Digg It - Business

Not Very! You might find that answer surprising, considering I am the president of a recruiting software company. We have been producing recruiting software for 25 years. I have also spent 25 years as a recruiter in the very competitive Los Angeles market.

I talk to a lot of recruiters every day who are trying to decide on recruiting software. There is a variety of recruitin

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

g software products out there and it seems as if a new one pops every other day. The ERE has a running Discussion group, “Finding The Right Recruiting Software”, where recruiters can ask questions and get advice from each others regarding recruiting software. I get emailed discussions daily from this group and almost every time someone mentions software that I have never heard

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

f.

I get the feeling that many of these recruiters I talk to every day are on the wrong track. They are looking for the secret potion that will turn either themselves or their firm into a super star of the recruiting industry with the slickest resume database and applicant tracking features around.

I maintain that if you take a good recruiter or recruiting firm and make them u

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

e bad recruiting software, they are still going to be successful. Conversely if you take a bad recruiting firm and make them use good recruiting software they are still going to be a bad recruiter or recruiting firm.

When I was still recruiting during the day and writing software at night I worked elbow to elbow with fellow recruiters. I used to criticize the recruiter who was

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

always fussing with the computer and their files. Do you know why? I’m guessing you think it is because I am so arrogant that I did not want to listen to anyone else’s ideas. You are wrong, although I do like my own ideas! The real reason, however, was that I knew this recruiter was never going to be successful and we would lose money. Time after time, year after year for 1

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

years, I found that the recruiters who focused on the recruiting tool and gimmicks rather than execution failed. Someone once told me that Vince Lombardi, a very successful football coach, had only about 6 plays. The success was all in the execution!

The recruiter who focuses on the execution of the client and applicant call and is always thinking of ways to improve the call

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

s going to be successful. How you identify this type of recruiter is the subject for another article.

So, why have I spent half of my life writing recruiting software and trying to make it better? Because I love my work and the creativity of it and I know I can give a really good recruiter an edge. I know the recruiting firm will be successful with or without me but I can mak

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

e a difference. I truly enjoy working with successful people and the rewards and appreciation mean so much more to me.

What makes good recruiting software? This depends on the recruiter or recruiting firm and their business model. There are a number of good recruiting software packages but fundamentally the software must be extremely easy to use, it has to focus on the execut

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

on of the client or applicant call and it has to gather information through, what I like to call, the natural process of recruiting. If the software gathers information naturally and easily it will feed into the critical element of recruiting, marketing! Recruiting software must compliment or follow the natural process of recruiting. Notice I did not say the software must be i

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

tuitive! You might ask what exactly is natural? If your applicant tracking, staffing or resume database software requires you to perform tasks that you would not ordinarily do then you must question the recruiting software. Now, I have to admit that everything you do as a recruiter might not be considered natural.

Natural or not, the recruiting process can be simplified into

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

few basic steps.

1. Get a job order by calling clients and recording the calls for future marketing and follow up.

2. Research a database or databases for applicants or referral sources that would be a good fit for the job order.

3. Call identified applicants and record calls.

4. Determine the applicant(s) to present and present the applicant(s) to the client.

5. Track the

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

interview process to the point of hire and the applicant starting to work for the client.

That's right, only 5 steps! This is what is so alluring to people thinking about recruiting as a career. But any experienced recruiter will tell you that each of these steps demands a fantastic amount of skill, resources and marketing to be successful.

The job of executive search softwar

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

is to make sure that each of these 5 steps can be performed without any wasted motion. Note that my emphasis is on saving recruiters time and is not on features. I cannot begin to count the features I have reviewed and discarded. They looked like a good idea at the time but simply could not stand up to the daily grind of a recruiter.

I have always said that I could take six

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

eniors majoring in IT from any university and come up with a recruiting system in about 6 months. It would then take me about ten years to make it really work for a recruiter.

I think everyone would agree that there are many ways to perform the 5 steps. But I like to think of them performed in an ultimately natural process. We only give in grudgingly to the limitations of com

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

puter code making the recruiter do something besides talking to a qualified applicant or client.

So what would be the ultimate? Have the recruiter sit next to a phone and be told or shown who to call and be informed of the full nature and objective of the call. Have all the information available that might be needed for the call without doing anything but talking. Then when th

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

s call is finished all the follow up information regarding this call is recorded without any effort by the recruiter. Then the recruiter talks to the next client or applicant. This is the ultimate goal of any applicant tracking, staffing, recruiting software or whatever else you want to call it. This is what I like to call the natural process of recruiting. To me anything else

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

akes away from the effectiveness of the recruiter.

For example, if using a resume database or any recruitment tool causes the recruiter to stop at the end of the day to 'feed' the database just to keep the rest of the executive recruiters, management and himself/herself informed then the recruiting system is not natural. The recruiter had to perform a task not related to talki

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

ng to an applicant or client. The recruiter had to run back behind the lines, count noses, inform and organize for the next assault because the army was in disarray. What if the recruiter miscounts?

Notice I have not said a thing about features, even though I have spent half of my life writing them and continue to write them with all the excitement I had 20 years ago. A featu

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

e is only valuable if it suits the way a recruiter or recruiting firm works. Also, be careful that you do not get so dazzled with a feature that it takes you off of your successful game. The feature must be an enhancement to what is working for you right now. This is very hard to see and really can only be determined by using the product. Be careful of demos as they can be ve

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

y misleading. A long trial period is best.

If the recruiting product fits your natural style and it is a proven product with a good track record then you are almost home. Almost? Yes, if the product does not allow you to focus on using the database of information gathered for a powerful and deliberate marketing program then keep looking. Marketing is everything in recruiting

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggit.org.ua/article/11802/diggit-How-Important-is-Recruiting-Software-in-Determining-the-Success-of-an-Executive-Search-Firm.html">How Important is Recruiting Software in Determining the Success of an Executive Search Firm</a>

BB link (for phorums):
[url=http://www.diggit.org.ua/article/11802/diggit-How-Important-is-Recruiting-Software-in-Determining-the-Success-of-an-Executive-Search-Firm.html]How Important is Recruiting Software in Determining the Success of an Executive Search Firm[/url]

Many conceive great print ads and achieve their vision, then some succeed and others fail miserably. The do- it-yourself pitfalls described here often make the difference between them. Glenn Harrington explains briefly.

One of the most valuable communication skills you can ever learn when communicating with key employers are the ability to effectively handle objections and presenting with an impact. In most cases, this could potentially land you a job offer with all things being equal. Take a look at the scenarios in this article.

Basic Job Employment Skills and Preperation. Often Personal and Family questions lead and foretell the interview result. This is a basic primer on interview questions and procedure

Tags

Links

Digg It - How Important is Recruiting Software in Determining the Success of an Executive Search Firm

Related Articles: