Attracting and sourcing

• Attract ideal candidates by publishing vacancies on your web page, on your intranet, on employment portals and on social networks in an integrated manner.

• Personalize recruitment sources for each vacancy, deciding which are the most appropriate in each case.
• Brand image: insures that your candidates have a positive experience of the process.
• Analyze the efficiency of each recruitment source, comparing their cost with the effectiveness and the benefit that it contributes.
• Create your own talent pool maintaining the record of each candidate for the future.

Screening and selecting

• Permit the system to help you identify the candidates that better match the requested profile.
• Drastically reduce the administrative time necessary in order to arrange interviews and psychometric evaluations, candidate monitoring, etc.

• Incorporate different participants in the process with a greater or lesser degree of decentralization (line managers, other recruiters, interviewers, consultants etc).
• Download the curriculum vitae of final candidates from the employment portal (available according to the portal).

Onboarding

• Request and check references of final candidates.
• Manage the rewards for your employees that recommend candidates that have been hired.
• Eliminate the administrative time for informing other areas of the company (Systems, General Services, etc) about the incorporation of a new employee.
• Automatically communicate the enrolments of new employees to payroll systems etc.
• Instantaneously obtain all the information on your selection processes: cost per hiring, time invested in the hiring process, etc.
• Construct your own personalized reports.