15 ans à aider les entreprises françaises
à choisir le meilleur logiciel

Description de Jobvite

Jobvite est une suite complète axée sur l'acquisition de talents qui propose une approche du recrutement inspirée du marketing, en attirant intelligemment les candidats idéaux, en sélectionnant automatiquement les candidats les mieux qualifiés, en motivant les employés investis dans leur avenir et en retenant les personnes qui se soucient le plus de votre entreprise.

Qui utilise Jobvite ?

Jobvite aide les entreprises émergentes, les PME et les grandes entreprises à recruter les meilleurs talents de manière facile et efficace.

Jobvite Logiciel - 1
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Jobvite Logiciel - 3
Jobvite Logiciel - 4
Jobvite Logiciel - 5

Jobvite ne vous convainc pas tout à fait ? Comparer avec une alternative populaire

Jobvite

Jobvite

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Les jauges horizontales vertes représentent le logiciel le plus apprécié selon la note globale qui lui a été attribuée ainsi que le nombre d'avis.

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Avis sur Jobvite

Note moyenne

Note globale
4,1
Facilité d'utilisation
4,1
Service client
4,0
Fonctionnalités
4,0
Rapport qualité-prix
4,0

Avis classés par taille de l'entreprise (nombre d'employés)

  • <50
  • 51-200
  • 201-1 000
  • >1 001

Trouver les avis classés par note

5
35%
4
42%
3
18%
2
3%
1
2%
Vaïana
RP & Influence (France)
Vente en gros, 2–10 employés
Temps d'utilisation du logiciel : 1 à 5 mois
Source de l'avis

Je recommande !

4,0 il y a 9 mois

Avantages :

Logiciel que nous aimons utiliser pour le recrutement de nos futurs collaborateurs

Inconvénients :

Moins mode que des plateforme comme welcome to the jungle

Bill
Bill
Senior Recruiter (É.-U.)
Utilisateur LinkedIn vérifié
Services et technologies de l'information, 5 001–10 000 employés
Temps d'utilisation du logiciel : plus d'un an
Source de l'avis

Jobvite does the things a Talent Attraction Pro needs...without a lot of fuss

5,0 il y a 5 ans

Commentaires : I have used all major Applicant Tracking and Applicant RM systems. Jobvite is the cleanest of what might be termed the "minimalist" systems. It gets the job done without a lot of fuss. Very user-centric and intuitive, ramp-time is fairly short. Some of the bells (Campaigns, email "slams" etc.) have a steep learning curve; this is problematic for me since I am working specialist positions rather than commodity positions.

Avantages :

There are three elements with Jobvite that are just the best: 1. Each landing page is clean and consistent. Any TA Pro knows that every implementation of a system like Jobvite is modified to meet the needs of the client. I've used Jobvite at two companies and while there were the expected differences, the overall look, feel and function was essential the same, module to module. 2. Jobvite has done a great job of integrating the Engage side with the rest of the functionality. One of my personal metrics for ATSs is "can I get from Point A to Point B in four or fewer mouse clicks." Jobvite has done themselves proud in meeting a metric they likely didn't know existed. 3. Jobvite has sufficient points for adding significant information about a candidate as the candidate moves through the selection process. This is important for many reasons and most TA Pros know what they are.

Inconvénients :

There is one issue that drives me up a wall with Jobvite and it is pervasive throughout the application. Data and information that should be passed to 1. other common applications or 2. stay with the applicant as the applicant is moved within Jobvite to other requisitions (and this is a hyper-common occurrence) JUST DOESN'T HAPPEN. Two examples: 1. Jobvite makes it very easy to send a quick note to a potential candidate from within a requisition. Problem--that note doesn't get passed to the primary email client AND if the candidate tries to reply, the reply does not go directly to the primary email client. Drives me up a wall. 2. In my organization, we have very close control over visa sponsorship. If I reject a candidate for requiring visa sponsorship and note that fact in the NOTE function, that is not married to the candidate's record. Having this functionality would save Talent Attraction team time.

Nichole
Hiring Coordinator (É.-U.)
Services et technologies de l'information, 501–1 000 employés
Temps d'utilisation du logiciel : plus de deux ans
Source de l'avis

Alternatives envisagées précédemment :

Not the simplest ATS but it has some great features

5,0 il y a 10 mois

Commentaires : It was a pretty quick, easy, implementation process. They moved over most of what I needed seamlessly. They have a lot of great training videos and articles to help people figure out the use of the system.

Avantages :

It makes it easy to manage jobs across multiple brands in one location. You can provide employees with an easy way to apply to internal postings and share out jobs to their network.

Inconvénients :

Adding questions to the postings and interviews into the system is a bit clunky. It isn't simple to allow candidates to upload files for review. Allows applicants that come through 3rd party sites like Indeed or Zip Recruiter to bypass customized application questions.

Utilisateur vérifié
Utilisateur LinkedIn vérifié
Marketing et publicité, 10 000+ employés
Temps d'utilisation du logiciel : plus de deux ans
Source de l'avis

Alternatives envisagées précédemment :

The king of all ATSs in the market

5,0 il y a 3 semaines Nouveau

Commentaires : Excellent
One should definitely try.
They are very TA dashboard friendly.

Avantages :

1. Easy implementation 2. Less bandwidth seeker 3. Excellent options to keep your notes private 4. Supports a lot of CV formats 5. Parsing is super quick

Inconvénients :

1. Less options to integrate to platforms like yunojuno etc.

Utilisateur vérifié
Utilisateur LinkedIn vérifié
Gestion de l'enseignement, 10 000+ employés
Temps d'utilisation du logiciel : plus de deux ans
Source de l'avis

Not suitable for large or Non-US companies

3,0 il y a 6 mois

Commentaires : As much as the system can fulfill the minimum standard requirements (i.e. create a pipeline of candidates for your organization), it falls short if you need to have certain flexibility.For example, changing one question of an application form took us literally 1 month, having implemented application forms in different languages, for more than a year.The system itself is not that difficult to use but is really sensitive to any (minor) changes that you make. It felt many times like when you are trying to cover a hole and then another one pops up. Additionally, the fact that they probably purchased another company a few years ago, sometimes gives the feeling you are speaking to 2 different companies not synched (e.g. application forms can be built through the ATS but also through a thing they call telemetry, and synching both is very painful)

Avantages :

-The ability to create dashboards- Integration with our HCM

Inconvénients :

- The system lacks flexibility for large companies. Ex: It is taking ages (literally) for us to have implemented different application forms. Whether you want to make them shorter or longer, or in different languages. (We are actually even paying extra for those application forms)- Customer support, sometimes lacks technical skills- Candidate experience: There is no candidate portal (i.e. Candidates need to repeat over again application forms)- US-oriented: Meetings with their team are usually at (West) US times- Technical issues: The system is very susceptible to minor bugs, errors, etc.- Career site: If you have ever built a website, you'll find the backend is decades behind