[IPAC-List] ATS and HRIS Vendors

Wed Feb 15 20:44:13 EST 2017

Following up on my previous list-serv submission.  I bounced the government focused HCM application question off some of my colleagues in the HR Systems implementation business.  They provided some very pointed feedback on TM Suites and HCM Suites.  Aligns with what I discussed earlier (below), but also provides two recommendations for hiring and talent management.  Summarized below.

On HCM Suites - there is no available HCM suite that provides what a government agency needs to manage the employee lifecycle.  Suites that provide good core HR functions, fail on the talent management side.  The recommendation is to buy a core HR product (e.g., employee and manager self-service, payroll, compensation, benefits) that does this well and then integrate with a separate talent management product.

ON TM Suites - there are two suites available today that were designed with government agencies in mind for recruitment, hiring, performance, and talent planning.  Both specialize in TM and do not have core HR functionality.  Monster Government Solutions has the majority of the market share.  Many customers use it because for many years it was the only product that was fully federalized for talent acquisition end to end.  Acendre has made quite a disruption in the market due to its user friendly GUI and analytics package. There is a lot of interest and many agencies are considering switching due to the newer engine and fresh UI.  Last year, Daniel Bruner (LLP BPO   Recruiting and Hiring Solution Architect) conducted a detailed software comparison between all the 'federalize products'.  He determined that Monster and Acendre both have essentially the same functionality and support the same business processes. However, in the end, Acendre was selected as the best in breed because the user interface and analytics were so strong.  URLs to both are below.

http://www.acendre.com/

https://www.monstergovernmentsolutions.com/

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Michael Blair | Manager HCM Technology
Office: 816-854-4312 | Cell: 913-832-6130
michael.blair at hrblock.com

From: Blair, Michael
Sent: Monday, February 13, 2017 9:18 PM
To: Richmond, Brandi <Brandi.Richmond at baltimorecity.gov>; ipac-list at ipacweb.org
Subject: RE: ATS and HRIS Vendors

Success Factors (now owned by SAP) is one of the top platforms in the market right now, especially for private sector recruitment.  SF was built on a relatively new technology platform, allowing the application to perform well from a user experience and social recruitment perspective.  The Success Factor ATS, Performance, and Learning modules consistently scored in the top quadrant back when Gartner used to produce Magic Quadrant reports for individual talent management applications (starting in 2015, they started reported on TM suites and SF has remained in the top quadrant, with Oracle and Cornerstone).  As a disclaimer, I have not worked for an organization that uses SF, but my role for the past 10 or so years in HR Technology has required me to periodically review HR and TM software, typically by taking a fairly deep dive into the systems to review core functionality, extension ("bolt-on") capabilities, integration, etc.

I think one of the struggles that many/most public sector organizations face is that the leading ATSs are built for the private sector, not the public sector.  Sigma Systems (now defunct), Job Apps, and NeoGov dominated the government market because they were designed for the public sector hiring model.  Oracle and Workday are both making some in roads into the public sector, but I'm not sure how well their ATS solutions work with the typical government hiring model.

I would recommend seriously considering the suite approach, if you can identify a system that will handle your core HR, ATS, performance, compensation and even learning needs.  You will have to give up something, because no suite offers 100% solution across all of HR.  The private sector is exiting the "best of breed" approach due to the costs and resources required to maintain disparate systems.  Integration, reporting, data analysis, etc. are a real burden using the best of breed approach, and quite frankly the marketplace is consolidating in this area more and more each year.

My two cents.

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Michael Blair | Manager HCM Technology
Office: 816-854-4312 | Cell: 913-832-6130
michael.blair at hrblock.com

From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Richmond, Brandi
Sent: Monday, February 13, 2017 2:45 PM
To: ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: Re: [IPAC-List] ATS and HRIS Vendors

This is an EXTERNAL EMAIL. Stop and think before clicking a link or opening attachments.
Great discussion; does anyone have experience with Successfactors?

Thanks!

Brandi Richmond, SHRM-CP
Test Administrator
City of Baltimore Department of Human Resources
201 East Baltimore Street, Suite 120
Baltimore, MD  21202
Phone 410-396-5180 │Fax 410-396-1285
Email: brandi.richmond at baltimorecity.gov<mailto:brandi.richmond at baltimorecity.gov>
Visit our website at http://humanresources.baltimorecity.gov/<https://urldefense.proofpoint.com/v2/url?u=http-3A__humanresources.baltimorecity.gov_&d=DwMFEA&c=z3YRXp_fnPudmcY85anqWQ&r=BFZSrTLWZNdC1PSq1nOwf5feoVgHlguzbf_YVt8t6qs&m=ick_iTYNuy6aA0mgo0DfoJ2GjPA3EfGVpLmhJYcwRzg&s=DxNCg4dT1TVOqorkMSMzgbUGvIEMNoIiAl7Pdy3bhls&e=>

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From: IPAC-List [mailto:ipac-list-bounces at ipacweb.org] On Behalf Of Crenshaw, Jeffrey
Sent: Wednesday, February 08, 2017 7:17 PM
To: ipac-list at ipacweb.org<mailto:ipac-list at ipacweb.org>
Subject: Re: [IPAC-List] ATS and HRIS Vendors

My agency is working to identify prospective vendors for potential replacement of our existing applicant tracking system (ATS) and human resources information system (HRIS).  We are a multi-jurisdictional merit (civil service) system and are seeking a robust ATS that provides the ability to, at a minimum, establish registers of candidates eligible for employment, rank candidates based on employment test scores (and other applicable criteria), and certify lists of candidates to hiring agencies and managers.  I would appreciate any information from the group on the system(s) currently being used by your agencies.  Also, it would be very helpful to know if your agency uses a vendor that provides one system to meet your HRIS and ATS needs or if you use two separate systems with an interface built between the two systems. Thanks in advance for any help you are able to provide.
Regards,
Jeff

Jeffrey Crenshaw, Ph.D.
Deputy Director | Personnel Board of Jefferson County
2121 Rev. Abraham Woods, Jr. Blvd, Suite 100, Birmingham, AL 35203
205.279.3566 | jeff.crenshaw at pbjcal.org<mailto:cjeff.crenshaw at pbjcal.org> | www.pbjcal.org<https://urldefense.proofpoint.com/v2/url?u=http-3A__www.pbjcal.org_&d=DwMFEA&c=z3YRXp_fnPudmcY85anqWQ&r=BFZSrTLWZNdC1PSq1nOwf5feoVgHlguzbf_YVt8t6qs&m=ick_iTYNuy6aA0mgo0DfoJ2GjPA3EfGVpLmhJYcwRzg&s=lMglyweb8GnuOYxOsNfzvyevg7Vudw04qdv_PERQqLY&e=>

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