• Competency library is robust - includes pretty much any competency that you would need
• Excellent customer service, both online (demonstrations of how to) and via phone/email
• Completely customizable - different targets can have different competencies, rater types, rating scales, etc.

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• Kenexa has been trying to do a better job of understanding the client and candidate needs in the last 12 months but they still have room to improve in this area.

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• It took us a little while to figure out how to set up a 360 (we didn't watch the demo videos until later), but once we did, it was very easy to use.

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• Almost everything - the system is clearly a legacy system that has been patched together over time and never really received the updates it needed to be competitive in a modern web environment. The recruiter experience is very poor, requiring tedious processes for even the most basic tasks. The job applicant experience is also very poor, unless you very heavily tweak the poor interfaces (and even then it's not possible to get it looking and working particularly well). The back-end administration is also quite painful and non-intuitive. The system is capable of doing some powerful things, but you really have to "trick" it into doing what you want. It doesn't appear to be designed with useful functionality in mind. Most of the solutions we implemented for were hacks that worked around silly limitations within the system.
• Support - really, really poor. We paid for a dedicated consultant, and would regularly go days without getting responses (much less resolutions) to our issues. We replaced the consultant after a few years of pain, and the new consultant wasn't much better. They are not responsive, not knowledgeable, and regularly dropped the ball. Even if the system was excellent, based on the quality of the support we paid to receive I could not recommend this company.

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• It has allowed feedback from many employees so certain issues that needed to be dealt with became more transparent.

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• Creates a more positive experience for the candidate when having the profile, ease of applying to role, onboarding is automated.
• We didn’t use it for succession planning, but it would be a great idea to link the two together.
• Having our background check results inside BrassRing increased efficiency on the time to look up candidate details, seeing if we can meet the start date, it was all real time data.

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