CEIPAL ATS (TalentHire) vs LinkedIn Talent Hub

• It can be integrated with other job portals so that it will be easy to access candidate profiles.
• We can track our submission list and their status.
• We can see the information about the jobs we work on and new jobs are also entered into CEIPAL. And the status of the jobs is also displayed.
• We can also know who migrated the profile. Who viewed the profile.
• We can send the job mails to candidates from CEIPAL.
• We can write a note for profile and the whole organization will see it.

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• Source of talent - LinkedIn has become the #1 place to engage talent.
• Targeting / advertising / sponsoring employment ads are very effective. They are costly, but effective.
• Connecting with talent via InMails and ability to send InMails to a pretty targeted audience with ease is great. This allows you to reach out/connect fast with people that "fit" what you are looking for. Other sites for recruiting, etc. are hit and miss. The quality of results is the strongest on LinkedIn and has been for many, many years.

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• I would like to see domain or industry search option where we can source particular domain experience.
• Would like to see an option where I can specify a skill with years of experience and how recently - Ex:- Java with 5 years experience and last use in 2020.

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• Reporting. Major lacking here. If a job is closed then reopened (which that feature was recently removed), all reporting is wiped clean and picked back up with the "reopen" date. So it doesn't give a full history of the job activity.
• Lacks adequate approvals in the system.
• If you're a company with a risk of audits, I would not recommend Talent Hub. They lack compliance: the system allows us to "hire" someone who never applied to the job. Req history could be incomplete with the way reporting functions are set up. The system puts passive "sourced" candidates and applicants in the same bucket for pipeline workflows. Disposition status is inadequate and greatly lacking, etc.
• Dashboard is not customizable.
• We do not have our own unique req IDs. The system generates project IDs but these numbers are shared with all their clients, they're not unique to Ora so they are somewhat random and not in order.
• They do not differentiate between a networking project and an approved requisition.
• There's more, too many to list.

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• So far I have used all the options in CEIPAL TalentHire and I haven't seen any negatives about this ATS.
• New texting option launched where you can reach candidates through text messages by using desk numbers only in order to get a hold of them quickly.
• All positives only.

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• Positive impact. The tool has helped us in finding quality candidates for our hard to fill positions!
• Helps in “pipelining” even after we fill a position, we make a folder of prospective candidates that we find through the platform. This list is then revisited once we have additional positions!
• Outreach to global candidates. We have an office in Spain and we have found so many qualified candidates on the platform to fill those positions!

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