Likelihood to Recommend iCIMS Talent Cloud is a great applicant tracking system that allows users to easily identify qualified candidates with built in AI platforms. iCIMS's text recruit is a very helpful tool that allows easy communication from recruiter/admin to candidate, without using personal cell phones on the admin side. This is the day and age that we live in so this is a very appropriate add on.
Read full review 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.
Read full review Pros The opt-out message after the 1st text helps weed out the people who are not interested. Having the ability to have templates/answers to frequent questions saved and ready to use makes it easier/faster to talk to multiple people. Being able to schedule text campaigns is amazing. Every Saturday I set up my campaigns for the next week. This gives me more time to focus on other things. Read full review 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. Read full review Cons Support model - there has been a decrease in the service, we already addressed it and hopefully, it will improve Configuration flexibility - there are minor things that we could easily change but for some reason, it is available only for vendor Read full review 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. Read full review Likelihood to Renew I would say that we are very likely to renew with iCIMS. They seem to continuously be improving their product based on the feedback from their clients. In addition, the thought have having to go through another implementation of this level is daunting and as long as the software continues to meet the business needs of the company and provides the appropriate level of support we will most likely stay. Costs regarding future renewals will also impact this decision and if necessary we will go to market to evaluate other options.
Read full review 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
Read full review Usability We just love iCIMS. Our hiring managers love iCIMS. I give it a 9 because some hiring managers do not have to use it as regularly and need reminders on what to do. It really improved our experience with our ATS overall and I wouldn't want to work in any other system in my job.
Read full review 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.
Read full review Reliability and Availability There is always ample advance notice before the software goes down for maintenance and this is usually done at off-peak hours. As for system failures - I can't think of any that have effected us in over two years od use.
Marc LeVine e-Recruiter and "Employer of Choice" Marketer
Read full review Performance We can think of no dissatisfaction with our daily use of iCims, involving its response time to commands or incompatibility with any other software we presently use.
Marc LeVine e-Recruiter and "Employer of Choice" Marketer
Read full review Support Rating Let me begin by saying the implementation phase was PHENOMENAL! Katie was our support manager and she was outstanding. The process was cumbersome and time-consuming, but she was outstanding and knowledgeable. That process gets a 9/10 for sure. However, between multiple account manager changes (and no notification) and being promised functionality that doesn't exist, and not hearing back when we reach out to support or open a ticket, the process has been really disappointing since implementation. We do have a new rep who has reached out to introduce himself, and we are optimistic that our experience will improve considerably after that meeting.
Read full review 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
Read full review Online Training I would say I believe iCims online training is very good. It's informative, visually appealing, and simple in explaining all the different aspects of iCims. I also really like the new candidate onboarding, and all the other training curricula you have up to be able to inform or send out to the candidate. I like you can attach a URL link for videos as well so you can really customize the training. I feel that overall, I would like to see more. Perhaps, more robust options with the training, if that's something iCims is expanding on in the future.
Read full review Implementation Rating I wasn't involved with the implementation. It was before my time
Read full review Alternatives Considered Fully available automation, lesser bad data quality, more information is gathered at the time of applicant profile creation without having the need to ask for any follow ups or additional notifications. Integrates better with Oracle, Workday and SAP than other similar systems. Service tickets are resolved faster than other vendors we worked with.
Read full review 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.
Read full review Scalability iCims is currently pretty good and the best TAS for us at our stage of growth - but further improvement and enhancements will only help make it even better.
Marc LeVine e-Recruiter and "Employer of Choice" Marketer
Read full review Return on Investment We implemented iCIMS Talent Cloud right before the pandemic. The pandemic created the most difficult recruitment environment ever. I cannot say that iCIMS Talent Cloud has helped us realize any advantageous success in this battle we are fighting. It gets the job done, but we have realized anything like filling jobs faster or having resources within iCIMS Talent Cloud to allow us to attract candidates differently. Status quo, I guess. Read full review The cost was very high It made managers more involved in the process It got managers involved earlier than they had been in the past It forced managers to stay involved in their recruiting and not just wait for HR to hire someone Read full review ScreenShots