IBM KenexaUsed by 70% Professionals

IBM Kenexa Reviews

Paid

3.8

/5

(Alternatives.co rating)
  • Linux
  • Windows

IBM Kenexa Talent Acquisition suite is a comprehensive and enterprise-grade Applicant Tracking System (System) and onboarding solution that helps organizations find, assess, and recruit the best talent. With Kenexa, you can manage, and track candidates, use their data, and much more, all within the applicant pool.

Contact Us

Find the right plan today

Try For Free
Alternatives.co has rated
IBM Kenexa
3.8
Select Application
  • 3.4
  • 4
  • 4
G2
3.4
Top Comments by G2
Positive Comments
  • Josh H.Human Resources Generalist
    Review
    4.0

    Large or small, domestic or international, compliance-heavy or flexible, the product is highly customizable and can meet the needs of any customer. Working with this tool in global settings and high volume over the years, I've seen a dedication to staying on top of industry trends, as well as a renewed focus on being cutting edge and utilizing IBM's industry expertise. This while maintaining the relationship focus that made Kenexa a sought-after business partner. The reporting section can be difficult to navigate at times. It could take as little as a few minutes to get the information you need from a report. - The simplest of tasks can take a long time. GSC advice is often subpar or incorrect, so you'll need an experienced administrator. Your boss should be able to tell whether or not you'll benefit from a piece of advice. Human resources professionals (such as HR directors) can benefit from this platform as well, as Big Data and analytics can be used to help find and attract the best employees. IBM uses this platform primarily for this purpose: finding and attracting top employees. Throughout the employee lifecycle, Kenexa provides a wide range of human resources solutions to help companies acquire, train, and develop their employees. The product is a cloud-based solution that works with both Mac and mobile devices that are connected to the internet.

  • Swapnil K.Assistant Manager - Talent Acquisition
    Review
    1.5

    Well suited for maintaining large scale data Multiple users supported It can be integrated with other databases Works best if not combined with other tools Easy UAT Easy workflow Outdated System, worked three years with this tool Operation slows down if integrated with other tools. When I used it, tool was combined with HireAlchamey's Edge, Talview, and internal BGV tool. Not user friendly for external candidates, trying to apply or upload candidature UAT may take a longer time Report generation I learned from procurement that IBM Kenexa Talent Acquisition Suite is a very expensive software and strongly felt it was overprosied. It is also outdated and not so user friendly. If your organization uses SAP for HRMS/Operation/payroll-related modules, it can be integrated very well. However, there are a lot of good options available in the market in less price. I have used IBM Kenexa for ATS activities, Report generation, initiating background verification. The only benefit I could think of is that tool can support multiple users and multiple log-ins.

  • Verified User in Consumer GoodsEnterprise(> 1000 emp.)
    Review
    2.0

    I'm not sure I can say there is anything I like "best." It is what it is. I guess it is nice you can customize your home page with the screens you need to see. Not intutive or user friendly; interface is very old looking, when you have candidates on multiple pages, it is VERY difficult to get thorugh all the pages. When you click 'next,' the screen goes blank or doesn't load. I have to get creative on how to view all the candidates or I have to completely leave the requisition altogether and go back in. This gets very, very frustrating. The integration of this platform into our career site has been challenging - customer service has been awful. We use this platform to keep track of all of our requisitions and candidates within each. Because I recruit from universities specifically and additionally use their platform, it is helpful that this platform has the abilty for me to utilize the "campus gateway" posting solely and therefore doesn't require me to field candidats who aren't qualified.

Negative Comments
  • Kori C.Director of HR Operations and HRIS
    Review
    0.0

