IBM Kenexa

IBM Kenexa

Score 8.2 out of 10
IBM Kenexa Talent Acquisition Suite


What is IBM Kenexa?

IBM Kenexa Talent Acquisition Suite 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.
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  • Job Requisition Management (11)
  • Job Search Site Posting (11)
  • Company Website Posting (10)
  • Customized Application Form (11)

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What is IBM Kenexa?

IBM Kenexa Talent Acquisition Suite 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.

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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.

7.3Avg 8.0
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Product Details

What is IBM Kenexa?

IBM Kenexa Talent Acquisition suite is an ATS and onboarding solution scaled for enterprises. It includes features for managing the candidate search, interview, selection, hiring, and onboarding lifecycle.

Kenexa 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.

IBM Kenexa Technical Details

Operating SystemsUnspecified
Mobile ApplicationNo

Frequently Asked Questions

IBM Kenexa Talent Acquisition Suite 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.

Cornerstone OnDemand, Infor Human Resources, and PeopleFluent are common alternatives for IBM Kenexa.

Reviewers rate Candidate Search and Applicant Tracking highest, with a score of 8.1.

The most common users of IBM Kenexa are from Enterprises (1,001+ employees).
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(1-25 of 30)
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Nafisha Labiba | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
IBM Kenexa is used by the HR and Leadership team members. It enables the recruiter in terms of tracking a potential candidate from the starting of the recruitment process. The most amazing feature is that we can customize the email to the candidates for every recruitment step. It is basically a user-friendly tool. It helps to source different candidate profiles from different sources.
  • Applicant tracking
  • Candidate profile sourcing
  • Better communication Between recruiter and applicant
  • I am really thankful to the team tor this amazing software.
IBM Kenexa is a great software that will enable and empower the recruiter to track the best profiles from the very beginning of the recruitment process. Customized email templates allow better communication between both parties. It also helps proper reporting and documentation as well.
Score 10 out of 10
Vetted Review
Verified User
This is one of the best tools for the employees in any company for their personal growth in terms of technology. This tool is used by the whole organization. When I joined this company my profile was technical support (L1-support) where I was just working on [a] few tools [that] don't [actually] require technical skills. But after some time I realized I should learn something technical and I moved into the Oracle DBA with the help of [the] IBM Kenexa Talent management tool.
  • 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.
This is the best tool for both the employees and the company. For employees, if they want to move from one role to another or want to move from one technology, they can move within the organization with the help of this tool and for companies, if they hire people from outside it there are so many things involved to get information about the employees related to the profile, then interview, onboarding, training, etc. If they hire people within the organization, it will be easy for them and cost-effective as well and existing employees will also not leave the company so easily.
Score 4 out of 10
Vetted Review
Verified User
We use IBM Kenexa BrassRing as our ATS. It is used across the entire organization
  • Applicant tracking
  • Provides a number of ways to source for candidates
  • Some customizable features, but there could be more
  • The reporting features (data insight tool) need a massive upgrade. It is not user friendly, very slow, and clunky.
  • It would be great to have more options to customize & add different pages/views.
  • Having an integrated scheduling feature would be great, syncing up with an Outlook calendar.
IBM Kenexa is dated in my opinion, and could use an overhaul. There are many missing features and areas of functionality, such as having a mobile app. Being able to access candidate resumes, update statuses, etc. through a mobile app is something that other ATS systems offer, and IBM Kenexa does not.
December 03, 2018

