NEOGOV

What I like most about Neogov is that the system is very easy to learn and use.
The layout and design of the software is easy to navigate. I like that Neogov has a
online community to support the software and you can pick up the phone and call
them if you need real time technical assistance. I have used the system for about 4 years and it has been one of the most reliable that I have ever worked with. I also like that the software is web based.

There are some areas in Neogov that do not have the audit trail feature. This is a feature that
tracks which user has made changes or completed tasks in the system. Another thing I do not
like about Neogov is that some features have to be customized and developed before they can be implemented

I like that we can customize the software to accommodate 5+ different employee groups which have different payroll rules/collective agreements. It allows the user to make their own changes and test to ensure results are what is expected. This software allows the user to make changes to remain compliant with legislation changes, collective agreement changes, etc.

It becomes very difficult for new users to learn the "layers" of the product and understand how integrated everything is. IMUCs, Leave Plans and "programming" type work is difficult for succession planning.

We primarily use Insight/OHC and Onboard I love the scoring and am looking forward to the enhancements.

The software tracks many steps throughout the recruitment process and allows reporting, however, it does not track the SME step as a reportable feature, which is needed for time to hire tracking. Also, the system does not allow the removal of OHC user access to specific recruitments the way it does in Insight. The Conviction Questionnaire, while easy to use, does require multiple steps.

Insight: This is the product I use the most and it has greatly helped me in my job as a Recruiting Manager. I can take a candidate from the beginning all the way to date of hire in one platform. The functionality is very easy. The process also has features to promote diversity and reduce bias which is VERY important to me and the role I serve in the organization.

Customization of the PAF is tricky and I wish there were more work arounds to get this form to look that the one we use in our organization. Specifically, we cannot have gender and ethnicity on our PAFs. Very interesting since you organization is promoting inclusivity.