I like that this software is an all-in-one.

Reposting open jobs to be fresh on job boards should be made easier.

Ease of the program to teach non computer user the system.

No enough information back on why there is not enough candidates coming into the requisition.

Recently the new reporting features that have been added are really good Prospect feature is really good and was much needed

Candidate information cannot be changed like Contact information, email address If we add a candidate manually and we make a mistake, we are unable to correct it.

Kwantek allows applicants to get through the process quickly and efficiently. It is a one stop shop for full cycle recruiting, from screening to hire. Job postings are scraped and posted to other job site/platforms which provides applicant flow. Kwantek has continued to allow our company to stay ahead of the curve of recruiting, job market trends, and keep our client sites staffed, which is the bottom line of our company. We are a facilities maintenance company, however, without our staff, we cannot operate. We are in the people business. Kwantek is a key factor in our company operations. It is an important backbone of our operations, and Kwantek provides all the tools necessary for us to source talent, move them through the hiring process quickly and efficiently, and on-boarded and keep our clients satisfied.

Functionality. Ease of use for managers or employees who may not be the best of computer use. The Analytics are very insightful and useful for breaking down key metrics and improving challenging areas.

EHX, the onboarding section. Can be difficult to navigate and train new employees. There are some features regarding job postings that are absent.

A very well put together and innovative system. Easy to utilize and pick up quickly.

Ability to have access to all functions of recruitment on one system (job posting, applicant review, hiring). Prospects tab was a great idea to gain more candidates for people struggling to get enough applicants without sponsoring jobs. Personality test was also a helpful upgrade.

Does not accurately tell the recruiter whether someone has the required certifications or not. Applicants are able to skip over the "do you have a valid security license" question. Also, changing statuses for an applicant in one job does not change their status in all other jobs (if the candidate applied to multiple jobs). I've made the mistake of calling an applicant for an interview twice due to changing their status to scheduled interview in one job, which did not correlate to the next job.