Manage your hiring process from start to finish
with an all-in-one solution
Employees or applicants
Eurécia’s fully customisable solution can be set up according to the inner workings of your company and its various departments. Simply add new modules and users as your company grows and your needs evolve.
Eurécia, an essential HRIS tool that connects CEOs, HR managers and staff, is available to use 24/7, whether via desktop, tablet or mobile. And as a cloud-based SAAS solution, all updates and upgrades are rolled out automatically!
Eurécia is trusted by over 200,000 end users and 2,000 firms. We’ve been keeping our clients’ data safe and secure for over 15 years, and guarantee we’ll do the same for you.
They've gone for simplicity
Over 2,000 companies, public administrations and charities, of various sizes and from a broad range of industries, have chosen Eurécia as their HR management solution.
Eurécia’s consultants were very efficient! They adapted the software to our needs, which made a world of difference.
When selecting an HRIS for our company, our number one concern was simplicity.
That part was non-negotiable.
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.
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.
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.
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.
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.
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.
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.