Every hiring decision is a prediction. The challenge is making that prediction with enough information. eTalent helps you replace guesswork with evidence, so you spend less time interviewing the wrong people and more time meeting candidates with the greatest chance of succeeding.
Especially if you were going to do it yourself
A huge amount compared with a recruitment agency
It ensures you only see the best candidates for the role
From posting the ad to finding the perfect fit – so you can get straight to hiring with confidence
It really works
In a nutshell…
If you like video explainers, watch these! If not, scroll down for written summaries instead. Everyone is different, we have different learning styles and ways that we like to take in information … just like your candidates!
Attract the right candidates from the start
Better hiring starts with better applicants. Attract the right people, not simply more applicants.
✔ Inerview only your strongest candidates
Stop wasting time on unsuitable applicants
Every applicant is automatically screened before you ever see them.
✔ Automatically reject anyone who doesn’t meet your requirements
Match people to the role
Identify applicants whose personality best suits the role.
✔ Tailor each assessment to your vacancy
Behaviour at Work
Discover who will fit your team and strengthen your culture.
✔ Add Values questions for even greater insight
Video Previews
Meet candidates before you invite them for interview.
✔ Interview with greater confidence
Applicant Tracking
Manage every applicant from one simple dashboard.
✔ Reject, shortlist and invite candidates in a click
Advertising
Every good hiring decision starts with attracting the right applicants. If your advert appeals to the wrong people, every stage that follows becomes harder, slower and more expensive.
Include keywords which people are likely to use as search terms when job hunting.
Remember that the ad is much more about them, not you. Consider what you are offering them.
Once you’ve got a clear definition of the role and put together an advert that will attract people to you, simply upload the job to your eTalent portal and leave us to do the rest.
We will post your advert on all job boards in the UK.
Once the applications start rolling in, eTalent automatically begins identifying the applicants most likely to succeed in the role, so your time is spent assessing the strongest candidates, not sifting through everyone else.
Qualification Screening
Every minute spent reviewing an unsuitable application is time you could be spending with a strong candidate.
eTalent automatically checks every applicant against your essential requirements, so only those who meet your criteria move forward.
Applicants answer a series of simple questions about their qualifications, experience and skills. Their responses are instantly matched against your requirements, giving each candidate a clear match score together with an easy-to-understand visual indicator.
If a requirement is non-negotiable, you can mark it as a critical criterion. Any applicant who doesn’t meet that requirement can be automatically rejected, saving you hours of unnecessary screening and allowing you to focus on candidates who genuinely deserve your attention.
Personality Matching
Qualifications tell you what someone has done. Personality helps predict how they’ll do it.
Technical ability is only part of a successful appointment. The right personality can be the difference between someone who simply does the job and someone who thrives in it.
eTalent compares every applicant against personality characteristics associated with success in that role.
For example:
Every role is matched against personality profiles developed by psychometric specialists, helping identify applicants whose natural preferences best fit the demands of the position.
If your role isn’t already included, we’ll create a profile specifically for you.
Behaviour Profile
Skills may get someone the job. Behaviour often determines whether they succeed.
A candidate may have the right qualifications and personality, but will they fit into your team? Will they communicate effectively? How will they react under pressure?
Using DISC behavioural profiling, eTalent helps you understand how applicants are likely to behave in the workplace before you meet them.
DISC measures four behavioural styles:
Understanding someone’s behavioural style helps you anticipate how they are likely to respond to challenges, feedback, teamwork and change, giving you valuable insight that simply isn’t available from a CV.
Interview candidates with a much clearer picture of who they really are.
Values
People perform best when their values align with your organisation.
Values influence the decisions people make, the standards they work to and the way they interact with colleagues and customers.
Our optional Values Assessment explores an applicant’s motivations, priorities and ethical outlook, providing another layer of insight into whether they’re likely to be a long-term fit for your organisation and culture.
Applicant Tracking
See exactly who deserves your time.
All your applicant information is brought together in one clear, easy-to-use dashboard, giving you an instant view of the candidates most likely to succeed.
Applicants are automatically ranked using their qualifications, personality, behaviour and any other criteria you’ve chosen, making it easy to identify your strongest candidates without hours of manual screening.
Detailed personality and behavioural reports are available for every applicant and can be downloaded as PDFs whenever you need them.
Applicants who don’t meet your essential requirements can be automatically rejected, while suitable candidates can be invited to interview with a single click.
Video Previews
Meet the person before the interview.
Your shortlist may still contain several strong candidates. Instead of committing time to interviewing them all, eTalent can automatically invite selected applicants to record short video responses to questions you’ve chosen.
You’ll see how they communicate, how they present themselves and how they respond under pressure before deciding who to invite for a face-to-face interview.
Spend your interview time with the candidates who have already shown they deserve it.
That’s all that’s left for you to do …
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