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.

Reporting could be improved. Some changes were made to functionality a year or two ago, and whilst there have certainly been some improvements in some areas (in terms of the dashboard view, for example), we have experienced some difficulty in trying to automate some fairly standard reports to be sent out to our hiring areas regarding current recruitment in their respective areas.

The PageUp system could be improved if it could manage independent contractors. In our sector, contractors include all people engaged by the business for project or site work who are NOT on our Payroll system; they are not technically employees.

Currently, our organization utilizes a separate software package to manage Contractor on boarding, inductions, and training. This represents significant additional financial outlay for the second system.

Most induction and training records are automatically stored in the learning management component of PageUp once the user has commenced or completed any learning content.

However, in some instances, parts of our business may develop and implement learning activities outside of the PageUp system and they may have several hundred participants in these activities. This makes manual data entry of the records very onerous.

The PageUp system could be improved through the addition of functionality where batch uploads can be conducted. Batch uploading of many hundreds of records would save considerable time and resources.

This product could be improved if it could manage contractors. That is, people who are not directly employed by your organization.

Also, if training records could be uploaded in batches (as opposed to users creating their own development records) when required, this would be an improvement.

The ability to pull reports was limited for us. I’m not certain if this was because we weren’t paying for certain functions, or because the ability wasn’t there in the system.

The recruitment program I managed was the largest in the organisation in terms of applicant numbers. There were also a number of steps in the recruitment process, such as a physical assessment or an online test. Once candidates were moved out of certain “statuses”, e.g., from “Invited to Physical Assessment” to “Did Not Pass Physical”, it was very difficult to go back and pull reports for each stage of the process. At one point, we were doing a gender diversity recruitment initiative and I was asked to go back through the system and pull reports for previous recruitment campaigns. I found that after manipulating the system on my own and asking for technical support, the reporting function I needed specifically wasn’t really there. I’m not sure if there are added reporting functions you can purchase that we simply didn’t have, or if this is a limitation of the system. I had to go back and do a lot of manual counting of applicant #’s in order to give me the statistics I wanted.

Regarding the bulk recruitment activities in PageUp, you could only communicate with up to 500 candidates at one time. If you attempted to select more than 500 candidates, the system would freeze. For example, I often had to send online testing instructions to thousands of applicants. We figured this out fairly early and managed around it, but for someone who perhaps is using it for the first time and didn’t realise, this could be frustrating.

The on-boarding process, with specific relation to the provisioning process, isn’t set up as well as other competitors, such as RedCarpet (SilkRoad).

Price can also be a bit of an issue. I think that as we move into a different economic climate, PageUp needs to try and remain competitive with their pricing. Products like Mercury (which we currently use) are starting to offer a very competitive product.

PageUps strongest module is the recruitment module, they are definitely leaders in this area. Their compensation and performance modules are not as strong as their Recruitment module.

I do believe that there are other vendors on the market who may indeed offer better performing modules (perf & comp), but the drawback of these other vendors is that generally their offerings are not on the same code base (platform) and are different solutions that they have purchased and then mashed together to create a Talent Suite offering.

PageUp has been placing a great deal of emphasis on improving their Performance module, by increasing the functionality available.

Maybe there is a need to improve the interface so that we will be able to easily search for modules in regards to the system fix.The improvement is more of to have an easy search on where we would want to add fields or configure enhancement on the system.

In our experience, PageUp has not been as flexible as we would like or expect as a vendor. For example, when we experience limitations in functionality, there hasn’t been a willingness to explore options or make enhancements to cater to our requests.

There are sometimes problems when loading the system; it can be very slow. Also, the advertising section in the original job card section, cannot be selected.

The automated removal of historical data would be great if the user could remove it on an ad-hoc basis when required.

In the Boolean search functions, I would like to be able to search CVs in regards to the skills using the AND/OR functions as well as keywords.