What advice do you have for others considering SmartRecruiters?

I rate the overall tool an eight out of ten.

SmartRecruiters is one of the best ATS systems on the market. Since it is expensive, most of the companies might decide not to pay all that money only for ATS purposes. Using SmartRecruiters makes sense for a heavily recruiting company that needs something more sophisticated. Most companies would use an overall HR system like Workday or Workable with one candidate management function. Overall, I rate SmartRecruiters an eight out of ten.

There are some drawbacks to SmartRecruiter. Specifically when trying to connect to other applications. If both applications are based on the same platform, integration becomes easier. The company and base are the same, simplifying the process. However, connecting SmartRecruiters to Workday XCM poses challenges because they are two different companies and service providers. We require an API for this integration, but even with extensive API usage, data synchronization is not seamless and time-consuming. We would have to face numerous troubles. Additionally, our inter-organization HCM itself is transitioning to Workday. It makes sense to have one system, as Workday also offers an ATS and has made significant progress in the past five to six years. SmartRecruiters' current shortcomings are being addressed by the Workday ATS. Hence, we believe it is the best solution for us. If it is a smaller organization, let's say, the organization's strength is somewhere around 5000 to 7000, then SmartRecruiters should be good. It will be easy. But if you know that your organization will grow up to 10,000 to 15,000 or if your organization is more than 8,000+ employee headcount, then I think instead of SmartRecruiters, it's best you should go for a better ETS. Overall, I would rate the solution a six out of ten.

If you're a pretty massive company, this is the one that you would want to look into because it has so much functionality built in. It is built for massive organizations. With SmartRecruiters, we've got about 33,000 or so resumes in our database. So, it can scale pretty massively. I don't know where the pain point might be for Lever or Greenhouse in terms of the number of users, database size, resumes, etc. It takes a little longer to figure out, but it is pretty powerful, and a lot of functionality is built in. It is a cloud solution, and its maintenance is done in the cloud at their end. So, you never see any upgrades or changes. It just works. They may notify you that this new functionality is available or they have improved a feature. It is all maintained by them. I would rate it a nine out of ten because of all the extra functionality and making things easy.

My advice is to try to stick as much as you can to what the product has to offer and keep it simple. If you do that, SmartRecruiters is really ideal and quick to deploy. Sometimes companies or organizations are reluctant to change their processes because they have been familiar with them for many years. The biggest lesson that I have learned from using this solution is that sometimes being simple or a different way of working makes sense for a situation. In terms of the recruitment activities, the young people like how SmartRecruiters actually supports them in their application process. It makes them feel modern, relevant, and current because the application process is so simple and cool, which really makes a lot of difference for companies. The first impression does count when people apply for jobs. They are becoming very strong in this market. In fact, I know them when they were a startup. I saw them at a conference when they first launched the idea. So, I've seen them grow. I also believe in what they are working on in terms of their product development and their thinking of the hiring success. That's the word they use, and SmartRecruiters as a solution supports that. I would rate SmartRecruiters a nine out of ten.

I would recommend this solution. It is a good solution. It works for small companies and large enterprises. It is easy to configure, and you can really adapt it to your own business. I would rate SmartRecruiters an eight out of ten. There are small improvements when it comes to different features, but this is not because the features aren't good. This is because we want to personalize them or adapt them even more for our organization.

It is good for what we need, and it works well for us. I would recommend it, but if you are going to link it with other solutions, be aware that a bit of work might have to be done there. Looking at more AI things like the smart assistant, it looks brilliant for what it is. We haven't been able to make the most of it. At the moment, the majority of our base is working remotely, and we do have a recruitment freeze so that has reduced our engagement with the system. We are mostly using email and Zoom for all the communication, depending on the region and the preferred mode of interview, but it is still the only tool that we use to manage all of our candidates. They've got lots of things on the roadmap for quite a young company. Things could be more efficient, and they're doing all they can to keep up with the change in the market and what we are experiencing, especially over the last year. I would rate SmartRecruiters an eight out of ten.

My advice would be to explore and try different alternatives. It is the time to actually experiment and try a new type of provider out there in the market. It is not all about the pricing. It is about the functionality, return on investment, and amount of time you save in getting a service provider that provides everything at an affordable price. The type of software that is available now is really great. It has changed a lot over the last couple of years. Considering that we are working from home nowadays, it is important to rely on software. I would recommend this solution. In terms of what SmartRecruiters offers and in terms of CRM or HRS and other things, I find it quite good. I would rate SmartRecruiters a nine out of ten.

