We performed a comparison between Oracle Taleo, PageUp People, and SAP SuccessFactors based on real PeerSpot user reviews.
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management."Good integration capabilities and extensibility."
"Performance and goal management are good to have, based on certain client requirements where the user base isn't too large, but the most workable domain of Taleo is the recruiting module."
"The stability of the solution is good."
"It is easy to use. Requisition management and pre-screening are the two most valuable features."
"The solution offers good benefits for administrators."
"The solution is stable and reliable."
"The Talent Acquisition and Headhunting features are good."
"The talent acquisition and the onboarding components of the system are most valuable."
"We use the cloud version to maintain all the employee records, payroll, etc. We use everything that comes with the HR suite."
"Provides an open architecture and an open platform so it can coexist with other systems."
"It's brought to our organization a big big improvement. We would give it a good rating."
"HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety."
"The performance and goal management is good, and it has a fairly detailed employee central."
"This solution has always been stable for me."
"I love SAP, and I like SuccessFactors...I think most users prefer SuccessFactors as they become more comfortable with it."
"I think it's perfect that every requirement has flexibility in how it is handled, and that there are several workarounds for any problem we are looking to solve. Each problem has multiple solutions, so it gives us a lot of flexibility in terms of processes."
"I don't see very valuable features in this product because it has an old way of interpreting ATS. It should be more flexible in managing datasets and data searches. The screening data is a long process in Taleo."
"In terms of Oracle Taleo as a product, there are a lot of things which can be developed; most feedback which I have heard from customers is about the dashboard and the home page, both of which are quite basic."
"The bulk recruitment feature does not work well."
"There are always going to be little caveats here and there that you might not have known about as far as changes are concerned, however, it's not business-oriented to the point where the business shuts down."
"Lacks some systems that we need."
"The pricing could be improved."
"It would be ideal if we could integrate the solution with Olympia. It would be helpful if we could add another support desk for an IT person. It would be great if the product was more interdisciplinary and could include IT."
"They could probably add surveying, as in engagement surveys, to their product. That would be something that would be valued by their customers. For instance, Culture Amp is a product that does a lot of the engagement stuff. They're diversifying into other aspects of talent management. It is not yet at the same scale as PageUp People, but it is an excellent product as well."
"Overall, the documentation could be improved, and I think the learning management module needs to include more capabilities when it comes to matching an organization's particular learning approach."
"SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in."
"It is not that user-friendly. It can be made more user-friendly."
"SAP SuccessFactors can improve the recruitment module and artificial intelligence features. More powerful analytics are needed."
"Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."
"I don't think SuccessFactors is quite fit for use as an employee database."
"The GUI needs to be enhanced to be in line with the latest and complete version of the solution."
"The integration between the recruitment module and employee central is a big problem."
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