Neogov has a very high learning curve. Once I became proficient - after about 6 to 9 months later - I found the application fairly easy to navigate. However, I learn additional functions regularly as I use it. I am an expert user now, but I have been using it for 5 1/2 years. Our section has 2 other recruiters who have been there for 2 years now. They continue to ask me user questions which I then walk them through. The application is not intuitive. A user needs to know exactly where to go to perform the function they need to perform. The tutorials need to be more detailed and clear as they leave users with questions after they have completed the tutorials.
Neogov is great once you learn how it works. I like that I can customize job announcements, add point values to questions, and add photos to job announcements. I like the auto-grader if the scoring plan is set up correctly.
I like the dashboard tasks section and that I am notified when a new requisition has been approved.
I like the candidate tracking in OHC since the new update. The visual of the candidate steps on the wheel is helpful.
The bold, italic and underline capabilities in the supplemental questions has been removed. Also, I can't change the color of the font in either the job posting or the supplemental questions.
Report titles don't really reflect what information the report pulls. I have to open all related reports to find the one I need to use to obtain the information I need.
Options under applicants are in a different order and named differently under applicants for various lists in Insight and OHC.
When entering a hire, with the last OHC update, a tab for approvers now exists. This is confusing for managers as they enter some random name. If the approval section was eliminated, it would be much better for managers and recruiters as recruiters would receive a notification once the hire has been entered and submitted.
User access on the OHC side is confusing for managers. The owner of the requisition is the only one who can upload final recruitment documents. Access for hiring managers as well as the owner would allow anyone who is either to perform necessary functions without have to have HR change the owner.
I have created job announcements with templates that have an incorrect scoring plan, so then the auto-grader doesn't work - it fails all applicants. Then its very time consuming to figure out where the issue is in the scoring plan.