CV
History, not potential
CVs describe previous jobs and qualifications. They do not reliably reveal the behaviours and personal qualities that drive success.
Recruitment decisions deserve better evidenceThe applications are in.
The applications are in.
The interviews are booked.
And you may still be guessing.
You want the right person, not simply someone who looks good on paper or performs well in a short interview.
Before deciding what to do next, it helps to understand why conventional recruitment so often leaves sensible employers uncertain.
CVs show experienceNot how someone is likely to perform.
Interviews are briefConfidence can be mistaken for evidence.
Critical soft skills are hiddenThey are harder to spot than qualifications.
The final choice still feels riskyGood people can be overlooked. Poor hires can slip through.
Why you may still be guessing
The problem with traditional recruitment
The usual process tells you a great deal about where candidates have been. It tells you much less about how they are likely to behave, contribute and perform in your particular role.
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Confidence is not evidence
Interviews are short, subjective and easily influenced by confidence, rapport and polished answers.
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Hard skills are easier to see
Technical requirements can be listed. Critical soft skills, motivation and working style are much harder to judge.
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Chemistry can mislead
Liking someone is not the same as knowing they will perform well, stay and work effectively with the team.
The consequences
The real cost of getting it wrong
A wrong hire rarely remains one isolated recruitment mistake. The consequences spread through the business.
- Management time lost to performance problems and another recruitment campaign
- More pressure on capable employees who have to cover the gaps
- Inconsistent standards and a poorer customer experience
- Higher turnover, rehiring and retraining costs
- Damage to morale, confidence and reputation
A better way to decide1 2 3
Add evidence before making the appointment
eTalent combines role-specific screening with personality and behavioural evidence, giving you a clearer picture of who is most likely to succeed.
Screen for the must-haves
Minimum-requirements questions identify candidates who meet the essential experience, qualifications and practical criteria for the role.
Measure what matters
A targeted personality assessment identifies the particular soft skills and personal qualities most important for performance in your vacancy.
Understand fit and behaviour
DISC behavioural profiling adds insight into working style, communication, team contribution, management and onboarding.
You do not need to start againAlready shortlisted?
Two practical ways to move forward
Need help with the whole vacancy?
We can take care of the complete recruitment process, from defining and advertising the role to screening applicants and arranging interviews.
- Advert written and placed on major job boards
- Applicants screened against your requirements
- Personality and behavioural assessments completed
- Candidates ranked in order of suitability
- Shortlist supplied and interviews arranged
It is not too late.
We will assess up to three shortlisted candidates completely free, providing a detailed written analysis to help you make the final decision with more confidence.
- In-depth comparison against the job description or advert
- Clear recommendations and issues to explore
- Suggested interview questions for each candidate
- Results delivered within 24 to 48 hours
- One vacancy per company
- Offer available until 30 September 2026
Real results
More certainty for real employers
COSTA
COFFEE
COFFEE
30%
Staff turnover reduced by 30% within six months, producing estimated annual savings of approximately £100,000.
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Applications for a business development role. A shortlist of nine was produced and the vacancy was filled in around three weeks.
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Applications for an IT helpdesk team lead. Five candidates were shortlisted and the vacancy was filled in around three weeks.
How the complete service works
The eTalent recruitment process
1
Define and advertise
We clarify the role and advertise it widely.
2
Test and track
Applicants complete the role-specific screening process.
3
Review and rank
Candidates are assessed, ranked and reported clearly.
4
Video previews
Optional short video answers provide additional insight.
5
Interviews
We arrange interviews with the best-fit candidates.
Choose your level of supportRECOMMENDED
Clear, flat-fee recruitment
Gold
Assisted Recruitment
£865 + VAT
- Unlimited personality tests and DISC profiles
- Unlimited video previews
- Custom job profile created
- Job advert written for you
- eTalent system set up
- 42 days’ advertising
- 90 days’ access
- Telephone support Monday to Friday
Platinum
Complete Recruitment Service
£1,249 + VAT
Everything in Gold, plus:
- All adverts managed for you
- Only suitable applicants reach your shortlist
- Candidates ranked in order of suitability
- Preview videos requested
- Interviews arranged
- Money-back guarantee, terms and conditions apply
Diamond
Ultimate Recruitment
£1,495 + VAT
Everything in Platinum, plus:
- Contract of Employment supplied
- Reference and background checks on the final three shortlisted candidates
- Free review of company HR policies
Prefer to manage recruitment yourself? Silver package: £700 + VAT.
Money-back guarantee
No appointment made through the Platinum service? The fee is refunded, subject to the stated terms and conditions.
Re-advertising
A further advertising campaign is available for £297 + VAT.
Ready when the evidence matters
Do not leave such an important decision to guesswork.
Use the free shortlist review for your current vacancy, or speak to us about taking the recruitment burden off your team.