Hiring through Kenexa

Score 8 out of 10
Vetted Review
Verified User
Kenexa is used across the organization globally for recruiting and recruiting operations. Its used for candidates applying to various roles, scheduling interviews, acts as a single database for feedback for interviews, making offers to candidates and storing important data like Visa, work permits, passport soft copy, compliance and any work / country specific regulations. It also acts as a triggering tool for sending mass communications, emails and information about the role and organization.
  • 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.
Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.
James Reich | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
It was used as an ATS and CRM for staffing. We housed all candidate and client details; used it to search for top profiles and reporting. It solves the problem of candidate documentation and back-office administrative needs. It has solid search tools and easy to navigate tools and also UI.
  • Candidate retrieval and documentation
  • Client documentation
  • Reporting
  • We would love to see a more comprehensive dashboard and having to not use as many clicks to get to where I need sometimes.
  • Perhaps more parsing options for even easier, more automated usage.
It is great for the staffing industry or really any B2B sales organizations. It can be used as an ATS or CRM. It is not a HRMS just a solid ATS, so I don't think it should be overly leveraged just for human resourcing needs or functions other than those linked with staffing.
Score 5 out of 10
Vetted Review
Verified User
Kenexa is used globally for salaried hiring. It provides a single, integrated hiring solution.
  • 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.
[It's] good for smaller organizations with a low level of complexity in terms of geographic scope and reporting structures.
Score 3 out of 10
Vetted Review
Verified User
Currently Kenexa is being used enterprise wide by recruiters and hiring managers for recruiting and hiring.
  • Kenexa has been trying to do a better job of understanding the client and candidate needs in the last 12 months but they still have room to improve in this area.
  • With Kenexa's acquisition by IBM, the ticket and support process became more difficult.
  • With resources like IBM behind Kenexa, I was hoping to see things move faster but updates to functionality have come at a slower pace than expected. When new features are added, they are not fully functional at launch e.g. mobile job search and mobile apply - they are communicating that both functionalities are ready however when working through the projects to turn on both, we have discovered a lot of limitations and functionality that have made us hesitant to go live with a less than great experience for our users.
  • No one can clearly communicate the roadmaps for new features and enhancements - we often get conflicting information depending on who you talk to.
Kenexa is one of the big dogs in the ATS space so if you want a traditional enterprise wide ATS for recruiters, it will meet your expectations - no recruiter loves their ATS. If you are looking to be cutting edge and candidate experience focused, I think that there are more nimble systems out there that are trying to take it to the next level. Kenexa has a reputation as being difficult to work with and we have found that to be true - while we have liked several of the special project folks we have worked with, there is a lot of back and forth with engineering to get things done.
Brent Morffew | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
We use Kenexa's 2x Brassring as ATS in a global organisation. It allows our Hiring Managers to provide the data required by them, and start/be part of the recruitment process without requiring access to the system.
  • We can build/configure as required, to respond to both planned and ad-hoc business requirements.
  • Global sparring and knowledge about global recruitment issues, which are not always ATS related.
  • Customizable automations are fantastic
  • A Client Services Consultant is pretty much required to navigate between bugs and the global support center. A Workbench trained administrator is invaluable.
  • Once languages have been added to a requisition, it is not possible to remove them without rebuilding the req and sending it for approval again. Many defaults point to the system having been originally designed to for system users to only work within a single req language.
  • Reported issues seem to too frequently end up in a loop between the 1st and 2nd level of support, or returned as being fixed, when it isn't.
  • Too many bugs, especially following a release of a new functionality.
  • The system is designed for all users to access the system, even though it may be sold as data can be accessed via emails. Out of system approvals and notifications are disappointing.
  • Too many functionalities which would help usibility are only available to standard fields, which for the most part are unusable.
  • Product releases are normally too far between and lacking functionalities which one would expect in 2014.
  • The Internet Explorer version supported is always behind, by at least one version, if not two.
Configurable automations are fantastic, but for the candidate and user, it is lacking what you would expect from a system in 2014.
Score 2 out of 10
Vetted Review
Verified User
We are Human Resource Consultants. Managerial positions by are client are forwarded to us via Kenexa and candidates are uploaded by us on Kenexa.
  • The system is good for sorting applications however any activity slightly more complex and it collapses.
  • I have no idea where to start.
I do not have more information of other products but Kenexa is not recommended. It cannot even maintain applications.
It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.
Dennard Melton | TrustRadius Reviewer
Score 5 out of 10
Vetted Review
Verified User
  • 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.
I would tell a colleague to make sure you what you are trying to get out of the system. Are you mass recruiting or are you trying to fill a position every once in a while in your company? Make sure you understand the search function as well as how you can get the folders and the files built the way you need it. I am not sure they are tools that would help with mass recruiting. I think removing some of the tools would make it easier to get to resumes and not to have some many clicks with each candidate.
Score 6 out of 10
Vetted Review
Verified User
We were using Kenexa as our applicant tracking system. HR and Hiring Managers was the user population that had involvement with using the system. The system is robust and had many good features from a recruiting perspective but did not integrate easily with out current HCM system so we ended up going away from it and using a different system. The mobile capabilities of the system were subpar at best which was another problem for us since we are a sales based organization.
  • 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.
It think as an overall applicant tracking system Kenexa is a good tool. If you need to integrate with another platform I would not recommend it. Also I would also do a deep dive with an implementation consultant before purchasing to see if it will actually work for your business. The sales people sometimes give a false sense of what the system can really do and are not upfront about all the add ons that cost extra money. In other words some people pay for a Pinto but expect a Mercedes Benz to be implemented because the sales team snowed them a little bit through the sales process.
There Tier 1 support is not knowledgable and things that should take less than 1 day can take 3-4 weeks to get resolved.
July 22, 2016

