With automation and artificial intelligence, Ceipal’s ATS and CRM solutions help recruiters and staffing professionals to identify, assess, engage, hire, and onboard the best talent.
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SilkRoad Recruiting
Score 8.0 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.
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Pricing
Ceipal ATS
SilkRoad Recruiting
Editions & Modules
No answers on this topic
No answers on this topic
Offerings
Pricing Offerings
Ceipal ATS
SilkRoad Recruiting
Free Trial
Yes
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
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More Pricing Information
Community Pulse
Ceipal ATS
SilkRoad Recruiting
Features
Ceipal ATS
SilkRoad Recruiting
Recruiting / ATS
Comparison of Recruiting / ATS features of Product A and Product B
Moving to Ceipal ATS was the worst decision we made at the organization I work for. The data loss, lies sold to us from their team, the inability to send emails and text messages successfully, the reporting limitations, the career site limitations across industry and categories… all of it… is quite possibly the biggest Mistake we have made. This horrible platform quite possibly will sink the organization i work for.
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 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.
We have been using this ATS for the past few years and have never had any major problems. It is being used for candidate sourcing as well as keeping track of all our candidate's databases. In the market, there are very few ATS software available, and I think Ceipal is the best among all.
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
One of the easiest interfaces among the other ATS is Ceipal ATS, which reduces manual effort due to the AI automation integration, which increases the productivity of high-volume tasks. The overall Ceipal ATS interface looks presentable or is easy to approach due to its automation tools.
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.
In my tenure of using this software, there were multiple times when I faced a technical outage, and it was not too long. We had it resolved as we connected with the support, and they informed us immediately that the developer team is working on it and will get the issue resolved.
I never faced any problem loading the Ceipal login page and when I had a problem it was just my browser. I rarely use any other browser other than Chrome. Even after integrating with other job portals, Ceipal never gets hung or there is any error loading page I have received.
I would rate myself a 5 out of 10 in coding. While I have a basic understanding of coding languages like Java and Python, I am still learning and honing my skills. However, I am eager to learn and willing to put in the effort to improve my coding abilities.
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
A executive visit our organisation and check the compatibility of the systems and check the proper installation and navigation to the Ceipal. and take multiple sessions with the employees phase wise. also give some activity to perform and pull reports.
They provided in-depth online training, covering all aspects thoroughly. They also informed us that we could contact them if we need any assistance in the future. The trainers were knowledgeable and patient, making sure everyone understood the material. Additionally, they provided useful resources and documentation for our reference even reach them many time for the support they fabulous work
Clear Communication, core training, Data Migration, Customization and Configuration, Continuous Improvement. Regularly review and optimize your utilization of Ceipal ATS by collecting feedback from users, monitoring key performance metrics, and staying informed about new updates and features. Carefully plan and execute the data migration process to ensure that all existing candidate and recruitment data is accurately transferred to the new system.
Ceipal ATS systems seamlessly automate recruitment processes and allow hiring managers to source, shortlist, and select the right candidates. In other words, ATS is like an applicant data repository that can be used to automate workflows and maintain compliance all along the recruitment process.
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.
Pricing model was very flexible with Ciepal and when we agreed we already knew that we are going to renew it for more than 5 years now. It was flexible and we had to make sure that there is no breach in between. we are using the services for more than 2 years now so I think I made the right decision.
I have given an 8 rating as the Ceipal is being used in our department for mostly recruitment purposes so we don't have many other departments. We use Ceipal for recruitment and for sales purposes. Currently, it's being used for the bother dept and working absolutely fine so I think an 8 rating is reasonable.
Ceipal Professional Service is also an elite service provided by Ceipal for its premium vendors. It's just like an upgrade system one can avail of if they want to pay more and have more features added to their current system. We did not use this service so I don't have much to say about this, but maybe in future we will require it.
