IBM Kenexa Reviews

The streamlined, simplicity approach of Kenexa makes it simple for me to navigate.

It makes us, I think, more efficient when it comes to candidates and making sure that, with the candidates that we have, we are able to resource and search candidates in an efficient manner.

As with pretty much anything, it could be more efficient.

No solution's perfect but in the same token, that's not for me to decide. I'm just looking at it being user friendly for what I'm doing, and that's providing great talent to our company. As far as being a user of it, I don't see any problems as of right now.

I think it's very stable, I don't see it going anywhere anytime soon. I have not encountered any stability issues at all.

No scalability issues either. On a broader scale, I think it's a great program that we could use. I think a lot of companies are using them now; using Kenexa a lot more now.

I have not recently used technical support; I haven't had any opportunities there at all.
We do have technical support available to us. We have a person who's in charge of tech support. That person, if she has any kind of problems that we have in the field, we send it to her and she gets us an answer back. She does it in house, and then if she needs to take it outside of corporate headquarters, she'll go there as well.

The most important criteria for me when selecting a vendor are transparency, reliability, and also reputation.

Basically, for what I use Kenexa, it's good for me for right now. It's perfect for me right now, if I have any opportunities as far as from a technical standpoint, I know I'm going to answer within a day or so.

I think the advantage of Kenexa is the degree to which we can configure to meet our specific needs. It is very configurable.

It makes it easy for us to assess whether the candidates that we're looking at. We use BrassRing to determine whether the candidate that we're looking at meets the requirements for various jobs. It helps recruiters review applicants quickly and be in touch with candidates on a real-time basis. It also keeps recruiters informed throughout the process because of the rules automation manager (RAM) and other items that we've set up to advise them when certain conditions are met.

Improved integrations: There are all kinds of issues with integrations, hires failing. It's on us as much as IBM, but we need to work together to figure out how to make integrations work better.

It seems fairly stable. It's a stable platform in terms of what has been released in recent upgrades. They're all pretty minor; hasn't been anything revolutionary. The updates that have been made are all for the better.

Scalability is not really a concern for us. We're only in the US and we deployed to everybody immediately.

We use the global support center pretty extensively whenever there's an issue. They have been phenomenal.

We were replacing our HCM on our ATS. It was an outdated system.

When selecting a vendor, the most important criteria for me are consistency, configurability, being on the front edge. All those things.

Initial setup was pretty complex; relatively complex. We just have the applicant tracking system, not the whole HCM, so comparatively speaking, it's not as complex as it could be.

Look at maintenance as well as initial investment, and the ability to work with you after the initial deployment.

In my opinion, the reporting tool and configuration features provide a better customized solution in regards to applicant tracking.

This tool is very powerful and the ability to tweak it in order to meet desired processes and controls is valuable. We could get data on recruiting and effectively utilize it to make business decisions. Furthermore, we could comply with regulations owing to the right controls within this tool.

The user interface could do with an overhaul. Also, some screens that are not configurable should be opened to clients for customization.

I have used it for almost two years.

Rarely any stability issues were encountered. There were a few minor issues from time to time but overall this product is fairly reliable.

We did not encounter any scalability issues.

Technical support is required for configurations but integrations with other tools would need a technical resource. Most tasks can be accomplished within the user interface with a little training. IBM provides a lot of support for this as well.

We had used KRE, the other ATS offering from Kenexa before BrassRing and switched to this tool for better functionality.

Initial setup was complex because BrassRIng is quite flexible. Essentially, it required a lot of decision making such as drawing on a blank slate.

We went through a RFP process. However, I do not have details on which vendors were evaluated.

There is a need to have a dedicated resource for maintenance and training. The tool is configurable but can also get complex to understand, depending on how the recruiting process is designed.

We're using a couple of programs from IBM Kenexa. We are running the annual survey with IBM Kenexa. We use the Viewpoint Platform. For the Viewpoint Platform, we have the OrgMapper, which is extremely helpful to actually be able to copy our internal HR data on OrgMapper to reflect the same setup.

