PCRecruiter is a web-based recruiting platform. It supports candidate sourcing and placement via candidate tracking, job advertising, CRM, applicant tracking, and salesforce automation.
$85
per user/per month
SilkRoad Recruiting
Score 8.0 out of 10
N/A
SilkRoad offers OpenHire, a recruiting and ATS system. It offers recruiting access through social media channels, data security, and EEO compliance for mid-sized to large businesses. It is a component of SilkRoad’s Lifesuite product line.
N/A
Pricing
PCRecruiter
SilkRoad Recruiting
Editions & Modules
Basic
$85
per user/per month
Basic
$85
per user/per month
No answers on this topic
Offerings
Pricing Offerings
PCRecruiter
SilkRoad Recruiting
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
Yes
No
Entry-level Setup Fee
Required
No setup fee
Additional Details
Discounts available based on number of users, affiliations, length of contract, and other needs.
PCRecruiter is great for staffing and recruiting companies that are looking to organize their database. It is also suitable for companies that are also wanting to organize their recruiting processes. Many companies still receive resumes in paper and do not digitalize them. It is even suitable for sales and marketing departments, since you can do marketing and track sales with it.
I think OpenHire is best for a small company (max about 2500 employees). The more employees you have the more HR people you should have and this can get expensive. I know most larger companies are using more advanced systems as well (Workday). During the selection process be sure to determine how many OpenHire users you would need. Ask whether your managers will be willing to work in the system as well or whether HR would have to own the entire process. If you are EEOC compliant, make sure you ask about diversity posting, APP tracking of applicants, and reporting needs. If you require an onboarding tool, SilkRoad offers RedCarpet. I found it to be very complex and hiring managers refused to use it. If you require an onboarding tool, definitely look into it. The demo may look great but there were a lot of implementation steps done to make it work and it just didn't fit our company culture. So make sure it fits yours.
Applicant tracking is a great tool. We are able to search resumes or search by keyword. This is a definite time saver and will eliminate your filing cabinets.
Linking candidates to job orders. We are able to create jobs and link candidates to open job orders. This allows us to see what positions are currently open and also lets us know the length of time the position was open before being filled.
Notes: We are able to keep notes on start dates, end dates, call-offs, tardiness, workers comp claims, disciplinary, and anything else that our company needs. This is a great tool when you have workers comp claims, unemployment, or documentation for ending a work assignment.
The ease of use when it comes to create requisitions from a hiring managers side of things is definitely a positive. It's very much user intuitive and the specifications can be completely customized as to what a company would like to appear within said requisition.
Candidate correspondence is an absolute breeze as you can custom load templates into the system that can be edited at any time through an administrator in your company instead of having to go through a technical support team on the other side of things.
Overall, it's a pretty no muss no fuss system to use as there's not a great layer of complication about it and like most things, spaced practice and consistent exposure to it tend to iron out those rough edges. From an administration standpoint, adding in locations and hiring managers is incredibly simplistic along with reporting functionality.
Candidate folders have come a long way in the system and are much more user friendly at this point than when I began using the system some four years ago. It's very easy to shift candidate profiles between folders and edit on the fly.
It would be wonderful if once a presentation is made and additional information is added to a candidate's profile that PCRecruiter would update and include that information in the link.
Building out the backend of PCRecruiter with letters and setting up the flow of the candidate and moving the candidate through that flow is not intuitive and can be confusing to new users.
It would be wonderful if PCR integrated with more company's software when posting on 3rd party sites so that I wouldn't have to parse so many resumes.
OpenHire's user roles can create issues depending on how your company's hiring process flows. For example, at one company, the hiring managers were extremely involved in screening candidates yet the system seems very geared towards use of centralized recruiters who distribute candidates. The lack of ability to customize roles and security to match our managers' needs created additional burden on HR as well as frustration from hiring managers.
I experienced several problems uploading documents to accompany a candidate's offer. There was a limit on the number, size and type of attachments that could be included, and there was no alternative (as vetted with OpenHire) besides sending a separate correspondence to the candidate. I found this to appear unprofessional to the candidate as well as creating an extra step in the process for HR/recruiting.
The requisition process had a few issues which created inefficiencies in the process. Firstly, for times when you need to post a role confidentially outside of your standard process, there was no way to designate the req as 'confidential'. Instead, you had to use the 'executive' status which created issues (ie: inaccurate data in reporting). Secondly, OpenHire was unable to upload the company directory of emails in the requisition approver fields so rather than being able to select from a drop-down or using a 'smart' field, you had to type each approver's email out manually thus increasing the potential for error and delay in the process.
I really like using PCRecruiter and give this rating because the product has helped me with all the reports and services I need to make my job easier. I also enjoy the fact that if I do happen to have an issue of some sort, I can either search for the solution or I can contact a technician and they will take care of the issue immediately.
It was a great solution for the company in all aspects, especially the cost. The company was not in a position to afford a solution such as Oracle PeopleSoft. The only reason we did not renew OpenHire was we got acquired by a much larger organization and started utilizing the tools that the parent company had available
As the past VP of Recruiting for a boutique search firm. I trained many recruiters on the PCR system. All were using the system like a pro in a week to 10 days tops. PCR does everything a recruiting team will need without being overly complicated to learn or navigate.
It's not a bad system to use, there just seems to be so much click through to get one task achieved. Once you know all the little routes and pieces it gets easier.
I have had little to no downtime with PC Recruiter (except for planned maintenance). Whether I am using it on my laptop or the mobile versions (iPad and Android based phone), I am able to get to my information quickly and easily
The technical support team is awesome. Very knowledgeable and if it is something out of the ordinary they will quickly find the answer or someone that has the expertise to help. I have never had a bad experience with PCR technical support services. They are first class.
The support for Silkroad is awful. I know they are working on it and it seems to be slightly better but it's still not great. I have had multiple cases I have never heard from them on, others I have had to follow-up multiple times and one that took a year
PCRecruiter is very effective in the placement of employees and has been able to achieve our vision. My experience with a similar platform was not as effective as with PCRecruiter since the speed of loading web pages is reliable. The cost of deploying PCRecruiter is relatively low as compared to other recruiting software. The support team of this platform is very reliable and can be easily reached at any time.
NeoGov is a more simple system but just being able to require specific documents has been a huge time saver for us. Other elements in NeoGov aren't as robust but still it saves me a lot of time compared to OpenHire.
Because I am a solo practitioner, with low volume recruiting, I don't use it to the fullest extent. So I'd say zero impact other than to track my information in case of discrepancies with clients.
There is a learning curve, so it does take away time from your day to learn the system.
