PeopleAdmin Higher Ed Platform, from Powerschool vs. TribeHR (discontinued)

Organizations who have very few applications and/or very few positions posted are probably less likely to benefit as high from PeopleAdmin. Large organizations who have several positions and/or several applications/applicants can definitely benefit from this product. This product is not as well suited for performance management as I had hoped because there is not a lot of freedom to creating and designing different evaluations for different position types in the system when you have an organization that has thousands of different employees and types.

Incentivized

I think it's great for small companies to manage their basic HR functions if they do not have a dedicated department. I'm unsure of the capabilities it holds for a large company with multiple teams to organize and how the calendaring functions across departments. But, for our team of roughly 20 folks it is simple and straightforward.

Incentivized

• Applicant tracking was a good use of this tool for our department. I think it could use a few more customization features but overall it was a good tool to weed out applicants who were not qualified for the position.
• The system has some canned reporting tools that also worked well for our department and management needs.
• It was a great place to house our position descriptions and provided a readily accessible source for hiring managers to make requested updates and changes and for employees to see and have access to their position descriptions.

• Ad publication
• process streamlining
• scalability

Incentivized

• PeopleAdmin's internal report writer needs work. Currently, in version 7, reporting can only be done requisition number by requisition number. The report writer needs to be modified so it can create reports enterprise-wide.
• PeopleAdmin's Data Mart product needs substantial modification. In version 5.8, on a monthly basis, PeopleAdmin provided us with an Microsoft Access database containing our historical data up to that period end. In version 7, the "Data Mart" contains our historical data. The Data Mart consists of over 300 files. These files are not database table downloads nor is it parts of a database data dump. Rather, the files appear to be scrapes from html pages. They contain html codes and other character data that needs to be cleaned before they can be uploaded. The files are not in a table-by-table format. Any one file can contain data from two or more tables. The format of the Data Mart makes it difficult to load the data into a database and format it in a table structure that is comparable to the Access database provided with version 5.8.

• I would like even more capabilities, but I think that has to do with how we are using the site.
• I would like to receive email notifications once a week with a summary of activity in TribeHR, including time-off scheduled by my team and any new documents or information that has been added.
• I'd like reminders if I am going to go over my time off that is allotted to carry over into the new year and other pertinent vacation, floating holiday, sick time notifications.

Incentivized

We are evaluating our options as it relates to PeopleAdmin. We are likely to renew as we can not find another product that gives us the functionality we have with PeopleAdmin 5.8 in the area of Position Description. Outside of that, we would likely be close to finding another product solution.

I've used both Target Recruit and HR Smart. When working with Target Recruit it quickly became apparent it was not the right solution for us. Another solution we examined prior to selection PeopleAdmin was iCIMS. iCIMS is a very social system but was not as familiar with the Higher Education recruitment processes as was PeopleAdmin.

Incentivized

We evaluated Greenhouse but went with net suite because we were already using some of the other NetSuite. Greenhouse seemed a bit easier to use. The others were a bit too small, didn't have the stretch to scale.

Incentivized

• We are now able to track our recruitment sources to determine our ROI on university paid subscriptions.
• We have reduced our recruiting approval review times by 50%
• We have identified areas for improvement substancially by having robust reporting available at our fingertips.

• As I stated it has alleviated numerous back and forth emails with our CFO (who is only available PT) and CEO (who is often too busy to spend time on HR functions) - this has allowed for easy answers to basic HR questions.
• It has allowed us to track all employee time-off in one place, saving us time from checking each individual Outlook calendar for scheduling purposes.
• It has allowed us to direct all employees to one place for core HR documents and information, ensuring that folks are always getting the same answers to their inquiries.

Incentivized