Skip to main content
TrustRadius
symplr Talent Management Solutions

symplr Talent Management Solutions
Formerly HealthcareSource

Overview

What is symplr Talent Management Solutions?

symplr acquired HealthcareSource in July, 2021. The former HealthcareSource now forms the foundation fo the symplr talent management suite.

Read more
Recent Reviews

TrustRadius Insights

HealthcareSource offers a suite of software products that cater to the needs of healthcare organizations. One of their prominent offerings …
Continue reading

HR Recruiting

5 out of 10
November 15, 2021
Incentivized
Position Manager is being used throughout the organization for the whole recruiting process. Our applicant submits an application online. …
Continue reading

Healthcare Source

6 out of 10
January 21, 2014
We use it as our Applicant Tracking System. The whole organization uses it to enter Jobs and Review Candidates. It streamlines the …
Continue reading
Read all reviews
Return to navigation

Pricing

View all pricing
N/A
Unavailable

What is symplr Talent Management Solutions?

symplr acquired HealthcareSource in July, 2021. The former HealthcareSource now forms the foundation fo the symplr talent management suite.

Entry-level set up fee?

  • No setup fee

Offerings

  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services

Would you like us to let the vendor know that you want pricing?

5 people also want pricing

Alternatives Pricing

What is SAP SuccessFactors?

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 Cezanne HR?

Cezanne HR is a SaaS consisting of a core People module with optional modules for Absence Management, Performance Management, Time Tracking and Recruitment.

Return to navigation

Product Details

What is symplr Talent Management Solutions?

With the addition of HealthcareSource, symplr offers solutions to improve hiring speed, staff engagement, team skillsets, and employee retention while reducing premium labor spend. When combined with symplr’s existing workforce management solutions and credentialing capabilities, the combined end-to-end Patient Centered Workforce® solution aims to make it easier for healthcare organizations to hire, keep, optimize, and grow their workforce.

symplr Talent Management Solutions (formerly HealthcareSource)

symplr states they recognize how recruiters, hiring managers, learning and development professionals, and compensation specialists must work together to hire and develop high-performing teams and leaders in healthcare. symplr Talent supports the following initiatives:

Talent Acquisition

  • Use configurable, data-driven recruitment marketing techniques to attract, engage and build relationships with highly qualified talent in your area.
  • Match applicants’ work preferences with job openings so your team can focus on jobs with high-volume openings and low availability of qualified talent.
  • Communicate and coordinate tasks more effectively among stakeholders, including applicants, recruiters, and hiring managers.
  • Quickly fill positions by posting job openings to our healthcare-focused Job Board (previously online bulletin board), making it easy for prospective employees to apply for those posted jobs.
  • Reduce new-hire turnover by predicting applicants’ likelihood for job success, service excellence, and long-term retention.

Employee Performance

  • Create a high-performance culture through ongoing coaching, feedback, and professional development.
  • Engage and inspire employees to achieve their objectives.
  • Create employee development plans using scientifically validated assessment techniques.
  • Plan for tomorrow by identifying your potential leaders today.

Learning & Development

  • Build resilience by putting employee development at the core of the workforce planning strategy.
  • Embrace adaptive educational learning techniques to reduce reliance on classrooms and to better engage employees with online instruction of healthcare education and staff training tools like Minute Mandatories®
  • Proactively close skills gaps by creating a culture of continuous learning, track skill progression, and decrease time to competency.

symplr Talent Management Solutions Features

  • Supported: Electronic sign-off of current job descriptions and responsibilities
  • Supported: Manager-staff goal collaboration
  • Supported: Ongoing goals check-ins and updates
  • Supported: Online coaching and feedback
  • Supported: Dashboard and email driven process
  • Supported: Online self and multi-rater input
  • Supported: Clear consistent communication of performance outcomes

symplr Talent Management Solutions Competitors

symplr Talent Management Solutions Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationNo

Frequently Asked Questions

symplr acquired HealthcareSource in July, 2021. The former HealthcareSource now forms the foundation fo the symplr talent management suite.

Saba TalentSpace and PeopleFluent are common alternatives for symplr Talent Management Solutions.

The most common users of symplr Talent Management Solutions are from Enterprises (1,001+ employees).
Return to navigation

Comparisons

View all alternatives
Return to navigation

Reviews and Ratings

(21)

Community Insights

TrustRadius Insights are summaries of user sentiment data from TrustRadius reviews and, when necessary, 3rd-party data sources. Have feedback on this content? Let us know!

HealthcareSource offers a suite of software products that cater to the needs of healthcare organizations. One of their prominent offerings is the Position Manager, which is utilized for job requisitions and applicant tracking across the organization. Users have found this tool to be effective in streamlining the hiring process and centralizing all applicants from various locations. The software has been described as user-friendly and has proven to be an invaluable resource for HR teams in managing in-house vacancies. Employees also benefit from the Position Manager by being able to easily apply for vacancies and share application links with others.

