IBM Kenexa Reviews

3.9 out of 5 stars
 (26)
1289487e 8112 43dd 9db9 1131171a6174 avatar
Real User
Head Of Culture & Engagement at a financial services firm with 1,001-5,000 employees
Oct 30 2017

What is most valuable?

We chose Kenexa for a number of reasons. One was because of the science that sits behind our survey approach. What we liked specifically was the high-performance engagement model and then, over the course of the relationship, in helping us to... more»

How has it helped my organization?

Using Kenexa and the conversations I think that we have now had, we have focused and worked really hard with the team in London. They've been great. I think what they've done as well is they've really challenged the thinking. What we've... more»

What needs improvement?

Looking at IBM, it's working really well at the moment and we're just about to embark on another kind of agreement or contract with them as well that will take us up until the time at which the workplace would have changed again. It's right... more»
Jeff wellstead li?1414331996
Real User
Partner - Digital People Practice at Digital Works Group

What is most valuable?

Of all the current talent analytics offerings on the market today, IBM Kenexa Talent Insights is the most comprehensive end-to-end, data-agnostic analytics tool. It has instant infographic and dynamic dashboarding capabilities. You can... more»

How has it helped my organization?

This tool is not a 'quick fix' bit of magic, but rather a sophisticated statistical package that utilizes machine learning (think of it as self-driven insight and pattern matching – one step short of true artificial intelligence). It does... more»

What needs improvement?

I would say that it could likely be made slightly easier to consume and work with - less scientific or engineering oriented - but IBM Kenexa Talent Insights is about the most powerful and useful tool I've seen. You quickly get used to the... more»
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Anonymous avatar x80
Real User
Associate Manager of Employee Services at Best Buy

What is most valuable?

I think the feature that really stands out for us, at least lately is, the fully responsive experience for applicants. We have our end-to-end application experience fully mobile responsive. They also host our career site, so having that be... more»

How has it helped my organization?

First of all, it has improved the applicant experience. We went from, last winter, if an applicant went on through a mobile device, they would actually be told, "Stop, now you have to go to a computer to finish your application." If they did... more»

What needs improvement?

We have about 50 requests for enhancements in the system right now. We're a little anal. To be honest, it's smaller things. It's making sure that the responsive recruiter experience includes all the functionality that the non-responsive... more»
Anonymous avatar x80
Real User
Senior Director Of Human Resources at a hospitality company with 1,001-5,000 employees

What is most valuable?

The most valuable feature is the standardization of all of the basic aspects of recruitment process management. I think it's the idea of opening and closing requisitions, and the workflow to enable efficient movement of a mass number of... more»

How has it helped my organization?

Our organization require large volumes of hires on an annual basis. It's the nature of our industry. We bring in 35,000 people a year, so it's a necessary thing for us to have technology in place to do that in an efficient way with as few... more»

What needs improvement?

If you look at Kenexa's direct competitors – and we always look at the landscape of who's doing what in the ATS space – for a company like ours that does high volume hires of relatively low skilled workers, simplification's important;... more»
Afbc6cd3 9aef 4fe8 9fbd 75528b2e40fa avatar
Real User
Director of HR Operations and HRIS at a tech company with 1,001-5,000 employees
Mar 31 2017

What is most valuable?

It has the ability to manage international postings. You can also move the candidate through the selection process. Kenexa does an extremely adequate job with this.

How has it helped my organization?

It allowed for truly global listing for all open positions. That is about it.

What needs improvement?

There are tremendous opportunities for improvement. Unfortunately, it would require a total scrapping of the existing system and completely building a new system from the ground up. Kenexa BrassRing (2xB) is a completely mediocre system that... more»
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Articles

