Avature ATS vs SilkRoad Recruiting

• Search capabilities - ability to pipeline top talent.
• Communication with hiring managers in the hiring manager portal - resumes/notes don't get lost in email and are always accessible to anyone involved in the hiring process.
• Ability to customize - we've been able to change work flows for different needs, and different business groups as well.

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• 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.

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• Easily over-engineered. While it's great to be able to customize, there are times where there are too many choices.
• Would like to see it integrate better with our HRIS system.
• Still a lot of manual steps in the workflow.

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• 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.

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• Ability to be more efficient in hiring, leading to faster hire times
• Easier to keep clean data for OFCCP or AAP audits
• Spend a lot of time altering or changing workflows/process/manually moving things along

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• The cost was very high
• It made managers more involved in the process
• It got managers involved earlier than they had been in the past
• It forced managers to stay involved in their recruiting and not just wait for HR to hire someone

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