We performed a comparison between SmartRecruiters and Workday 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."What I really like about it is that it feels minimal, but is also dynamic. There aren't a lot of ways to get lost, which is good."
"The features that were most important for us to have were that it is user friendly and functional, which is definitely the case with SmartRecruiters. Our organization is located in developing countries where the bandwidth and internet stability are not the strongest and SmartRecruiters accommodates this challenge. It was a very big plus that we are able to use the system even in these locations."
"I used the free version, which I found valuable."
"The most valuable feature is the way that they've set it up for collaboration."
"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."
"The candidate experience was better because the whole process was there."
"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."
"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."
"It's easy to set up."
"The reporting feature is quite easy for a layman to use, and the look and feel of the application is good. Its security is robust. You will never find a use case that cannot be covered."
"I found the analysis features to be very useful for our company. I also found the modules installed to be aligned with our company's KPIs. These were the two features that stood out."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"I like that it's easy to use and flexible."
"It is easy to use and straightforward."
"The most valuable feature is the ease of reporting."
"The product is useful for storing employee records."
"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."
"The filters are not accurate. The results are inaccurate when filtering multiple criteria, such as country and hiring manager."
"I don't see the integration of SmartRecruiters with SAP happening quite seamlessly, making it an area where improvements are required."
"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."
"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."
"Some features are not as straightforward or user friendly to implement."
"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."
"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."
"The solution needs to be updated with generative UI."
"I'm not sure they have added this feature yet, but there should be a cellphone version, so we do not need to do it on a laptop. I'd like to log in on a cellphone and have the same features. I'm not sure if that is already available or if it's on the roadmap, but that would be a great feature."
"They could provide a web chatbot feature in the dashboard for Workday."
"We would like to see improvement in the mobile app variant of this solution. The time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market."
"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."
"The UI, UX (user experience) is very bad. It is not very interactive."
"The cost of Workday is certainly not inexpensive. It's very pricey."
"My only suggestion might be to include a brief description of any new fields we introduce, making it easier for people to use them. Perhaps this is something they can consider implementing."
SmartRecruiters is ranked 8th in Talent Acquisition with 15 reviews while Workday is ranked 1st in Talent Acquisition with 49 reviews. SmartRecruiters is rated 8.2, while Workday is rated 8.2. The top reviewer of SmartRecruiters writes "Efficiently automates tasks but lacks certain features in terms of usability". On the other hand, the top reviewer of Workday writes "The solution's interface is clean, organized, and easy to use ". SmartRecruiters is most compared with Oracle HCM Cloud, SAP SuccessFactors, Greenhouse and Zoho Recruit, whereas Workday is most compared with SAP SuccessFactors, SAP HCM, Oracle HCM Cloud, PeopleSoft and SAP SuccessFactors Learning. See our SmartRecruiters vs. Workday report.
See our list of best Talent Acquisition vendors.
We monitor all Talent Acquisition reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
