Portail recrutement pour les recruteurs

Companies can no longer be confused over recruited profiles
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n VSE (Very Small Enterprise), a bad recruiting can put negative pressure on the company’s accounts and potentially have harmful consequences; in SMB an unsuccessful recruitment will have an impact on all the organisation with financial consequences; in large account, HR, N+1 and N+2 will be questioned after a bad recruitment.
Good results obligation always goes along with quick obligation: which recruiter has not been constrained to fasten their recruitments because a local manager need to terminate their recruitment yesterday?

Today, companies do not recruit for a position only, they recruit to fill a current need, but many of them also think of the needed profiles for the next two or three years.

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lso, selecting a candidate means assessing its potential for development and a more comprehensive approach in terms of technical, functional, life skills, and know-how.

Companies think, first of all, of a need for skills and also think about their future and performs many personality tests, technical expertise when the job requires a minimum of responsibility and autonomy.

Our recruitment portal can meet these needs with straightforward features :

1. List the skills required for the position
2. Ask specific questions in the application form
3. Find in the database, candidates with particular skill / authorization / certification
4. Follow a defined protocol with a job interview form

First step of the HR policy, recruitment will be the determinant of the individual and therefore the enterprise’s collective performance.

That is why companies need to demonstrate a seamless management of their human resources policy.

Although recruiting means putting in place a well-defined process that requires the definition of job vacancies to be filled, the creation of a pool of candidates and resume management applications, or correspondence automation with candidates. HR policy must define the steps of the recruitment process, the data to get from candidates at each stage, the selection criteria of candidates, the follow-up steps, automatic acknowledgment email, refusal, notification that will be automatically customized for the recruiting software, etc.

The functions of Eolia recruitment portal can track all these operations by tracing and logging each recruitment action.

1. Seek the advice of more experienced colleagues to write down the job description to be filled / Don’ts : Manage recruitment by oneself
2. Identify the essential skills for the position and those that may be developed through training or experience / Don’ts : Seek the 5-leg sheep
3. Devote the necessary time to write down a relevant job listing all the useful details: size of the team, chain of command, the company’s values, training opportunities, career development … must sell the position talking strait, without overselling / Don’ts : Use standard jobs description
4. Harnessing all recruitment channels: do not overlook the passive market! Many candidates may be interested and open to job offers, including if they already have a job. The implementation of a co-option program (paid) can be particularly beneficial about it. / Don’ts : Tapping into the same pool as your competitors
5. The online tools (networking, job boards, etc.) can be very helpful, but nothing beats direct interactions with your network. / Don’ts : Consider the Internet as a panacea
6. As soon as a suitable candidate is found, submit an offer. Do not delay because the best are in high demand. / Don’ts : Waiting too long
7. Offer a competitive salary package. / Don’ts : Offer a salary (too) low.