    Kenexa/Brassring fills the applicant tracking space with more tools than you can shake a stick at. It would appear to be robust and can do all things for all clients. Where to begin. There are so many things to dislike. Let's start with the customer service. It is simply awful. My poor account rep was stuck in a lose/lose situation. He had to marshal internal resources to help with many of my problems...and he didn't have the authority to do it. So, as a customer it took forever to get simple things done. He was also saddled with so many clients he was put in a position where he was slow to respond. I can't think of a worse support model. Kenexa is generally disorganized. Poor communication at all levels is the norm. The technology is cutting edge 1998. Unfortunately we are living in 2015. Kenexa Workbench is a joke. It was designed for Kenexa people only so it is all put together haphazardly. It is difficult to use. Some functionality is held with the Kenexa rep to do so you can do 90% of a set up, but you need Kenexa to do the other 10%. Nothing is simple. It requires multiple steps to do something as simple as add a value to an existing drop down list. The whole admin function needs to be blown up and started over. The product itself is adequate. Recruiters struggle to use the tool. It should be easy to find and disposition candidates. Yes they can do it, but it is difficult to do so compared to many, many other ATS systems out in the world. The onboarding product 2xO should be pulled from the market. It is a horrid piece of software slop no one cares about (not even Kenexa). It is by far one of the worst pieces of technology on the market today. If the leadership at Kenexa had souls they would immediately decommission this worthless piece of crap, apologize for allowing this stain to exist in their company and return every penny of the customer's money. It took four months to do the initial mapping and configuration for 2xO. It took ONE YEAR from that point to "go live." Out implementation person quit Kenexa because of this. No one is happy with the result. It is slow, awkward, clumsy, counter-intuitive to use. It is the only piece of software where it is actually faster to have the new employee fill out paper than it is to use this stinky piece of software. If you get stuck with this piece of crap, you have just been told by your organization that they HATE you and you should find another job soon. They have set you up to fail and will blame and fire you over this. I would only wish my enemies the task of implementing 2xO. Don't do it. There are many better platforms that have more functionality, easier to configure and use, better customer service for less money. A single international applicant tracking system which would allow us manage our entire recruitment function. That goal was met...but any wish for a user friendly system was somehow missed in the selection process. At best all I can say is Kenexa/Brassring an extremely average company and technology. So, if you're looking for vendor and technology solution that is outstanding in mediocrity, then Kenexa is just the company for you! Sign up now and keep your expectations low!

  • Verified User in Aviation & AerospaceSmall-Business(50 or fewer emp.)
    Review
    2.0

    Kenexa (previously outstart) is easy to use when it comes to PowerPoint-esque development, especially for large groups of developers with a few people who know all of the ropes for when anything big comes up. It's laid out well and it can support large amounts of content, with multiple people looking at and editing the same courseware at the same time. It's online so easy to access. The review capability is great as well, as it is all done online in the tool. Kenexa just needs to catch up with other programs that offer more flexibility and access. They seem to have JUST caught up with PowerPoint in terms of animations and interactions, and that tool is as old as time (I'm pretty sure, right?). It takes a lot of effort to set up courseware and requires programmers and experts in the program. Even layouts, despite adding visual tools, aren't easy to figure out. While development is easier once it's in progress, it's not easy to start. Kenexa also needs to work out a lot of kinks, in both development and in exports. They have a few too many bugs/limits. For example, you can't copy and paste from word else hidden html code ruins exports and causes crashing. They need to start looking at xAPI tracking as well, since it's the future. It can take a while to see improvements in the product, so expect that what you see is what you get. Determine what is most important to you in terms of development - large scale with great collaboration and review functionality- or a higher level of interaction and flexibility. This will help guide you in your decision. Large-scale development with a high threshold for content and easy access by developers and reviewers.

  • Swapnil K.Assistant Manager - Talent Acquisition
    Review
    1.5

    Well suited for maintaining large scale data Multiple users supported It can be integrated with other databases Works best if not combined with other tools Easy UAT Easy workflow Outdated System, worked three years with this tool Operation slows down if integrated with other tools. When I used it, tool was combined with HireAlchamey's Edge, Talview, and internal BGV tool. Not user friendly for external candidates, trying to apply or upload candidature UAT may take a longer time Report generation I learned from procurement that IBM Kenexa Talent Acquisition Suite is a very expensive software and strongly felt it was overprosied. It is also outdated and not so user friendly. If your organization uses SAP for HRMS/Operation/payroll-related modules, it can be integrated very well. However, there are a lot of good options available in the market in less price. I have used IBM Kenexa for ATS activities, Report generation, initiating background verification. The only benefit I could think of is that tool can support multiple users and multiple log-ins.

