With IBM Talent Management Solutions.
Improve quality of hire by using validated assessments, including behavioral, personality and culture fit as well as realistic job previews
Exceptional candidate experience: Seamlessly provide a bridge between the candidate experience and the employee experience using the best-in-class content library, consulting expertise and technology
Seamless Onboarding Experience - First Impressions Count!. A specialized onboarding process that helps to improve relationship with new employees and strengthens your position as an employer of choice.
Our organization first implemented the Kenexa product in 2011, starting with BrassRing and later adding Onboard and most recently Assess. As we are a large, global organization that spans multiple industries, we used a phased rollout approach, beginning in the US and gradually expanding across EMEA, LATAM, and APAC. As compared with our prior applicant tracking systems, Kenexa offers a much higher degree of configurability, enabling us to have a truly global enterprise solution for the first time. The relatively recent development of responsive user interfaces on the candidate and recruiter side, though a little late in coming, are also a tremendous leap forward for the ease of use and adoption of the system. Kenexa has certainly benefited from being brought into the IBM organization; as an example, they are now implementing cognitive capabilities across the various modules that are new but seem promising.
The standard support model, which uses their Global Support Center, is adequate, but can be a source of frustration as agents are unfamiliar with your specific organization's configuration and have difficulty recognizing and resolving issues quickly. For this reason, Kenexa clients (including us) seem to be increasingly utilizing custom support options which provide more individualized support at a higher cost.
The BrassRing tool in particular is highly configurable, which was an essential feature for us given that we have a wide range of candidate workflows (executive, professional, mass volume, internships, etc.) and have to meet compliance regulations in the 40+ countries in which we recruit talent. By having the ability to quickly make configuration changes ourselves through the Workbench tool, we have been able to respond much more quickly to changing business needs and new legislation. BrassRing also offers a high level of automation, which has saved significant administrative labor.
The Onboard module allows candidates to submit post-accept data and complete pre-employment documentation electronically, and on any device. This has made this process significantly faster, both for the internal HR Operations teams and the candidate; additionally, it has helped us ensure candidates are always completing the appropriate, most up-to-date documents for their position/location/business area, which was a major challenge when this process was being completed in paper.
Lastly, the relatively new 'data mapping tool' for BrassRing has given users the ability to configure basic integrations themselves; this feature has saved us significant time and money as we adopted new systems for background checks, assessments, drug testing, housing, etc. Previously, a minor change to an integration would be at least a project, and required 6 months and project labor - now we can make changes, complete testing, and have it live in production within a week.
The Kenexa team is almost constantly updating the product and implementing new features - which is certainly a positive - but the down side seems to be the instability that is a byproduct of this cycle. It is unfortunately all too common that after each monthly release, items that previously worked suddenly are broken. Larger changes are often rolled out in multiple releases over time, which force us to determine our tolerance for adopting something that is promising but largely untested and/or incomplete.
The product is very configurable and can meet the needs of any customer, large to small, domestic to international, compliance heavy to flexible. Over the years I have worked with this tool in global setting and high volume and have seen a commitment to staying on top of inductry trends and more recently, seen a renewed focus on being cutting edge and captializing on the industry expertise of IBM. They have done so while continuing the relationship focus that made Kenexa a desired partner.
They are able to effectively support the compexities of our high volume environment through user access customization, robust system automation capabilities (specifically RAM), and highly customizabable forms, workflows and candidate gateways. They are very responsive to customer needs and intentional about gathering and applying feedback. They are committed to being a partner to our business, not simply a vendor.
With IBM Kenexa we also benefit from a Client Success Manager who works with us post launch to help us use our system effectively, is a technical resource when we are attempting to conficure the system to solve business problems, make sure we understand improvements coming to the system, help communicate our needs to the development and engineering teams and truely behaves as a member of our team. Our CSMs have been a differentiator and add value we have not seen when using competing products.
When implementing, the vendor is a very skilled partner, but need to be more clear with clients about the skills and knowledge required of their team to have a successful launch. A team without experience with the product would likely see a poor implementation, due to the flexibility of the system it can be overcomplicated by inexperienced users.
When they launch new functionality, it is often "buggy" at launch and does not seem to have been fully tested before roll out. However, generally will operate as intended shortly after launch. It is important that, as a client, you share these concerns early and in detail.
