iApplicants is a cloud-based ATS that offers batch or mass communication with potential candidates via multiple channels, resume parsing, and data management. This particular platform is sought and used by small to midsize companies and is offered on a flexible payment schedule.
$800
per year
Workday HCM
Score7.8 out of 10
N/A
Workday Human Capital Management is a cloud-native system offering a globally
consistent user experience. Workday HCM is part of an intelligent, unified system with other
Workday products.
In my opinion, they are well suited to any hiring scenario in which there are many applicants and you need to do an initial screening. The tests we use are effective in filtering out people who we have learned later or from experience would not work in our organization, those who have scored well have went on to be successful. It is an excellent tool.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Large organizations with extensive back-office support functions. With that in mind, WD is a great HCM system for mastering and controlling downstream data and providing strong support. Where WD falls short is the front-end user experience. If your intent is for the average Jane/Joe to use the system, you will find them frustrated or disappointed.
Innovation - iApplicants partners with other related businesses and develops tools to streamline processes. Their integration makes sense - e.g. integrated background checks or HR software integration.
Responsiveness - I don't think I've ever had a response that was beyond 24 hours of my request.
Training and Updates - The dashboard offers tutorials at your fingertips. Updates/announcements are displayed upon logging in. I appreciate having it there as a constant reminder, but without getting a lot of email notices that clutter my inbox.
Customization - I love that we can brand the application for a professional recruiting "portal" and add additional details about our company. Additional customizations are accessible to me as an end user via the GUI, so I don't have to make a request for everything.
The application is long enough to deter job hunters who are "click-happy" and apply to every job they come across - applications that allow job hunters to store their resume in the system and click to apply generated hundreds of unqualified people who were desperate for anything and didn't even read the job description. On the reverse side of the spectrum (particularly government systems), I've seen (experienced) online submissions that were so long and tedious and could take hours to complete online. While some fields are mandatory in the application, iApplicants doesn't require a candidiate to essentially re-key every piece of their resume into sections of an online form.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
I think what it does is not having worked on the side of talent acquisitions. Whenever we have a job interview, for example, you can go right there, you can put in everything in Workday Human Capital Management. If I need to go in and see what a coworker put in or notes all that, I can document everything there in Workday Human Capital Management. I think the other thing that makes it a lot easier is for performance management, goal setting. All these things can be done right there in the platform and it just makes it easier. So to store documents, I can do that. I mean it is like a one-stop shop all in one, so it's excellent.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
The version we used didn't have the look and feel of more sophisticated ATS systems, which often feel more user friendly. It would be nice if it had less of a database format.
The posting feature utilized a third party which was great but didn't post to real time and required some follow up administratively. The feature of posting from the system is fantastic and the number of options is great but for sites that require manual entry and approval just knowing you are waiting on a third party company to manually enter those postings, have them approved and then verify they have actually been posted live requires a bit more follow up than I prefer.
We had a posting delete and no technical explanation as to why or how. It took someone several days to realize it was gone which lost traction and was alarming when we realized that the technical support team had no idea how it happened or what could prevent it from happening again. Needless to say that led to having to verify all postings were active daily for several weeks after which was time consuming when you have 30 open requisitions at a time.
This is simply because as we expanded our business to include a staffing division, our technical needs of a tracking system greatly increased because now we needed to also track job orders, time sheets and billing. Had we simply stayed a software development company, we would have stayed with iApplicants as it fulfilled our needs at that time.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
It is work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
iApplicants is rare -- they offer both a great company (service, innovation, and ongoing development) with a product that really focuses on the needs of its users. It provides the basis for HR/legal reporting. It's easy to use, just logging in for the first time, so even my not-so-tech-savvy managers love it.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Workday's on a great path in terms of user experience. Their goals is to deliver a use experience that doesn't require training or instruction, like Amazon on the consumer side for example. That's hard to do when you're talking about complex business processes and important and sensitive employee information, but they're doing it well
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
I've used this product consistently for 8 years now. In that time, I've seen ONE time that they had a technical glitch -- and THEY were all over it. The only reason I even knew about it was an email alert they sent out to all clients, explaining the issue. They also had it fixed the same day.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.
It works. It's easy for everyone I've shared it with -- even my not-so-tech-savvy staff. When I hired a coordinator to handle routine HR duties, this was a simple transition to hand off to someone else without a lot of training. Sometimes it's a little slow downloading documents (resumes) from the site, but that could be a combination of issues that may not be related to their product. At one time, it wasn't able to accommodate newer Word documents (.doc vs. .docx), but they fixed that, as well.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant
Responses are always within 24 hours. They don't nickel and dime for everything we request. I like that they understand the request and we're not caught in a flurry of emails or failed attempts. Customizations, when needed by the vendor, have been at no charge. Most modifications can be made from my administrative panel. Everyone I've dealt with at iApplicants has been positive -- there seems to be a great sense of ownership across all staff there.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Workday is still learning about the needs of higher education. I have seen rapid improvement in support and knowledge over the last year so am confident this will continue to improve. Overall however, I have found the Support Team to be extremely responsive and Workday offers the advantage of having support across several timezones so that we never wait more than a few hours for a response.
Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult. • Training scenarios are not very real
I thought the training was well structured and the demos well-paced. Topics are set up sequentially so one can watch each one and build on previous tutorials. However, they are broken down into segments so a user can hone in on just a specific area where help is needed and not waste time on other topics s/he may already know. I also like the fact that the tutorials are available on the home page of the admin login, so we don't have to hunt for topics in a huge "knowledgebase." It's easy to get a quick refresher when needed (or when ready to try out something a little more advanced) and apply it immediately.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
It was implemented before my joining the company. At my last company, we used Workday professional services.
Based upon my experience at my last company, I would rate the implementation experience an 8/10. There are different ways to set things up and we had different people telling us different things. It set us back a couple of times.
Regarding configuration advice, we could set things up where every manager has supervisory organizations, or have it financially based i.e. aligned to cost center/department. We chose the individual manager path and I think we should have chosen a department route. Going down the individual manager path, to maintain the information, we have to inactivate a supervisory org whenever a manager changes/leaves.
I would say the overall capability with the iApplicant system is fairly similar to what other products can offer. Our recruitment goes in streaks where we can have several positions at once and then there are times when we have no recruitment at all. So we didn't want to spend a lot of money on an applicant tracking system. I would say the biggest selling point for us was that the iApplicants allowed for our applicants to apply online and would improve our processes. But also that it was reasonably priced compared to the other products.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Workday is an incomplete product, by this I mean it must work alongside other products and does not work by itself. Trying to make several different products work smoothly together becomes very challenging. As compared to ADP products, when purchased all together work very well all together. Also, ADP has extensive Training programs and extensive Customer Support. So ADP's products are far superior to Workday's products in my opinion.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
At the very basic level, it provides a place to post jobs and cross-post to free job boards. It could just be used by HR staff. However, it's more than just another place to post if one opts to utilize the full functionality-- it's an applicant management system that allows a user to pre-screen, organize, and collaborate on candidates with other users. They've added built-in background checks, reporting tools, community boards, integrated with larger/broader paid marketing opportunities, and affirmative action programs.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system. Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
