HitLinks is an inexpensive web analytics tools providing page view and unique visitor data to smaller site. Customers tend to be media sites with fairly simple analytics needs. The tools requires that some code be appended to all pages to be tracked, and does not offer any social media tracking.
$20
per month
Brassring
Score 6.9 out of 10
N/A
Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and use candidate data to spot trends within the applicant pool.
If you're looking for a comprehensive, user-friendly web analytics tool, you should definitely consider Hitslink. Before you subscribe to the software, take a test run on their Demo version of the site, as it behaves exactly like the full professional version. The biggest disadvantage is that Google+ registered users' search engine traffic data will be mostly (if not completely) blocked. However, this drawback is rarely a significant hindrance to analyzing your website's traffic, but it is something to be aware of.
Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.
Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective
Kenexa can be tailored to meet individual business needs. During the time we’ve had Kenexa here I’ve used it in support of a few different business segments and for each the way the system was used to “position” candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the “event manager” and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users.
Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.
Specific information such as search term and geographic location is blocked for users coming into your site through Google who are also signed into a Google+ account, making it increasingly more difficult to analyze trends as more and more people acquire Google+ accounts. This is part of Google's strategy to make companies pay them directly through their Google Analytics software, and it is working against services like Hitslink.
BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents.
Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.
Hitslink is as useful as it is user-friendly. I haven't seen another website analytics tool as comprehensive and at the same time straightforward as this service. The only downside of Hitslink is Google's blocking of information from its registered Google+ users to the software. As Google+ continues to reign in more of the population, I can see this being a significant problem for Hitslink to overcome. However, there is still a vast majority of search engine users whose actions are visible through Hitslink, and as long as this stays the case, the service will be an invaluable tool for website administrators.
I am confident that the Kenexa product will continue to evolve to meet the needs of our business in an ever changing work environment. The affiliation with IBM also plays a factor as we have a long standing successful relationship with IBM products. We will be looking to integrate other Kenexa products in the near future to streamline our HR processes.
The service is incredibly intuitive and very easy to learn. The only drawback is not having a mobile-optimized website to easily view website reports on the go. But on a PC or Mac, Hitslink is as user friendly as it gets. I have yet to see a navigation system on any SaaS website that makes a service that is this comprehensive seem so straight-forward.
I feel like I am pretty decent with computers and systems. It was fairly easy to use it after about a week or two . But I have seen people struggle with it as well as some people not use it at all. It can be slow at times and not work at times. But Its a fine system.
It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.
SF ATS was not available at the time and Taleo was thought to be too expensive. In retrospect, given the amount of customization and leveraging of other vendor technology for things like analytics I suspect any cost advantage we realized evaporated
