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.
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Javelo by Tellent
Score4 out of 10
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Javelo is designed to allow users to build a continuous monitoring of performance, empower collaboration and communication in teams. Javelo is built to ease performance management on what the vendor describes as a clear and intuitive interface, that allows users to conduct continuous conversations with coworkers through light feedback, to set up and launch 360° or individual, formal or informal performance reviews. Follow and manage campaigns in a few clicks, and watch the…
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Pricing
Brassring
Javelo by Tellent
Editions & Modules
No answers on this topic
No answers on this topic
Offerings
Pricing Offerings
Brassring
Javelo by Tellent
Free Trial
Yes
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
No setup fee
No setup fee
Additional Details
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More Pricing Information
Features
Brassring
Javelo by Tellent
Recruiting / ATS
Comparison of Recruiting / ATS features of Brassring and Javelo by Tellent
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.
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 my experience with using Javelo to complete my career evaluations, it generally performs adequately as long as I complete the full review in a single session. Once you're in the written question-and-answer portion of the review, the platform gives clear guidance and is easy to follow. However, if you exit the session partway through, it is difficult to find out what actions you have remaining. The dashboard language is ambiguous in this case, using terms like 'preparation' to refer to the written review (because it is in preparation for the in-person interview). Also 'finalization' means completing the written interview but there is another acknowledgment that needs to be completed after the in-person interview; it is only after this step that the full evaluation cycle is complete. Additionally, I have had the experience of my in-progress session not being saved although I took what I thought were the right steps to save my answers to return to later. After the first time this happened, I made sure to type everything in a separate document and just paste it into Javelo rather than risk having to start over again.
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
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.
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
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.
If you exit the review before completing all prompts, the answers will not always be saved. I have had this happen twice when I couldn't finish the questions in a single sitting and despite saving my session, I had to start from the beginning.
When returning to an in-progress session (assuming it is saved correctly), it is less clear at what stage in the review process you are, and what is remaining.
I have had difficulties with the language defaulting to French on my login page and in automated emails.
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 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.
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.
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
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
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
Javelo.io is the primary platform my company uses for reviews and interviews; the other products mentioned primarily serve as HR management and organization (such as PTO requests, employee handbooks & guidelines, salary calculator, org structure, and benefits enrollment). In that regard, Javelo.io offers a more social-focused approach to HR that is well-suited for performance reviews and interviews.
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
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
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