Kenexa? You Betcha!

Juan Kuilan, MBA | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
My company currently uses Kenexa as our applicant tracking system and new hire onboarding solution. We have multiple entities and Kenexa lets us customize the different apply and onboarding experiences based on entity, job, etc. As far as problems, we had a horrible go live experience. When we went alive a few functions did not work as tested and there was a lot of rework that had to be done. That being said, our experience post go live has been great. We are currently undergoing the Talent Suite upgrade and the service provided so far has been amazing.
  • Customization of communications being sent to candidates
  • Onboarding experience for candidates
  • Implementation teams are very responsive
  • A desire to listen to what clients want/need next
  • The current mobile application process isn't very sleek or "pretty"
  • They tend to over promise on system capabilities
  • There has been past issues with resolving issues/help desk tickets. This has improved overall but the weekend support is lacking

Kenexa is best suited for job postings, applying, and onboarding candidates.

Less suited for talent management.

Daniela Whitfield | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User

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.

Score 1 out of 10
Vetted Review
Verified User
Kenexa was used as the primary application tracking system for the entire company to handle over 10,000 hires a year. We had a few hundred recruiters using the system along with various support staff and hiring managers across the company.
  • 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.
Stay away from Kenexa. I could not recommend using any of their products in any circumstance. Look at newer players in the ATS field, where you're likely to find a more innovative, well-designed system that will provide a better experience for recruiters, managers, applicants, and back-office support. It'll probably be a lot less expensive as well.
February 19, 2016

Kenexa Rocks!

Courtney Pontbriand | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
I use Kenexa as an applicant tracking system for both external and internal hires within the corporation.
  • It's very user friendly, it's easy to use even if you have no experience with it.
  • Information is easy to find and navigate which makes doing your job that much easier.
  • Sending candidates invites to apply makes the applicant pool much more diverse.
  • You should be able to add attachments to applicant files.
  • A great enhancement would be to pre-populate fields that you use frequently so you don't have to type everything in multiple times. (ex. Store Managers & Store Numbers).
I feel Kenexa worked well for a large corporation.
Kelly Risley PHR, MBA | TrustRadius Reviewer
Score 5 out of 10
Vetted Review
Verified User
Our organization currently uses Kenexa BrassRing as an applicant tracking system and requisition approval tool. Both internal and external candidates apply through our open jobs this way. We track affirmative action reporting through the tool as well as various other reporting for our organization. We are looking at integrating background checking and onboarding through the tool as well.
  • Uptime of application
  • Ability to be used globally
  • Technical Support - It is extremely difficult to get someone to respond to tickets quickly and understand what the problem is
  • Lack of a dedicated account resource
Kenexa is not suited for businesses that have a lot of one off scenarios or procedures as well as businesses that do not have a dedicated resource for administering the tool.
February 13, 2015

Kenexa Review

Kallen Loos | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Kenexa was used at my past company in the centralized recruitment center. Kenexa forced us to move away from the printed paper (applications and resumes) and review these items online via the Kenexa portal. The portal was easy to use and navigate, I liked how organized the portal was. I could view applicants with ease and move them through different stages in the portal.
  • Easy to use
  • Easy to view applicants
  • Organized portal
  • Our on-site trainer from Kenexa was awful.
I found Kenexa very appropriate for recruitment. The recruitment portal worked very well and was very organized. I would ask how it will meet your business needs specifically and what it will help you do better. There is certainly a learning curve and a different angle of approach with this system vs. PeopleSoft.
February 13, 2015

