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.

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

When we purchased the application it was a god sent, it greatly increased some efficiencies. However, saying this we found that we required more out of an ATS that the current product did not have available.

For organziations that are having a limitation with manual processes of R&O, this product will be most helpful. It will streamline posting positions, reviewing CVs, and organizing hiring committees.

Some organizations may have difficulties with changing their business process to meet the specification of the software. If you require certain config changes and they are system related you may be out of luck as this is a Saas solution, meaning it will take a long time to implement this.

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.

Easy for the Engineers to use for time keeping and billing Payroll process pretty simple Definitely used the Learning Management System (LMS)

Kind of an archaic platform (has since been updated since our use) Almost too many customizable options that can make navigation confusing

While our application in our organization is long, the Deltek system is of great use. It allows easy access to the applicant, to see in one place, each application/requisition. I do wish that there was a way to see Incomplete Applications on their personal (candidate)screen, and not only in the "Incomplete Applications" screen. Additionally, we wish the system would auto-alert us when a req has been open for 30/60 days.

It's nice to have the applicant reqs they applied to all in one screen. The workflow for a req is great.

Incomplete applications have to be found on that specific screen, and you can't find that information on the candidate's profile.

product has some nice features that are not intuitive. once learned, easy to use and navigate. the phone application is also a great and convenient feature.

phone application, you can type project numbers instead of navigating

speed to load functions when there a multiple users

I've been working with Deltek talent for two years now and it is a great value for the money. The recruitment module has been a rock solid product for us that has helped us streamline our applicant tracking processes. Deltek continues to make great strides in improving the functionality with each release. I have found great value for the price I pay.

Great functionality for the price

Help desk level support could use some work. The team feels like they were hired last week and generally not very helpful. Generally I need to go to the next tier to get anything resolved.

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.

I use Deltek Talent Management to create/approve job postings, screen candidates, and shortlist. Versus a paper-based method in my previous role, this is an improvement as basic pre-screening is done and I can rank and sort applicants from one area.

This software seems to work well for our Human Resources team, who do the technical and administrative parts of staffing. It accomplishes the task of allowing applicants to apply and uses basic techniques to screen qualified candidates, so I see only the applicants I'm interested in.

Nothing feels or seems intuitive. I have to dig around each time and drill my memory to find where resumes are stored, where they move to after a competition closes, and how to shortlist candidates. Hot helpful as a hiring manager.

Deltek Talent Management has great flexibility in configurations that allows clients and partners to meet unique requirements through delivered configurations, or re-purposing configurations to use them in alternative way. Deltek's product team actively considers functionality improvements are part of their product roadmap, which not all talent management vendors do.

Configurations, including custom forms and tokens.

Time for enhancements to be requested and included in a product release.

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.

Works great when managing talent all in one place, without having to use another system in conjunction with it. All information handy once applicants submit their applications.

Easy to toggle between jobs postings and candidates, as well as view profile info on each applicant.

Sometimes freezes due to a mass amount of information the site is holding. Also, seems to copy over duplicates.

The initial design and implementation phase was very thorough . Testing was also very comprehensive so that by the time we were ready to go live it was as simple as redirecting our existing job placement ads and pointing our website at the Talent Management system. We have had no applicant complaints on using the system and our HR department loves everything that it automates for them as well as the reporting features offered.

Cloud-based, full-featured, and integration with our current accounting systems.

There were a couple of features we would have liked that they currently do not support. Reporting to Cognos and the ability for an admin to attach resumes to current employees were the 2 biggest.

The best part is the level of customer service. I suggested a change to the software, and it has been implemented. I'm glad to see that Deltek listens to and considers customer feedback.

The acquisitions module has been working great and it's easy to configure. However, the Performance module is not easy to configure as the acquisition one. The implementation took longer and pay increase forms can't be added to it. Same approvers has to be assigned for different phase which is not working for us.

The acquisition module. Easy to configure and automate most of the processes involved in it.

Performance module. Compensation is a separate module while I think it should be integrated with the Performance module.

I have been using it for Tepperman's while it has the functionality, the user-friendliness of the system along with the cosmetic feel stands to be improved. I think more focus on a more appealing format would do wonders for it.

It's functionality and robust reporting

Usablity/user friendliness

I like the Deltek Talent Management software because it has automatic approval routing and lets offer letters and approvals happen electronically. However, the process to post a new position is not streamlined and appears to me to have the potential to be much faster and easier. It takes far too long to post a position and does not provide ways to make the position stand out and be attractive to job seekers.

Automatic routing of approvals and acceptances

The process of posting new positions. No good ways to "market" the position to be as attractive as possible to job seekers. Prescreens are difficult to implement.

Overall I have not been very impressed with the functionality of the software . Compared to other ATS systems Deltek TM lacks many capabilities a Government Contractor needs to have. I just recently was the SME for a upgrade /transition from HRSmart to TM and our transition was extremely rocky . I would venture to say we were even miss- lead about the capabilities in the sales portion . Overall I am disappointed with this product .

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

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.

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.

I have been using Deltek for about 6 months. Since we are a government contracting company it is important to have a system that easily lets us input our hours worked and Deltek does just that!

There are better tools out there. Stay away!

There aren't a lot of pros with Deltek's system. Everything is cloud based which is nice and they do offer integration for many company platforms. Customer service (which i spoke to for awhile) was very helpful but they can't change functionality issues.

Greg did a great job explaining the functions and differences between the product and some competitors. We loved the training refreshers that were available right within the product!