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How To Be Certain You Have The Right Candidate For The Job

Finding the right candidate is hard, and even if you follow all the steps there is no way of guaranteeing that a new employee will work out - only time will tell you that. Not everyone you choose will be a perfect fit, but there are a number of things you can do to give yourself the best chance.

The perfect candidate

Who is your perfect candidate? If you know the answer, then you have a much better chance of finding them.

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Seeing The Wood For The Trees With ATS Systems

From writing the perfect job description, to posting the job advert, reviewing CVs, and conducting interviews, recruiting the ideal candidate takes time, resources, and money. Competition is high and for each job posting you could be left with hundreds of CVs to sieve through. But, with so much incoming information, how do you extract the useful details and separate good candidates from bad. Sit down with a cup of tea and tackle the ever-growing CV pile one by one, or use an Applicant Tracking System (ATS)?

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HR technology

How Technology Is Transforming HR

Technology is transforming our personal and business lives, from changing how we communicate to the way we pay our bills and turn off our lights, and HR departments are no different. Previously buried under admin and paper - CVs, employee details, time sheets – HR are now technology-driven departments with a more strategic focus. The rise of Human Resource Management Systems (HRMS) is simplifying and streamlining HR, decreasing admin, and increasing the effectiveness of communication.

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Psychometric Assessment for recruitment

How eTalent Brings The Power Of Psychometrics To Any Business

Are you looking for a new employee? Do you fear the rush of CVs? Do you want to know that a candidate will share your work ethic and fit perfectly into your team before they've even started?

If so, you should consider taking advantage of eTalent's unique online candidate management system that incorporates behavioural and psychometric testing.

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A person walking up steps

5 Easy Steps To Improve Recruitment Outcomes

Finding the perfect candidate can be a struggle. With so many candidates to choose from, how can you be sure that you are selecting the best and the one that will stay with you in the long term? 

It’s not easy, and you are certainly not alone in your battle to find the perfect employee, but refining your recruitment process could help. Here are five easy steps you can follow to help you.


Improve Your Recruitment Outcomes


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Personality Tests For Jobs - women with multiple images of herself with different emotions

Why Personality Matters More Than Experience: Personality Tests For Jobs

It is easy to focus on qualifications and experience during the hiring process. After all, our whole recruitment industry is pretty much geared around sifting through CVs, which reflect educational and employment background but are lacking when it comes to specifying character traits.

There is logic in the idea that hiring someone who has done a similar job previously will mean they will be able to hit the ground running when they start.

After all, previous employment is often the only indicator of quality when predicting job performance for a candidate, especially if you're using traditional methods in your job search.

What this is forgetting, however, is personality - and personality matters. Not least because, while knowledge can be acquired, skills learnt and experience gained, personality remains unchangeable. Somebody could have all the right skills on paper but be a terrible fit for your company.

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CVs or no CVs? That’s a good question…

If I had to take a guess I'd say that you use CVs as an integral part of your recruitment process, because that's the way everybody does it. But just because it's always been done that way, doesn’t mean it’s the best or only way to select suitable candidates. Way back in 2001 Robertson and Smith carried out a major research study at UMIST School of Management and published it in the Journal of Occupational and Organizational Psychology. The findings make interesting reading.

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Take a lesson from Saracens rugby club to cut staff turnover

Steve Borthwick was double booked. Due to travel to Cardiff to pose for photos and answer questions at a Heineken Cup press launch, Saracens told him he had to be at an “important squad meeting” in Munich the same day. He complied. Perhaps unsurprisingly considering the “important squad meeting” was a day-trip to the city’s Oktoberfest beer festival. With the skipper alongside them, the first-team squad made so merry that one of their number failed to make the midnight flight home. European rugby officials were not amused, however.

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Why Employees Make Silly Mistakes

Are you tired of employees whose seemingly careless mistakes cost you time and money? Before you fire them, read on... How many times have you asked yourself why no one else in your company has common sense? Poor decisions, lack of interest, and no self-motivation - these are criticisms we often hear from companies about their employees. And it’s usually accompanied by the common complaint “no one can do the job as well I do.” A few months ago we had a meeting with a distraught business owner.

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Five Common Recruitment Mistakes

1. Hire for skills, fire for attitude Despite all the research to show that employees can learn new skills but rarely change their attitude, companies continue to rely on the CV and an interview to recruit new employees. But repeated studies show the CV has become just a candidate’s marketing tool, and the interview has no better reliability than tossing a coin. 2. Ignore cultural fit Employers often think they can mould an employee to fit their culture.

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Are you "Hiring for Skills" but "Firing for Attitude"?

That’s the conundrum in a nutshell. The last time you dismissed anyone, it’s highly likely that it was for discipline, attitude or behaviour, not their ability to do the job. Which begs the question: why do companies keep recruiting people for skills, qualifications and experience, when it’s their attitude, personality and behaviour that are far more important? Perhaps the best way of illustrating this is by telling you what recently happened to my mum. At 93, and with advanced Alzheimer’s, Mum isn’t very steady on her pins and a few weeks ago she had a fall.

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Hiring Mistakes: Hiring the Resume, not the Person

Hiring someone because they have an impressive resume is like buying a car because you love the brochure. If you fail to look under the hood, buyer beware. Your new hire may end up like the Fisker Karma: the coveted hybrid sports car looked like a million bucks, but was so ridden with glitches that the manufacturer had to halt production and start looking for bankruptcy protection. You need to avoid lemons when you’re hiring too.

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