Home > Talent Management Systems > Avature > Avature vs Talentsoft

Avature vs Talentsoft

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Our analysts compared Avature vs Talentsoft based on data from our 400+ point analysis of Talent Management Systems, user reviews and our own crowdsourced data from our free software selection platform.

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Avature Software Tool
Talentsoft Software Tool
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Product Basics

Analyst Rating

we're gathering data
Detailed Analysis

User Sentiment

Great User Sentiment (125 Reviews)

Analyst Rating

95 Detailed Analysis

User Sentiment

Great User Sentiment (125 Reviews)
Avature is a talent management system and part of a more comprehensive HR suite. It helps with the entire hiring process by enabling departments to find, attract, hire, keep and develop the right staff. As an organization that serves over 650 companies, its capabilities include sourcing, recruitment marketing and candidate engagement. In terms of recruiting, it can manage candidates, post to career sites, manage recruiting events, host video interviews and track potential hires through the entire process. It’s useful as an ATS, or users can take advantage of other HR functions and integrate with legacy programs. Other uses include performance management, employee referrals, employee engagement, succession management and more.
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Talentsoft (acquired by Cegid) is a European HR solution that provides a wide range of services for managing talent, human resources and other administrative tasks. Built on open technology known as People@Work, its offerings include recruiting, professional development, HR and administrative management, online learning and training and more. Users can author content or buy premade course materials, run training, find and secure the necessary staff, and handle workflow and day-to-day issues to make for a successful and streamlined workplace. It serves over 130 countries, 2,220 customers and 11 million users in over 130 countries.
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Product Insights

