ICIMS

Our main use case for iCIMS Recruit was the flexibility of the tool, which allowed us to easily publish job announcements and receive resumes. It also enabled our HR team based in various countries to access the same data, job announcements, and resumes simultaneously, which made it really easy to use.

A specific example of how my team used iCIMS Recruit in our daily work is that we published more than 500 job announcements within three weeks. We effectively followed up on all the resumes we received, and because the platform was easy to sort job announcements and retrieve resumes, any HR could take over from another HR without prior recruitment knowledge. Within a very short period, we had many job opportunities to fill with a distributed HR team, switching from emails and a fixed job board to iCIMS Recruit, which was a vastly improved and user-friendly experience.

The best features iCIMS Recruit offers, in my experience, include an easy job posting process and effective resume management. Collaboration across our large HR team allowed us to access the same data, which was extremely useful and easy, although the reporting features at that time were not very impressive.

iCIMS Recruit positively impacted our organization by transforming our very old-fashioned job boards prior to the merger, allowing us to publish job descriptions for several hundred positions to thousands of potential candidates in a short period. This transparency and the speed of the job posting process made it easy for candidates to apply, which improved the perception of HR among potential candidates. Even some union representatives acknowledged this initiative as beneficial, especially for those facing redundancy, providing them with many job opportunities and easing their anxiety.

Looking back, I would have appreciated improved ease of reporting, although that was not our main concern at that time. I believe the tool has likely improved in the past ten years.

I have been working in the HR, Human Resources area for the last 32 years.

In 2015, I was fortunate to work with some extremely helpful and dedicated iCIMS Recruit team members. The sales team was in the UK, I was in France, and the development team was in the US. Although some in my company had concerns about the teams being spread out, it proved beneficial as I was able to review all developments throughout the day, provide feedback, and participate in end-of-day conferences with the development team. The following day, I could see their progress and the new results, making the process very smooth.

The support from iCIMS Recruit teams was very good.

I no longer use iCIMS Recruit, as I used it in 2015 and 2016 when I was the project manager and the person in charge in the Lafarge group before the merger with the Holcim group. At that time, we did not have any ATS or we had a recruitment tool that was not modern. I proposed to go for an ATS and I was the one choosing iCIMS Recruit and managing its implementation in Lafarge and Holcim in 2015.

I did not notice specific metrics or outcomes, such as time-to-hire improvements, during that period, as it made no sense to compare with our previous system. However, what was appreciated was the ability to post numerous jobs within a short timeframe and manage many applications for each job posted.

At that time, it was decided not to integrate iCIMS Recruit with other tools due to the administrative constraints of payroll and core HR in France, making smooth integration difficult, so integration was not pursued.

I would rate iCIMS Recruit an eight out of ten. I chose this rating because iCIMS Recruit was quite easy to use and implement. The support from iCIMS Recruit teams was very good. I did not give a higher rating because I always see potential improvements, particularly regarding reporting functionalities that were not easy to customize at that time.

I found the accuracy and reliability of the output from iCIMS Recruit during my use to be excellent.

For others considering iCIMS Recruit, my advice is to be very aware of legal constraints, rules of confidentiality, and internal HR policies specific to the country of implementation. For example, my company mandates that unless an applicant is invited for an interview, their application remains confidential and is not shared with the direct manager. This means additional messages should be sent to applicants to clarify this confidentiality.

In 2015, iCIMS Recruit was relatively new to the market, and I have been proud to have chosen it and led its implementation for potentially 90,000 employees in 90 countries. I know that iCIMS Recruit has grown its reputation and is well-positioned in the Gartner quadrant. Although there are always improvements to be made, I wish iCIMS Recruit the best in its development.