Ascentis vs Zoho Recruit

• The scheduling function provides a good platform that allows employees to see what their schedule is. If multiple departments have need of their time, they can look and see availability. If none, they can negotiate with the employee's direct report to get them in. We use it to coordinate both work hours and training hours.
• It can be programmed to notify if someone clocks in/out early/late and awards points accordingly. Our frontline staff have a work requirement for in/out timeliness. It lets Managers know when and where to intervene with HR to bring this performance focus back into line.
• If there are log-in/out errors, Supervisors can easily make corrections. This is important when there are issues that might affect an employee's points.

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• Cost as a Third Party Recruiter - We have researched hundreds of ATSs suitable for a third party recruiter and we love Zoho because it does nearly everything it's bigger competitors do at a quarter of the cost.
• Automated emails - in particular we use the automatic e-mails functionality all the time, which you can associate with a particular status for candidate. So any recurring e-mail text can be set up to link to a particular phase of the recruiting process, or anything you want actually, and then any candidate status can be changed to automatically send them the e-mail.
• Job boards - Zoho has excellent options when it comes to posting on job boards. It integrates with indeed.com, Although you do have to pay indeed separately. And it posts to other free job boards automatically like glassdoor.com.
• Ease of use - Zoho is very easy to set up and maintain in terms of integration with your website. You don't even need technical skill, and it can filter all the Jobs and list them in whatever way you want.
• Customizable - one of our favorite things is how customizable Zoho is. From the application form and individual fields to the layout of job listings to particular steps in the recruiting process that you need, you can change anything to suit your needs.
• Support - whenever anyone has a question, or (rarely) a problem, Zoho email support responds usually within hours of an inquiry.
• Updates and improvements - with their new candidate login capability (due out any day now) and (later) automatic job alerts to candidates Zoho will have absolutely everything a recruiter could want.

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• NovaTime is the biggest hiccup that we've consistently encountered with Ascentis. We've encountered some of the same issues time and time again throughout our cooperative and I've opened numerous tickets and I've yet to feel like those issues have been resolved. Generally, the program will work, however, when it doesn't it creates frustration with the employee group.
• I've noticed that when NovaTime has gone down an email has now been sent out notifying the administrators. This is a positive step!
• I'm wondering if HR and payroll, can, at some point, be one of the same program. I know that with the most recent web updates it sounds like it's moving to one complete system so you don't have to go to two different spots to seek information. If that information was in one spot that would be helpful.

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• When searching for a name, it brings up much too broad of a list.
• Adding candidates from LinkedIn sometimes has a lengthy delay and takes up to 2 minutes to be able to search from them, though I have found a workaround by navigating to the home page to find activity of adding a candidate.
• Would be helpful if it were more intuitive with adding duplicates.

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• By far, fewer errors in capturing information or giving information
• Easily see what benefits an employee has enrolled or declined and historical information
• Easily see what compensation an employee has had historical, or where their compensation is at currently
• Easily see what positions an employee has had within the company for how long, and why they were transferred

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• As a positive impact, it keeps our small business knowledgable about the possible candidates and their aspirations.
• Gives us direction about our next step concerning the human resources needs in our business.
• Provides us a list of possible candidates if a great opportunity opens in the next semester.

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