment need, while the second ones they have a global vision of the company, in mid and long term.
For operational staff, the challenge is to find an applicant ready to start immediately and the applicant must share values while HR department are more focus on skills and they pay attention to the potential for career development.
Finally, while HR managers anticipate an attractive compensation that will convince the candidate, operational staff are concerned about managing the wage bill. All these elements argue in favor of exchanges between HR and managers, needed for the success of the project.
Save-time on hiring and limit risks
In companies with more than 100 employees, recruitment is frequently externalized because it is perceived as technically difficult and time-consuming from an administrative point of view. Therefore, the Eurécia recruitment software is conceived as a genuine tool for managing the company's missions, employees and skills.
A Collaborative and online job board
Recruitment process is optimized, thanks to its collaborative processing of applications, to job interviews calendar and assessments of applicants’ skills.
. Intuitive and secured, the HR software helps you to elaborate job descriptions sheets: characteristics and required skills.
It centralized applications, plan them and tracks the entire recruitment campaign: exchanges, interviews, reviews and final decision.
Develop and anticipate management
Having a clear vision of the required skills assures a great efficiency. In a similar way, a simplified internal communication, administrated applications and an efficient CV database optimize hiring process. Among benefits of this management you can also find: a bigger availability and a greater receptivity. This gives HR managers the opportunity to focus on the strategic dimension of recruitment.
A good hiring management is important
Hiring involves the company's responsibility. It also determines its efficiency. Because of lack of profiles or skills, sometimes some recruitments can be challenging. That is why, to be successful in such a context, processes need to be reinvented, simplified and adequately configured.