Overview
What is Brassring?
Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and…
The best tool for the mutual growth of the employees and the company.
Needs an overhaul - Would not recommend
Hiring through Kenexa
Kenexa connects you with candidates quick and efficiently
Decent ATS for smaller companies
Kenexa just another one of the big dog ATS options that recruiters don't like
A steep learning curve post go live
Kenexa -A defective HR system
Honest and Straightfoward
Good for some but not all!
Kenexa? You Betcha!
The ins & outs of the Kenexa assessment
My company currently uses the behavioral MDP (Management Development Program) assessment to identify candidates for our training programs, …
Truly awful product, even worse support
Kenexa Rocks!
Awards
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Popular Features
- Job Requisition Management (11)7.777%
- Job Search Site Posting (11)7.777%
- Company Website Posting (10)7.474%
- Customized Application Form (11)7.171%
Pricing
What is Brassring?
Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and use candidate data to spot trends within the…
Entry-level set up fee?
- No setup fee
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
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23 people also want pricing
Alternatives Pricing
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SAP SuccessFactors is a suite of HR/HCM products covering these capability areas: core HR and payroll, recruiting and onboarding, learning and development, performance and compensation management, workforce analytics and planning, and employee experience management.
What is Rippling?
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Features
Recruiting / ATS
Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.
- 7.7Job Requisition Management(11) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 7.4Company Website Posting(10) Ratings
Software allows postings to be displayed on the company website
- 7.7Publish to Social Media(10) Ratings
Software provides ability to publish postings to social media sites
- 7.7Job Search Site Posting(11) Ratings
Software provides ability to publish postings to top job search sites
- 7.1Customized Application Form(11) Ratings
Application form for applicants allowing capture of required information
- 7.4Resume Management(10) Ratings
Software allows resumes to be uploaded in bulk, and for contact information to be parsed
- 7.1Duplicate Candidate Prevention(10) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 8.3Candidate Search(10) Ratings
Search capabilities allows candidates with certain attributes to be located
- 8.3Applicant Tracking(10) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 7.1Collaboration(8) Ratings
Collaboration capabilities provide the ability to share notes and evaluations
- 7.4Task Creation and Delegation(6) Ratings
Task creation is the ability to create recruitment process tasks and assign them to others
- 7.7Email Templates(10) Ratings
Software allows creation of standard email templates for communication with candidates
- 7.4User Permissions(9) Ratings
User permissions allow you to decide which information is viewable or editable by others
- 7.7Notifications and Alerts(10) Ratings
Notifications and reminders inform you of tasks to be completed
- 7.1Reporting(10) Ratings
Standard reports on key recruiting metrics such as time-to-fill
Product Details
- About
- Competitors
- Tech Details
- FAQs
What is Brassring?
Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and use candidate data to spot trends within the applicant pool.
Brassring offers candidate relationship management functionality for tracking candidate data and personalizing communication with each candidate. The suite also provides ATS capabilities via BrassRing, which enables automation for routine recruiting processes. It also includes cloud-based onboarding and candidate analytics intended to streamline candidate selection and hire-to-value timelines.
Brassring Competitors
Brassring Technical Details
Operating Systems | Unspecified |
---|---|
Mobile Application | No |
Frequently Asked Questions
Comparisons
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Reviews and Ratings
(63)Attribute Ratings
Reviews
(1-17 of 17)- Best tool to move from one profile/technology to another within the organization
- Very user friendly
- Easily interact with the managers or higher profile people through this tool
- Tracker of the self growth
- We get the path to move into any new and trending technology
- We can find our interest in which we're suited well
- Sometimes, the process of hiring or moving from one team to another team takes too much time.
- Due to this huge time taking process sometimes rather [than] changing their role within the organization, [people] move to some other company.
Hiring through Kenexa
- Applications on Kenexa - this I believe is the best strength of Kenexa. It is very easy to segregate candidates based on the skill set, role, country, level, etc., hence being the single source for all information.
