Auzmor Hire, from Auzmor in West Des Moines, is an application tracking system featuring candidate management, interview scheduling, and onboarding workflows.
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SilkRoad Recruiting
Score 7.9 out of 10
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SilkRoad offers OpenHire, a recruiting and ATS system. It offers recruiting access through social media channels, data security, and EEO compliance for mid-sized to large businesses. It is a component of SilkRoad’s Lifesuite product line.
I would recommend Auzmor Hire to anyone who is having a hard time in managing applicants and using multiple tools to get the work done. Auzmor Hire is simple to use ATS wherein you need not have any prior experience in using ATS. If you are struggling with posting same job on multiple job boards then you can integrate all your Job boards with Auzmor Hire so that with "One Click Posting", you can post the job across all the job boards. If you do not have paid job boards then Auzmor Hire has free job boards that you could always use. They are also adding few more in coming weeks.
I think OpenHire is best for a small company (max about 2500 employees). The more employees you have the more HR people you should have and this can get expensive. I know most larger companies are using more advanced systems as well (Workday). During the selection process be sure to determine how many OpenHire users you would need. Ask whether your managers will be willing to work in the system as well or whether HR would have to own the entire process. If you are EEOC compliant, make sure you ask about diversity posting, APP tracking of applicants, and reporting needs. If you require an onboarding tool, SilkRoad offers RedCarpet. I found it to be very complex and hiring managers refused to use it. If you require an onboarding tool, definitely look into it. The demo may look great but there were a lot of implementation steps done to make it work and it just didn't fit our company culture. So make sure it fits yours.
The Recipe Templates are an amazing option that helps us to automate Manual rejection, Sending Automated Emails, Questionnaire and Notifications when a score card is submitted by the Interviewer.
Integrating Email Suite so that Email communication, Calendar Invites are synced to the ATS
Being able to define the Recruiting Preferences and change it at the Job level
Auzmor Hire Chrome Extension that helps us to Capture the details of the candidate from LinkedIn and add them to the Job on ATS with one click.
Scoring the applicants based on the answering the Screening Questions is a great option to filter the candidates
We can disqualify the candidate who have not met the criteria and give reasons so that we can track what are the major disqualifying reason.
Integrating our Website's Career page with Auzmor Hire so that every job posted on ATS is automatically posted on Career's Page.
The ease of use when it comes to create requisitions from a hiring managers side of things is definitely a positive. It's very much user intuitive and the specifications can be completely customized as to what a company would like to appear within said requisition.
Candidate correspondence is an absolute breeze as you can custom load templates into the system that can be edited at any time through an administrator in your company instead of having to go through a technical support team on the other side of things.
Overall, it's a pretty no muss no fuss system to use as there's not a great layer of complication about it and like most things, spaced practice and consistent exposure to it tend to iron out those rough edges. From an administration standpoint, adding in locations and hiring managers is incredibly simplistic along with reporting functionality.
Candidate folders have come a long way in the system and are much more user friendly at this point than when I began using the system some four years ago. It's very easy to shift candidate profiles between folders and edit on the fly.
OpenHire's user roles can create issues depending on how your company's hiring process flows. For example, at one company, the hiring managers were extremely involved in screening candidates yet the system seems very geared towards use of centralized recruiters who distribute candidates. The lack of ability to customize roles and security to match our managers' needs created additional burden on HR as well as frustration from hiring managers.
I experienced several problems uploading documents to accompany a candidate's offer. There was a limit on the number, size and type of attachments that could be included, and there was no alternative (as vetted with OpenHire) besides sending a separate correspondence to the candidate. I found this to appear unprofessional to the candidate as well as creating an extra step in the process for HR/recruiting.
The requisition process had a few issues which created inefficiencies in the process. Firstly, for times when you need to post a role confidentially outside of your standard process, there was no way to designate the req as 'confidential'. Instead, you had to use the 'executive' status which created issues (ie: inaccurate data in reporting). Secondly, OpenHire was unable to upload the company directory of emails in the requisition approver fields so rather than being able to select from a drop-down or using a 'smart' field, you had to type each approver's email out manually thus increasing the potential for error and delay in the process.
It was a great solution for the company in all aspects, especially the cost. The company was not in a position to afford a solution such as Oracle PeopleSoft. The only reason we did not renew OpenHire was we got acquired by a much larger organization and started utilizing the tools that the parent company had available
It's not a bad system to use, there just seems to be so much click through to get one task achieved. Once you know all the little routes and pieces it gets easier.
The support for Silkroad is awful. I know they are working on it and it seems to be slightly better but it's still not great. I have had multiple cases I have never heard from them on, others I have had to follow-up multiple times and one that took a year
NeoGov is a more simple system but just being able to require specific documents has been a huge time saver for us. Other elements in NeoGov aren't as robust but still it saves me a lot of time compared to OpenHire.
Auzmor Hire has help us in getting better candidate through the Job boards they have suggested via Job Target Integration.
We have seen drastic improvements in time to hire & cost per hire
We maintain a database of all candidates in the Talent Pool so that when there's a similar job opening i don't have to look out for candidates, I can quickly filter them by tags in Talent Pool.
