Professional Interview software: purchase guide
The management of professional interviews (career reviews, annual evaluations, regular feedback…) has undergone a true transformation in recent years. Gone are the Excel sheets and cumbersome processes: specialized software now makes it possible to schedule, track, and leverage these exchanges in an efficient and strategic way.
But how do you choose the ideal tool for your company? This guide will help you make the right choice, with:
✅ A comparison of the best solutions in 2025
✅ An analysis of key features you can’t miss
✅ A look at current market trends
✅ Practical tips for a successful implementation
And, to go further, a complete FAQ to answer all your questions.
1. How to choose the right professional interview software?
The right software is the one that truly simplifies the management of interviews while delivering added value for HR, managers, and employees. Here are the criteria to analyze before making your choice.
📌 Define your selection criteria
🔹 User-friendliness and accessibility
A smooth and intuitive tool encourages adoption by all users. A poor UX can hinder engagement and limit the effective use of the software.
🔹 Customization
Every company has its own HR practices. Make sure the tool allows you to create customized interview templates (annual, professional, 360°, continuous feedback…) and adapt workflows to your needs.
🔹 Integration with your HR ecosystem
The software must connect easily to your HRIS and other tools (skills management, training, payroll…) to avoid duplicate entries and streamline processes.
🔹 Cost and associated services
Compare pricing models: monthly subscription, per-user license, paid options… Don’t overlook customer support quality: good guidance can make a huge difference during deployment.
🆚 Specialized software or HRIS-integrated module?
You have two main options:
💡 Specialized software
- Fully dedicated to managing interviews and HR development.
- Offers advanced features: continuous feedback, 360° evaluations, detailed reporting…
- Designed for optimized user experience with often more fluid ergonomics.
💡 HRIS-integrated modules
- Centralize all HR data in a single tool.
- Ensure consistency with other HR processes (payroll, leave, skills management…).
- May be less flexible and less intuitive than dedicated solutions.
🔹 The best choice for 2025? Opt for a specialized tool connected to your HRIS. You’ll benefit from a powerful dedicated solution without sacrificing data centralization.
The essential comparison of GPEC software in 2025!
| Software |
Advantages |
Free Version |
Pricing |
Target Companies |
| Eurécia |
Comprehensive and highly customizable solution |
No |
From €69/month |
SMBs & Large enterprises |
| Factorial |
Modular approach (HR, training, etc.) |
No |
On request (~€5/user/month) |
SMBs |
Good to know: None of these professional tools offer a fully free version (except trial periods) since they provide advanced features adapted to business needs. Prices may vary based on the number of users and modules selected. Always request a tailored quote from the publisher.
| Kelio |
Robust skills repository for job mapping |
No |
On request |
SMBs & Large enterprises |
| Workday |
Advanced analytics to identify talent development opportunities |
No |
On request (premium solution) |
Large enterprises |
| Foederis |
Strong focus on internal career development |
No |
On request |
SMBs & Large enterprises |
| CrossTalent |
Integrated tools for succession and mobility planning |
No |
On request |
Large enterprises |
| Skillup |
Integrates AI to optimize skills and training management |
No |
On request |
SMBs & Large enterprises |
| Cegid Talent |
Comprehensive HCM suite for workforce planning, HRIS integrated (limited flexibility) |
No |
On request |
SMBs & Large enterprises |
Good to know: None of these professional tools offer a fully free version (apart from trial periods), as they provide advanced and business-tailored features. Prices can vary depending on the number of users and selected modules. It is strongly recommended to request a customized quote from the vendor for an accurate estimate.
Key Features of a GPEC Software
A good skills management software is much more than ticking boxes. It should act as a real co-pilot for HR and managers, giving them a clear and actionable view of the company's talent. Here’s what you should expect from an effective tool in 2025.
📍 Skills mapping: a clear and dynamic vision
Imagine an interactive map of your company's skills: who excels at what, where are the gaps, and which resources should be prioritized. That’s exactly what a good GPEC software offers. It creates a skills repository by role, highlights gaps to address, and helps build teams aligned with strategic goals. With just a few clicks, HR and leadership can spot key talents and adjust training or recruitment strategies.
