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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SeekOut
Score6.2 out of 10
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SeekOut is a people-first platform that helps organizations hire, grow, and retain great talent. They aim to empower companies with a clear picture of their current and future talent by combining internal and external data backed by actionable analytics.
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
Diversity teams use this, and powerfilters are very helpful. When looking for volume, Seek out other terms to find relevant profiles well. For example, it might map other candidates with similar terms at the end of the pool search. Also, the bias reducer filter helps make sure there is less bias towards a hiring manager and the recruiters.
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.
SeekOut needs better updates to the backend repository, LI. Several times, when pulled through, SeekOut pulled up LI profiles that were not up to date compared to when searched on LI directly.
It would be helpful to have better/more updated phone information. As noted in the previous screen, approx. 50% of phone contact information is spot-on, however capturing more up to date information for phone would be helpful.
Although picky, having different colors for screens to highlight areas would be helpful. Working late at night, which many times do, the screens are similar in color and brightness, and it would be beneficial to have more distinguishment in colors or brightness so as not to blend.
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.
This platform tends to give you applicants who are not necessarily looking for new opportunities. I have had people be upset that I contacted them or sought them out on LinkedIn. This can be troublesome when the only thing I am trying to do is find qualified applicants. I need active people, who dont mind a cold call
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 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.
Using SeekOut is very intuitive. Lots of multi-select boxes, toggle switches, and keyword boxes. If you have any experience with LinkedIn Recruiter, SeekOut is not a far jump in learning how to use it effectively. I will say that adding candidates to projects doesn't necessarily feel like an intuitive process after you've been redirected to LinkedIn to look at a candidate's profile
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 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.
We have not needed to get in touch with the support team during our time using SeekOut because someone else in our company takes care of that matter. Overall, we have been very satisfied with the ease of use and self-sufficiency of SeekOut and have not found the need to contact the support team.
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
We had an online tarining with all the recruiters. The trainer was very good, and enthusiast as well. He explained everything very detailed, showed how to search which kind of functions are in Seekout. He showed the program by using examples of search. We could ask questions at the end, and he told that we can contact him any 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
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
Once the licenses were purchased we were sent an email to activate our account. From there we had full access to the platform and a training was set up. Since I had used SeekOut previously I understood the dynamics of the platform and was able to use it instantly.
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
We selected SeekOut as an extra level of sourcing and the intention was not to use LI anymore. They do not stack up because we are able to DM candidates, or they can message us asking questions, set up screens, send resumes, etc. You can not do that on SeekOut.
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