User Assessments By Topic About IBM Kenexa

Looking at IBM, it's working really well at the moment and we're just about to embark on another kind of agreement or contract with them as well that will take us up until the time at which the workplace would have changed again. It's right that we've got in place that kind of short-term contract as well. I think it keeps us and IBM on our toes in terms of making sure that we've got the best possible partner for where we are in our journey, but also understanding where we want to get to. I think IBM has taken a lot of time to really understand Lloyd's in a way that other providers possibly wouldn't have. We really, really value that. In terms of where it can improve, as of late summer 2016, we had two large surveys running at the moment. We've got a culture survey, which we introduced in 2014, which enables us to be able to assess and measure company culture to the extent to which an individual is connected to the purpose, vision and values of the group. It's a big survey. It's almost like what you compare with an annual company-wide survey. Later in the autumn, we were about to launch our engagement survey back in the UK. That's also another big event as well. I think the challenge for us as well is that we know that the external market is changing. If we think about what's happening from a consumer or customer experience, we see that they are getting feedback at the moment. There's constant feedback, constant dialogue, and there's more transparency around the data. The organizations are then having to respond back whether it be through social, through mobile or some other form of giving back, giving feedback or giving a response back as well. I think we've got these two main vehicles in our organization. I think they work really well. Where we need IBM's help is to understand. We don't need to identify. We understand the value of social, mobile and now cognitive. It's been really important for me to hear over the last few days what the era of cognitive will now look like; what are the opportunities that are now opening up for us. I think the challenge for me is that we've got to use social more. We've got to use mobile more, but I need it to be connected. I think this is a challenge for IBM. These tools and products and solutions are great, but I think from a partner's perspective, we've got to make sure that we have that connected view because what we don't want to do is introduce, get more into the ecosystem. What I want to be able to do is look at what I've got so far, understand how I can move from data to insight, and I think I'm kind of getting there, but it's now from insight to answering the 'so what' questions that I get asked all the time. For me, it's about deriving even more value from what I've got already and then to be able to connect social, mobile and somewhere in there, build cognitive into it into creating a kind of connected environment which enables me to do data, analysis and insights in a more transformational way. I argue that we're doing that already, but I think we've got loads more to do. Where I'm looking is, for example, retailers; how they work and the extent to which retailers know about their customers and their customer behaviors. It comes back to the science behind it as well. I'd argue that they are light years ahead. I get a real sense of frustration when you see the kind of customer insight teams and what they can do and then you look at the colleague insights teams, which I'm leading on as well, and seeing there's a gap and we need to close that gap. What I don't need are more solutions. What I need is more of a connected view and have an ecosystem that enables me to be able to measure the colleague experience at the key moments of truth, but to join those dots up to then answer the 'so what' stuff.
Technical support is interesting. Like many organizations, we've found value in looking at structured and unstructured data. Over the past few years, we've been increasingly using open-ended questions to collect the base comments. We've been quite successful at it as well, to the point where we have received 67,000 or even 80,000 comments, as well. We get those comments, which is great. What we've been doing over the last few years, as we see an increasing number of comments coming through, we're having to think differently about how we're going to analyze all this information and remove the bias and the personal interpretation out of the process to really get to the insight. Up until last year, we basically pulled together a group of willing HR graduates to work with us for a certain period. We got some fantastic insights. What that showed us is the power of really looking at this data in a different way, not just allowing 80,000 comments to kind of go out and dissolve into the business because you'll never really understand the collective value and insight that can provide. What we've been doing over the last 2 or 3 cycles is to use the verbatim analysis tool. It's still a learning process for us as well. What we have found is the ability to be able to analyze the data in no time. If we're asked a specific question, and what we've found as well is that the more specific the question can be, the better the outputs from the survey tool. We are now at a point where we don't use any extra resource. We don't use anything at all so we've been able to stand those HR graduates down from the process. We can stand leaders and line managers who are enabled to read all their comments. What we get is, what are the questions you want to answer out of the structured data? We'll go down the structured data and find out the answer. What we're doing increasingly is linking them together. How do people feel through the numbers they give us? What is it they think and say in terms of the words? Drawing that together has been incredibly powerful for us.
We had used another survey provider, a great survey provider, Willis Tales Watsons. We'd used them for several years and they provided an excellent service to us as well. In 2011, with the appointment of a new CEO, with a slightly different focus, with a very clear vision of becoming the best bank for customers, with a very clear strategy and a series of values, it just kind of opened up our minds to saying, "We need to think about science, so we need to think about engagement or research in a much more scientific way than we've done before." Therefore, and it was not a decision that we took very lightly, we really challenged ourselves to make sure that we got the right partner. That was a change as well. For us, I think in the past, so many organizations you speak to today, have got a supplier relationship going with someone. This is what we want. I think with a partnership, it enables us to be able to develop a two-way dialogue. A survey partner, whether it's IBM today or another provider in the future, that really challenges the way we think about, the way we conduct research. However many surveys we run, whether we go out to new joiners, whether we go out to leavers or somewhere in between, we've just got to make sure we've got a survey, a really robust process, and we go out and ask the right questions to really get the truth. What you want is for people to be open and honest. You want the truth and you want to be able to understand the reality of what it looks like and what it feels like to work in an organization.
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What is IBM Kenexa?

Kenexa provides business solutions for human resources. We help global organizations multiply business success by identifying the best individuals for every job and fostering optimal work environments for every organization.
Also known as
IBM Smarter Workforce, Outstart
IBM Kenexa customers
Sweet Spot International (SSI), Leo Burnett Worldwide (LBW), Sika AG, Legacy Health, Apollo Group Inc., Regeneron, Transurban Group, National Health Service, New Zealand Police, Overland Footwear, Yealands, Johnson Controls, Allscripts, Kerry Foods, Masterpet, AMD, Balfour Beatty
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