Kenexa review

Jennifer Uriguen | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User
Kenexa is used across the HR organization globally. BrassRing is used for applicant tracking and OrgMappers is used for engagement data.
  • 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
I would recommend Kenexa because their applicant tracking system has everything needed to run a successful recruitment process where there is a high volume of roles and strong strategy to bring in diverse top talent. I do think this type of tool is for larger companies or companies that are global. For smaller companies with less than 500 employees whose volume of recruitment is low, you may not need this type of system.
Ellen Pham | TrustRadius Reviewer
Score 3 out of 10
Vetted Review
Verified User
While using Kenexa, I encountered issues repeatedly. The ATS itself was extremely slow and was not compatible with many systems. I was not able to use it for a regular session without growing frustrated. It would constantly freeze during all my searches as well as giving me error notifications for status checks. This would happen ALL THE TIME.
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.
I think companies should look into Bullhorn Reach. it's much more usable and minimized. Sleek, modern, fast, compatible and cloud based. It also offers mobile recruiting, that way all processes can be made anywhere and anytime--which makes it more convenient for recruiters who are also out in the field more. Bullhorn Reach also has consistent activity tracking. Every bit of process or communication made by recruiters and users is tracked and can be seen by every one else. Which ultimately helps us stay updated on everything. The less clicking we have to do to get to something that we need to know about, the more user friendly it is.
February 04, 2015

Review of Kenexa

Score 7 out of 10
Vetted Review
Verified User
Kenexa is being used as our primary ATS (applicant tracking system). It is currently being used by the department. We use Kenexa to track requisition assignments, candidate status and applicants.
  • 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.
It acts as a more than adequate applicant tracking system(ATS). The interface is intuitive but the system tends to be slow. At times, he system takes a few tries to log-in as it cannot locate appropriate credentials.
Score 4 out of 10
Vetted Review
Verified User
  • It is easy to review the candidates within the requisition.
  • Ease of use between users.
  • When implemented the automatically generated offer letter is simple to use.
  • The system is very slow.
  • The reporting functions could be more clear.
  • There are a lot of screens to move through to complete simple tasks.
I would recommend the colleague ask about refresh rates. Our system was very slow and cumbersome.
December 20, 2013

2XBrassRing Review

Score 6 out of 10
Vetted Review
Verified User
  • 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.
My advice would be that the level of service received from the consultants is not what it once was. I believe their service model changed two years ago, and as a result the consultants are responsible for more clients. As a result the consultants have less time to really learn the system, as they are constantly on calls from one client to the next with no real down time to troubleshoot.
Brett Kummer, PHR | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
  • 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.
I would recommend that any colleague should complete the due diligence process of examining all products to find the right fit for their company culture. Some of the questions I would ask in a search are: 1-What does the customer service process look like? 2-Who will be performing any enhancements or alterations to my instance of the product? 3-How will this product integrate with existing HR systems already employed by my company.
Score 5 out of 10
Vetted Review
Verified User
  • 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.
I would advise to go over the functions step by step a few times a day with the trainer in order to get comfortable with it. You need to click on a lot of things to navigate through the product so be prepared to take a significant amount of time a day to review.
Aaron Binkley | TrustRadius Reviewer
Score 3 out of 10
Vetted Review
Verified User
  • BrassRing did make it easy to create and post new jobs as well as unpost and close filled jobs.
  • Kenexa 2x BrassRing is capable of running many useful reports for keeping track of candidate flow and overall recruitment progress.
  • BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents.
  • Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.
Other products in the same category as Kenexa 2x BrassRing would be Taleo and PeopleFluent. I would also look into Avature as an ATS option. I am currently on the sourcing side of the recruitment process and use Avature for tracking and candidate mining purposes. I would recommend getting any kind of demo possible since the user interfaces vary quite a bit between them. Ease of use and overall stability should be kept in mind when comparing ATS prices.
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