What do you like best?
What I like best about PeopleFluent is the ability to manage all my requisition's in one cue. It's very easy to find requisitions and candidate's quickly. I also like that each recruiter has than own view in PeopleFluent and more views can be created easily.
I also enjoy PeopleFluent's ability to integrate with other platforms like Workday. It makes for a seamless hiring process. Automation is a key part of efficiency and peoplefluent really does a lot of the work for us.
What do you dislike?
PeopleFluent has it's flaws. Sometimes resumes can be very difficult to read depending on your settings. In addition, I wish the folders (Inbox, Hiring Manager Review, Screening, etc) were more customizable for us. It would allow us to work our requisitions with more flexibility.
I also wish that sourcing in PeopleFluent was easier. Searching keywords, searching by universities, better filters - PeopleFluent easily becomes a wasteland of candidates after a point, because of the lack of sourcing technology.
Recommendations to others considering the product
- Every recruiter has a personal cue
- It's very easy to search for candidates, hiring managers, old requisitions
- The keyword and resume search functions aren't very helpful - sourcing within the tool isn't as built out.
- The platform has a great consolidated view that allows you to see your open requisitions, candidates, where candidates are in the process and pretty much everything you need all in one screen.
What business problems are you solving with the product? What benefits have you realized?
We are easily able to manage recruitment projects. The platform enables us to easily communicate with hiring managers, candidates and work through the recruitment process with minimal issues. PeopleFluent enables us to displace much of the bias and discrimination that can easily occur within the recruitment process, but having various triggers and requirements that help to keep the process regulated.