Professional interviews, annual interviews, individual or assess interviews...
A transparent and clear organization
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.
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.
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.
They choose simplicity for their HR processes
More than 1100 companies, administrations, SMEs, or even associations choose Eurécia to simplify their HR management
Eurécia’s consultants were very efficient! They adapted the software to our needs. It made a real difference.
Adopting Eurécia in our company hase simplified our lives. We earned a work day a week on absences and business trips management.
Designed to improve the HCM, individual and professional interviews are tools for skills development, professional development, work organization management and social climate assessment.
These processes, which are essential to the company's success, are time-consuming and demanding tasks in terms of organization. Therefore, the individual and professional interview management software has been designed to assist HR managers and managers on all campaigns.
Also called " assessment interview ", the individual interview is for the manager the opportunity to evaluate the employee's professional skills, identify his strong and weak points, check his workload, supervise any dysfunctions and set the objectives for the coming year.
This individual interview, which is a real key element of the company's HR policy, should be separated from reports and other activity reports between managers and employees. Preparation for the annual interview is essential. In this respect, the development of an evaluation grid is crucial. It gives the tonality of the exercise.
If for the employee, the interview is a moment of exchange on his activity and his future, it is for the company, an opportunity for a global assessment. Social environment, mapping of employees and positions or even the first step of HCM, the information gathered guides the HR department.
Unlike the annual assessment interview, the professional interview is devoted to the employee's professional development perspectives. It was the 2014 law about professional training that created it. Organized every two years at the employer's initiative, this is an opportunity for exchange about the employee's career aspirations, development wishes/goals and training needs. This assessment involves the employee in the construction and management of his professional career.
During the professional interview, the employer must inform the employee of the possibility of using free "Council professional development" services. "Council professional development" operators can help employees to assess their situation, their professional skills and support them in their professional projects.
The professional interview must allow a detailed review of the employee's career development perspectives as well as his training aspirations. In this exchange, the employer exposes his objectives and the strategic orientations of his company. Both can then identify the training courses planned, formalize mutual engagements and implement them.
The professional interview is for the employee, the opportunity to become an active participant in his professional development. This approach is apt to promote motivation and professional progress. For the company, the growth of employees, their involvement and their skills development are a key factor in the performance and retention of its employees.
Intuitive and complete, it is a genuine HR assistant in charge of campaign administration who is at your service to plan the various interviews, track the progress of the campaigns, inform the conclusions and share them.
It offers the HR manager the possibility of creating and configuring interview forms that can be customized according to the profession. It makes a list of managers and employees that must be evaluated. The HR manager can either follow the progress of the campaign or conduct it himself and close it.
The software allows the manager to plan his interviews with the employees he supervises, to enter the answers to the interview form questionnaires, to enter his conclusions and to share them with the HR manager and the employees.
Finally, on the employee's side, a notification of the interview is sent by email. The employee then prepares his interview based on the interview questionnaire and can use a grid to self-assess his skills. At the end of the interview, he has access to the conclusions.
Well-managed interview campaigns improve employee and manager satisfaction. While managers appreciate its management, employees are more sensitive to the visibility on their careers and the transparency of processes.
For HR managers, these interviews can be used for strategic purposes: corporate vision, organization and management. So, this tool is a genuine strategic partner.