LinkedIn Talent Hub vs. Oracle Fusion Cloud HCM

In my opinion and based on my experience, if you are looking to hire professional "white collar" skill sets and establish yourself in that arena you must use LinkedIn. It is best to be very active and connect and reach out via InMails and emails to your skills sets and the groups they are in.

Incentivized

Oracle HCM is very much helpful and well suited in the recruitment and placement process and HR data. It makes it easier for HR in [organizations] to keep track of who is in and out of the [organization]. Improvement can be made by allowing employees to record their own data and update it as and when necessary without having to go through HR first.

Incentivized

• LinkedIn Talent provides customized templates that can be used to quickly reach out to candidates via LinkedIn InMail.
• The pipeline feature allows recruiters and/or human resource directors to build, track, and manage candidates. It lets you organize candidates into folders and create lists with reminders.
• You can share your activities, projects, searches, candidate profiles, and applicant notes with other people throughout the company.

Incentivized

• It is advantageous in keeping a record of the performance of the employees and can look for potential employees.
• It is solving the problem of payroll.
• We are utilizing it to create ease in the recruitment process and it is holding all the recruitment processes efficiently.
• The price range is highly justifiable.
• We are utilizing it to create ease in the recruitment process and it is holding all the recruitment processes efficiently.
• The price range is highly justifiable.

Incentivized

• InMails. The con of sending InMails is that many times you don’t get a response back. Linkedin should have a feature where a recruiter can know if their InMails was even viewed. Better mechanisms need to be put in my place for the InMails feature.
• Cost. LinkedIn recruiter is not cheap. I wish the cost could be a bit lower especially if there are multiple users.
• Connectifier is not helpful for global candidates. Many of the candidates that I reach out to are international. Unfortunately, Connectifier isn’t helpful in obtaining email addresses for these international candidates.

Incentivized

• Government entities share data readily on applicants and HCM doesn't make it easy to have applications transferred between organizations. If applicants could apply once and send that application to multiple entities that would really make it more appealing to clients. This is a niche that is currently filled with NEOGOV, however Oracle's analytics are far superior to those in NEOGOV
• There are no customizations allowed so clients need to work within the configuration standards or create a bolt on. Many times your greatest asset is also one of your biggest weaknesses.
• Oracle is a large company and sometimes it can be hard to navigate the support matrix that they have set up. They also have tiers of support so you can pay more to get more, which isn't optimal from a customer point of view.

Incentivized

Taleo does what we need it to do and based on the costs from both a time and money perspective, I don't see us changing anytime soon. If anything I think we will look to leverage the capabilities available that we may not already be using.

The LinkedIn Talent Hub is a very easy to use and widely known by other users. If someone is hiring, its very visible and accessible. I have never had trouble posting exactly what I need. However, I have had trouble finding the candidate I am looking for. It tends to not bring in a lot of candidates

Incentivized

After the initial training's, it was quite intuitive to use the application. The application is based upon best practices and the overall flows are quite logical. The train stop approach also ensures that users understand where they are in the process cycle. Also, the number of clicks have been greatly rationalized to ensure that there is more streamlined experience.

Incentivized

It works well. However we recently discovered that it no longer is supported on Internet Explorer so we had to change the default browser for everyone in our organization to MS Edge.

Incentivized

Works well.

Incentivized

I'm giving this a 6 only because in my 1 year at my current position we have had 3 different reps. The first was unresponsive and passive when attempting to help us. When she came out to do a demo on a new feature launch it was scattered and all over the place. The person we have now is great and is super helpful when ever we need him.

Incentivized

The rating is based upon our current level of support. The overall experience has vastly changed since we moved into product paid support. 'Also, with Oracle going with the model of quarterly patches, it makes sense to have the product company provide support to the overall application thereby eliminating the problems of bugs.

Incentivized

Great online tools and help, and printed out guidelines.

There is a lot of potential on Fusion. We have reaped about 10% of potential benefits. Especially on Workforce Intelligence, the opportunities are huge. The reason why we do not use the solution at its full potential is not in the product (which is simple and transparent). A roadmap is under construction to bring more of its potential to the end user.

Incentivized

LinkedIn Talent Hub is a really good product in theory and mostly in use. I just feel like listening to more of the feedback and reviews from customers this could be a top of the industry product. Indeed and especially Monster and Careerbuilder are just out dated and not relevant. LinkedIn Talent Hub has a great market opportunity to jump in and become a leader.

Incentivized

Our prior experience was Evolution Payroll but it didn't meet up our expectations and the kind of excellence we wanted from it. But I would say that Evolution Payroll is another option for those who don’t want to avail multiple tasking and automated employment facilities like the way Oracle HCM Cloud offers.

Incentivized

Taleo (owned now by Oracle) continues to be an incredibly powerful product and it's scalability is among the most robust of any ATS in use today.

• Positive ROI because it didn't cost us anything (yet). The system was chosen (not by me but I went in with an open mind) because they offered it to us for Free. The team was desperate and made a hasty decision based on cost and lack of understanding what an ATS should be capable of doing.
• Negative ROI because it was a big waste of my time implementing it and finding workarounds and working with their support team on fixes and product participation meetings for them to improve the system
• Negative ROI - it's been really buggy with us. I don't even know if or what jobs are in sponsored slots and there is no way for me to confirm this in the system. Even when I click on each job to view, it's giving inconsistent info to the point I don't trust it. I cannot run a report to identify which ones are being sponsored or not. This may be hurting us a lot more than I know.

• We were not good at tracking any numbers around recruiting so now this last year we have been able to set the benchmark that we now can work toward improving.
• At any given time, we could not say how many open positions we had. Now we are able to keep track of that.
• We do a much better job with communicating with candidates now, especially the ones not selected. This will help us maintain a better reputation and attract the candidates back for other jobs they may be a better fit for in the future.