RobeySobel740

We have began to upgrade our interface to MS OUTLOOK in our recruiting computer software. OUTLOOK is has a tremendous usage (may want to say OUTLOOK has tremendous value and most executive search recruiters are already making use of it) Most executive search recruiters evaluating recruiting software are already employing OUTLOOK.

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

No, it can't. But many recruiter prospects come to us with this challenge. They are hefty customers of OUTLOOK but they have exhausted the limits of OUTLOOK as a recruiting tool. However, they want to continue making use of some of the OUTLOOK features. The challenge for recruiting computer software is to supply the recruiter with recruitment software that blends the use of OUTLOOK with their recruiting software program. The true challenge for us vendors is some tasks performed by OUTLOOK are finest completed by a recruiting system whose main concentrate is Applicants/Candidates and Consumers.

So we have a customer who undoubtedly needs more recruiting computer software power, but they are desperately hanging on to characteristics in OUTLOOK. They want to continue using them due to the fact they are comfy with them. Modify is often traumatic and downtime can be expected. Downtime for a recruiter can be catastrophic.

So what really should a recruiting software vendor do when they introduce their product to a customer who is a hefty OUTLOOK user? Should we insist that the consumer stop using OUTLOOK and start off using our item for tasks they had been performing in OUTLOOK? At times yes, occasionally no.

Very good recruiting/staffing computer software demands to adapt into an OUTLOOK environment and the recruiter must be in a position to continue at times much less efficient methods than if they were to abandon OUTLOOK all with each other. Efficiency is not necessarily the final word for a recruiter to be profitable. Sometimes we as vendors shed track of our targets and make efficiency and features into deities they dont deserve. If a good recruiter is comfortable, pleased and carrying out a good job, is there any purpose to turn his or her life upside down in the hopes that after the ravages of modify they will come out greater for it. I dont believe so. Several recruiting businesses lose very good recruiters this way.

So I consider good recruiting software program has to provide options where OUTLOOK can be used, or not utilized, without affecting the recruiting system. Information should flow freely in between the two systems. The recruiter must be allowed to continue to perform specific tasks that are a lot more comfy in OUTLOOK. Even so, NOT AT THE EXPENSE OF THE RECRUITING Program!

What makes OUTLOOK so helpful but not a complete recruiting program? The greatest difference 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 computer software is mainly geared for collaboration and the compiling and organizing of data on clients and applicants. OUTLOOK could care much less if an individual in the get in touch with is an applicant or client. Outlooks strategy of storing details as notes, contacts and even resumes does not lend itself to the a single essential want of a recruiter, looking for candidates or consumers that have a distinct function background or job need to have that demands particular capabilities. OUTLOOK does not lend itself extremely properly to bringing a job order or requisition with each other as a comprehensive project. The pieces such as candidate notes, references and interviews have to be manually place with each other. A recruiting system brings this details with each other as the natural course of filling a position. When you appear up a candidate in a recruiting technique you generally know all about them i.e., all contacts, notes, resume, interviews, salary, function background and so forth... When you look up a client it is usually the exact same factor, all contacts, and plans for speak to, positions filled and progress on assignments.

OUTLOOK is not developed for this all-natural gathering of info as a recruiter works, so using OUTLOOK alone as recruiting software sooner or later bogs the recruiter down as the number of applicants and clients increase.

Very good recruiting software package ought to not bog down as the numbers of clientele and applicants enhance.

How do we hold recruiters content making use of our recruitment computer software and nonetheless not acquiring bogged down using all the neat functions in OUTLOOK? Not quite straightforward, but there are some important points that recruiting computer software must be able to do with OUTLOOK.

Since OUTLOOK has a built in PDA interface the recruiting software program ought to have an exporting and importing function to OUTLOOK that is expressly made for PDA use. It tends to make no sense to for the recruiting software program to have a separate PDA interface.

Recruitment software really should have its own calendar method independent of OUTLOOK. BUT the two calendars should be in a position to speak to each other. If an entry is created in the OUTLOOK calendar there must be an solution to post to the recruiting software package calendar and vice versa. Implementing a Calendar interface to OUTLOOK is complete of land mines and can very easily lead to unwieldy tasks imposed on the recruiter.

A recruiters notes are usually about an person, either a client or applicant. OUTLOOK notes dont necessarily attach a note to a client or applicant and I consider this is where the OUTLOOK note method ought to be customized to identify individuals. I feel notes must go only a single way to the recruiting program notes. Porting notes from the recruiting technique to OUTLOOK notes makes no sense.

Emails of applicants and clientele must absolutely be accessible in the recruiting program. We are nonetheless undecided if they really should be redundant residing in each the pst file and the recruiting software. What is definite is a great filtering interface so the recruiting system only accesses emails of clients and applicants.

Batch emailing to clientele and applicants is a must for recruiting software if it is going to have any CRM capabilities. OUTLOOK tends to make it hard to batch e mail because of its safety attributes.

Outlooks contacts can either be expected to be all clientele and applicants or have an identifier that says that they are not either, and consequently not element of the recruiting program.

Interfacing to OUTLOOK is a hard job, especially given that it is continuously modifying. But bottom line, I feel recruiting computer software can be judged by its interface to OUTLOOK. recruitment system software