🔍 Evaluations and feedback: ongoing and constructive monitoring
Forget rigid, top-down annual reviews. Today, GPEC software integrates continuous feedback tools: self-assessments, annual reviews, skills assessments, 360° feedback... With harmonized evaluation grids and intuitive dashboards, employees can track their objectives in real time, and managers get a precise view of each person’s strengths and areas for improvement. The result: more meaningful discussions and better-targeted support.
🎯 Training and development plans: a tailored path for every talent
Skills evolve, and so do company needs. An effective GPEC software lets you plan targeted training, whether to address urgent needs or anticipate future challenges. With real-time tracking, every employee knows where they stand, and HR can adjust learning paths when necessary. The goal? Consistent skill development and quick ROI on training investments.
🚀 Career management and internal mobility: anticipating and retaining talent
A good GPEC software doesn’t just identify talent; it also helps them grow within the company. It maps skills, identifies high-potential employees, and facilitates internal mobility by aligning employees’ aspirations with available opportunities. Everyone has an updated skills profile, a real asset for planning career growth and preventing talent loss.
📊 Performance tracking and reporting: data-driven decisions
Managing skills without solid data is like navigating without a compass. GPEC software centralizes all HR data and generates key performance indicators to monitor skill development, identify training needs, and adjust hiring strategies. Thanks to real-time analysis, leadership and HR can make fast, well-informed decisions.
🔗 Interoperability and complementary HR tools
A high-performing GPEC software doesn't work in isolation. It must integrate seamlessly with other HR tools: employee administration, payroll, time management, LMS... This interoperability avoids duplicate entries and ensures a unified HR data system, making day-to-day management easier.
Who uses a GPEC software?
A GPEC software is like a centralized management platform where everyone, at their level, plays a role. HR, managers, employees... each has something to gain, whether managing competencies, anticipating career moves, or refining HR strategies. Here’s a look at the main users.
👥 HR professionals: the leaders of the system
No surprise, they’re at the helm! HR teams use the software to centralize skills data, manage evaluations, plan training, and support internal mobility. The tool becomes a real strategic dashboard, enabling smart decisions on promotions, hiring, and succession planning. With a clear, updated vision of internal talent, HR can better anticipate needs and optimize workforce management.
📌 Operational managers: field users
Managers are on the front line to identify their teams’ skill needs. Thanks to GPEC software, they can:
✅ Evaluate their employees during annual or regular interviews.
✅ Track competencies and career development of their team members.
✅ Co-create training plans with employees and HR.
When a manager has to assign a project or redistribute responsibilities, they can rely on the tool to visualize available skills and address gaps. No need to juggle Excel sheets—everything is centralized and accessible in a few clicks.
🎯 Employees: drivers of their own development
A good GPEC software is not just for HR, it also involves employees in managing their careers. Through an employee portal, each person can:
🔹 Consult their skills profile and track progress.
🔹 Express training or career change wishes.
🔹 Give feedback on completed training.
🔹 Apply for internal opportunities directly through the platform.
This transparency boosts employee engagement and motivation, turning them into active players in their career instead of passive spectators.
🏢 Executives and decision-makers: a global strategic vision
Executives may not log in daily, but they make full use of the data. Through strategic dashboards, they can see:
📊 Key competencies available internally.
📊 The impact of training and career development.
📊 Future hiring or training needs.
Before launching a new project, opening a branch, or restructuring a department, they can rely on skills mapping to assess the company's capacity to meet future challenges.
🔄 What about external consultants?
Sometimes, HR consultants or talent management experts may use the tool, especially for:
- Skills audits to assess strengths and weaknesses.
- Restructuring plans requiring staff reorganization.
- Strategic recommendations to optimize talent development.
A transversal tool serving the whole company
A GPEC software is not limited to HR: it connects all actors around a shared platform. HR, managers, employees, and executives all find a powerful lever to manage skills, improve communication, and anticipate the future. In short, an indispensable tool for agile and effective talent management. 🚀
