Deltek has offered unified talent management since 1999 through the acquisition of HRsmart with more than 15 million users in 28 languages and over 35 countries from companies of all sizes and industries.
Deltek Talent Management is available as a modular system, which means that companies can choose exactly what they need. Each solution is available as best-of-breed, or standalone, but can also be combined with other modules. This flexibility allows clients to not only choose the solutions they need, but also replace an existing system with minimal disruption.
As a Software as a Service (SaaS)-based system, users can access the software via the internet, with the entire system optimized for mobile use. The user interface has been designed for usability and efficiency, and at any time the main screen is only two clicks away, ensuring increased user adoption.
This solution offers complete employee lifecycle management including talent acquisition and onboarding, performance and compensation management, learning and training management, as well as talent development and succession planning.
The high level of configurability of Deltek Talent Management allows for easy implementation within an organization’s current processes, working well with technologies that are already in place.
Stephanie from YRCI
Employees number: 501-1,000 employees
We are in the process of implementing Deltek Costpoint and Talent and so far have been thrilled with what it has to offer. We are currently using a system that is older and out of date. We are excited to continue to build our design and get started.
Emmanuel from Artech Information Systems, LLC
Specialty: Recruiting Agency
Employees number: 201-500 employees
Particularly for timekeeping and expense reporting, a number of our Clients utilize the Deltek system, so in turn we have had to implement the same. My experience has been good using Deltek. Overall it is a great tool, but some issues included integration, though I must say their customer service team, does a very great job of helping in every way possible to present solutions.
Customer Service; attention to detail to align organization needs with the system
Needs for implementation are sometimes delayed due to 'difficult' changes to the system
For timekeeping/reporting purposes, I will certainly recommend Deltek
Rici from Collabralink Technologies
Specialty: Software / Technology
Employees number: 251-500 Employees
The simplicity of the recruiting and hiring process. It make the overall process enjoyable to be honest.
The implementation time and the overall time to complete the development of some projects.
More customizations and understand what you need and have a clear path on what you would like to accomplish using the product.
Sarah from Truliant Federal Credit Union
Employees number: 501-1,000 Employees
Everything can be customized and tailored to fit our business needs.
set fields that really we didn’t use as an origination - However, I can see in the future these may be of some use.
Look for integrations with other vendors, also – what resources you have to assist with assisting to build your system.
LeMona from Behavioral Health Group
Specialty: Healthcare / Medical
It helped us take two very burdensome processes and turn then into something easy to manage.
I don't like that we are not utilizing the Learning Management System.
Take advantage of the demo. You might be surprised at what it has to offer.
Yonette from HAKS Engineers
It allows you to control the entire recruitment and hiring process.
The implementation time took too long, and there were many glitches.
Do a complete QA/QC testing before allowing new owners/users to start using their customized version.
Danelle from Mueller, Inc
The ATS is extremely easy to use, both for people applying for jobs and also for those of us in the HR department.
The overall time to complete the development of some projects takes longer than we would like at times.
Come up with a good detailed outline of what you want from an ATS before you do any evaluations.
Imad from ParenteBeard LLC
Specialty: Accounting / CPA
We have been using HRsmart since 2006, and from day one, the system offered us an easy-to-use and friendly environment to meet our goals of hiring the best and brightest talent for our organization.
What we liked least was resolved by upgrading to the Enterprise System in early 2014.
Make sure you understand your processes, and have a clear vision of what you need. The system is customizable which is a big plus.
Nick from OCZ Technology
Date: October 2013
I have used the HR Smart ATS twice now. Once as customized enterprise system and once as a standard product.
The ability to customize the product was very helpful to us in how we managed our business. We had some unique circumstances and the support team worked with us to make the system work within our business parameters. It was a big win and timesaver in managing the Staffing group and generating reports.
The second time I used the ATS was at a smaller company, I was a one man staffing department. It was very helpful in automating postings to our company site and to the paid posting sites; and also in gathering resumes and creating a useful and searchable database. The system gives me the EEO reports that I need to write the Affirmative Action Plan.
Although less flexible than an enterprise install, the standard product works well and is affordable. I also link the ATS to the public job posting sites that are required by the OFCCP and can generate reports on applicant flow for audit purposes.
All ATS products have limitations. You have to be mindful about implementation decisions as it will effect your overall experience. I have used this product at both ends of the install range and I am very happy.
HR Smart has been great tool for me. My customers are amazed at what we have been able to do, compared to life before HR Smart.
Jefferson from Zale Corporation
Date: August 2013
Zale Corporation, based in Irving, Texas, is the leading specialty retailer of fine jewelry with over 1,800 retail locations and 11,000 Employees.
By leveraging our great partnerships with HRSmart and Monster.com, we were able to solve several unique challenges we faced when posting positions, tracking applicants, candidate communications, managing requisitions, and onboarding new employees. The solution we chose in May of 2012 was the Monster Unified Application system. This has enabled us to evolve and move away from paper applications, informal requisitions, onboarding paperwork mishaps, manual management of pre-employment assessments, and the manual tracking of candidates through the use of spreadsheets.
The initial project requirements we set for the HRSmart implementation team were very unique, challenging, and extremely large in scope. However, the HRSmart team provided us the suggestions, guidance, and solutions we needed. Additionally, during ramp up, they conducted daily calls with our implementation team and HRIT support departments to ensure our rollout timelines and functionality requirements were achieved.
