Why do public organizations need a multi-site ATS?
Public sector players face increasingly complex recruitment challenges. Local authorities, public institutions, and groups of establishments must recruit for a wide variety of roles while ensuring consistent application management across their organization.
When multiple stakeholders are involved in recruitment, the proliferation of tools can quickly lead to process inefficiency. The EOLIA + multi-site ATS allows each entity to maintain its autonomy in managing its recruitment while relying on a common interface.
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Strengthening the attractiveness of public sector careers
Faced with a shortage of certain profiles, public organizations must strengthen their visibility to candidates and simplify their application process. The EOLIA + multi-site ATS helps promote each establishment while facilitating the distribution of job offers.
- Centralized multi-posting of offers: recruiters publish their ads from a single interface and distribute them simultaneously across various recruitment channels: career sites, job boards, or specialized social networks like LinkedIn.
- Posting to La Place de l’Emploi Public, the official recruitment platform for state employees, is handled directly from the EOLIA + interface without re-entry. Other job sites are also available: Emploi Territorial, Choisirleservicepublic, etc.
- A consistent candidate experience: public organizations gain efficiency, while candidates benefit from a clear and coherent experience, regardless of the recruiting department.
A GDPR-compliant ATS for
public bodies
Public bodies are subject to CNIL recommendations regarding the processing of candidates’ personal data. EOLIA + integrates these requirements natively:
- Automated retention periods: candidate data is automatically purged after 2 years, in accordance with CNIL recommendations (2022 deliberation), or according to a configurable timeframe.
- Consent management: candidates are informed about the use of their data and can exercise their rights directly from their personal space.
- Access security: rights are defined by role. Each participant accesses only the information they need.
- Data hosting: data is hosted in France.
Streamlining collaboration between teams
Public sector recruitment often involves multiple stakeholders and decision-makers: HR teams, department heads, or operational management. The sharing and flow of information then becomes a major challenge to avoid unnecessary delays, data leaks, and to guarantee effective application tracking.
- Shared application tracking: the EOLIA + ATS allows each participant to access the information they need in real time from a single, customizable interface. All stakeholders have defined access and receive automatic notifications for transparent tracking.
- Customizable workflows: recruitment stages can be adapted to the internal processes of each public establishment to respect validation circuits.
- Better traceability: all actions performed on an application are logged to facilitate tracking and coordination between the various stakeholders.
Developing internal mobility and
valuing existing talent
Public organizations often have a pool of candidates and employees that could be better utilized. However, this data sometimes remains scattered across several tools or establishments. Thanks to its centralized and organized CV library, EOLIA + facilitates the identification of profiles and the promotion of talent already known to the organization.
- A shared and secure talent pool: applications are grouped within a single database accessible according to the rights defined by the organization. Each recruitment team can have its own pools, shared or not with the rest of the organization.
- Multi-criteria search: recruiters quickly find profiles matching their needs thanks to a powerful search engine integrated into the ATS. It is possible to filter applications by skills, experience, or location.
- Improved internal mobility: internal applications are automatically identified by the EOLIA + ATS, allowing candidates to be directly proposed for new opportunities within other departments or establishments in the network.
Simplifying administrative tasks to gain efficiency
Public sector HR teams must devote a significant portion of their time to repetitive administrative tasks that sometimes slow down recruitment. The EOLIA + multi-site ATS allows for the automation of many actions in order to refocus teams on supporting candidates and managers, or other high-value tasks.
- Communication automation: acknowledgments of receipt, reminders, or notifications are sent directly to candidates.
- Centralization of information: all recruitment-related data is grouped within a single platform, which prevents time loss.
- Interview scheduling: organizations have intuitive tools and an interview self-scheduling system that improves coordination between recruiters and candidates.
Driving recruitment performance across the organization
For HR departments, having reliable indicators is essential to anticipate needs and improve recruitment practices. The EOLIA + multi-site ATS provides a global view of activity while allowing for detailed reports by establishment or department.
- Tracking key indicators: teams can analyze application volumes, recruitment lead times, or the performance of different distribution channels.
- Identifying hard-to-fill roles: the data collected makes it possible to identify the most difficult positions to fill and adapt recruitment strategies.
- Comparing performance between establishments: management has a consolidated view facilitating the sharing of best practices and resource optimization.