- Feedback Forms - As soon as the interviews are done, the tool allows us to send feedback forms with a detailed feedback (up to 4000 words). This allows a detailed documentation of every interview, enabling the organization to make the best possible hires.
- CRM like features - like any CRM (customer relationship management) tool, Kenexa allows you to be very personalized with every person you are interacting with. The emails directly go to the inbox of the candidates and are personalized as well (with first names, role, and phone numbers).
- API's - I believe this is one area where Kenexa lags, the ability to talk to other systems. This tool is impossible to integrate with lots of other tools, requring human involvement and manual intervention.
- Search - Searching is not an easy task. It requires a lot of time and effort to search basic data. But due credit to IBM, they have improved on this a lot. But still the system requires more optimization.
- Openness - Kenexa is a user defined system. It functions only in one described way. There is no way to reduce time, or have an alternate way. This is sometime irritating.
Decent ATS for smaller companies
- Integration with HRIS and job boards
- Contact management
- Actual user interface is fairly intuitive
- Setting up integrations is extremely tedious. For instance, setting up an address feed would have required sending over 5 different spreadsheets on a daily basis (one each for every facility name, street address, zip code, state, country) and a 6th sheet to make the connection between the other 5 elements. We opted not to set up that integration as a result.
Honest and Straightfoward
- It allow you to track the progress of a potenital candidate from start to finish
- You can set up email templates that you can send and label for each part of the process
- You can pull resumes fron different sources by using keyword searches for the type of employees you are looking to hire
- You can track communications to each candidate to see when you email or last contact the candidate
- Send emails after using the search Function to find the candidate
- The number of clicks to move a candidate from start to finish
- Not having to reclick after changing Multiple status for candidates after reviewing
- If you search for a candidate and find them in the search, you can't send emails to them even if they are in your req. Must go in req to send emails for template.
Good for some but not all!
- The system is intutive and easy for the recruiters to manager through reqs and candidates.
- The system has Gobal language capabilities.
- The sytem has integration posibilites with many different background vendors such as HireRight, and Talentwise.
- Kenexa does not integrate with other HCM's easily such as Workday.
- The support for Kenexa is not very good at all. It takes a long time to get tickets resolved and their tier one staff is not very knowledgeable.
- Their Social Source product was a waste of money. It is very time consuming for recruiters to manage.
The ins & outs of the Kenexa assessment
My company currently uses the behavioral MDP (Management Development Program) assessment to identify candidates for our training programs, which take place three times a year. This test is one of the determining factors as to whether or not a candidate gains entrance into our MDP cycle. Typically the candidate goes through three phases in the interview. First a phone screen or face-to-face meeting with the Human Resources Field Recruiter, then the invitation to take the Kenexa assessment. Based on the score, the panel interview is scheduled.
We also use the test for current Assistant Store Managers that are seeking a promotion in the near future. In between recruitment cycles, I test the top performers in each zone and give them feedback on areas of opportunity and highlight their strengths with the feedback from their testing.
The assessment breaks the scores down into three categories. 0-20= Fail; 21-49= Pass with Caution; 50-100= Pass. Currently, any candidate, whether internal or external, that fails cannot proceed in the interview process. Candidates are allowed to retest 6 months later.
The Kenexa assessment gives situational examples of real life scenarios and assessing whether or not a candidate can deal with the stresses of retail management.
- Identifies how a candidate will deal with stressful situations within Retail Management.
- Weeds out potential risk factors with overall performance through detailed, behavioral questions.
- Assesses key behavioral categories that a manager needs to be successful.
- Some of the questions under situational judgment are subjective and don't take into account different scenarios.
- The test is a little lengthy.
- Some people do not test well and I am not sure if there is a contingency built in for that margin of error.
Kenexa asked a lot of questions that pertained to real life scenarios for retail managers. It is very helpful to see how people react under pressure. It measures the years of experience in comparison to how an individual would react thoroughly.
