Trakstar Hire (formerly RecruiterBox) is a cloud-based ATS boasting a suite of features: a centralized candidate database, batch or mass communication with potential candidates via multiple channels such as email or by leveraging its integration with social networking sites (e.g. LinkedIn), instantaneous posting to multiple job boards, a customizable career page, resume parsing and bulk uploading, and customizable applications including questionnaires. Feedback sharing is facilitated by allowing…
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Workday HCM
Score7.8 out of 10
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Workday Human Capital Management is a cloud-native system offering a globally
consistent user experience. Workday HCM is part of an intelligent, unified system with other
Workday products.
Before, it was a nightmare of spreadsheets, email templates, and needless to say, many many applicants fell through the cracks or left with a bad impression of our firm due to the poor communication. With Trakstar, we're able to easily track where every applicant is in the funnel, collect information on how they are doing, and manage the whole communication process. I love being able to work in both Gmail and in their software and I love how it tracks the conversations so that I can easily go back and review where things are with any given applicant. That said, the product is more geared toward someone that is hiring for one person per role. We make it work, but there is a lot of functionality that doesn't get used because of that
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Large organizations with extensive back-office support functions. With that in mind, WD is a great HCM system for mastering and controlling downstream data and providing strong support. Where WD falls short is the front-end user experience. If your intent is for the average Jane/Joe to use the system, you will find them frustrated or disappointed.
You can create your own fully customized job board, so that you have indefinite openings for different types of jobs, and so that all interested parties can apply to meet certain openings. This is an excellent way to organize each candidate from the beginning.
Recruiterbox lets us program our own workflows within the platform, which are useful to better define the work organization that must be in place for all recruiting processes to meet the right requirements, and this is reflected in improved reporting.
The platform automatically creates analyses based on the resumes of each candidate, so that, depending on each resume, they are shown offers that are fully compatible with their type of employee and their previous work operations.
We like the customer service offered by Recruiterbox, which has been able to meet our employment needs in a short time and in a mostly accurate way. Thanks to this, we were able to solve the usage error we had with the platform and our current results are much more profitable in terms of analytics of recruitment operations.
Recruiterbox is an exemplary service in terms of usability mechanics, with an extraordinary ease of application and a deployment that allows us to work on different platforms without any usability problems or labor errors, as with most human talent services nowadays.
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I think what it does is not having worked on the side of talent acquisitions. Whenever we have a job interview, for example, you can go right there, you can put in everything in Workday Human Capital Management. If I need to go in and see what a coworker put in or notes all that, I can document everything there in Workday Human Capital Management. I think the other thing that makes it a lot easier is for performance management, goal setting. All these things can be done right there in the platform and it just makes it easier. So to store documents, I can do that. I mean it is like a one-stop shop all in one, so it's excellent.
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The interface isn't dazzling. But it's clean. Perhaps there's some opportunity to sexy up the UI.
The labeling was a bit awkward, and doesn't work so cleanly when you forward a candidate to the data store, via the application email. For example, you can add the candidate manually using the web-based UI, or you can forward an application from your email client to an email alias. Also, the conversion from email-to-"creation of candidate profile" was not entirely great. But it was close enough to get the name logged in there. You just have to properly label and format the profile later, if you want the candidate repository to be well sorted and easily searchable.
You cannot transfer jobs from one account to another. What I mean by this is: If you have multiple organizations within a single tenant, you can move the position within that tenant. But let's say you and a colleague signed up separately, and want to merge candidate databases and job settings. It's a no go. You'll have to do a bulk import. Which kind worked out to be an imperfect migration for us.
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We have not renewed our subscription for Recruiterbox. Although it is a great platform with great customer service, it does not have the functionality our company needs to be able to scale and there weren't plans to develop that functionality soon.
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 work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer
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Recruiterbox is extremely easy to use and to learn. The only function that is difficult to use, even once you have the hang of the system, is reporting.
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Workday's on a great path in terms of user experience. Their goals is to deliver a use experience that doesn't require training or instruction, like Amazon on the consumer side for example. That's hard to do when you're talking about complex business processes and important and sensitive employee information, but they're doing it well
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In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.
From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant
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Workday is still learning about the needs of higher education. I have seen rapid improvement in support and knowledge over the last year so am confident this will continue to improve. Overall however, I have found the Support Team to be extremely responsive and Workday offers the advantage of having support across several timezones so that we never wait more than a few hours for a response.
Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult. • Training scenarios are not very real
I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training
It was implemented before my joining the company. At my last company, we used Workday professional services.
Based upon my experience at my last company, I would rate the implementation experience an 8/10. There are different ways to set things up and we had different people telling us different things. It set us back a couple of times.
Regarding configuration advice, we could set things up where every manager has supervisory organizations, or have it financially based i.e. aligned to cost center/department. We chose the individual manager path and I think we should have chosen a department route. Going down the individual manager path, to maintain the information, we have to inactivate a supervisory org whenever a manager changes/leaves.
Recruiterbox does not have as many features as other products I have used, however I would rate it very strong for ease of use. If you need something simple & out of the box, I had no complaints. I also experienced very few, if any, bugs while using the product.
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
Workday is an incomplete product, by this I mean it must work alongside other products and does not work by itself. Trying to make several different products work smoothly together becomes very challenging. As compared to ADP products, when purchased all together work very well all together. Also, ADP has extensive Training programs and extensive Customer Support. So ADP's products are far superior to Workday's products in my opinion.
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
Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system. Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction
By automatically managing the recruitment process, the tool frees up the working time of different employees, which is reflected in efficiency and performance in the working day.
The use of Recruiterbox allowed us to generate fewer expenses in paperwork or recruitment systems, which is specifically noticeable in accounting.
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
To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.
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