The most valuable feature of the survey is that it's a link we can use. We can share the link with all of our managers. Managers can use the link 24/7, so we don't have to support the managers and it actually frees up the time for HR and the support to be able to do other more useful things for the managers, instead of just copying reports and sending reports.

We are much faster delivering the reports. We are able to do different analysis on the verbatims with the survey analytics tool. We use the Viewpoint and that is an absolutely powerful tool; it is extremely helpful to get more insights, and to start a conversation with our employees to grow and improve.

There are tools that actually are not there where clients need them, especially the survey analytics to analyze verbatim in different languages. We survey in 14 different languages and analyzing the verbatim other than English is not possible and that is a downside for us, absolutely. I would like them to offer that in more languages. Especially those at the global companies need that.

The stability of the tool is okay. We didn't have major issues.

I have not used technical support.

We had regional and local surveys, but there was a decision made to get global surveys and then we were looking for vendor.

At the beginning, initial setup was complex. We had to learn. We are in contact with Kenexa since 2008 and working with them since then.

There were other vendors, but I don't want to provide details. The main reason we choose Kenexa in the past was the big benchmark data they had.

In general, when selecting a vendor to work with, the most important criteria for me is for them to understand what I want, the strategy, to actually deliver what they promise, and to be a partner – not vendor/client but partner.

Be open about what you want; be straightforward and challenge.

We use BrassRing, the recruiting tool. The reporting feature is what I use, the data insight tool, to be able to pull the data and then provide some analytics on the data behind it.

That's the most valuable feature, for me personally, in my role.

It has definitely improved my organization by being able to help the recruiters move candidates through the interview process. We just recently started to use more of the capabilities with the different statuses such as the RAM triggers and so on; we’re starting to streamline more of the processes. They definitely save time and make sure things are happening at the right speed and when they need to happen. They're definitely a big help, I would say.

Improvements can be made from the back end, with the workbench.

Even though I know lots of people have mentioned issues with publishing from staging to production, and I know that's something that IBM said they're aware of and they might be working on already, that's one of the bigger things that would be helpful.

I've never had any stability issues. There’s been no downtime. Occasionally they'll let us know that there's an update happening, but usually that's during off hours; things like that, so no biggies. It's not affecting my business.

I have not encountered any scalability issues.

So far, we've been expanding throughout the US and we'll be expanding to use it globally in the next year or two. We'll be seeing it scale more but so far, expanding throughout the US with Kenexa BrassRing has been helpful getting everybody on the same page.

I have used technical support a couple of times such as filing the tickets and getting them to work through the issues. They've always been helpful, whether it's helping on the call or with the email resolution, it's all been pretty good.

I did not previously use a different solution. I just wasn't part of the HR talent acquisition world yet.

I was not involved in the initial setup.

I think one the bigger advantages is that it is backed by IBM with the ability to bring in a bunch of tools to build an entire platform. It's not just one tool that does the ATS and another tool that does HRIS. Being able to have IBM that supplies all of those and create a platform is, I think, pretty useful.

The most important criteria for me when selecting a vendor to work with is definitely brand recognition. If you see other companies that are in your industry using the same tool, it let’s you know that it can be applied to your business. Something with a proven track record.

There's obviously some room to improve and they're making updates all the time but I think right now, even with talking with some of my colleagues, they say it's better than some of the other solutions that they've used. Drawing from some of their feedback, it seems like it's a good tool. I don't have any previous experience with other tools.

I like how we can copy a req as we have many duplicates. That saved a lot of time when opening reqs.

I felt like we could have customized it better for our business.

I have used Kenexa for two years.

Here and there we did have stability issues.

There were functions we couldn't customize and needed to.

I would give technical support a rating of 7/10.

We used ATS and switched to Kenexa to update to a web interface. Our company then switched to Taleo. We are switching to Workday.

The setup was straightforward. I liked how we had teams and everyone could help build out product.

Customize as much as you can upfront, as it would be worth it in the long run to have what you need now, instead of waiting or trying to get that later.

We looked at PeopleSoft.

Customize it and then it is a good product.