symplr Talent Management Solutions

Score7.2 out of 10

20 Reviews and Ratings

What is symplr Talent Management Solutions?

symplr acquired HealthcareSource in July, 2021. The former HealthcareSource now forms the foundation fo the symplr talent management suite.

Categories & Use Cases

Compliance tracking and reporting
Compliance tracking is the ability to ensure that all new hires are in compliance with federal regulations for employment.
Category average: 7.5
Rater nomination workflow
Ability for nominated raters to accept or reject their nomination.
Category average: 7.3
Review reminders
System can generate reminders to ensure review completion timeliness.
Category average: 7.6

Candidate search
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
Category average: 7.7
Job Search Site Posting
Software provides ability to publish postings to top job search sites
Category average: 8
Resume Management
Software allows resumes to be uploaded in bulk, and for contact information to be parsed
Category average: 7.4

Heath Achatz View profile

Street Outreach Coordinator in Human Resources at Family Youth Interventions (11-50 employees employees)

Use Cases and Deployment Scope

It is used only in admin and HR. We use it for in house vacancies that can be applied for easily as well as having employees share the links to apply with people they know. It streamlines the hiring process, applying process, employee management, and employee reviews. Of course, the e-learning is used by all employees and keeps them up to date on necessary policies and procedures in the organization.

Pros

User tracking of e-learning
HR tracking of user e-learning
Easy to use interface
Intuitive design

Cons

Integration to a mobile app that all employees could use would be great
Additional color schemes would be neat

Return on Investment

It has increased the timeliness of e-learning
It has increased the completion of e-learning
It has minimized the amount of time HR spends tracing and reminding employees of their trainings

Alternatives Considered

HealthStream Learning & Performance

Other Software Used

Microsoft Teams, Google Drive, eClinicalWorks

Verified User

Representative in Human Resources (10,001+ employees employees)

Use Cases and Deployment Scope

Position Manager is being used throughout the organization for the whole recruiting process. Our applicant submits an application online. The application gets to the recruiters end on PM any application/interview updates/ notes/ assignments etc are entered on that application. Hiring managers have access to post jobs etc

Pros

keeping track of applicants
navigation
access to resume, CV, etc is easy

Cons

navigation; not always user friendly or insightful

Most Important Features

tracking applicants
extracting info for salaries, referral bonuses, sign on bonuses

Return on Investment

allows for large volume of users at once and streamlined tracking

Alternatives Considered

HealthcareSource Performance Manager

Other Software Used

HealthcareSource Performance Manager, Citrix Workspace

Melissa Odom View profile

Senior HRIS Analyst in Human Resources at CoxHealth (5001-10,000 employees employees)

Use Cases and Deployment Scope

We currently have implemented Position Manager for job requisitions and applicant tracking across the organization. We also have Performance Manager also implemented across the organization. In Performance Manager we have completed 4 years of Leadership Common Review date appraisals and we are going into our 2nd year of Staff Common Review date appraisals. We are also implementing job descriptions across the organization and are about 60% completed on those.

We are still on Position Manager 10 and any new clients would be on Position Manager 11 and I know there are a lot of improvements in version 11 such as a better approval process for job requisitions.

Pros

Integration and file feeds with our core HRIS System, Lawson, is one of the biggest strengths of both products. Entering data once is a big time saver for an organization with close to 10,000 employees.
User friendly and intuitive interface makes this system easy to use with minimal training. During our initial roll transition we did have in person training but going forward for new employees, training documents on our HR Intranet site have been working well.
Reporting needs are met in both systems. Performance Manager has a custom reporting interface that allows you to create reports as needed. Position Manager has many built in reports and support will write custom reports as needed.
HealthcareSource developers are very open to suggestions from their clients on ways to enhance their products and new versions come out quarterly.
Unlike other software vendors I have used in the past, system changes seem to be very sell tested and put through the QA process before being released to clients.
There are a lot of custom settings that allow you to set the system the way you want in Position Manager. You can change the application and requisition to suit your needs.

Cons

I really like their support software - you can submit help requests by phone, email or a support portal. If it's an easy fix, the fix and communication is quick but when the support needs to move to an higher tier, communication can be slow and although I have no doubt support is working on it, communication could be better to let us know what is going on.
They do seem to be getting better about this, but when a new release is coming out and the changes are minor we often get the release notes 1-2 days before the system is updated. Due to varying work schedules, I would like to see the release notes a few weeks in advance. To their credit, the last release which had a few more major changes like a new navigation bar, they did give us a months notice.
I know this may be rare of the SAAS world, but I would really rave about the software if I had full custom reporting capability with full read-only database access so I could combine their data with my HRIS data in one report.

Return on Investment

Having information available to us to report on time to fill, reviews late, and many other statistics has helped us make better business decisions which has an effect on our bottom line.
Applicants can check on the status of their applications which benefits our customer service.
The ease of letting managers request peer appraisals (aka multiraters) has increased feedback for our employees.
Having the available data we get out of our systems has led to process improvement as we have went through both CQI and Lean process improvement.
Appraisals completed on time has been consistently and greatly improved over our paper system we had in place previously which helps our compliance. During any audits, pulling the data is much faster and easier as well.

Usability

Kathy McGarry

Learning Specialist in Professional Services at Atlantic Cape Community College (1001-5000 employees employees)

Use Cases and Deployment Scope

HealthcareSource is being used organization wide and the training of employees is provided via eLearning. Annual requirements are assigned, completed and recorded. Reports for compliance can be run at any time for measuring accountability. Scheduled employee training oppportunities are advertised, staff self enroll, the training is conducted and completions are recorded. Records of employee participation are readily available.

Pros

Customer service is available via email and phone when needed.
Individualized training sessions available for project challenges.
Provide personable service from all aspects of the organization.
When we had issues with compatibility of third party courses, the staff focused on our need and made it work.

Cons

To allow our team members choice, we offer training as either/or. The current system does not record either/or completions
To end enrollment of new hires for training at a set date, requires also ending the training of all those not yet completed.

Return on Investment

Improved annual regulatory compliance
Increased flexability for employee access

Ron Yardeni

Sr. Talent Acquisition Specialist in Human Resources at The May Institute (1001-5000 employees employees)

Use Cases and Deployment Scope

I used HealthcareSource as a recruitment tool when I worked for 2 hospitals at their HR department in a capacity of Recruitment Specialist.
It is a user-friendly and effective ATS and I enjoyed using it.

Pros

Provides a full picture and a history of the relationship the organization had with an applicant.
Every step in the recruitment/hiring process is done through the ATS software.
Navigation within the program is easy and user-friendly. From sending an invitation to a denial-note it is there easily accessible.

Cons

Administrative functions are harder to use
Applicants can apply multiple times for the same open req.
Alerts are not a full feature.

Return on Investment

I have listed the positive/advantages of the tool.
I have listed the negative/shortfalls of the tool
I would love to use it again.

Alternatives Considered

None

PeopleFluent

SAP SuccessFactors Learning (Unpublished)

Saba TalentSpace

symplr Talent Management Solutions

What is symplr Talent Management Solutions?

Categories & Use Cases

Key Features

Top Performing Features

Compliance tracking and reporting

Rater nomination workflow

Review reminders

Areas for Improvement

Candidate search

Job Search Site Posting

Resume Management

Reviews

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Alternatives Considered

Other Software Used

Use Cases and Deployment Scope

Pros

Cons

Most Important Features

Return on Investment

Alternatives Considered

Other Software Used

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Usability

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Use Cases and Deployment Scope

Pros

Cons

Return on Investment

Alternatives Considered

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