The system was user-friendly in terms of building pipelines, viewing talent skills, and sending campaigns to specific audiences. Its functionality was effective in engaging talent, particularly through the Join Talent Network feature. Job listings being automatically launched on different job boards was also beneficial.

Our organization purchased iCIMS as the vendor for the careers site. The capabilities we had with iCIMS included building pipelines by joining a talent network, managing campaigns, and more. However, this was not integrated into our applicant tracking system (which was Workday). Overall, it performed well in engaging talent from a campaigns and talent pipeline perspective. We used it for roughly two years.

The lack of full integration with Workday was challenging. For example, once a pipeline was built and a candidate seemed like a good fit for a role, that information would not transfer to Workday. Instead, we had to contact the candidate and ask them to apply for the position on the career site again, which was inconvenient, especially since our application was long and not user-friendly.

Creating campaigns was also difficult due to challenges with imaging and maintaining proper branding. Applicants often experienced issues completing the application process.

I would rank iCIMS around the midpoint compared to similar tools. Now that I have used other job listing and candidate engagement tools, I find that iCIMS could be stronger in candidate outreach and engagement throughout the application process.

Is your company’s application process easy to use? Are you looking for a tool that helps build pipelines of talent to engage potential applicants? Are you seeking different ways to conduct outreach? For these use cases, iCIMS can be a good starting point.

I have heard that iCIMS has improved in terms of stronger integration with ATS systems and better candidate engagement to enhance the application process.

Medium or large businesses with less difficult-to-fill, professional-level positions.

• One of the best things is that it shows the full history of recruitment activity, like how many times candidates applied to which roles, when, and what were the results.
• I really like that it’s possible to create many email templates in different folders which are easy to access.
• And I appreciate the possibility to integrate iCIMS with many different tools, though I don’t really need that at the moment.

We bought iCIMS in order to collect the activity history of all the candidates from other ATS systems which were used before. It is needed to manage high volume hiring. iCIMS also helps track the motion of the candidates to the onboarding stages. Additionally, iCIMS was implemented because there are many customizable dashboards to be created internally depending on demand. I’ve been using iCIMS for around 1 year.

• I’m finding the interface quite hard to digest.
• I need too much time to figure out all of the edits or filters, and which ones are available or possible when generating a report.
• On the iCIMS marketplace, the prices of the additional upgrades are left unknown (you always have to ask about each vendor), which I find quite inconvenient.

I haven’t been using something very similar to iCIMS before, however, from the Sourcing Recruiter point of view, it is mostly not necessary to use it.

This complex ATS might be of use if the organization plans to use it for a long time to build a huge database of candidates.

It would make sense to consider buying it in case there is a person who could specialize in using it and helping others because it is not so easy to grasp when self-taught.

I’m afraid I’m not the right person to evaluate the changes as I’ve been using it a few times monthly, and I didn’t notice any changes that influenced what I was looking for (honestly, it never became easier).

It might be useful with the organizations which have a long history of high volume recruiting.

• The opt-out message after the 1st text helps weed out the people who are not interested.
• We like having visibility into the requisition and candidates who applied.
• iCIMS is easy to navigate.
• The onboarding process is quite thorough.

We have utilized iCIMS for the recruitment processes across the company for over a year, however I personally have used it for more than four years. Our recruiters and managers are using it to find new people who will join the company. iCIMS helps keep track of candidates, post new jobs, connect with potential candidates, perform assessments, send interview invites and track data relevant to DEI. We have integrated third-party vendors into iCIMS Talent Cloud to make our processes more efficient. iCIMS is a decent ATS for the price, however its support is lackluster and its implementation process is lengthy and time consuming.

• Exporting data to Excel is overly complicated.
• User notifications  could be more noticeable.
• Not able to override or complete items if another admin neglects to do so causes a delay in the process.
• Configurability is challenging.
• Integrations are complicated.
• Support staff are not available/responsive as needed.

iCIMS offers great functionality but is not as customizable as other platforms. The offer management feature is a plus. There are some issues with social media and how data appears on these sites. Candidates report a good application experience.

Always consider any integrations and customizations unique to your organization. Realize that iCIMS is solely for talent acquisition and does not support other functions that might be needed. The candidate experience is tremendously important; ease of use and communication features are extremely important.

iCIMS has not changed much over time--they certainly update as needed, however it has been a fairly consistent ATS system that is a breeze to use.

Due to the advanced capabilities of its platform, iCIMS is able to accommodate organizations across industries and size.