GetApp
4.0
Top Comments by GetApp
Positive Comments
  • Phil D.Staffing and Recruiting
    Review
    5.0

    Very valuable tool I regularly utilize

  • Betty L.Medical Practice
    Review
    5.0

    No Comments

  • Patricia E.Hospitality
    Review
    5.0

    No Comments

Negative Comments
  • Steve G.
    Review
    1.0

    No Comments

  • Carl K.Oil & Energy
    Review
    1.0

    Its the sort of system you would recommend to a competitor you really did not like.

  • Jeffrey L.
    Review
    1.0

    Not helpful at all.

Trustradius
4.0
Top Comments by Trustradius
Positive Comments
  • Simon MethFull Cycle Technical Recruiter
    Review
    2.5

    I didn't! However, I have used both SmartSearch and SilkRoad OpenHire extensively. SmartSearch is fantastic for recruiter geeks who really want to find out all the neat things that are available. It's fast, super easy to use, and quite elegant in design. Probably not a good choice for larger organizations but certainly worth considering for small to medium orgs. OpenHire is a joy to use. Great UI! It does have one really quirky design feature: each time an applicant applies, a new record is created. The software does allow you to view the notes from all the multiple records in one place but it's really a very odd design choice. OpenHire is worth considering for orgs of all sizes. I have never used Taleo but colleagues have and some love it and others hate it. It would be on my list for medium to larger sized orgs. My overall view is that recruiters always hate the ATS they are using. First question I always ask them is, "What do you need and want to do that you can't do with the system you have?" With most modern systems the answer is invariably "nothing"!
    Kenexa 2XB is certainly worth consideration. It's important to determine if the UI is going to be acceptable. Whether or not that is true will depend on the rest of the software suite in use. Reporting is also important. While you can report on most of the data, doing so is cumbersome and not readily available and intuitive for most users. That may be an issue in environments where users are expected to generate their own reports. Modern software should work the way that users expect. Given that most users are now used to using Web applications, tablet applications, and smartphone applications, shouldn't their ATS be available and work consistently on each of those platforms? 2XB does not!
    2XB is SaaS and it is up and running most of the time. Performance is usually good and there is only very minimal downtime. 2XB allows corporate recruiters to work the way they want to work. It provides a clear snapshot of everything on the recruiter's "desk": what there is to do now, what there is to do later, and what can be ignored. 2XB can handle companies/organizations of various sizes including the very largest and handles multi-site, multi-countries well.
    The GUI has undergone several major revisions since I first used it in '03. It is far from Windows compliant. As the market transitions away from pure Windows compliance, now is the time to redesign and bring the UI up-to-date. Reporting is very poor. A redesign of the reporting engine to use modern technologies is needed. There is little that the user can do to customize their experience other than moving columns around, adding and deleting columns, and rearranging the landing page. This should be addressed when architecting the new UI. The implementation of 2XB that I use has no social media integration that I'm aware of. However, Kenexa has announced Release 13: Social media integration and mobile functionality are at the top of the holiday wish list of recruiters this year. Just in time for the holidays, were excited to roll out Release 13 of Kenexa 2x BrassRing. Highlights of the release include expanded functionality for social, mobile, on-demand video interviewing, SMS/Text Messaging, user interface advances and candidate relationship management. No idea if that's vaporware or not but at least they are headed in the right direction.

  • Verified User
    Review
    3.5

    1. Is the system compatable with both Mac and PC platforms? 2. Can the system be customized to unique individual business needs?
    Kenexa allows Boolean key word search within a particular requisition so it makes sifting through a high number of applicants manageable and effective Kenexa can be tailored to meet individual business needs. During the time weve had Kenexa here Ive used it in support of a few different business segments and for each the way the system was used to position candidate statuses have varied based on the individual need of the business. One example is when interviewing a high volume of applicants internationally, we were able to send qualified applicants through to the event manager and it would enable the candidate to select his/her interview date/time based on previously submitted options inputted by our Kenexa users. Kenexa allows one to customize and score questions for each open requisition that applicants complete as they apply. The system then sorts applicants according to the score of candidate answers allowing for easy sorting of top qualified candidates.
    When onboarding a new hire, Kenexa sends our new hire documents via a portal link to be submitted online by the candidate. The system is not easily compatible with Mac users and so it can complicate the candidate experience for many of our creative hires. Ive experienced a high volume of system outages where I was not able access Kenexa. These outages have been resolved in some cases by a system restart, clearing my cookies and in the majority of cases, the Kenexa tech team had to make the fix on their end as more often the not the issue tended to be user wide. They are usually great about fixing bugs in a timely fashion but there have been instances where Ive been blocked out for a few hours. In my ideal ATS, a system should be able to compose and edit offer letters with the click of a button. Unfortunately there is much manual entry needed to generate offer letters in Kenexa, and once completed, it is no possible to edit. For example, if a new hires start date changed we have to create an completely new offer letter, we cannot go in and just make the minor adjustment.