The post-implementation support via our dedicated Client Services Account Manager has been exceptional! The quick response time and ongoing support continue to exceed our expectations, and has made the transition extremely smooth. Overall, our field and home office hiring managers have been extremely impressed with the functionality of the system: from the elimination of paper applications, the ease of tracking applicants, documentation, candidate communications, pre-employment testing integration, and the electronic offer / onboarding process.
Over the past 15 years, I have utilized various Applicant Tracking Systems and HRSmart is top of the list for functionality, customization, partnership, and client support! It is a product I have been extremely proud to and have recommend to other companies.
Rodney from EDG, Inc.
Date: July 2013
With 5000 employees, we had a significant candidate pool and the paper driven process that was in place was not able to keep up with the volume of resumes; and the recruiting process had become a bottleneck at a time when talent was key to the company’s growth plans. To make things even more complicated, our direct hiring efforts paled in comparison to the extensive number of contingent employees that the company used to supplement its turn around and shut down services offered to our Petro-Chemical clients.
After reviewing numerous Applicant Tracking System (ATS) offerings, we focused in and ultimately selected HRSmart because of their ability and willingness to offer us the utmost of customization to meet our dual hiring cycles. I was immediately impressed with the level of partnering I experienced with the implementation team from HRSmart. They went above and beyond to ensure that the system would accommodate our needs. This was quickly followed up with the most incredible customer service you could expect.
Prior to my leaving, the decision was made to replace HRSmart with an offering from our HRIS provider - who had a bolt-on system that, in my opinion, was subpar and not an apples to apples peer to the HRSmart system. But as is often the case, my input was ignored for a more scalable system and what was sold as a fluid and integrated offering proved to be anything but fluid, and integration was nothing more than a buzz word. Through this whole process, HRSmart never once turned their back on us and made the transition a seamless one, due to their great efforts and not the new provider's.
Upon assuming the role as Global Director of Talent Acquisition and Development at EDG Inc., - a full service, multi-discipline, international engineering consulting firm - I was tasked with replacing the existing ATS which was not capable of handling a high volume of talent acquisition function. Though the evaluation process required we look at multiple vendor offerings, I knew which system I wanted to implement. After an in depth review, the team came to the same conclusion and I was able to again implement HRSmart. This time I was able to implement their Enterprise system and have been more than satisfied ever since.
I’m often asked by colleagues if I would recommend HRSmart for their use, and I enthusiastically answer with an absolutely. When asked why, my answer is always very simple. In the war for talent, timing is everything; and if my ATS is not working properly, or is the cause of a bottleneck, we lose credibility with candidates and our internal customers. Whenever I have an issue I cannot rectify myself (which is not very often but it does occur), I am able to get in touch with my dedicated CSR and Lori is hands down the best I’ve ever worked with. She is able to rectify most of my issues on the phone, and in the event that she needs to involve someone from the programming group, it’s done in an expedient manner rather than my being put on some wait list hoping that I’ll be up and running soon.
Couple this with the fact that HRSmart offers not only the best bang for the buck when it comes to capability, but they also offer a true integrated system where all of the modules talk to each other. You can’t go wrong.
To date we have implemented not only the ATS, but also the Employee Performance Management (EPM) module, and are looking at adding their Succession Planning and Learning Management modules as well.
So in a nutshell, if you choose HRSmart you’re not only getting a true integrated system with best in class capabilities, you are also getting 6 star customer service and a vendor who will listen to your suggestions and actually implements them in their upgrades. Now, that’s a distinct advantage; and when it comes to the war for talent, you need every advantage you can get.
Paul from Thompson River University
Date: July 2013
Thompson Rivers University is made up of three different Unions - Faculty/Open Learning Faculty, Support Workers, and Administration staff. Each Union has its own rules related to the hiring process.
Our old process was very manual and paper based - which meant that it was hard to track the process from creating a requisition for hiring staff all the way through to the on-boarding process. Departmental Hiring Managers were often left wondering what was happening, with very little visibility into the process. It was close to impossible to create metric reports.
We purchased the Enterprise version at the end of 2012, and we have not yet fully implemented the solution as we are deliberately rolling it out in phases so as not to overwhelm the staff that are involved with the hiring process. I have been very impressed with the flexibility of the system and we have been able to react quickly to suggestions during the roll out. I have also been very impressed by the support that we get from HRsmart.
We rolled the requisition process out early in the year, and rapidly moved into the posting of positions and handling the applicants. Most of our users have found it easy to use and have been given the opportunity to provide suggestions to improve the process further.
The system has provided us with a better visibility of all positions. We are now easily able to track from the original requisition, to what stage in the hiring process a position is in. Due to the improved visibility, we been able to move processes from HR to the Hiring manger in a department. This reduces the frustration hiring managers have had, never knowing what is happening and has freed up HR staff to work on other things. The physical time from creating a requisition to getting it posted has been dramatically reduced, sometimes this happens the same day. Also, by using the Integrated Job Target posting, we have saved further time distributing the posting across multiple job boards.
A surprise advantage has been the availability of our postings on aggregated job boards, such as Indeed.com