Deciding if OpenHire fits your company culturehttps://www.trustradius.com/applicant-tracking-system-atsSilkRoad RecruitingUnspecified6.8431012015-02-20T20:56:08.405Z
February 20, 2015
Deciding if OpenHire fits your company culture
Score 6 out of 101
Overall Satisfaction with OpenHire
I used the SilkRoad application at my previous employer (W. R. Grace) for recruitment and onboarding. The OpenHire portion was used for recruitment and early steps on onboarding and RedCarpet was used for on-boarding but we later decided not to use RedCarpet. OpenHire was used and owned by the Human Resources department to post open positions in the company, seek job requisition approvals, post to Monster and other free posting resources, identify candidates, and guide the selection process. Grace needed the ability to maintain their open positions and keep track of AAP using a system that would simplify the recruitment process.
- Allows you to track the steps in the recruitment process such as, marking as resume review, hired, rejected.
- Allows you to push out communication to a large group of applicants at once such as "the requisition has been closed" or rejection emails.
- Posting to diverse websites outside of Monster.com. There were a lot of minority based niche job sites that had our jobs posted automatically through OpenHire.
- Posting to outside boards was difficult at times. There were a lot of issues with Monster.com and the formatting errors. I do believe that they have since fixed this issue but I cannot be sure.
- At times the information seemed repetitive. For example, you'd have to fill out information numerous times. This could have been a formatting issue in the setup with OpenHire but I definitely think that the overall experience of OpenHire could be more user friendly.
- For Grace, the most difficult part was getting the hiring managers to own their part of the process. Such as approving job requisitions. Managers felt that all the emails and steps were tedious and not intuitive. Therefore, we removed ownership from them at all.
- Licenses are fairly expensive and because we had a lot of HR employees it was difficult to have so many licenses due to the costs.
- The reporting is heavily lacking. There needs to be a major update to the formatting and usefulness of the reports that can be generated from OpenHire. I often found that it had the ability to offer a report but often it required a lot of "fixing up" in order for it to be presentable.
- Negative- the onboarding experience was very negative until we found a way to manipulate OpenHire itself as a tool for onboarding. Positive- we used the email communications and application forms to communicate onboarding steps with New Hires and link to our processes.
- The job site was simple and straight forward for applicants and they were happy with the communication they received
- Excellent applicant tracking and record keeping regarding rejection reasons and hiring data.
I don't have much experience in either. But I know from others that right now, Workday is the top choice and most effective tool out there.
I think OpenHire is best for a small company (max about 2500 employees). The more employees you have the more HR people you should have and this can get expensive. I know most larger companies are using more advanced systems as well (Workday). During the selection process be sure to determine how many OpenHire users you would need. Ask whether your managers will be willing to work in the system as well or whether HR would have to own the entire process. If you are EEOC compliant, make sure you ask about diversity posting, APP tracking of applicants, and reporting needs. If you require an onboarding tool, SilkRoad offers RedCarpet. I found it to be very complex and hiring managers refused to use it. If you require an onboarding tool, definitely look into it. The demo may look great but there were a lot of implementation steps done to make it work and it just didn't fit our company culture. So make sure it fits yours.