  • Verified User
    Review
    4.0

    The primary reason of still going with Kenexa is because we have been using it for quite some time now. And considering it is used by more than 30 countries, it makes the training and communication about Kenexa easy. Also purchasing this license for a longer period (3, 5 years) makes it very cost effective as well.
    Kenexa is is well suited for any organization that has more than 3000 employees globally. I would not recommend this to startups or a growing organization with less than 3000 employees. But once you cross this number, Kenexa becomes useful and is a brilliant tool for global operations - recruiting. I would recommend this tool to any organization that has offices in many countries/geographies as well.
    Applications on Kenexa - this I believe is the best strength of Kenexa. It is very easy to segregate candidates based on the skill set, role, country, level, etc., hence being the single source for all information. Feedback Forms - As soon as the interviews are done, the tool allows us to send feedback forms with a detailed feedback (up to 4000 words). This allows a detailed documentation of every interview, enabling the organization to make the best possible hires. CRM like features - like any CRM (customer relationship management) tool, Kenexa allows you to be very personalized with every person you are interacting with. The emails directly go to the inbox of the candidates and are personalized as well (with first names, role, and phone numbers).
    API's - I believe this is one area where Kenexa lags, the ability to talk to other systems. This tool is impossible to integrate with lots of other tools, requring human involvement and manual intervention. Search - Searching is not an easy task. It requires a lot of time and effort to search basic data. But due credit to IBM, they have improved on this a lot. But still the system requires more optimization. Openness - Kenexa is a user defined system. It functions only in one described way. There is no way to reduce time, or have an alternate way. This is sometime irritating.

Negative Comments
  • Simon MethFull Cycle Technical Recruiter
    Review
    2.5

    I didn't! However, I have used both SmartSearch and SilkRoad OpenHire extensively. SmartSearch is fantastic for recruiter geeks who really want to find out all the neat things that are available. It's fast, super easy to use, and quite elegant in design. Probably not a good choice for larger organizations but certainly worth considering for small to medium orgs. OpenHire is a joy to use. Great UI! It does have one really quirky design feature: each time an applicant applies, a new record is created. The software does allow you to view the notes from all the multiple records in one place but it's really a very odd design choice. OpenHire is worth considering for orgs of all sizes. I have never used Taleo but colleagues have and some love it and others hate it. It would be on my list for medium to larger sized orgs. My overall view is that recruiters always hate the ATS they are using. First question I always ask them is, "What do you need and want to do that you can't do with the system you have?" With most modern systems the answer is invariably "nothing"!
    Kenexa 2XB is certainly worth consideration. It's important to determine if the UI is going to be acceptable. Whether or not that is true will depend on the rest of the software suite in use. Reporting is also important. While you can report on most of the data, doing so is cumbersome and not readily available and intuitive for most users. That may be an issue in environments where users are expected to generate their own reports. Modern software should work the way that users expect. Given that most users are now used to using Web applications, tablet applications, and smartphone applications, shouldn't their ATS be available and work consistently on each of those platforms? 2XB does not!
    2XB is SaaS and it is up and running most of the time. Performance is usually good and there is only very minimal downtime. 2XB allows corporate recruiters to work the way they want to work. It provides a clear snapshot of everything on the recruiter's "desk": what there is to do now, what there is to do later, and what can be ignored. 2XB can handle companies/organizations of various sizes including the very largest and handles multi-site, multi-countries well.
    The GUI has undergone several major revisions since I first used it in '03. It is far from Windows compliant. As the market transitions away from pure Windows compliance, now is the time to redesign and bring the UI up-to-date. Reporting is very poor. A redesign of the reporting engine to use modern technologies is needed. There is little that the user can do to customize their experience other than moving columns around, adding and deleting columns, and rearranging the landing page. This should be addressed when architecting the new UI. The implementation of 2XB that I use has no social media integration that I'm aware of. However, Kenexa has announced Release 13: Social media integration and mobile functionality are at the top of the holiday wish list of recruiters this year. Just in time for the holidays, were excited to roll out Release 13 of Kenexa 2x BrassRing. Highlights of the release include expanded functionality for social, mobile, on-demand video interviewing, SMS/Text Messaging, user interface advances and candidate relationship management. No idea if that's vaporware or not but at least they are headed in the right direction.