For anyone thinking of using SmartRecruiters, I'd say put it up against a few other applicant tracking systems that are really user-friendly, like Greenhouse and Lever, and then see which works best for your organization. In my experience, it pays not to just use the legacy system that's available at the organization when you come in. Like if you're using ADP Workforce Now and it has that applicant tracking system module, don't just use that because you're paying for the overall system. Go with the one that's going to be the best for both recruiting and your applicants. If I had the budget, I would have gone with SmartRecruiters as our main applicant tracking system. On a scale from one to ten, I would give SmartRecruiters an eight.

The advice is that definitely we would recommend SmartRecruiters. In our case everything has gone very smoothly and we find it very efficient. SmartRecruiters is definitely developing very rapidly with the times, introducing many new features that other customers suggest. On a scale of one to ten, I would give SmartRecruiters an eight. We could say eight to nine, but eight definitely. There still is some room to keep improving the little tweaks. Let's put nine because they are really good at implementing the requirements of the customers. But there still is room for a little tweak, which they take into consideration, but it must have support from other customers, as well.

I was involved in implementing the solution in my current company here, and that was in just this past May or so. This is my first year using it. We're using the web application of the solution. We're using the most recent version of the solution. I definitely would recommend the solution to other users. What I really like about SmartRecruiters is communication and collaboration between candidates and internal clients or managers. It's a very user-friendly system for end-users and for individuals like myself. I feel like it was easy for internal employees as well to adapt quickly, as long as they used it as much as they should. It's laid out a little bit like a social media platform would be, whether it's Facebook or LinkedIn, which makes the usage very intuitive. Anyone can easily just be able to jump in and start using it within a day. Overall I would definitely recommend looking into implementing it. A negative lesson that I've learned is that it does take time to get people to get to that point with new things. Even though it's more fun, interactive type of a product, Iin terms of a tracking system for end-users and myself, it does take time to get everybody up to speed and just able to get the system where you want it, to where it works for our organization to save time. When we're automating our offer letter process inside the system, we're still having to make some updates regarding that, as we have a bunch of different business units that have changing roles and needs, and sometimes it can take a little bit longer to make that change. It still takes a lot of time to get it where you need to be. However, I don't know if that's exactly focused on SmartRecruiters. That can just sometimes be just the way it is for all implementations projects in general. Overall, I would rate the solution at an eight out of ten.

If you're interested in using SmartRecruiters, then you have to consider the talent acquisition process culture in the country you're located in so you can make it a more user-friendly platform and create a better experience for the candidates and hiring team. Consider all possibilities. Overall, it was a very nice platform, but it should be more culturally-adaptable. Improving the candidate experience is very important. It was very good to see how the platform works and how easy it became for us to see our data and to analyze the information received. Overall, on a scale from one to ten, I would give SmartRecrutiers a rating of eight.

In my experience with this solution, there were not many downfalls to it. This is a product that I would recommend. My advice to people would be to just be as prepared as possible. Do your reading. They provide a lot of setup documentation and things that they need from you, so they give you everything, but they will do handholding as well. There's quite a lot of research internally, which is what I discovered from the example I was saying about the delayed implementation. They make it as easy as possible, but there's a certain amount that you have to do at your end at the same time. The biggest lesson that I have learned from using SmartRecruiters is that technology can only take you so far. You can have an excellent system like SmartRecruiters, but if your internal processes are broken, then it's only going to take you so far. It's great to have, but you have to have the internal systems and processes in place as well to really make the most of it. I would rate this solution a nine out of ten.

We use an online version of the solution. I would recommend this to other companies that are looking for a solution that is easy to use and offers speedy applications for users. It's all very intuitive, it's easy to set up, and has a very low level of commitment. HR technology keeps evolving. SmartRecruiters continues to evolve their technology too. They don't have the biggest name in the ATS industry, however, they definitely are modern. Overall, I would rate the solution at an eight out of ten.

I would recommend SmartRecruiters to others who are interested in using it. I would recommend you use the full functionality of the system because it has some great capabilities, you just need to be able to turn on all those features and utilize the system fully. From my standpoint, and from where I was sitting as a talent acquisition manager, the biggest thing that I have learned would be if you're going to implement the system, implement it wholly. Don't do a piece by piece, because you want all those capabilities, and unfortunately, you are limited in that because the organization was doing this on a global basis. We couldn't do everything that we would have liked to have done here in the US. Ideally, I guess there's a lesson learned. For us, it would be, "Can we please just turn all that functionality right out of the gate?", as opposed to phasing it in over time, or if we can phase it in over time. I would rate SmartRecruiters an eight out of ten.