In the recruiting software, we struggle with OFCCP compliance and reporting issues almost daily. We're unable to force steps in the recruiting process, which makes managing a field team of recruiters nearly impossible. Additionally, reporting is very difficult and we can generally not pull the data we need to report or analyze.
Most recent rollout of software upgrades to Wingspan caused an internal disaster that resulted in us having to go back to senior management at Silkroad to downgrade to a previous version of the software. Rolling out an upgrade in Q4, which is our annual review time, was poorly thought through.
In Silkroad Recruiting, as related to this upgrade, major gaps in applicant profile data.
Among the vendors that we work with, it is well-known that Silkroad is amongst one of the more challenging vendors to partner with. Silkroad tends to be quick to blame other vendors when issues arise, which will generally stall any resolution - and most often this is a Silkroad issue in the end.
We are a multinational organization of nearly 8,000 employees and almost 400 locations. We have a decentralized HR model and this product is managed through the corporate headquarters. Because of our organizational design, rolling out changes with this software is very challenging and is not enforcable. If you are a smaller 1-2 recruiter organization, or have a centralized model, this software would be far easier to manage to your own business processes.
We're able to automate the candidate apply process - versus accepting email resumes and tracking in an Excel spreadsheet.
It's difficult to identify a lot of benefits. We spend a significant amount of time trying to maintain and troubleshoot the existing processes and ongoing/new issues as we identify those.