Workday HCM vs iCIMS Talent Cloud: Which is a better fit?

Christos: My name is Christos. I am a senior compensation analyst, and I work for Braze Incorporated. And the headcount, I can give as well, which is 1,500 employees. Workday HCM, I would give a four out of five. Workday HCM is used for our payroll services within the company as just a generality. We use it to keep track of leave of absence, time off, bonus requests, just various different HR systems, things that we need. However, now we are using it to store salary bands, and that's more of where I come into play, where we're building out bands and storing them within job descriptions and job profiles within each individual employee and department. I just really enjoy the user-friendliness of the platform. It's really easy to navigate between the landing pages. Even for the compensation team, we have our comp dashboard, which allows us to pull this various reports that we're looking for, so that's very helpful and intuitive. But even as a user of just even being an employee of the company, it's very easy to go through my compensation, my pay history, my pay stubs, my bonus cycles, even just my managerial tree. It's an easy to navigate system, which I can appreciate. Especially if someone hasn't seen it before, it's easy to teach. I'm not necessarily the systems expert when it comes to loading in data and whatnot, but we do use a separate system for our comp cycles, which I understand can happen in Workday. However, from my experience, the reason why it wasn't a five out of five is just the way that the two systems read off each other. For me, Workday, even though it's intuitive when it comes to loading data, it's very fickle in certain circumstances since I've used it for the last three years, and I would just like to see a little bit more improvement in being able to be more modified towards these new systems that we're using, like the AQMS and the Oracles. I just found it rather difficult to... It's been the same for a while. I'd like to see a little bit more uplift when it comes to the loading of data. However, with that being said, I know there's room for improvement just from the platform's perspective on that, from a system side.

Anthony: I'm Anthony, senior HR business partner. Our organization has 80,000 employees and I give iCIMS five rating. Prior to iCIMS, we had PeopleSoft as our applicant tracking system and PeopleSoft had some limitations in terms of resume search. Having iCIMS allows you to optimize your candidate search and manage candidates more quickly and appropriately, and candidates have a better candidate experience. iCIMS is a great tool. It has a great user interface both for the talent acquisition recruiter, the hiring manager, as well as prospective applicants. It allows you to engage with candidates even if you don't have an open position, which it allows you to keep your pipeline warm. iCIMS Is very easy to set up both as an initial tool for an applicant tracking system or to migrate data from your previous applicant tracking system or your HRMS system for your talent acquisition needs. It's easy to use. It is a platform that is pretty quick for hiring managers and recruiters to get used to and use effectively immediately. Anyone who decides to use iCIMS as an applicant tracking system and as a candidate management pool, I would suggest also adding on SkillSurvey. And when you have SkillSurvey coupled with iCIMS, it allows you to conduct references for prospective candidates and your time to fill will decrease in a expeditious manner. So anyone who is considering iCIMS, I would suggest having an add-on with SkillSurvey to optimize both your candidate experience as well as your time to fill.