  • More Flexibility in Recruiting: Allows users to hire the right workers tailored to the job with customizable workflows, APIs and a portal builder. Customers can even reconfigure their tech needs during production, allowing managers to respond quickly to staffing changes.
  • Better Security: Store data on a private cloud-based server that’s secure, meets high-performance standards and follows industry standards to the letter of the law. Keep proprietary data safe, as well as the personal details of employees.
  • Greater Data Integrity: Cut down on bias and keep track of the most critical KPIs. Advanced analytics allows managers to track the progress of employees. Visualize how candidates are moving through the recruitment process. Connect to other systems for a seamless flow of information.
  • Excellent Team Cohesion: Combine talent management, recruiting, performance management and other HR initiatives to create a positive company culture. The advanced analytics track over and underperformers and give managers valuable insights. Other social and engagement features provide a fun and engaged team that works together well.
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  • More Developed Staff: Give employees a clear picture of where they fit into the organization, what information and skills get them to the next level, and their future career path. Send a clear message about available opportunities in the company, reducing turnover.
  • Better Engagement: Invest in workers through extensive screening, onboarding and training to get the right people in the right positions. Create a company culture of continuous improvement allowing all employees to do their best. Provide growth opportunities so staff members feel more motivated and excited for their jobs.
  • Fewer Competency Gaps: Identify areas for growth and improvement within the organization. Spot possible skill gaps and train or retrain employees who need extra information to optimize their performance.
  • Centralized Data: Eliminate messy spreadsheets, unorganized email changes and other ineffective compiling data methods. Use one centralized database to track communications, information, skills, performances and more information through the recruiting and training process.
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  • Recruiting and Hiring: Facilitates a wide range of tools to tackle recruiting and hiring strategies in the workplace.
    • Talent Sourcing: Import leads through a WebSources interface across dozens of sites to automatically add candidates and their resumes to an automated talent pipeline. Leads are entered into the system and plugged into short, medium and long-engagement strategies. Specific conditions create automated and personalized messages to keep candidates engaged.
    • Video Interviews: Provide live video, integrated into the solution. It’s easier to judge top candidates compared side by side. Recruiters can review the videos to make more informed decisions. The candidate doesn’t have to keep track of multiple links and sites.
    • Candidate Experience: Customize and personalize relevant content for candidates to increase engagement. Ensure a smooth transition from ATS to the rest of your systems, so potential hires don’t drop off in frustration. Provides candidate profile pages that deliver all the needed information to job seekers.
    • Search Function: Use an index-based search that includes Boolean operators, zip code and postal code radius, AI-driven semantic search, keyword matching and auto-correction to screen candidates and resumes. Streamlines the process for job seekers and employers alike.
    • Marketing Tools: Help attract candidates with customizable microsites and landing pages that are mobile-optimized. Delivers targeted content to potential hires. It also stores an email template library that users can use to build, share, reuse and manage messaging. Advertise benefits packages, work culture and other perks to attract the best talent. Link to social media such as Facebook, LinkedIn and Twitter. Methods are SEO optimized so managers can keep track of what’s working best.
    • Recruiting Events: Manage job fairs, career days and online events to gather leads on talent. Create pages to manage registration, promote events, schedule interviews, monitor the number of expected candidates and make a successful talent pipeline.
  • Customization: Create custom workflows to ensure the best experience possible. Tweak the website and add in branded content or colors with a CMS that’s easy to use and keep up. Use professional services to make your content even better if you have no in-house staff. Post on social media sites such as Facebook, LinkedIn, Monster and Xing.
  • Integrations: Connect the platform to your existing tech stack through the RESTful API. Works with ATSs, job aggregators and boards, interview systems and SMS providers. Work with legacy products to integrate more seamlessly into the current system.
  • Analytics: Measure various metrics to build a solid foundation for learning and development research. KPIs include the analysis of portals, email campaigns, social media and other essential points in the recruiting cycle. See a quick shot of the most relevant numbers on a dashboard or portal. Pull data from other programs to ensure a clear view across systems. Send reports to investors and other stakeholders. Works well with Google Analytics.
  • Onboarding: Cut down on training time and get employees to fill out the necessary paperwork in advance of their first day. Keep workers engaged and make sure they don’t slip through the cracks. Manage initial events such as training or interviews.
  • Employee Engagement: Launch health and wellness initiatives and talent management policies with Avature DNA. Organizes employee data such as work experience, education, hobbies, projects and more. Use a system of recommendations and endorsements to encourage employee cooperation and collaboration. Pull data from resumes, an HRIS, an LMS and other programs. Keep everyone up to take on the latest pushes for the workplace.
  • Performance Management: Motivate and monitor employees with easily traceable goals that are transparent and can be modified as things change. Use video to enable check-ins between bosses and employees.
  • Succession Management: Plan for employee turnover, locate future leaders and push for internal mobility. Allows managers to see employee profiles to make more informed decisions about who belongs in the leadership chair.
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  • Talent Management
    • Continuous Conversation: Coach employees, drive teams and set OKR goals for the company. Enables employees to align their personal goals with team goals and allows for real-time feedback. Communicate between mentors and co-creators, giving them a place to discuss collaborative projects. Provide check-ins for staff, manager dashboards and open up communication lines between teams.
    • Performance and Competencies: Evaluate skill gaps and increase core competencies among staff. Provide a comprehensive review process for workers. Give everyone professional development opportunities and target areas of opportunity within an organization. Facilitates collaborative employee reviews, forecasts for future job and skill needs, agile development, bonus calculation and workflow management.
    • Talent Review: Provide HR managers with a bird’s eye view of skills within the company to seek out the best personnel for opportunities. Target up-and-coming employees with assessments, personalized analytics and development plans. Using a grid, predict future growth and engage in succession strategies.
    • Compensation: Review performance and salary to ensure high-value employees get adequately compensated. Provide a streamlined salary review through automated consolidation, decision-making, budget structures, and multiple currency management abilities.
  • Talent Acquisition
    • Recruiting: Run the job hunting process from start to finish, from making requests for positions to onboarding with embedded intelligence to streamline the workflow. Post the same description to many job boards at once, schedule interviews, parse resumes, get video essays for interviews and more.
    • Candidate Relationship Management: Build relationships with candidates and talent pools. Gather profiles through CV Parser and the browser extension, while capturing résumés and business cards through the Hello Talent app. Send reminders, see skills and history, use the social media aggregate function and more.
  • Core HR: Manage all aspects of HR with embedded intelligence, centralized records, user management and customization options. Use the system as the primary, secondary or hybrid part of the suite. Other capabilities include employee self-service, document generation, ID management, position management, online signatures and workforce analysis.
  • LMS and LCMS: Organize, deploy and oversee training with customized career and learning paths, technical information, agendas, performance management and registration. Comes with virtual classrooms, class catalogs, AICC and SCORM compliant content, blended learning, templates and content authoring. Integrates with various programs, HTML 5 and more.
    • Content: Provide pre-made content to instructors and learners alike. Includes customizable as well as general learning. Tailor training for specific company policies and processes. Choose from 35 providers of content and 120 channels that certify and update materials regularly.
  • Security: Ensures compliance with services and software that follow various standards, including ISO 27001:2013, ISAE 3402 and SSAE16. Host data in secure centers which have certified data protection through Conceptec.
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Product Ranking

