OpenHire works for minimalistic recruiting processes.
February 13, 2015

OpenHire works for minimalistic recruiting processes.

Anonymous | TrustRadius Reviewer
Score 3 out of 10
Vetted Review
Verified User

Overall Satisfaction with OpenHire

OpenHire is being used globally as the Applicant Tracking System (ATS) at my company. I've also used OpenHire in my previous company as the ATS to post jobs, manage applicants and progress through the hiring and selection process.
  • OpenHire does integrate well with agencies as you can assign agency recruiters as users to directly share candidate information.
  • OpenHire's ability to set up templates for correspondence with candidates is easy to use and helps efficiently manage candidate communciations.
  • 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.
  • OpenHire will increase efficiency in your hiring process if you currently do not have an ATS. However, if you already have an ATS in place - depending on how advanced the tool is - you may actually find a decrease in efficiency.
  • OpenHire does offer customer service hours for applicants which may alleviate some of the upfront questions going to your recruiters (technical in nature; not regarding the jobs themselves of course).
  • iCIMS,Kenexa
OpenHire is not nearly as advanced as Kenexa and is probably more on par with iCIMS. I did find iCIMS had some additional functionality and was easier to use than OpenHire. OpenHire's system seems much more fragmented, requiring work arounds than either of the others. I also found iCIMS to have better customer service when in need of help using the system or requesting any changes. OpenHire was the selection at my previous company based on its global platform as well as cost savings. At my current company, OpenHire was selected prior to my joining, however, for the level of recruiting we do, the lack of sophistication isn't really an issue.
OpenHire works well for the needs at my current company since we typically do not have a very high volume of open positions, and much of the requisition and hiring is managed outside the system. For example, the hire requisitions and offers are handled completely outside the system. For the basics of applicant tracking and reporting, this system is a cost-effective choice. If, however, you are looking for a sophisticated ATS with more advanced features and the ability to customize to your process, I would not recommend OpenHire.