Another key use case is the Performance Manager, which facilitates leadership and staff common review date appraisals. This tool has positively impacted employee involvement in appraisals, goal setting, and communication with supervisors. It enables a more structured and efficient approach to performance reviews, enhancing overall employee management within the organization. Furthermore, HealthcareSource's NetLearning platform serves as a core Learning Management System for education compliance and documenting completion of training and certifications. All employees utilize this e-learning platform to stay updated on organizational policies and procedures, ensuring compliance standards are met throughout the healthcare organization.

Lastly, HealthcareSource serves as a recruitment tool in the HR department, aiding them in attracting top talent. The software's applicant tracking capabilities have received positive feedback from users who find it effective for managing the entire recruiting process, from application submission to hiring. Additionally, it acts as a central repository for applicants across all locations, creating a more coherent and organized approach to recruitment.

In summary, HealthcareSource's suite of software products provides valuable solutions for HR teams and employees alike in healthcare organizations. The Position Manager simplifies applicant tracking and facilitates internal hiring processes, while the Performance Manager improves performance appraisal procedures and enhances employee engagement. NetLearning ensures education compliance and keeps employees up-to-date with organizational policies. Overall, these tools contribute to streamlining operations and improving efficiency within healthcare organizations.

Strong Integration with HRIS System: Several users have praised the integration and file feeds between HealthcareSource's products and their core HRIS system, Lawson. This feature has been stated as a significant strength that saves organizations with a large number of employees a significant amount of time.

User-Friendly Interface: Many reviewers have appreciated the user-friendly and intuitive interface of HealthcareSource's software. They have found it easy to use with minimal training, and training documents available on the HR Intranet site have proven effective for new employees.

Robust Reporting Capabilities: Both Performance Manager and Position Manager have met users' reporting needs. Performance Manager offers a custom reporting interface that allows users to create reports as needed, while Position Manager provides many built-in reports along with the option for custom reports.

Slow communication with support team: Some users have reported that the communication with the support team is slow, especially when it needs to move to a higher tier.

Lack of advanced notice for system updates: Several reviewers have expressed their dissatisfaction with the company's practice of providing release notes only 1-2 days before the system is updated. They suggest that it would be more beneficial to receive these notes a few weeks in advance.

Limited custom reporting and database access: A number of users have mentioned their desire for full custom reporting capability and full read-only database access. They feel that having these features would allow them to combine the software's data with their HRIS data in one report.

Attribute Ratings

Reviews

(1-1 of 1)
Companies can't remove reviews or game the system. Here's why
Melissa Odom | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Incentivized
We currently have implemented Position Manager for job requisitions and applicant tracking across the organization. We also have Performance Manager also implemented across the organization. In Performance Manager we have completed 4 years of Leadership Common Review date appraisals and we are going into our 2nd year of Staff Common Review date appraisals. We are also implementing job descriptions across the organization and are about 60% completed on those.

