We advertise on:
Because candidates apply for opportunities, not logos.
In our experience, branded advertising rarely attracts either more applicants or better applicants, but it almost always costs more. Unless you’re a household name, anonymous adverts usually give you a much better return on your recruitment budget.
DISC is a Behavioural Assessment which measures observable behaviour, and in particular the relative strength of four behavioural characteristics: Dominance, Influence, Steadiness and Compliance. It is based on the work of William Moulton Marston. The assessment is an IPSATIVE test, which means that it produces results that are exclusively applicable to an individual only, and cannot therefore be compared with another individual’s results.
A Personality Assessment is a method used to assess and measure various aspects of an individual’s personality, including their traits, tendencies, and psychological makeup. These tests are often used in employee evaluation. They are not designed to have right or wrong answers, but rather to reveal an individual’s behavioural preferences and tendencies. Personality Assessments are generally NORMATIVE tests where individuals’ results can, and often are, compared to others or a control group such as the general population.
Personality Assessments are NORMATIVE and can therefore be used to compare candidates against the Mean, or average of the general UK population. Furthermore, Personality has been shown through research to be predictive of success in the job.
Behavioural Assessments are IPSATIVE, which means that they produce results that are exclusively applicable to an individual only, and cannot therefore be compared with another individual’s results. They are, however, very useful in helping to understand a candidate’s team or cultural fit with an organisation, and how well they will adapt to the work environment they will have to work in.
Not at the moment.
AI is developing rapidly, but we don’t believe it is yet reliable enough to make hiring decisions on your behalf. Recruitment decisions affect people’s lives and your business, so we’d rather use transparent, evidence-based assessments that you can understand and trust.
Our current success rate is 96%.
That means the overwhelming majority of vacancies entrusted to eTalent are successfully filled with suitable candidates.
Because CVs tell you where someone has been, not how they’re likely to perform.
Interviews are valuable, but they’re often influenced by first impressions, confidence and unconscious bias.
eTalent gives you additional evidence before you make one of the most important decisions in your business.
Yes – eTalent’s recruitment software is fully GDPR compliant.
Here’s how we ensure compliance:
Never.
We charge a fixed fee or monthly subscription, never a recruitment commission. You’ll always know exactly what you’ll pay before you decide to work with us.
eTalent is best suited for high-volume, soft-skills-driven roles where personality and team fit are just as important – if not more – than qualifications or experience.
Examples: Retail assistants, call centre agents, hospitality staff, receptionists, front-of-house
Why: Personality fit and attitude are critical – CVs tell you very little here
Examples: Drivers, warehouse operatives, cleaners, tradespeople, field engineers
Why: Reliability, resilience, and attention to detail matter more than academic background
Examples: Administrators, data entry, junior PA roles, scheduling assistants
Why: You often get hundreds of applications – eTalent filters quickly based on actual suitability
Examples: Coffee shop teams, opticians’ assistants, healthcare support staff
Why: Cultural fit, consistency, and attitude are key across locations – and eTalent scales with volume
Examples: Care workers, telesales, support staff
Why: High churn hurts — eTalent helps you select people who’ll stick around
Yes.
If technical expertise is overwhelmingly more important than personality or behaviour, such as for surgeons or commercial pilots, psychometric assessment shouldn’t be the primary deciding factor.
Even in these roles, some personality traits still affect performance: things like conscientiousness, stress tolerance, and reliability are always relevant. But if you’re choosing between someone who’s personable and someone with superior technical skill in these jobs, the skill usually wins.
Yes, you can. Our packages are extremely flexible. If you have your own way of attracting candidates that you wish to use, then we are happy to simply charge you for the use of the ATS and psychometrics without the advertising fee. This starts at £300 per job for the Silver package.
Yes, you can link eTalent directly to your website’s careers page.
There are two ways to do this, depending on how you’d like it to look and function:
We provide a unique URL showing all your current vacancies hosted in eTalent. You simply link a “Current Vacancies” or “Careers” button on your website to that page. It’s fast, requires no coding, and always stays up to date automatically.
If you want job listings to appear inside your website (rather than linking away), we can provide an embed code or work with your developer. This gives a more seamless experience, but may need light integration depending on your site setup.
Either way:
Candidates apply through your own branded portal and all applications still go through the eTalent system. You maintain control over the candidate experience from your own website.
eTalent uses the Big 5 (or OCEAN) Model of personality. This model assesses five broad personality characteristics – Openness, Conscientiousness, Extraversion, Assertiveness and Neuroticism. However, using the “Raw” Big 5 factors is too complicated for people who have not been trained and we therefore use “sub-factors” of the Big 5. Some of the sub-factors are Accommodation, Accountability, Detail Orientation, Resilience, Sociability, Job Flexibility, etc. – we have around 30 sub-factors we can assess at the present time.
The eTalent guarantee is a no-quibble, money-back guarantee. If we are unable to find a suitable applicant for you in a period of 3 months, we will return your money in full. This guarantee only applies to PLATINUM Fully Managed Recruitment clients. Please note that there will be occasions when we will not offer the guarantee, but this will be made clear to clients before they sign up; it usually applies only to certain jobs where we know that there is a shortage of candidates, which is, of course, outside of our control.
This is a question which is impossible to answer accurately because the length of the questionnaires depends on the number and type of factors selected for that specific Job Type. Usually, however, questionnaires 40-60 questions long, and normally take no longer than 5-7 minutes to complete.
No, we do not offer situational judgment tests.
No, we do not offer coding or any other hard skills tests.
Yes, eTalent can assess cultural fit. This is done through DISC behavioural profiling, which is included as standard in all eTalent recruitment packages.
DISC measures how people behave – their communication style, pace, decision-making approach, and how they deal with rules and pressure. It doesn’t compare candidates against each other – instead, it compares them to the behavioural expectations of the role and team they’re joining.
This helps identify:
The system highlights whether their profile aligns, differs, or may clash with the role or culture. This allows clients to make more informed decisions – especially during onboarding and team planning.
So while DISC isn’t predictive of performance (that’s handled by the separate personality assessment), it’s a powerful tool for avoiding culture clash and improving retention.
At eTalent, we know that the accuracy of any assessment depends on candidates answering honestly. That’s why our personality questionnaire includes a built-in mechanism to detect when someone is responding in a way they think you want to hear, rather than being truthful.
Our system discreetly monitors for patterns of unrealistic or overly idealised answers. If a candidate provides responses that suggest they may be trying to manipulate the outcome, their assessment is automatically flagged as unreliable, and we advise against relying on those results.
This allows you to make confident hiring decisions based on honest, valid data – not guesswork.
Depending on your hiring needs, we offer both a one-off flat fee (Silver, Gold or Platinum packages), or our monthly subscription is ideal for businesses which hire frequently.
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A privacy statement is a formal document that outlines how an organization collects, uses, discloses, and protects personal information provided by users or customers. It typically details the types of data collected, the purpose of data collection, data sharing practices, security measures, users’ rights regarding their information, and how they can access or update their data. The privacy statement aims to ensure transparency, build trust, and comply with applicable data protection laws such as GDPR or CCPA. Users are encouraged to read the privacy statement carefully to understand their rights and the organization’s data handling practices.
