Factorial HR vs. LinkedIn Talent Hub

I am not fully convinced about factorial HR yet. We are about to transition to a new tool after using Recruitee for a long time. The bar was high when it came to recruitment ATS. and Factorial HR is multifaceted but not as well structured or functional. Support in other languages should also be improved, as those are the most common reviews I have seen online.

Incentivized

I really feel like [LinkedIn Talent Hub] has great potential to be used by many many companies. I think if it is made a little more user friendly with a little more development on the back end to remove some bugs, this could be a potential game changer. I have enjoyed working and getting to know this.

Incentivized

• Recruitment ATS.
• Keeping documents and employee records.
• Talent performance management.

Incentivized

• 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.

Incentivized

• i think the main area is time off requests.
• also, customer service is not as responsive.
• interface could be more user friendly.

Incentivized

• 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.

Although we never experienced any issues with the LinkedIn Talent platform or required any support, we always knew in the event that we did need assistance, it was readily available. LinkedIn as a whole is always very supportive and responsive whenever I've had any issues or even a simple question in the past. I'm sure anyone experiencing difficulties with the platform would have a resolution from the support team just about instantly.

Incentivized

I does not stack up very well. It's best feature is that it is a 360 HR platform, but it needs to evolve and improve. Recruitee and Teamtailor seem way better options, in my opinion, for the Applicant tracking system. Time off tends to get confusing at times, and employees prefer tools like bamboo or Roots, which integrate well with other tools.

Incentivized

It's definitely better than other competitors because of one a better pool of candidates, who are well categorised and filtered, and the database is well updated. Also, it has a better UI with end to end hiring requirement management, that helps to make hiring faster and smarter. The UX though is a bit laggy, which can be improved

Incentivized

• It has not had any impact. we are testing the tool for a while now, but we do not think it will make it to the end of the process.
• It seems good for ATS but all other functionalities seemed to have been left behind.
• I like that it allows managing posts and other things like internal social media and communities.

Incentivized

• 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!

Incentivized