#33

among all
Talent Management Systems

#14

among all
Talent Management Systems

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Analyst Rating Summary

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Analyst Ratings for Functional Requirements Customize This Data Customize This Data

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AI-based Capabilities Compensation Management Dashboard And Reporting Employee Communication Learning Management Mobile Capabilities Onboarding Performance Management Recruitment And Applicant Tracking Succession Planning 100 80 0 100 100 0 100 92 94 100 0 25 50 75 100
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Analyst Ratings for Technical Requirements Customize This Data Customize This Data

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User Sentiment Summary

Great User Sentiment 125 reviews
Great User Sentiment 125 reviews
88%
of users recommend this product

Avature has a 'great' User Satisfaction Rating of 88% when considering 125 user reviews from 4 recognized software review sites.

87%
of users recommend this product

Talentsoft has a 'great' User Satisfaction Rating of 87% when considering 125 user reviews from 4 recognized software review sites.

4.3 (49)
4.6 (26)
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Synopsis of User Ratings and Reviews

Great Recruiting Tools: Over 90% of users who talked about the recruiting tools were pleased with the platform.
Easy to Use: When reviewers discussed the ease of use, over 90% found it intuitive and easy to navigate.
Good Functionality: More than 90% of people who commented on the system’s features were impressed with the functionality.
Excellent Support: Users felt customer service was competent, helpful and friendly in over 80% of reviews that discussed it.
Helpful Customization Options: Over 70% of reviewers who discussed the customization options had their needs met.
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Customizability: Just under 90% of users who talked about customization were pleased with the bespoke options.
Useful for Recruiting: Commenters liked the talent acquisition in over 80% of reviews that discussed its recruiting capabilities.
Good Data Management: Reviewers who discussed the database liked the centralization and integrity of information in over 80% of comments mentioning it.
Excellent Functionality: Over 80% of users commenting on the features were pleased with them.
Time Saver: Commenters felt the system saved them time in over 80% of reviews discussing this benefit.
Multiple Languages: More than 80% of users who talked about using the tool in more than one language were pleased with the various language functionality, notably French.
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Users Must Understand Requirements: While many reviewers were pleased with the product, over 90% of commenters who discussed the requirements said potential users should understand their needs before seeing if this platform was a good fit.
Poor Resume Management: Just under 90% of users who talked about the resume function disliked the way it managed these candidate assets.
Inadequate Integrations: Commenters who discussed integration said they ran into over 60% of reviews.
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Lengthy Customization Process: Over 80% of users who talked about implementing custom elements said it was a long process.
Wouldn’t Recommend: About 60% of commenters who discussed whether they would recommend it or not said they wouldn’t advise others to use it.
LMS Functionality Lacking: Users were split on the eLearning capabilities, with over 50% that discussed it saying the LMS left something to be desired.
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Avature is a talent management, recruiting and HR solution. Reviewers were most pleased with the recruiting tools saying it was easy to reach out to candidates, send automated emails, analyze the candidate pool and easily access past employment. They liked the dashboard and felt the system was easy to navigate with sophisticated search functionality. Most felt the support was adequate and the customer service was responsive, leading to easy setup and implementation. Many customized it to fit their specific workflows and found it useful. Other well-reviewed features included reporting and automation. One standard warning from reviewers was that Avature is a platform with robust features. They advised potential users to understand their priorities and requirements list inside and out before adopting the platform. Otherwise, this could lead to using a platform with more features than a smaller or less complicated business might need. Reviewers reported some issues with integrations and found the resume management somewhat unwieldy. Overall, Avature is an appropriate choice for medium and large enterprise ventures with complex recruiting needs. It’s beneficial for companies who screen large talent pools and want a broader HR suite.

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Talentsoft is an HR program that provides talent management, recruiting, training and more. Reviewers were pleased with their data’s integrity and safety, the time-saving elimination of manual processes, the multiple language functionality, and felt the features worked well. The customization element was by far the most popular, with many reviewers discussing how the company worked with them to meet their unique needs. However, some noted that the process was incredibly lengthy. Users were also happy with the robust recruiting capabilities and said they often used talent acquisition. Other commenters were less pleased with the platform overall, saying they wouldn’t recommend it to others. The feature with the most mixed reviews was online learning. Many felt it was severely lacking and not a strong point. Overall, Talentsoft is a good option for medium-sized businesses looking for recruiting, core HR, and light training needs.

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Screenshots

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