Big Biller vs. Infor Talent Management

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

Infor Talent Management has been a much better experience with talent acquisition than other platforms. There is much more candidate organization and can accommodate for high candidate volume. Infor Talent Management also does well with the ability to contact multiple candidates at a time within a requisition. I feel Infor can improve greatly by performing actions on multiple reqs or candidates at once. It is time-consuming to navigate through each individual req or candidate profile when you have a high volume.

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.

• Candidate organization
• Internal and external job posts
• Candidate contact during the hiring process

Incentivized

• 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

• Accessing employee file/information from an internal application.
• Visibility of correspondence with candidates.
• Being able to perform an action on multiple requisitions at once (such as dispositioning a candidate).

Incentivized

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.

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

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

I used workday at a previous employer for a short time, but the transition of data between platforms was not smooth. We lost a lot of employee data in the transfer and spent most of the time re-entering the information. After the transition, it was fairly user-friendly but not adaptable or as organized as Infor Talent Management.

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

• All of our hires through Infor Talent Management.
• Keeping candidate information for later outreach/sourcing.
• An easy way for candidate contact with templates saves time.

Incentivized