LucasWarner145

We have started to upgrade our interface to MS OUTLOOK in our recruiting software. OUTLOOK is has a tremendous usage (may well want to say OUTLOOK has tremendous worth and most executive search recruiters are currently utilizing it) Most executive search recruiters evaluating recruiting computer software are currently utilizing OUTLOOK.

Can OUTLOOK be used as a total answer for a recruiter?

No, it can't. But many recruiter prospects come to us with this challenge. They are heavy customers of OUTLOOK but they have exhausted the limits of OUTLOOK as a recruiting tool. Nonetheless, they want to continue employing some of the OUTLOOK features. The challenge for recruiting software package is to provide the recruiter with recruitment software package that blends the use of OUTLOOK with their recruiting software package. The true challenge for us vendors is some tasks performed by OUTLOOK are greatest completed by a recruiting system whose primary concentrate is Applicants/Candidates and Consumers.

So we have a buyer who definitely requirements more recruiting software program power, but they are desperately hanging on to characteristics in OUTLOOK. They want to continue utilizing them because they are comfortable with them. Change is constantly traumatic and downtime can be expected. Downtime for a recruiter can be catastrophic.

So what ought to a recruiting software package vendor do when they introduce their item to a client who is a hefty OUTLOOK user? Should we insist that the buyer stop employing OUTLOOK and start using our product for tasks they had been performing in OUTLOOK? Sometimes yes, occasionally no.

Great recruiting/staffing software needs to adapt into an OUTLOOK atmosphere and the recruiter must be able to continue often much less effective measures than if they were to abandon OUTLOOK all collectively. Efficiency is not necessarily the final word for a recruiter to be profitable. Occasionally we as vendors shed track of our targets and make effectiveness and features into deities they dont deserve. If a great recruiter is comfy, happy and undertaking a good job, is there any reason to turn his or her life upside down in the hopes that following the ravages of modify they will come out better for it. I dont feel so. A lot of recruiting businesses lose great recruiters this way.

So I feel excellent recruiting software has to provide possibilities exactly where OUTLOOK can be utilised, or not utilized, without affecting the recruiting program. Information should flow freely between the two systems. The recruiter need to be allowed to continue to carry out particular tasks that are much more comfortable in OUTLOOK. Even so, NOT AT THE EXPENSE OF THE RECRUITING Program!

What makes OUTLOOK so useful but not a complete recruiting technique? The greatest distinction is OUTLOOK is targeted for its user and all his or her activities, e-mail, contacts and notes. But it is the view of a single user. Recruiting software package is primarily geared for collaboration and the compiling and organizing of information on clientele and applicants. OUTLOOK could care less if a person in the get in touch with is an applicant or client. Outlooks method of storing information as notes, contacts and even resumes does not lend itself to the 1 crucial need to have of a recruiter, searching for candidates or clients that have a distinct perform background or job need to have that demands specific capabilities. OUTLOOK does not lend itself extremely properly to bringing a job order or requisition collectively as a full project. The pieces such as candidate notes, references and interviews have to be manually place together. A recruiting program brings this info with each other as the natural course of filling a position. When you look up a candidate in a recruiting program you generally know all about them i.e., all contacts, notes, resume, interviews, salary, function background etc... When you look up a client it is usually the same factor, all contacts, and plans for contact, positions filled and progress on assignments.

OUTLOOK is not designed for this natural gathering of info as a recruiter operates, so utilizing OUTLOOK alone as recruiting computer software ultimately bogs the recruiter down as the quantity of applicants and clientele increase.

Good recruiting software program really should not bog down as the numbers of clients and applicants increase.

How do we keep recruiters satisfied making use of our recruitment software package and nevertheless not finding bogged down making use of all the neat features in OUTLOOK? Not very easy, but there are some crucial points that recruiting software package should be in a position to do with OUTLOOK.

Since OUTLOOK has a built in PDA interface the recruiting computer software must have an exporting and importing feature to OUTLOOK that is expressly created for PDA use. It makes no sense to for the recruiting computer software to have a separate PDA interface.

Recruitment computer software should have its own calendar program independent of OUTLOOK. BUT the two calendars must be capable to speak to every single other. If an entry is made in the OUTLOOK calendar there must be an option to post to the recruiting software program calendar and vice versa. Implementing a Calendar interface to OUTLOOK is complete of land mines and can simply lead to unwieldy tasks imposed on the recruiter.

A recruiters notes are constantly about an person, either a client or applicant. OUTLOOK notes dont necessarily attach a note to a client or applicant and I believe this is exactly where the OUTLOOK note system must be customized to identify individuals. I believe notes must go only one particular way to the recruiting system notes. Porting notes from the recruiting technique to OUTLOOK notes makes no sense.

Emails of applicants and customers ought to definitely be accessible in the recruiting program. We are nonetheless undecided if they must be redundant residing in both the pst file and the recruiting software. What is definite is a good filtering interface so the recruiting program only accesses emails of clients and applicants.

Batch emailing to clientele and applicants is a must for recruiting software package if it is going to have any CRM capabilities. OUTLOOK makes it challenging to batch e-mail due to the fact of its safety functions.

Outlooks contacts can either be expected to be all clients and applicants or have an identifier that says that they are not either, and therefore not portion of the recruiting method.

Interfacing to OUTLOOK is a hard job, particularly because it is consistently modifying. But bottom line, I feel recruiting software can be judged by its interface to OUTLOOK. open in a new browser window