  • Verified User
    Review
    0.5

    Kenexa fares very poorly in practice against almost anything else. It checks the boxes of raw functionality, and offers wide customization. However, in practice it is a nightmare to use for almost everything. I was not part of the initial implementation, so I am not aware of all the options that were considered at that time. However, we demoed and implemented several other systems in my time. The star of the pack was Avature CRM. This is a system that is sleek, useful, and facilitates massively enhanced productivity. It gets out of your way and just works. Avature now has a full ATS (they didn't when we started using them) that should be at the top of your ATS consideration list. Avature is the opposite of Kenexa, providing excellent customer support (which we didn't have to pay extra for unlike Kenexa), and a really well-designed product.
    Stay away from Kenexa. I could not recommend using any of their products in any circumstance. Look at newer players in the ATS field, where you're likely to find a more innovative, well-designed system that will provide a better experience for recruiters, managers, applicants, and back-office support. It'll probably be a lot less expensive as well.
    Data extraction - this is about the only area where Kenexa did fairly well. Although there weren't built-in tools to get very meaningful data within the system, you had many options to extract data in ways that would allow ingestion into other systems for processing and analysis.
    Almost everything - the system is clearly a legacy system that has been patched together over time and never really received the updates it needed to be competitive in a modern web environment. The recruiter experience is very poor, requiring tedious processes for even the most basic tasks. The job applicant experience is also very poor, unless you very heavily tweak the poor interfaces (and even then it's not possible to get it looking and working particularly well). The back-end administration is also quite painful and non-intuitive. The system is capable of doing some powerful things, but you really have to "trick" it into doing what you want. It doesn't appear to be designed with useful functionality in mind. Most of the solutions we implemented for were hacks that worked around silly limitations within the system. Support - really, really poor. We paid for a dedicated consultant, and would regularly go days without getting responses (much less resolutions) to our issues. We replaced the consultant after a few years of pain, and the new consultant wasn't much better. They are not responsive, not knowledgeable, and regularly dropped the ball. Even if the system was excellent, based on the quality of the support we paid to receive I could not recommend this company.

  • Aaron BinkleyResearch and Sourcing Coordinator
    Review
    1.5

    Other products in the same category as Kenexa 2x BrassRing would be Taleo and PeopleFluent. I would also look into Avature as an ATS option. I am currently on the sourcing side of the recruitment process and use Avature for tracking and candidate mining purposes. I would recommend getting any kind of demo possible since the user interfaces vary quite a bit between them. Ease of use and overall stability should be kept in mind when comparing ATS prices.
    BrassRing did make it easy to create and post new jobs as well as unpost and close filled jobs. Kenexa 2x BrassRing is capable of running many useful reports for keeping track of candidate flow and overall recruitment progress.
    BrassRing's application system for candidates is prone to freezing and crashing in the middle of the application causing potential candidates to lose all progress. I filled out the application myself and witnessed these issues first hand, on top of several complaints I received via phone and email from candidates attempting to apply via the BrassRing service. Also, the Parsing system within the application is not capable of pulling any meaningful information out of text documents. Each user must be added to each job in order for that job, and the candidates in it, to show up in relevant searches. This becomes a problem when a new team member joins the account and needs access to all of the previous openings just so that they can find candidates already in the system. The account I was working on involved literally hundreds of new openings a month, meaning that any movement of personnel on or off the account would mean having to update potentially thousands of old positions just to allow them to be able to mine the ATS for candidates. I don't see any particular reason why someone with access to the system should have to be given access to each individual job. If a particular position needs to be kept confidential for whatever reason then that individual position should be able to be set to only show to authorized recruiters. The rest of the positions should automatically be searchable by anyone with appropriate access to the ATS to allow for basic level candidate mining and movement.