Handshake vs SimplyHired

• I like that I can target specific schools.
• I like that I can interact with the university's career department to improve my listing, get feedback, and have them help promote internally.

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• The post-to-hire time is significantly lower, which augurs well with our organizational requirements.
• It's very easy to navigate, quite user friendly screen and options makes it easier for posting and searching jobs.

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• From an employer perspective, it is very difficult to navigate and just has a horrible interface.
• I can send messages but can't tell if they're received or seen. For instance, if a college declines to post a job and I ask why, I usually just hear no reply. I'm not sure why but maybe they don't see it?
• When I receive an application, it doesn't tell me what school it's from so if I have a job posted to twenty colleges, I have to scroll them all, find it, make sure it's not a duplicate, and then review. It's tedious.
• There are multiple users in my company who set up the account and used their local office information as opposed to HQ information and I'm unable to change it.

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• Although the sorting process is easy through SimplyHired when you check candidates to send a message, it un-checks them after the message is sent, so you have to go back through and re-check all applicants to move them. I'd like to have the candidates remain checked and highlighted after I send them a message.
• It would be great to have messages sent out automatically once we move them into new categories.

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• ROI has been greatly improved when planning an event because knowing the number of students that plan to attend helps us to know whether or not the cost involved in creating the event is well spent.
• The negative impact that Handshake has had on ROI is that we are a bit unsure as to whether a specific campus will be very familiar with Handshake or not. In cases when the campus is not, it implies wasted effort to reach out to non-responsive entities.
• On the whole, it has been a great supplement to how we integrate ourselves into the world of higher-education, but, as with every platform, the fact that it is not standard practice to use it across the board means that it is still hit or miss.

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• The job post-to-hire time is quite less which helps in effective time management and filling up the position in a timely manner.
• The candidate search options, almost always gives us the best fit for the open position. Thus, we do not have to spend more time filling up the position. This eventually helps in significant cost savings as one need not have to pay anything to any consultant to hire resources.

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