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
Oracle Fusion Cloud HCM
Score 7.5 out of 10
N/A
Oracle Fusion Cloud HCM, or Oracle Taleo, is a cloud HCM solution with Talent Management solutions. Its talent management solution includes Recruiting, Onboarding, Learning, Career Development, Opportunity Marketplace, Performance Management, Compensation, Succession Planning, etc.
$4
Per Employee Per Month
Pricing
HitsLink
Oracle Fusion Cloud HCM
Editions & Modules
10,000 Page Views
$19.95
25,000 Page Views
$24.95
50,000 Page Views
$29.95
Help Desk
$4.00
Per Employee Per Month
Talent Management
$10.00
Per Employee Per Month
Global HR
$15.00
Per Employee Per Month
Offerings
Pricing Offerings
HitsLink
Oracle Fusion Cloud HCM
Free Trial
Yes
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
Yes
Entry-level Setup Fee
No setup fee
Required
Additional Details
—
Contact Oracle HCM for detailed pricing information at +1.800.392.2999
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.
Oracle HCM is very much helpful and well suited in the recruitment and placement process and HR data. It makes it easier for HR in [organizations] to keep track of who is in and out of the [organization]. Improvement can be made by allowing employees to record their own data and update it as and when necessary without having to go through HR first.
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.
Government entities share data readily on applicants and HCM doesn't make it easy to have applications transferred between organizations. If applicants could apply once and send that application to multiple entities that would really make it more appealing to clients. This is a niche that is currently filled with NEOGOV, however Oracle's analytics are far superior to those in NEOGOV
There are no customizations allowed so clients need to work within the configuration standards or create a bolt on. Many times your greatest asset is also one of your biggest weaknesses.
Oracle is a large company and sometimes it can be hard to navigate the support matrix that they have set up. They also have tiers of support so you can pay more to get more, which isn't optimal from a customer point of view.
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.
Taleo does what we need it to do and based on the costs from both a time and money perspective, I don't see us changing anytime soon. If anything I think we will look to leverage the capabilities available that we may not already be using.
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.
After the initial training's, it was quite intuitive to use the application. The application is based upon best practices and the overall flows are quite logical. The train stop approach also ensures that users understand where they are in the process cycle. Also, the number of clicks have been greatly rationalized to ensure that there is more streamlined experience.
It works well. However we recently discovered that it no longer is supported on Internet Explorer so we had to change the default browser for everyone in our organization to MS Edge.
The rating is based upon our current level of support. The overall experience has vastly changed since we moved into product paid support. 'Also, with Oracle going with the model of quarterly patches, it makes sense to have the product company provide support to the overall application thereby eliminating the problems of bugs.
There is a lot of potential on Fusion. We have reaped about 10% of potential benefits. Especially on Workforce Intelligence, the opportunities are huge. The reason why we do not use the solution at its full potential is not in the product (which is simple and transparent). A roadmap is under construction to bring more of its potential to the end user.
Firstly, create a template for the data of human resources to be filled by the client with help from us, then We transformed the paperwork, excel, word sheets, did data cleansing and refined the data, and matched data with the correct fields inside the template and imported the data to oracle cloud hcm by using human capital management data loader
We were not good at tracking any numbers around recruiting so now this last year we have been able to set the benchmark that we now can work toward improving.
At any given time, we could not say how many open positions we had. Now we are able to keep track of that.
We do a much better job with communicating with candidates now, especially the ones not selected. This will help us maintain a better reputation and attract the candidates back for other jobs they may be a better fit for in the future.
