Recruiting Software s. MS Outlook

We have begun to improve our interface with MS Outlook in our recruitment software. OUTLOOK use is huge (perhaps to say: "Outlook has tremendous value and the executive search recruiters already use") Most recruiters frameworks to evaluate the recruitment of software are already using Outlook.

OUTLOOK then be used as a total solution for a recruiter?

No, he can not. But many recruiting prospects to come with us this challenge. They are heavy users of Outlook, but have reached the limits of Outlook as a recruitment tool. However, they want to continue to use certain features of Outlook. The challenge for the recruitment of software is to provide the recruiter with a recruitment program that combines the use of Outlook with the recruitment of their software. The real challenge for us sellers, some tasks performed by the prospects of better achieved by a recruitment system whose primary objective is a request and candidates and clients.

So we have a customer who needs to recruit more power of the software, but they are desperately clinging to the features of Outlook. They want to use as they are comfortable with them. Change is always traumatic and downtime can be expected. Stop for a recruiter can be catastrophic.

What should you hire a software vendor do when they present their products to a customer who is a big Outlook user? If we insist that the client continues to use Outlook and start using our products for the work they do in Outlook? Sometimes yes, sometimes not.

Good staff recruitment software has to adapt in an Outlook and the recruiter should be able to continue to sometimes less effective than if they were to abandon OUTLOOK together. Efficiency is not necessarily the last word for a successful recruiter. Sometimes we, as providers of losing track of our goals and make the efficiency and functionality gods, they do not deserve. If a recruiter is comfortable, happy and do a good job, is there any reason to turn his life upside down in the hope that after the ravages of change, they come out better. I think not. Many companies recruit good recruiters lose this way.

I therefore believe that the recruitment of good software to provide options that Outlook can be used or not used, without affecting the system of recruitment. The data must flow freely between the two systems. The recruiter will continue to perform certain tasks that are more comfortable in OUTLOOK. However, not at the expense of the recruitment system!

What makes it so useful OUTLOOK, but not a system of recruitment? The biggest difference is Outlook is the target of its user and all its activities, email, contacts and notes. But it was the sight of a single user. Recruitment software is mainly designed for collaboration and the compilation and organization of information on clients and candidates. OUTLOOK has nothing to do if someone in the contact is a candidate or a client. Perspectives on the method of storing information as notes, contacts and even resume does not lend itself to a critical need for a recruiter, looking for candidates or customers who have a history of work or employment need that requires certain skills. Outlook does not lend itself very well to make a work order or request a project. Parts such as the candidate of the notes, references and interviews must be set up manually. A recruitment system provides this information as well as the natural course to fill a position. When searching for a candidate in a recruitment system in general, you know all that is to say about them, all contacts, notes, CV, interviews, salary, employment history etc. .. When searching for a client, it is generally the same, all contacts, and plans to contact, incumbency and the progress on assignments.

Outlook is not designed to collect this natural resource of information as a recruiter works, so that the use of Outlook only software recruitment bogs end of the recruiter as the number of candidates and clients increases.

Good software recruitment should not bog down the number of clients and candidates increase.

How can we keep happy recruiters using our recruitment software and not get bogged down by using all the features in Outlook? Not very easy, but there are some key points that the recruitment of software must be able to do with Outlook.

OUTLOOK since built in the PDA interface software recruitment must be based on export and import of Outlook that is specifically designed for handheld use. He has no sense of software for the recruitment of a PDA interface.

Recruitment of software should have its own independent system calendar in Microsoft Outlook. But the two timetables should be able to speak to each other. If an entry is made in the Outlook calendar there must be an option to write software for the recruitment calendar, and vice versa. Timeline for implementation of an interface to Outlook is full of mines and can easily lead to a cumbersome tasks imposed on the recruiter.

A recruiter of the note is always subject to an individual or a client or applicant. OUTLOOK notes are not necessarily attach a note to a client or a candidate and I think that is where the note OUTLOOK system must be tailored to identify individuals. I think that the notes should go only one way to the recruitment system of the notes. Porting notes for the recruitment system OUTLOOK notes made no sense.

Emails depositors and customers must be available in the system of recruitment. We are still undecided whether they should be dismissed residing in the "pst" file and software recruitment. What is defined is a good interface filtering so that the system of recruitment and access e-mail clients and candidates.

Batch emailing to clients and candidates is a must for the recruitment of software if it will have CRM capabilities. OUTLOOK makes e-mail of the lot because of its safety.

Outlook contacts can be expected to all clients and candidates or have an identifier that indicates that they are not, and therefore are not part of the system of recruitment.
Interface with Outlook is a difficult task, especially since it is constantly evolving. But ultimately, I believe that the recruitment of software can be judged by its interface OUTLOOK.