Our company has been able to give more detail about our applicants to customer companies, and been able to verify an applicant's skill level prior to them beginning a job.
This software integrates into our database, and has a very wide variety of assessments that can be given to potential employees. Being able to provide these results increases our value to our client companies. We are able to clearly and easily interpret the employee's skill level, and determine whether they are a match to the positions.
For a time, the software was not integrating cleanly, and would often interrupt a testing session, causing us to lose out on candidates who became frustrated with the process. However, this has been remedied.
Simply put, this LMS is outdated and far from user-friendly. I say this when I compare to the competing products as well as my own experiences being the administrator for our company. It took IBM over 2 weeks to even believe me when I was having an issue. It took another month for them to actually get it resolved, even though it was an escalated issue affecting out production environment. As a customer, I can't believe that it took them that long. I struggle to find much that is good about this LMS. It's restrictive and costs an exorbitant amount of money for the limited functionality that it provides.
I believe this product could be something much more than it is. But, I don't think IBM sees it that way. I've looked at the changes from over the past year or two and... I'm very disappointed. They try and make a big deal out of the upgrades to new versions but... little changes are actually made. I feel like IBM is simply milking this for what they can.
IBM either needs to step up their game and do a big re-vamp of this product or drop it. Either way, though, I'm confident that they only have customers at this point because they are stuck in the contracts.
They do offer, albeit limited, access to a REST API.
You can customize some of the UI elements (looks and placement), though little documentation exists.
That's about it...
Cost, in every facet.
Difficult and Limited Reporting
Slow turn response time from Support
Limited SCORM Support (Supports up to 2004 3rd Edition, no xAPI support)
Difficult to manage organizations and users (particularly in bulk)
The interface out of the box looks like it's from the 90's (again, it's 2017)
Did I mention the cost?
Limited support for Online Training Tools (GoToTraining, Zoom, etc)
This is a great tool now that we have it implemented. The transitional period was seamless. And now that we are up and running the new HR System is amazing compared to our old home grown system.
User Friendly, Easy to Learn.
Can be overwhelming with multiple windows / pop ups for each click.
Improve business results through better quality candidates
Reduce turnover, increase productivity, increase engagement, increase efficiency
Sift through applicants quickly
Increase the quality of the applicant pool by assessing skills, personality, experiences and culture fit
Improve performance and productivity of individuals
Receive objective data for hiring and promotion decisions
Identify those with skills to support organizational growth goals or identify existing gaps
Improve visibility into talent across the organization: including leadership roles
Create a welcoming first impression and reinforce your reputation as an employer of choice
Ensure the best possible new hire experience
Improve new hire time-to-productivity
Reduce voluntary turnover and non-starts
Build long-term employee productivity, retention and engagement
Meets your global needs for attracting talent in emerging markets and developing virtual teams to meet country-specific legislation.
Creates a cutting-edge talent acquisition environment as part of an integrated platform.
Incorporate open integration to support compatibility with the widest selection of vendor systems.
Support more than 120 million candidates in the recruitment technology systems and more than 4 million recruiters and hiring managers in 150 countries.
Allow you to use social web for job applications, job distribution, referrals and video interviewing.
Empower recruiters and hiring managers with robust mobile recruiting features, including mobile apply and SMS/text messaging.
Offer a simplified user interface, featuring recruiter dashboards and mobile interfaces for recruiters and candidates.
Provide information in a variety of formats, from standard reports and ad hoc reporting to analytics.
Voici quelques-unes des questions fréquentes sur IBM Talent Management.
Types de licences disponibles pour IBM Talent Management :
Type de licence: Abonnement
version d'essai gratuite: Non disponible
Fonctionnalités du logiciel IBM Talent Management :
Utilisateurs habituels du logiciel IBM Talent Management :
Grandes entreprises, Entreprises de taille moyenne, Organismes à but non lucratif, Administration publique, PME
Langues dans lesquelles IBM Talent Management est disponible :
Types de licences disponibles pour IBM Talent Management:
Nous n'avons pas d'informations sur les appareils pris en charge par IBM Talent Management.
Applications s'intégrant à IBM Talent Management :
Asurint, Dell Boomi, HireVue Build, JobDiva, OutMatch, PCRecruiter, RIVS Digital Interviews
Ressources d'aide disponibles pour IBM Talent Management :
Support en ligne, Support téléphonique