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Logiciel recrutement Collectivité

    Home Logiciel recrutement Collectivité

    Eolia : recruitment management software for Public Sector

    Eolia has developed for 10 years a Public Sector recruitment software, that fits your requirements and constraints to manage all candidate applications. From hard-copy CV automatic processing to recruitment panel constitution, EOLIA software helps you at all stages of your recruitment process.

    Our seasoned team is used to coping with the specific requirements and constraints of the public sector. Because a recruitment in a town is different from a small private business, Eolia has a pre-configured resume processing tool dedicated to local and state eoliaistrations.

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    Special features of our community and public sector recruitment software

    AUTOMATIC MANAGEMENT OF YOUR HARD-COPY RESUMES

    No manual input, thanks to OCR (optical character recognition) and semantic analysis

    MANAGING THE PANEL CONSITUTION

    Panel appointment, interviews, etc.

    SPECIFIC QUESTIONS BY AD

    Different application form from one job to another

    CUSTOMIZED DASHBOARDS

    Configurable statistics and / or customized

    TRACEABILITY OF CO-OPTED CANDIDATES

    If the mayor bring you a resume, Eolia will highlight it for you

    NON-DISCRIMINANT FORM

    Non-discriminant and ethical review

    4 spaces for 4 recruiting players in our recruitment software from town to local and state eoliaistrations

    Candidate space

    A dedicated space to candidates or an add-on GUI to the current web site is developed for each client of our e-recruitment solution.

    HR Space

    The Eolia recruiter space has been designed by recruiters for recruiters. We already have more than 15,000 using our recruitment solution.

    Manager Space

    A dedicated space to managers allows, without training, to insert comments on applications and add new needs or job description.

    Espace Agents

    Un espace dédié aux agents, une bourse à l’emploi interne leur permet de visualiser les emplois ouverts à la mobilité interne et d’y postuler.

    “Our candidates are now all monitored; comments are logged and candidate information shared. Interview appointments, denial letters, mail receipt confirmations are sent automatically, including hard-copy resume, which saves us a lot of time.”
    Fabrice
    HR Manager in a city hall with less than 100 employees
    “Eolia was installed to replace an application management tool 6 months ago. I now have accurate and reliable statistics, which allows me to highlight the work of my team before the elected officials.”
    Justine
    HR Manager in a state agency
    “The employment board developped by Eolia enable agents to view available roles. This visibility strenghen the connection with  local public servce and provide career perspectives.”
    Katherine
    Staff representative in a city hall of more than 300 agents

    Main features of Eolia, recruitment management solution

    Automatic reply

    Agenda Sharing

    Job offers

    Origin Analysis

    Batch activity (Candidate/job)

    Ease-of-use

    Process stages

    Collaborative software

    Adapted to public sector

    Personalized Reportings

    Excel export

    Job Interview

    SMS sending

    Agenda Syncing

    HR / Manager Comments

    Conviviality

    Candidate Geolocation

    Dept/Direction/BU

    Candidate Form

    Custom GUI

    Full follow-up/tracability

    Candidate and Applications

    Social media search

    Layout management

    Resume analysis

    Job profile history

    Automatic Filter/Sort

    Jobs geolocation

    Privileges management

    Job ads multicast

    Suited to regional councils

    100% autonomous client

    Multi-criteria search

    Fast display

    Social media interface

    Customizable automation

    Procedure management

    HTTPS Secured

    Full-text search

    Competencies Management

    Resume transfer

    Candidate communication

    Suited to general tips

    100% SaaS

    Candidate history

    User-friendly GUI

    Suited to Town Halls

    Mobile app for Candidate and Manager

    Request a demo







    The recruitment management in communities

    Recruitment decision : The needs analysis

    T

    he first step in the recruitment process is about determining the decision to recruit. This can be done upstream with a recruitment plan for special events, conducted by public or private sectors.

    This choice is guided by three key parameters :

    1. Strategic Analysis to validate the need of the local or regional community in terms of skills, matched with the implementation policy.
    2. The demographic study directly inspired by social report or the economic and local impact of an event will define the candidate profile(s) so as to rebalance the age, gender and qualifications.
    3. Tracking payroll and budgetary constraints on the community will be the trigger to recruit or not.