We are still on Position Manager 10 and any new clients would be on Position Manager 11 and I know there are a lot of improvements in version 11 such as a better approval process for job requisitions.
  • Integration and file feeds with our core HRIS System, Lawson, is one of the biggest strengths of both products. Entering data once is a big time saver for an organization with close to 10,000 employees.
  • User friendly and intuitive interface makes this system easy to use with minimal training. During our initial roll transition we did have in person training but going forward for new employees, training documents on our HR Intranet site have been working well.
  • Reporting needs are met in both systems. Performance Manager has a custom reporting interface that allows you to create reports as needed. Position Manager has many built in reports and support will write custom reports as needed.
  • HealthcareSource developers are very open to suggestions from their clients on ways to enhance their products and new versions come out quarterly.
  • Unlike other software vendors I have used in the past, system changes seem to be very sell tested and put through the QA process before being released to clients.
  • There are a lot of custom settings that allow you to set the system the way you want in Position Manager. You can change the application and requisition to suit your needs.
  • I really like their support software - you can submit help requests by phone, email or a support portal. If it's an easy fix, the fix and communication is quick but when the support needs to move to an higher tier, communication can be slow and although I have no doubt support is working on it, communication could be better to let us know what is going on.
  • They do seem to be getting better about this, but when a new release is coming out and the changes are minor we often get the release notes 1-2 days before the system is updated. Due to varying work schedules, I would like to see the release notes a few weeks in advance. To their credit, the last release which had a few more major changes like a new navigation bar, they did give us a months notice.
  • I know this may be rare of the SAAS world, but I would really rave about the software if I had full custom reporting capability with full read-only database access so I could combine their data with my HRIS data in one report.
If their HRIS system holds all their data - employees, supervisors, positions then HealthcareSource can really take advantage of that data and save you a lot of time. We looked at a lot of systems and one of our needs was both Applicant Tracking and Performance Management and these systems work very well together. Other systems we looked at didn't have all our most needed features - we needed a vendor that could do both, integrate with our HRIS, report back data in a customizable fashion, and be user friendly. Some systems listed the features but during the demo and product reference calls we found they didn't perform as advertised. Some had reporting but the reporting was missing key data or didn't export in a data friendly manner. We have found HealthcareSource to be not only "pretty" - aka user friendly/non-cluttered but also had the engine under the hood as well that met our data analyst needs.
Onboarding (2)
40%
4.0
Manager tracking tools
80%
8.0
Compliance tracking and reporting
N/A
N/A
Performance and Goals (5)
62%
6.2
Corporate goal setting
80%
8.0
Subordinate goal setting
80%
8.0
Individual goal setting
80%
8.0
Line-of sight-visibility
N/A
N/A
Performance tracking
70%
7.0
Performance Management (9)
70%
7.0
Performance plans
N/A
N/A
Plan weighting
N/A
N/A
Performance improvement plans
50%
5.0
Review status tracking
90%
9.0
Rater nomination workflow
100%
10.0
Review reminders
100%
10.0
Workflow restrictions
90%
9.0
Multiple review frequency
100%
10.0
Reporting
100%
10.0
Succession Planning (4)
42.5%
4.3
Create succession plans/pools
70%
7.0
Candidate ranking
50%
5.0
Candidate search
50%
5.0
Candidate development
N/A
N/A
Recruiting / ATS
N/A
N/A
Learning Management
N/A
N/A
  • Having information available to us to report on time to fill, reviews late, and many other statistics has helped us make better business decisions which has an effect on our bottom line.
  • Applicants can check on the status of their applications which benefits our customer service.
  • The ease of letting managers request peer appraisals (aka multiraters) has increased feedback for our employees.
  • Having the available data we get out of our systems has led to process improvement as we have went through both CQI and Lean process improvement.
  • Appraisals completed on time has been consistently and greatly improved over our paper system we had in place previously which helps our compliance. During any audits, pulling the data is much faster and easier as well.
It's been 4-5 years since our last RFP but at the time we considered Halogen, Lawson Talent Management, Success Factors and Taleo. Some of those vendors were out of the running if they did not offer both a Performance Manager and an Applicant Tracking system. We ideally wanted one vendor who could do both well but if we didn't find one, we would have been willing to look for two vendors. Luckily HealthcareSource does both and does them well. In addition they are expanding their product line and growing. In some cases for those other vendors, the product looked good but when speaking to references their products or customer support didn't stack up. In one case, I had the chance to explore Taleo as a hospital we acquired had in in use. I found it very user friendly but a lot of things just didn't work as advertised. Reporting was very cumbersome as well. The Lawson product was still not fully developed so we couldn't really consider it during our selection process as it just wasn't ready.
In Position Manager - all hiring managers use the system to submit job requisitions. This is about 600 people. We also have about 30 setup as approval users. Any employees that wish to transfer can apply for open jobs. Any potential employees also apply through the system and hired applicants use the system to complete their onboarding documents.

In Performance Manager - all managers use it to submit appraisals. All employees across the organization use the system to view and sign their appraisals as well as view and sign their job descriptions.
3
This varies across the two products.

For Position Manager, the HRIS person maintains any changes to the file feeds and setups new HR users in the system. The system feeds the hiring managers and recruiters then support that hiring manager with their questions on system usability and sign on questions.

For Performance Manager, the HRIS person maintains file feeds and system administration as well as setting up appraisal schedules. We have another person dedicated to job descriptions and will be writing competencies in the NetCompetency/NetLearning product. We also have a few compensation specialists who also assist with reassigned appraisals, changing due dates and other misc functions. These are all just additional duties and don't represent the whole of their job.
  • Performance Manager: Complete appraisals assigned.
  • Performance Manager: Add and track goals assigned to employees
  • Performance Manager: Add notes, positive feedback, coaching and discipline to employee records.
  • Position Manager: Request a job requisition and route it for approvals
  • Position Manager: Review applicants that recruiters have pre-screened.
  • Position Manager: Request an applicant be hired and let the recruiter know why other applicants were not selected.
  • Job Requisition routing for approval to VP's and our Position Review Committee. Using the routing also lets the hiring manager know where in the process their request is at any time. We can also produce statistics to see where the longest wait time is in the approval process.
  • We have documents employees have to sign off on every year for compliance reasons and we use a Training module in Performance Manager to send these out which lets us easily track outstanding tasks and easily notify the managers.
  • We plan to more fully augment job descriptions with the physical requirements to help in workers compensation.
  • We will also implement other modules in the near future including NetLearning/Net Competencies and Compensation Worksheet
On the previous rating scale, I kept thinking "it depends". If I know it's an easy question or easy fix, the response is super fast. If I know I am asking something complex, custom or I just know it's not going to be able to be answered by 1st tier, it can take some time. I have worked on these issues with them (they are all very nice) I do now have avenues for finding things out from one person. We had one issue where we had a major problem and it required a software patch and their support team worked throughout the weekend to create, QA, and deliver the patch as promised. I was very impressed.
Not Available
No
The product is very intuitive to the end users and our online documentation seems sufficient to train our new employees.
Return to navigation