GoHire is designed to allow the company to get everything needed to launch a better employer brand and attract top applicants with employer branding tools.
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Brassring
Score 7.2 out of 10
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Brassring, formerly from IBM and part of the Kenexa Talent Acquisition Suite, and now sold by Infinite Computer Solutions, is an enterprise grade ATS and onboarding solution. It allows companies to find the right talent, track and manage candidates, and use candidate data to spot trends within the applicant pool.
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Pricing
GoHire
Brassring
Editions & Modules
No answers on this topic
No answers on this topic
Offerings
Pricing Offerings
GoHire
Brassring
Free Trial
Yes
Yes
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
Optional
No setup fee
Additional Details
2 minute setup
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24/7 UK Support
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Community Pulse
GoHire
Brassring
Features
GoHire
Brassring
Recruiting / ATS
Comparison of Recruiting / ATS features of Product A and Product B
GoHire was the place where I got my job for 3 years and going. This application has alot if potential for small business. Another thing I would love if they have is pop up interviews or some sort of programs to have more direct contact to the company. Highly recommended site.
Other products in the same category as Kenexa 2x BrassRing would be Taleo and PeopleFluent. I would also look into Avature as an ATS option. I am currently on the sourcing side of the recruitment process and use Avature for tracking and candidate mining purposes. I would recommend getting any kind of demo possible since the user interfaces vary quite a bit between them. Ease of use and overall stability should be kept in mind when comparing ATS prices.
Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective
Kenexa can be tailored to meet individual business needs. During the time we’ve had Kenexa here I’ve used it in support of a few different business segments and for each the way the system was used to “position” candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the “event manager” and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users.
Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.
Setting up integrations is extremely tedious. For instance, setting up an address feed would have required sending over 5 different spreadsheets on a daily basis (one each for every facility name, street address, zip code, state, country) and a 6th sheet to make the connection between the other 5 elements. We opted not to set up that integration as a result.
I am confident that the Kenexa product will continue to evolve to meet the needs of our business in an ever changing work environment. The affiliation with IBM also plays a factor as we have a long standing successful relationship with IBM products. We will be looking to integrate other Kenexa products in the near future to streamline our HR processes.
There is nothing that a recruiter needs to do that they can't do with Kenexa 2XB but the proprietary, old fashioned UI is far from intuitive to use. I only rate 2XB this highly because the SaaS is up most of the time, performance is usually reasonable, and it does actually work.
It is a very basic system. It may be OK for entry level positions only. The practice of removing CVs while the recruitment process is ON is disturbing and there is no one to explain or to inform why it is being done. Even a routine mail is not sent to the client/consultant. I am surprised how this system is continuing without too many complaints.
We used to list our jobs in a WordPress post and then share those posts to social media. Candidates would respond by emails or by filling out an online form. We opted to upgrade to GoHire as we can list all our jobs in one place and provide a link on WordPress to our overall job board. This is saving us time and money, as it reduces the search that need to happen to find candidates emails or submitted forms.
The primary reason of still going with Kenexa is because we have been using it for quite some time now. And considering it is used by more than 30 countries, it makes the training and communication about Kenexa easy. Also purchasing this license for a longer period (3, 5 years) makes it very cost effective as well.