Some of the more complex math and theory questions may or may not apply to the type of manager we need for this specific industry given all you need is a high school diploma and 2-3 years of management experience to be considered for the role.
Truly awful product, even worse support
- Data extraction - this is about the only area where Kenexa did fairly well. Although there weren't built-in tools to get very meaningful data within the system, you had many options to extract data in ways that would allow ingestion into other systems for processing and analysis.
- Almost everything - the system is clearly a legacy system that has been patched together over time and never really received the updates it needed to be competitive in a modern web environment. The recruiter experience is very poor, requiring tedious processes for even the most basic tasks. The job applicant experience is also very poor, unless you very heavily tweak the poor interfaces (and even then it's not possible to get it looking and working particularly well). The back-end administration is also quite painful and non-intuitive. The system is capable of doing some powerful things, but you really have to "trick" it into doing what you want. It doesn't appear to be designed with useful functionality in mind. Most of the solutions we implemented for were hacks that worked around silly limitations within the system.
- Support - really, really poor. We paid for a dedicated consultant, and would regularly go days without getting responses (much less resolutions) to our issues. We replaced the consultant after a few years of pain, and the new consultant wasn't much better. They are not responsive, not knowledgeable, and regularly dropped the ball. Even if the system was excellent, based on the quality of the support we paid to receive I could not recommend this company.
Kenexa review
- Kenexa BrassRing is a great tool for applicant tracking, posting roles, tracking EEO data, background check info, candidate profiles, templates, reporting,
- Kenexa technician support is valuable in providing what their customer needs are to run their business effectively
- Kenexa OrgMappers is a great tool to host engagement surveys, pull data easily, enter data easily
- Understanding the industry and where technology is going and offering services to customers to bring them up to speed. i.e. solutions for career conferences to easily have candidates apply on the fly
- Offering to send a rep to the conference free of charge to enhance the customer relationship
Not so bad, yet no too good.
All Recruiters and leads used it to search for candidates, but it was still awful.
Here is a basic overall look:
1) Lags 24/7
2) Outdated information
3) Constant Outages
4) NON user-friendly interface (needs to be updated)
- It's really good at stalling time.
- I liked that documents were easily sent with a single click.
- Easy to learn and use (at times)
- The interface needs to be more user-friendly and updated. it seems as though it hasn't been changed or updated in a decade.
- It needs to be compatible with Google Chrome. Internet Explorer is slower and crashes more often.
- There needs to be an automatic clean-up option to detain and get rid of outdated resumes to speed up recruitment processes.
Review of Kenexa
- Interface is clean and concise - It is very easy to see the information needed in one screen. The usage is pretty intuitive.
- Information and fields displayed is very customizable to individual preference.
- Easy to see actions that are pending and needing to be addressed and real time status'
- A better training program may be helpful. A lot of key features I needed to figure out on my own.
- System can hang up or is slow at times
- More customization could be provided for default settings.
2XBrassRing Review
- Implementation of a new product.
- Listening to current users design requests and suggestions.
- Willingness to set up meetings with multiple groups within the organization to find solutions to known issues.
- Roll out of new functionality.
- Testing new functionality prior to roll out.
- Communicating functionality changes to all clients, and providing complete documentation showing how to implement those changes without help from consultant.
Optimize your Recruitment Performance with Kenexa
- Kenexa's "Data Insight Tool" allows for real time metrics to be collected and shared to make decisions that impact our company.
- Applicant flow data is easy to track as the HR Status options are customizable to adopt to specific work processes.
- Kenexa customer service allows for an expert technical liaison to help consult any and all implementation decisions that my company decides to pursue.
- RAM Trigger logic allows for optimal automation of the transactional recruiting processes.
- Talent Records can be located with Boolean search logic which aids in the recruitment process.
- Kenexa "Agency Manager" for Third Party Agencies is a primitive tool and could be enhanced to help manage agency usage.
