Recruitment and Onboarding

Find the right employee for every opportunity

It is in recruitment that the journey for every new talent to the organisation begins. At this very important stage, benefit from what technology can bring you to facilitate your work.

Main Functionalities

Whatever module is implemented, the employee portal is available from the very beginning and is a cross-cutting component.

Portal management is performed by accessing a secured area. In this area it is possible to adjust settings and is where general HR functionalities are available, such as a dashboard with indicators of the organisation, employee registration management, organisational structure, functions and skills dictionaries.

1 (Demo)

Recruitment needs

When a recruitment need arises, users can start a process on the employee portal.

Once the opportunity's basic information has been filled in, the management of the organizational unit for which the user wishes to recruit, starts an approval workflow,

The HR team receives the application for approval and complements the necessary information, including the type of recruitment process that will be used, where the various steps/interviews to be performed are described.

Online job posts

If you want to advertise a new open job opportunity, you can prepare the content and post it on social networks like LinkedIn or Facebook.

Before being posted, the ad may need to be validated by the Communications or Marketing team.

We can also develop a page for it to be embedded in the organisation's website, where job openings can be consulted, and applications submitted.

3 (Demo)
1 (Demo)

Applicants Database

Regardless of the origin, as applications are registered, the database enriches and consolidates information on applicants.

When new recruitment processes are launched, the existing database is a good source to start the search.

It is also possible to search in which processes a candidate has already been involved, and what the results of the interviews have been, helping to identify applicants who it is not worthwhile to continue evaluating.

Selection and short-listing

After choosing a broader set of applicants for a recruitment process, HR team can ask the head of business to identify or approve a short-list on which to focus the interview phase.

However, at any time it is possible to add new applicants to the short-list, making the process dynamic.

3 (Demo)
1 (Demo)

Interviews and interactions

According to the defined recruitment plan, actors are being assigned tasks on the portal to record the results of the interviews conducted.

This information is linked to the recruitment process and the applicant, helping the organisation to making the best decisions.

Financial offer

When an applicant is chosen, it is possible to simulate a financial offer and establish the costs it represents for the organisation.

This offer has to be approved before being presented to the applicant, and the decision or demand for a negotiation can also be registered.

When an applicant accepts the offer, he or she is then turned into a new employee!

3 (Demo)

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