ICIMS

Our main use case for iCIMS Recruit was the flexibility of the tool, which allowed us to easily publish job announcements and receive resumes. It also enabled our HR team based in various countries to access the same data, job announcements, and resumes simultaneously, which made it really easy to use.

A specific example of how my team used iCIMS Recruit in our daily work is that we published more than 500 job announcements within three weeks. We effectively followed up on all the resumes we received, and because the platform was easy to sort job announcements and retrieve resumes, any HR could take over from another HR without prior recruitment knowledge. Within a very short period, we had many job opportunities to fill with a distributed HR team, switching from emails and a fixed job board to iCIMS Recruit, which was a vastly improved and user-friendly experience.

The best features iCIMS Recruit offers, in my experience, include an easy job posting process and effective resume management. Collaboration across our large HR team allowed us to access the same data, which was extremely useful and easy, although the reporting features at that time were not very impressive.

iCIMS Recruit positively impacted our organization by transforming our very old-fashioned job boards prior to the merger, allowing us to publish job descriptions for several hundred positions to thousands of potential candidates in a short period. This transparency and the speed of the job posting process made it easy for candidates to apply, which improved the perception of HR among potential candidates. Even some union representatives acknowledged this initiative as beneficial, especially for those facing redundancy, providing them with many job opportunities and easing their anxiety.

Looking back, I would have appreciated improved ease of reporting, although that was not our main concern at that time. I believe the tool has likely improved in the past ten years.

I have been working in the HR, Human Resources area for the last 32 years.

In 2015, I was fortunate to work with some extremely helpful and dedicated iCIMS Recruit team members. The sales team was in the UK, I was in France, and the development team was in the US. Although some in my company had concerns about the teams being spread out, it proved beneficial as I was able to review all developments throughout the day, provide feedback, and participate in end-of-day conferences with the development team. The following day, I could see their progress and the new results, making the process very smooth.

The support from iCIMS Recruit teams was very good.

I no longer use iCIMS Recruit, as I used it in 2015 and 2016 when I was the project manager and the person in charge in the Lafarge group before the merger with the Holcim group. At that time, we did not have any ATS or we had a recruitment tool that was not modern. I proposed to go for an ATS and I was the one choosing iCIMS Recruit and managing its implementation in Lafarge and Holcim in 2015.

I did not notice specific metrics or outcomes, such as time-to-hire improvements, during that period, as it made no sense to compare with our previous system. However, what was appreciated was the ability to post numerous jobs within a short timeframe and manage many applications for each job posted.

At that time, it was decided not to integrate iCIMS Recruit with other tools due to the administrative constraints of payroll and core HR in France, making smooth integration difficult, so integration was not pursued.

I would rate iCIMS Recruit an eight out of ten. I chose this rating because iCIMS Recruit was quite easy to use and implement. The support from iCIMS Recruit teams was very good. I did not give a higher rating because I always see potential improvements, particularly regarding reporting functionalities that were not easy to customize at that time.

I found the accuracy and reliability of the output from iCIMS Recruit during my use to be excellent.

For others considering iCIMS Recruit, my advice is to be very aware of legal constraints, rules of confidentiality, and internal HR policies specific to the country of implementation. For example, my company mandates that unless an applicant is invited for an interview, their application remains confidential and is not shared with the direct manager. This means additional messages should be sent to applicants to clarify this confidentiality.

In 2015, iCIMS Recruit was relatively new to the market, and I have been proud to have chosen it and led its implementation for potentially 90,000 employees in 90 countries. I know that iCIMS Recruit has grown its reputation and is well-positioned in the Gartner quadrant. Although there are always improvements to be made, I wish iCIMS Recruit the best in its development.

As a recruiting coordinator, my main use case for iCIMS Recruit was to import candidate resumes into their candidate profiles within the system and also monitor feedback form submissions from interviewers for in-person onsites.

In my role as a recruiting coordinator, if a candidate's phone number was missing, it was easy to import that to their candidate profile, and the same applied to their resume. I also sent reminders to interviewers to submit their feedback form or scorecard within the system if the interviewer did not submit it within a specified time frame and SLAs that were established at the time and before the debrief happened.

The best features of iCIMS Recruit in my use case were being able to monitor interviewer feedback form submissions and send reminders. Particularly, I owned in-person onsites at Uber ATG in Pittsburgh.

Both the reminders and monitoring stood out to me in that it made my workflow smoother and was also about accountability.

iCIMS Recruit can feel overly complex at times. I would recommend making the user experience workflows simpler without reducing the amount of keystrokes and uploading a resume or checking in on candidates throughout the interview stage process, and not making it as clunky or noisy with each page.

I feel there is a steeper learning curve with using iCIMS Recruit, and at the time, their company resource and field guides on how to do specific workflows seemed vague, which could cause problems for new recruiters, coordinators, and hiring managers who may need significant training to become comfortable with the platform over time. The user interface felt dated and outdated, and the interface has not evolved as quickly as newer ATS competitors.

Making the user experience simplified would be one thing that could improve iCIMS Recruit.

I have been working in my current field for seven years.

iCIMS Recruit was not unstable in my experience; I never had issues with downtime or crashes.

We used iCIMS Recruit at Uber, so it seemed to handle large amounts of data or users effectively, as Uber was a large company at the time.

I have no feedback on customer support regarding iCIMS Recruit; I never experienced any negative feedback or positive feedback, so I am neutral about it.

iCIMS Recruit was the first applicant tracking system that I used during my career.

I am sure my team evaluated other options before choosing iCIMS Recruit; I was an entry-level employee and it was already implemented within the company, so I am sure they did their due diligence, but I am not sure which other competitors they evaluated.

In today's market, comparable to other competitors such as Ashby and Greenhouse, I would say Ashby is a 10, and if I were to compare that to iCIMS Recruit, I would say iCIMS Recruit is probably a one.

My advice to others looking into using iCIMS Recruit is to be patient with the platform. I have given this review a rating of one.

My main use case for iCIMS Recruit is to source candidates as well as work them through onboarding.

A specific example of how I used iCIMS Recruit to source or onboard a candidate is that I would go into our requisitions, weed through all the applicants, find the applicants that were good candidates, pre-screen them, and send the pre-screen and the candidate's information to the hiring manager to conduct interviews.

The best features iCIMS Recruit offers include a broad range of candidates.

The broad range of candidates in iCIMS Recruit means there would already be a broad array of candidates in the system.

iCIMS Recruit has positively impacted my organization by providing a large number of qualified candidates as we tried to fill a startup logistics company.

The impact of iCIMS Recruit helped us fill roles faster and also improve the quality of hires in measurable ways as it helped us find a great pool of candidates quickly and improved the candidate pool that was applying.

I cannot think of anything, even a small improvement or something that could have made my experience better.

I have been using iCIMS Recruit for a total of about three years.

I was happy with the way that iCIMS Recruit performed.

iCIMS Recruit's scalability was fine, and our company had no problem with it.

The customer support for iCIMS Recruit was fine.

I would advise others looking into using iCIMS Recruit that it will fulfill the needs if you are needing to hire qualified candidates in a timely manner. I would rate this solution an 8 out of 10.