Big Biller vs. Brassring

Big Biller is well suited for pipeline maintenance and tracking. It is not as appropriate when the business is more stagnant and pipeline tracking is not necessary.

Incentivized

Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.

Incentivized

• When you search for candidates in a big database, and want to reach them all at once via email. Big Biller provides you with the platform to build a database.
• Big Biller provides you the option to select candidates within a certain region of the country or even within a certain mile radius from a city or zip code.
• Big Biller allows you to narrow down searches to candidates who have completed certain Educational levels.

• Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective
• Kenexa can be tailored to meet individual business needs. During the time we’ve had Kenexa here I’ve used it in support of a few different business segments and for each the way the system was used to “position” candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the “event manager” and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users.
• Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.

• I'd make sure that when trading partners re-post TE colleagues' jobs that the compensation information isn't removed.
• Make it easier to report the placement of a colleague's applicant, who was never on Big Biller and/or was associated with a job order on Big Biller. A General Placement Reporting form. If it already exists, make it easier to find.
• Don't know if it's possible, but find a way to stop candidates from applying for the same job over and over and over again. I've had one candidate in particular, who keeps applying for my job via every other recruiter, who has reposted my Job Order. He is overseas and he has bombarded me with his applications for my job. I can't consider him, and I've even emailed him to stop, but he is still applying for the job. I'm beginning to think he isn't real and that his applications are actually a kind of algorithm from some kind of phishing or hacking effort.

Incentivized

• BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents.
• Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.

I would consider using Big Biller again, but they would have to make some technology changes. There are many features that come standard with most of their competitors that are not available with Big Biller.

I am confident that the Kenexa product will continue to evolve to meet the needs of our business in an ever changing work environment. The affiliation with IBM also plays a factor as we have a long standing successful relationship with IBM products. We will be looking to integrate other Kenexa products in the near future to streamline our HR processes.

I feel like I am pretty decent with computers and systems. It was fairly easy to use it after about a week or two . But I have seen people struggle with it as well as some people not use it at all. It can be slow at times and not work at times. But Its a fine system.

Just slow for what we are doing here

Support is near-instantaneous and personal. The tech support team is small, which means I always know who I am talking with, and they know me.

Incentivized

It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.

We purchased an out of the box solution and that worked well for us.

Incentivized

I choose BB over other ATS systems for 3 reasons - 1) Most of the other systems didn't have an integrated business development system and 2) BB provided great training and customer service during the initial trial and afterward. Lots of help getting started, ongoing training and support. 3) Constant updates - BB listens to its customers and when we ask for something to be tweaked, they have responded with updates.

Incentivized

SF ATS was not available at the time and Taleo was thought to be too expensive. In retrospect, given the amount of customization and leveraging of other vendor technology for things like analytics I suspect any cost advantage we realized evaporated

Incentivized

• We moved to Big Biller from a home grown system and there is no comparison.
• Big Biller helps me keep track of all my candidates and clients and job order projects.

Incentivized

• Kenexa has assisted us in identifying top talent within our target market of applicants.
• Kenexa may exclude potentially good associates that don't test well.
• Kenexa clearly defines specific categories and general notes for training, development, & coaching of associates on areas of opportunity.

Incentivized