Page Comparison

This tool has solely been researched by the WilsonHCG Innovation team.

Summary

ProduQtivity Tools- Employees

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Internal recruitment teams or Specialist recruitment service providers (external)
Branding and customisation as standard
Integrated candidate sourcing, qualification and relationship management.
CV Parsing as an optional extra
Vacancy management- fulltime, fixed term, temp, short-shifts
Statement of Works and Project Resourcing
Applicant Tracking- incl. interview scheduler, feedback manager.
Talent CRM- talent pool and bench (contingent)
Supports all vendor and managed service offerings (RPO, Master vendor, Neutral Vendor, Direct supply etc.)
Full back-office transaction suite incl. Payroll interface, Accounts payable, accounts receivable)
Analytics and management information suite.
Embracing mobile technology for both candidates, clients and your team

Call notes 12.5.2018

Questions

Assume that employee data is an integration with HRIS?
Is the goal that this replace HRIS? ATS? VMS?
While the system seems pretty intuitive, what type of training will be available for client - HR/HMs/recruiters(ie WHCG)?
Realizing we were only demo #2:-) but what questions or feedback have you received?

ProduQtive Notes from Demo

Highly scalable solution - small to enterprise organizations
Specialized for healthcare but customizable modules allows solution to be suitable for variety of industries
Focus on entire workforce - Employees, Contingent, Freelance
Modules are provided to the user on the homepage & on left hand navigation - which is customized based on industry (ie remove Rota if not relevant)
Built on MS SQL stack - drives efficiency & speed
Multi-tenancy provides multiple departments with specific user permissions ensuring proper visibility to information
All vendor interaction & variance is tracked & time stamped within the system creating an audit trail

Supplier analytics - Continuous real-time benchmarking, which suppliers have transparency/visibility to access & view, allowing them to see performance in relation to competition.
Suppliers will have visibility to reqs they are approved to support
Rate management is controlled by provider
Suppliers can view their Tier - which allows them to make a case to move to Tier 1 if they are exceeding performance and at a Tier 2

Employee section of the tool is visibility to all employees - FTE, contingent, freelance
Workforce section = talent pool/candidates
Clients = agencies
2019 roadmap:

App for Worker section
People Planner -> enhanced SWP for businesses with complicated functional structures (>30k employees). The business will be able to build, track, trend workforce planning - evaluate attrition & retention rates - create models for moving entire divisions & see cost estimates
While not currently an ATS (wasn’t a client need) - will expand ATS capabilities

Easy to integrate with job sites
Timesheet section is WIP but being enhanced based on user feedback - including mobile app
Supplier invoicing is WIP & can be customized to fit
Analytics - WIP - has 10 out of box KPIs
Tech support is direct
Chatbot would be a partner/off the shelf integration