This is my 2nd implementation with iCIMS, and I have used the Recruit and Onboarding portals, HRIS integration, bi-directional data feeds to a background vendor, and Agency and Hiring Manager portals. I have also worked on the back end of other HR systems, such as Taleo, PeopleSoft, ADP and SuccessFactors. Comparatively, getting iCIMS up and running and working on the back end is MUCH easier than any of these other systems. Along with that, the iCIMS support and project resources are phenomenal, highly responsive and will go above and beyond to make the system work for your process.
From a systems admin, or recruiter standpoint, the iCIMS online training is incredible and it provides an excellent foundation of the system. With a little bit of internal training and explanation on the company's specific setup, and the intuitiveness of the system itself, people get up to speed very quickly.
This is not as much of a dislike for iCIMS, as it is a recommendation to be ready to assign the right resources internally. iCIMS quotes project time expectations, not taking into account who the company has assigned to the project or their experience level, which places unrealistic expectations on the project manager and implementation timeline. Also, iCIMS sells the system as "super easy" to configure, which it is, but without clearly defining the internal resources needed, signoff, testing and adjustment requirements, people who are not knowledgeable about systems implementations start asking "can't we just turn it on"? LOL, no.
One thing iCIMS could do is to outline a real number of hours and duration required of tasks and testing, and provide best practices and recommendations up from for what types of internal company resources are recommended for implementations.
Make sure you have experienced, dedicated, resources to get the system up and running, even if it means pulling them off everything else for a few weeks. That, or hire a contractor with this type of experience. Also, ensure your HRIS system data is streamlined to only what is necessary to create a new hire record, and that your data and fields in the HRIS system is "clean".
Here's the difference in having the right resources and HRIS systems alignment.
At the first company, our HR team were specialists, dedicated to an area of expertise, and we had a very strong and responsive IT team. At the time, the iCIMS implementation was my main focus, and I was assigned an IT and HRIS resource, both with prior implementation experience. We also had several recruiters involved in testing and a dedicated, full-time, iCIMS Administrator. Due to this level of knowledge and support, we had all implementation work completed in less time than the iCIMS estimates.
With regards to the HRIS integration specifically, we had ADP, and a very knowledgeable, prior IT Director, as our HRIS Director, who had taken the time to clean-up our ADP data, prior to the integration, so it made the mapping and testing process seamless.
At the second company, we operate more as a decentralized "generalist" model, and this is a very small part of my daily job. I get pulled away from the project frequently for other priorities. Also, none of our HR resources are familiar with iCIMS, or systems implementations and back-end configurations in general. My project resources have been reassigned several times as well, or left in the middle of a project. Currently, I have two part-time HR resources, with non-overlapping schedules, who are also limited on the amount of hours they can contribute and have many other priorities as well. They are both smart, quick, learners, and are very helpful and supportive, but things move very slow since we cannot get connected or have limited testing time and too many days between meetings. We also have no one from IT aligned.
With regards to the HRIS integration specifically, our ADP system is set-up with multiple company codes, due to acquisitions which have not been fully integrated and have separate time and attendance systems and benefits plans, along with a lot of "required" fields, which means we have had to add a ton of fields to iCIMS, and the recruiters will have to manually assign unique position numbers in iCIMS to ensure the feed is mapped correctly. We will streamline the new hire keying process some with the HRIS integration, but certainly not as much as we could have if we had integrated acquisitions into our systems and benefits from day one, and had not assigned them to multiple company codes.
At both companies, we implemented iCIMS to convert from entirely manually, cumbersome steps in the recruiting, hiring and onboarding process. The intent was to make our HR resources more strategic and efficient in their daily work, and to streamline the time it takes to recruit, hire and onboard a new hire. Moving to this system certainly accomplishes all of those benefits.