We performed a comparison between Oracle HCM Cloud and SmartRecruiters based on real PeerSpot user reviews.
Find out in this report how the two Talent Acquisition solutions compare in terms of features, pricing, service and support, easy of deployment, and ROI."Oracle HCM has a great reporting platform, OTPI, with drag-and-drop functionality. I can design my own reports without relying on the technical team. This empowers HR users to create reports based on their needs, which is a huge advantage."
"The solution has good integration with other applications."
"The technical support is very good."
"The solution's scalability potential is very good. We have more than 1,000 users ourselves."
"We have not had any issues with the stability of this solution."
"The most valuable feature of Oracle HCM Cloud is its integration."
"In terms of ERP, it's a good product. It's convenient."
"Our overall evaluation of Oracle HCM Cloud as a general ledger tool is mixed. It is a comprehensive and versatile piece of software."
"With just a click of a button, we can manage the process. Even generating offer letters and obtaining electronic signatures through DocSign are integrated into this application."
"The most valuable feature of the solution stems from the fact that amongst all the other ATS platforms that I have used, SmartRecruiters is the most user-friendly tool."
"With this solution, I was able to add diversity to my recruiting. I was able to source from multiple locations, and I could show where applicants came from. The reporting tools that are on offer, allowed us to expand our reach. We were able to add meaningful diversity into recruiting."
"The all-encompassing ability to manage the process cohesively out of the SmartRecruiter system was valuable."
"I found the core product quite useful. It is easy to use and quite user-friendly. They have also got other options, such as CRM and HRS. They have other versions such as smart distribute, which is an HRS type of system to analyze and get permissions needed from the applicants. In terms of pricing, SmartRecruiters is much better than its competitors."
"It has a lot of good features. We post all of our jobs through the system, and they have a marketplace where you can share the job post with the job boards they're working with. It is integrated with all the records about from where the applications are coming. We have all of our candidates gathered there. We can set up our own hiring processes depending on the type of job and then move them through the process there. It is also possible to involve hiring managers and give them access so that they can also track the candidates and have a look at TBE and interact in the system, which is very useful. We also use SmartRecruiters for job approvals before posting the job as well as for offer approvals before sending an offer. We have everything in the system itself, and everything is being tracked, which is very good for us. It is a reliable system, and you can use it for the full cycle of recruitment. You can really adapt it to your processes. When it comes to the configuration, it is easy to configure. Something that is good with SmartRecruiters is that they are always working on improvements. Every quarter, they have different enhancements or product releases, which is something that we appreciate."
"Job publishing and application tracking are the most valuable features. You can keep the flow of a candidate's application into one system. The whole collaboration can also be done within the system, which means that you can schedule interviews and add your feedback and ratings there. You can also communicate with the candidates. The analytics part of it is also very valuable. It is a useful feature that we use quite a lot. We don't really use other features such as recruitment marketing or CRM candidate relationship management in SmartRecruiters."
"The candidate experience was better because the whole process was there."
"It's not so easy to customize as it's cloud-based."
"The absence management can use some improvement. Due to all the flexible working, the part with work schedules could be a little bit more flexible."
"I would focus on making high volume recruitment more bulky."
"From the feedback that I get, the functional side of the payroll could be improved."
"There should be more digital assistance included, like chatbots."
"The interface could be more user friendly."
"I would like to see improvements in the user experience, specifically reducing the number of clicks required to achieve desired outcomes. Additionally, enhancing the look and feel of the front end and allowing for a greater level of configuration would be beneficial. Its pricing should be less."
"I believe what could be improved is the EX portion of Oracle HCM Cloud and how it can more easily integrate with other tools."
"The major improvement area is how it integrates with other systems. That's where we've had some sort of pain points. They've done a lot of work with their development team in setting up integrations with other types of software like SuccessFactors, which we use, but we have found some glitches there. This is probably where they need to do some work. Sometimes, when it refreshes or there is any sort of update in SmartRecruiters, it has a direct impact on the integrations that we have with other tools. We are not always notified when that takes place. We have had HR say to us, "We've just hired this guy. He is not there in our end board at all. What's going on?" That's when we realized that the integration is actually broken. When we have other solutions like SuccessFactors, it would be very helpful to have knowledge articles for such integrations. We have found some of the templates that we want to use and some of the customizations that we do around the offer letters and the contract letters to be a little bit more difficult, which hasn't made this process any more efficient than it was. We still have to do a bit of manual intervention there. I don't know if it is just our company, but we need to have different clauses and things in place. We have stopped using DocuSign as well, and we are trying to look at other ways of doing that. They are aware of this."
"One thing that has been a bit of a struggle is getting tech support. It is a little more difficult to get support from SmartRecruiters. They want you to have your own in-house person to help you with any issues, whereas with both Lever and Greenhouse, you can just click a button at the bottom of the screen and chat with someone almost instantly."
"The filters are not accurate. The results are inaccurate when filtering multiple criteria, such as country and hiring manager."
"There were problems with integrations around other systems and each one had to be custom-built, which took a little while to get set up and running."
"There were limitations with the system that we would have liked, not in the time, but the company in Germany really dictated that. So we couldn't do everything in the system we would have liked to it."
"Around 2015 and into '17, I worked at a federal contractor. I had to switch to a different applicant system as I didn't know if SmartRecruiters was OFCCP compliant, which is something that, as a US-based federal contractor, you have to ensure. They should work to appeal to the contractor industry and get the product OFCCP compliant."
"I don't see the integration of SmartRecruiters with SAP happening quite seamlessly, making it an area where improvements are required."
"We require greater flexibility for customization with our employer branding. Currently, it is very much driven by the SmartRecruiters design. We are using a SaaS solution, so we are powered by what is in the core product itself. A disadvantage of being a SaaS solution is that there aren't many customization options because you are literally buying it out of the box. You use whatever is offered to you in a box as much as you can, and that might be a problem sometimes because customizations are not achievable. They should definitely improve and provide more flexibility for customizations. For a large organization like ours, they can provide more flexibility on the authorization side of things. They could create a much more flexible way of access and separate the IT or help desk access when they need to go into the system and do some fixes. Currently, it is set up in a way that that you have access for everything or nothing, which is not useful in terms of the separation of duty that we have. There are also other things like matrix, where we can have a better and deeper kind of analysis."
Oracle HCM Cloud is ranked 3rd in Talent Acquisition with 62 reviews while SmartRecruiters is ranked 8th in Talent Acquisition with 15 reviews. Oracle HCM Cloud is rated 7.8, while SmartRecruiters is rated 8.2. The top reviewer of Oracle HCM Cloud writes " Capable of consolidating data from all countries and providing access to any employee information across locations but poor user experience". On the other hand, the top reviewer of SmartRecruiters writes "Efficiently automates tasks but lacks certain features in terms of usability". Oracle HCM Cloud is most compared with SAP SuccessFactors, PeopleSoft, Workday, SAP HCM and eightfold.ai, whereas SmartRecruiters is most compared with Workday, SAP SuccessFactors, Greenhouse and Zoho Recruit. See our Oracle HCM Cloud vs. SmartRecruiters report.
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