Brassring vs. Sterling Check

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.

Incentivized

SterlingOne has had my background check in progress for nearly a month. I spoke with them 5 days ago about the issue and discovered there was a criminal record flag in Connecticut. I have never been to Connecticut. They said this can often happen if an individual has the same name, birthday, or last four digits of SSN. This is clearly a flaw in their system if someone with the same name or birthday can appear on the same background check. I feel bad for any John Smith who applies for a job with a company that uses SterlingOne, they'll never get past the screening. Not only is this a flawed system, but when I spoke with customer service about this, they guaranteed they would expedite this within 24-48 hours. It has now been 5 days and when I called back, they said they would expedite this as if I had never called in the first place. I have been through numerous background checks for work in my life, I have done live scans and had my fingerprints taken, and have been approved to work with children with special needs (which requires a very rigorous screening) and I have never experienced such a disjointed and unprofessional process.

• 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.

• The initiation of a background check is very simple by only needing the name and email of the new candidate and submitting that as the new ticket.
• Sterling communicates with the new candidate to keep the background check moving which saves us time by not needing to keep a close eye on the process of the background check.
• Sterling communicates with the employer to let them know if additional charges are needed to run the background check and we can either approve or deny the charge.

Incentivized

• 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.

• In my opinion, Horrible new platform "Sterling check"
• No designated account representative
• In my experience, Poor troubleshooting support
• Customer service often doesn't answer questions
• Many back and forth needed to resolve issues
• Recently changed platform and not offering the same services

Incentivized

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.

Just slow for what we are doing here

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.

• Sterling Talent is an excellent company for performing the background checks for our new hires. However, the delay in processing times can be improved.
• Also, there should be automation from legacy systems to pick up the candidate details as much as possible instead of asking for more details from the candidate via email.

Incentivized

We purchased an out of the box solution and that worked well for us.

Incentivized

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

Incentivized

We had no issues with HireRight. The system worked well and we had excellent service. The only reason we selected Sterling is we changed our ATS to Compas and wanted to be integrated with a background check company. Sterling was only one of two options and offered onboarding capabilities. The other did not

Incentivized

• Kenexa has assisted us in identifying top talent within our target market of applicants.
• Kenexa may exclude potentially good associates that don't test well.
• Kenexa clearly defines specific categories and general notes for training, development, & coaching of associates on areas of opportunity.

Incentivized

• Quick results allow us to hire people in short time frames and get them onboarded quickly.
• The product, and the customer service team, doesn't require much management from a vendor relations perspective.

Incentivized