Freshteam vs. Workday Human Capital Management

Freshteam is much less expensive than other ATSs - we've recently switched to Greenhouse which is more than ten times as expensive. It seems like a good starter ATS for small startups and the automation may be useful for teams without dedicated HR support. I suspect that many companies will grow out of it the way we did.

Incentivized

I would say it's well suited in every environment because I think it does so much. It's like the holy grail of HRIS systems is what I like to call it because thinking about all parts of the employee lifecycle, it lives here in Workday Human Capital Management. So I love the fact that you can do the people data analytics, you can store employee records, the talent acquisition pieces there. I'm thinking I can't think of anything negative right now except for the fact that I can't drill down into the data for the people analytics side. Other than that, I think it's literally, yeah, the holy grail of HRIS systems, I love it and I would highly recommend it.

Incentivized

• Moving interviews through each stage. It helps keep you stay organized and no one falls through the cracks.
• Communicating with people through the Freshteam email is easy and again it helps guide interviews through the process. It also reminds you to follow up with people when they will not move forward to the next stage.
• The hiring manager can log in and see the progress and notes at all times. You can also load your different interview questions in so the entire hiring committee can have everything in one place.

Incentivized

• Since it is cloud based, it does not have version control issues (e.g. get 10 years behind on versions that are no longer supported), or the need for constant upgrades. This is completed behind the scenes.
• The flexibility of Workday HCM implementation and then taking it to day to day operations was superior. You can then blow and out and start using other system cababilities when ready.
• To enter the system, we must use multi-factor authentication for additional security of employee data. A user downloads their reports and then they are shown in their archive of work transactions and history.

Incentivized

• Pipeline features need to be improved so that we can map out our recruitment process onto the platform.
• Can we get options for embedding a carrier's web page into our existing website, to show all of our published jobs?
• Implementing a simple UI to push our job into third party websites, or an API which helps us find most known job portals.
• We need some assessment features for various jobs, including mine, so it will also a necessary part of every recruitment application.

Incentivized

• The web interface is awful
• Terrible, terrible, UI. No modern features like auto-save. I can't count the times I have lost work.
• Their UX team (if it even exists) must be aliens, because I can't see how humans would have come up with the UI conventions they have.
• Who creates a website application where you can't open stuff in multiple browser windows and tabs easily?

Incentivized

It is work to make one system the source of truth for our data, but now that it is done, there is less work involved in staying on this path. This means for us that maintaining and/or implementing new modules like performance, finance, talent, etc. is simple. It's a no-brainer

Incentivized

Not usable, not able to undo the premium features to enable any downgrade request

Overall this is a highly useable product. It does require continual use to stay current on changes in the User Interface and functionality, but as noted earlier, this is a reasonable trade-off for the rapid rate of improvement. It is very user friendly and the templated business processes prevents the system from becoming overly complicated

In 2014, Workday has changed the update process. There will be two updates a year; the updates will be delivered to customers typically in a 24 hour window during these two weekends a year. They also keep the Community up-to-date about any planned outages, etc. There is weekly scheduled downtime on Friday night.

From my perspective, the system runs like a well oiled machine and I have not had any issues with customers complaining about speed. If a report is taking long to run, the report can run in the background and you can go about your business. For larger enterprises, there is additional space and machines to process the application in what Workday refers to it as Extended Configuration Tenant

Support is provided by OneSource, the reseller. They really have no expertise and their level of technical expertise is poor. When we went to our training, the room was filled with OneSource people going through the same training. We finished training in 1 day, they took 4 days. They are hardly experts. Workday has come out with two more releases since then and Onesource have doubled in size in the last year – so it’s hard to see how they can keep up.

There is an online community/portal that is pretty good. There is however no easy answer to “guided completion”

Some training is offered online. Cost is per-person. This also gets quite expensive. Training doesn’t follow a logical path A to B. Starts in middle. When you try to do it afterwards at your desk, difficult.
• Training scenarios are not very real

I have done for report writing and mass imports (EIBs). They give materials and you run through examples, i.e. you don’t just watch them do tasks, so that is helpful. Training is expensive – a single reporting writing class is $600 per person for virtual training

We had a small team - 5 of us total. It would have been nice to have a little larger team, but we made it work. Definitely helped that for our first payroll our 3rd party partner OSV was onsight. This minimized issues.

Incentivized

I have used HirePro previous to Freshteam and Hirepro has some limitations. It does not give any report for analysis which is the major drawback it has. It is also not faster. It lags sometimes while using. Few major filters are missing which makes it difficult to work. Sometimes fails to upload CV in any format, we need to wait for sometime then it uploads after some time.

The workday human capital management stacks up against ADP due to the overall different features that we have got in a single platform. With Workday HCM, we do not have to select multiple vendors or tools to manage employees, salary details, career progress, etc. Also, the workday human capital management is very easy to use in all the different use cases that I mentioned above.

Workday has released Financials and is continuing to develop it's Human Capital Management footprint with the addition of Workday Recruiting. I think customers will find that is easy to add on additional functionality in the system. Workday does make it easy for customers to make changes without relying on IT resources. The Business Process framework is a visual tool that allows functional resources to make changes and see the flow of the transaction

• Budget friendly for small and medium sized businesses. This is the most affordable ATS with all the important features required.
• This has really given a good ROI overall.
• Overall we are having a good positive impact using Freshteam is highly recommended for small and medium sized firms.

• To get the most value out of all possible automation in Workday you really need to use a lot of their modules, otherwise you may not be able to solve for some pretty important and necessary needs.
• The system maintenance is way more than what I have seen with some other systems and therefore you need a quite large team dedicated to it.
• The ability to automate a lot of administrative tasks and the ability for employee and manager self-service definitely create a lot of opportunity for HR to spent time and effort elsewhere. A lot of the automation that can be leveraged in Workday also allows for eliminating third party vendors as well as the cost of their maintenance and integrations.

Incentivized