- System outages are particularly troublesome for our international locations as the generally occur in the middle of their work day.
- Work Bench Training is only held several times a year and is instrumental to a company's ability to adopt BrassRing as their applicant tracking system.
Kenexa Review from a Recruiting Coordinator
- It is an easy transition from the Recruiting team to the HR team when it comes to onboarding new employees.
- Great for keeping track of candidates and organizing information by requisition numbers.
- Easy process for sending out offer letters.
- Can be very tedious when offer letters are filled out incorrectly, or need to be updated. There should be an easier tool to edit offer letters that need to be revised instead of plugging in all of the info again.
- I experienced a lot of glitches with the format of the offer letter. At times the formatting and fonts would be skewed when copy/pasting into Kenexa.
- "Moving a candidate through Kenexa" could be confusing for people who do not use all of the points (1st interview, 2nd interview, Manager review, etc). There should be a smoother process where you can jump from one status to the next easily.
Kenexa- my personal expereince
- 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.
- When onboarding a new hire, Kenexa sends our new hire documents via a portal link to be submitted online by the candidate. The system is not easily compatible with Mac users and so it can complicate the candidate experience for many of our creative hires.
- I’ve experienced a high volume of system outages where I was not able access Kenexa. These outages have been resolved in some cases by a system restart, clearing my “cookies” and in the majority of cases, the Kenexa tech team had to make the fix on their end as more often the not the issue tended to be user wide. They are usually great about fixing bugs in a timely fashion but there have been instances where I’ve been blocked out for a few hours.
- In my ideal ATS, a system should be able to compose and edit offer letters with the click of a button. Unfortunately there is much manual entry needed to generate offer letters in Kenexa, and once completed, it is no possible to edit. For example, if a new hire’s start date changed we have to create an completely new offer letter, we cannot go in and just make the minor adjustment.
2. Can the system be customized to unique individual business needs?
Is Kenexa 2XB the Right ATS for Your Recruitment Team?
- 2XB is SaaS and it is up and running most of the time. Performance is usually good and there is only very minimal downtime.
- 2XB allows corporate recruiters to work the way they want to work. It provides a clear snapshot of everything on the recruiter's "desk": what there is to do now, what there is to do later, and what can be ignored.
- 2XB can handle companies/organizations of various sizes including the very largest and handles multi-site, multi-countries well.
- The GUI has undergone several major revisions since I first used it in '03. It is far from Windows compliant. As the market transitions away from pure Windows compliance, now is the time to redesign and bring the UI up-to-date.
- Reporting is very poor. A redesign of the reporting engine to use modern technologies is needed.
- There is little that the user can do to customize their experience other than moving columns around, adding and deleting columns, and rearranging the landing page. This should be addressed when architecting the new UI.
- The implementation of 2XB that I use has no social media integration that I'm aware of. However, Kenexa has announced Release 13: Social media integration and mobile functionality are at the top of the holiday wish list of recruiters this year. Just in time for the holidays, we’re excited to roll out Release 13 of Kenexa 2x BrassRing. Highlights of the release include expanded functionality for social, mobile, on-demand video interviewing, SMS/Text Messaging, user interface advances and candidate relationship management. No idea if that's vaporware or not but at least they are headed in the right direction.
OK, but there are better ATS Systems out there
- Has a good UI.
- Able to navigate through the tool easily.
- I'd like to see better searching capabilities.
- The search results are not 100% accurate. It requires more time to find the right candidate.
Kenexa is worth considering.
- Candidate View includes the resume which allows for quick decision making on suitability of candidate.
- The reports generated from Kenexa worked well and easy enough to configure.
- The flow to the careers page was simple.
- Posting to external sites was easy to do.
- The version we had did not include social network sharing and that would have been nice.
- The version we used didn't support .docx or .pdf but I'm sure that has changed now.
- Some functionality, like template creation, needed engineering customization and would have been nice to do ourselves.
- Workflow jump to the next step would have been a nice feature.