Search Results - selling cheap

Comment on: Topic 'What do you look for in recruiting software ?': lies – you get what you pay for! First, I want to disclose that I work for a recruiting software company. Our goal is to make simple software. We sell to corporate clients, mainly small and medium sized businesses (for now). When we refer to simple, we are referring to improvements to the user experience that enable people to be more productive. Simple, to us, means easy to use. For example, we have built the most advanced resume parsing engine on the market and we are releasing a feature in a couple of weeks that will allow users to drag and drop documents and even email into our web-based platform. Until recently, the technology was not quite there to pull this off. This simple feature will make life easier for our users. If software is easy to use, more users will choose to use the system thereby increasing adoption and ultimately your ability to capture accurate metrics. With more accurate metrics, measurement is more insightful. When software is too complicated for hiring managers and other critical users to adopt easily, they tend to work around software nullifying the validity of any analytical data captured. Joe brings up another great point about web-based software. Make sure you are buying a native SaaS application not an ASP or an on-premise application. Simple and SaaS are converging quickly. SaaS applications are available from any computer or any device—any time, anywhere. Because most people are familiar with using the Internet to find what they need, SaaS apps tend to have high adoption rates, with a lower learning curve. Additionally, SaaS applications are subscription based. No license fees mean lower initial costs. Having the application provider manage the your infrastructure means lower costs for hardware, software, and the people needed to manage your system. Recently, I have seen a couple of free applicant tracking systems and even seen a free open source ATS. Having complete demos of many and having seen the screen shots of the others, I can tell you that Joe is right. You get what you pay for. And, we are not talking the difference between a Toyota and a Lexus. We write a blog about simple software here. http://www.newtonondemand.com/blog/ Joe Cordo said:Buyer beware on perceived simplicity. The devil is in the details on this decision. First, many products appear to be easy to use and they may be easy to learn, but ask yourself how many clicks you need to make to parse resumes, add contacts and track activities. Second, don't ask yourself what your business needs today (though tempting), but instead ask what it's going to need when the market comes back later this year or next. Buying a low end, cheap solution keeps your business from growing because it doesn't enhance the way you do business. It reinforces bad habits. More sophisticated solutions push you to be a more effective recruiting executive because they give you more information to work with and their tracking and measurement capabilities are far superior. This is especially true if your firm has multiple recruiters. Third, most of the major products purport to be Internet-based. Ask the right questions. Is there software that needs to run on your PC? Do you need to keep Microsoft Exchange or Outlook running? Can you run the software on multiple devices and from any location, or are you chained to your laptop? These costs and inconveniences add up, especially if you need IT staff. They are not free, and all of a sudden the low cost solution you were buying is close in cost to the best product in the market. I remember several years ago when my wife and I were shopping for a new car. It came down to the Toyota Highlander vs. The Lexus RX350. The difference was $10K in price. Since we keep cars for at least 10 years, I encouraged her to get the Lexus. She chose the Highlander and regretted it ever since. Her statement to friends of ours over dinner a couple of weekends ago was telling, "I live in my car, I am kicking myself every day." You live in your recruiting software every day, and the difference between the car example and choosing a great product is this - a great product over a good one can easily improve your productivity to help you get a minimum of 3 more placements every year per recruiter. That far exceeds the cost of any perceived price difference in the software and the payback is there in weeks. …; Added by Joel Passen at 5:33pm on May 1, 2009

Blog Post: So, An IT Recruiter Walks Into a Bar...: I originally posted this in 2013, but it is still relevant…; Added by Jackye Clayton at 11:07am on November 4, 2015

Blog Post: 3 Signs It’s Time To Hire: Running a startup is all about small teams, long hours and wearing different hats. Doing more with less is a point of pride for a lot of CEOs, but there comes a time when you can’t afford to wait…; Added by Cody Pierson at 2:24pm on August 29, 2012

Blog Post: Why Smart Businesses Love Hard Times: Halliburton should be hurt by low oil prices.…; Added by Paul Petrone at 11:38am on November 18, 2014

Blog Post: The Horror Stories that Likely Led to Bad ATS Testimonials: American Horror Story? Try ATS Horror Story. This tale may not be filled…; Added by Sean Pomeroy at 2:33pm on November 10, 2014

Blog Post: Most Common Recruitment Startup Mistakes – Part One: Added by Rhys Jones at 4:43am on January 15, 2016

Blog Post: Recruiters! It takes more than raw aggression and low prices!

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Added by Greg Savage at 2:49am on May 4, 2010

Blog Post: How bars, pubs, and restaurants are adapting to stay on trend: According to several studies, more and more people are electing to stay in rather than going out. For example, where there were 60,800 pubs across the…; Added by Caitlin Purvis at 4:50am on February 23, 2021

Comment on: Topic 'Wednesday Wisdom: Your Mama Don't Work Here': globalization. Here in the USA we had it made after WWII. Europe was down for the count, USSR was only interested in Space race and Military build-up so USA companies were growing like wild fire to keep up with demand from the GIs coming home to an inspiring victory. Interestingly enough, many of the women, who had been employed while their men were at war, went back to the kitchen so full employment was pretty easy to reach. Since oil was pretty cheap we built a world around driving as if driving a car were the same as sex. Couldn't get enough of it. The bigger the fins, the better the experience of the drive. Now somewhere in all this there was a report in the 20s that told companies that a manage could only manage about 10 people. I think this was very responsible for the huge build up of big business. When I worked for IBM in the late 70s they had 9 levels of management. GM, Ford, GE, Westinghouse....all probably had the same. We are now moving into a world where we must all become managers because customers demand and get instant service because globalization has increased competition and technology has enabled the virtual elimination of geography as a barrier. The downside of all of this is that 80% of the world resents change. Now instead of one change at a time which is hard enough for people to adjust to we get multiple changes to the extent that it is very frustrating. SO!!!WHAT HAS THIS TO DO with the job seeking husband and the self-employed recruiter? Frustration is the key word here. The only way to cut down on the frustration is to do some homework on the companies that you are scheduled to interview with. It sounds to me like your husband is hitting the "over-qualified" wall. That is another great myth I wish would be relegated to history. There is nothing written in stone that indicates you must make more on the new job than you did on the last but that is still the way many interviewers approach the job. Management is the hardest job to get because everyone is afraid of the outsider wanting to come in and change everything. To the manager that is looking for the new job.....give up the myth that your old company was SOOO right. If they were really that good why are you looking for a job? All the things that GM is doing in recent months should have been done 20 years ago. All USA big business got addicted to the idea that advertising could sell anything they did. We are now moving back to solving real challenges with real solutions. Customer Service is king. Quality control is queen. Many people that have left salaried positions need to learn to be independent. Instead of putting all your energy into a "job" search, use part of your time to build a business plan to search for income. Many small businesses need help from experienced executives. Join some professional networks and get some business cards that you can pass out if you attend any meetings. Get in touch with college friends. If you have a church, tell some of the people from your church you are looking for a new challenge. Don't forget charities. They need managers too. The above advice was excellent. The wife can't be the recruiter for the husband because it is similar to the surgeon operating on a family member.…; Added by Deborah J. Boyd at 10:24am on July 29, 2009

Blog Post: The Evolution of the Job Posting