    This needs analysis crossed with the required skills expressed by the different divisions must then be brought in to internal career management…

    In this context, our recruiting software for public sector provides a validation process (optional) of recruitment needs :

    • Your upper management emits a recruitment request
    • It is subject to an internal validation process, in one or more steps
    • The request is validated or not by an assistant, a manager or the HR department

    Candidate Search : internal or external recruitment ?

    2 scenarios are possible if the recruitment request has been validated: a choice is made between internal mobility and external recruitment.

    Give an agent the opportunity to benefit from mobility or internal promotion and offer it a new job.

    T

    he internal recruitment has many advantages: security, speed and especially the certainty of cultural fit between the agent and the community, be it a regional council, general council or town hall … But that possibility is not available to every recruitment for different reasons like availability, competence among the personal or simply something unwanted: for a new position, requiring new or specialized skills, it may be more relevant to the community to partner with new collaborators, coming from varied horizons and bringing a different vision, new blood and ideas. Last, internal mobility is not always possible: it can be difficult to promote an officer who would become the supervisor of its former colleagues.

    Our candidate application follow-up tool for public sectors offers of course an internal mobility management module.

    External recruitment is often the second scenario to be used as a great leverage to get a significant number of qualified candidates :

    • Mandatory advertising with the service management center
    • Consulting the pool of spontaneous candidates
    • Consulting the winners list of suitable candidates
    • Ad in schools, colleges and universities
    • Specialized media (la gazette des communes, etc.)

    O

    ur recruitment solution dedicated to communities and public sector makes you benefit from a dedicated job web site. It attracts candidates applying via your site, so you have all the criteria to select them for the panels.

    The selection interviews

    The third stage of recruitment is the candidates selection. This usually requires time to prevent a discriminating process due to a quick browsing of the applications.

    T

    he formal aspect of the resume layout and the motivation letter plays an important role in the pre-selection stage. This phase of the recruitment of discovering the candidate, its experience and expertise is demanding. Some communities sometimes use external firms with prohibitive pricing to validate their choice, using personality, cognitive tests. If this practice helps bring crucial inputs, it is important to remember that recruitment can’t only be made based on the results of these types of tests. It is mainly the candidate interview and the consistency between motivation and competency crossed with the job requirements that must be the main criteria.

    O

    ur candidate and resume application management solution for the Public Sector enables to attach on each candidate in the database these test results, feedback from each stage of the recruitment process, observations from interviews, etc.

    Another important point, management of the interview panels : appointment, planning and traceability are complete in our recruitment software !

    The selection interviews

    E

    olia makes you benefit from the interviews forms in our recruitment management solution. These forms are of course adaptable and customizable (and not mandatory).

    Thus, the recruitment interviews are always conducted in a professional and structured way, without being locked in the responses analysis. On the contrary, it may seem more important to leave room for spontaneity, both from the panel members and the candidates.

    The main idea is to put the candidate at ease to obtain as much information as needed for the decision making. The behavioral aspect of each candidate, its expression, speech, nonverbal communication and consistency with regard to the expectations set forth in the job description must be given particular attention.

    An in-depth technical skills analysis can sometimes be based on an assessment center during a role play using concrete situation. But beware, it only supports the decision. The course of the interview should leave enough room for candidate’s words, to express its perception of the position, talents and motivation.

    E

    olia can, if necessary, bring you the technical bases on conducting an interview, the timeline to follow, the roles distribution and the candidates criteria selection. The participation of the recruitment panel members leader appears as an essential element in the choice of candidate.

    Integration process of new recruit

    Post-recruitment, the successful candidate is appointed as a probationary official for a period of one year. (The decree of 28 May 2008 mandates the statutory training of all officials including the territorial integration and professional training.)

    The successful integration of the agent is a guarantee of success for its professional future and career management. However, a deficit in the integration process can quickly lead to motivation failure leading to a more or less rapid divestment of the employee.

    T

    o control the agent integration phase, our community recruitment software helps, with scheduled tasks, to continue the recruitment process with post-integration stages and integration interviews at D+10, D+30, and M+3 from the start date. This interview feature is coupled to a callback feature in the HR calendar.

    1 étoile2 étoiles3 étoiles4 étoiles5 étoiles (6 votes avec une moyenne de 4.83 sur 5)

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    Contact us

    Eolia Consulting

    300 Route Nationale 6
    Le Sentier du Bois des Côtes
    69760 Limonest
    Tél: +33 (0) 478 43 34 41

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