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Software Vs Hardware Firewall

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So what are the differences and similarities between successful software and hardware businesses?



CAPITAL REQUIREMENTS

One of the larger differences is that software companies generally require much lower capital to reach profitability and continued growth. This is primarily because of the lack of need to invest in expensive semiconductor development tools, semiconductor masks, manufacturing plants/equipment, manufacturing engineering personnel, unfinished goods inventory, higher cost of finished goods inventory, etc. So except for startups backed by substantial institutional capital, it's much easier to startup software companies compared to their hardware counterparts.

MARGINS

Another important area where software companies have an advantage is in margins--both in the area of typical gross margins, as well as the potential for higher net margins. This is primarily due to the negligible cost-of-goods-sold for most software companies.As a result, it easier for software companies to get to profitability, and if a large market is found, sustain profitability. Remember, throughout this article I am talking "on average". There are hardware businesses with excellent gross margins (dominant semiconductor companies come to mind) as well. But in general, this is an area where the advantage goes to software.

PRICING

The big difference here also is related to product cost. The major difference comes down to product cost, which in the long run creates a floor for anyone who would actually like to make a profit. While optimal pricing of hardware or software should be based upon a value-based approach--with market segmentation as the key However, I rarely find this to be the case in my consulting practice--whether the company markets a software or hardware product.

In the hardware business, you tend to see a lot of simple pricing models that are cost-based. For software businesses, the negligible product cost can be the other end of the proverbial double-edge sward when it comes to pricing. In a competitive market, you may see competitors in software markets literally "give away" the initial product, and rely on the upgrade stream to make a profit downstream. This can strain the profitability of the entire segment, and in severe circumstances, can suck all the profit from the market. You see this scenario most often started by weaker competitors, or in markets where switching costs are high. While hardware pricing can be even more competitive generally, it is less likely for a weaker competitor in a hardware market to introduce a "zero-margin" program. This is because it is often tougher to hang onto a customer in the second generation (if the market has commoditized), and the market leader often has a gross margin advantage--making it an ill advised maneuver other than as an attention-getting, short-term promotion.

DISTRIBUTION

The advent of the Internet has created a major difference in distribution between software and hardware companies, where there was very little difference in the past. It has made direct distribution much more practical for small software companies, in markets where a simple download is practical. For those companies which aren't direct-only, distribution is similar for hardware and software companies. Traditional distribution through third parties tends to be very similar, although higher inventory costs are still a burden that hardware companies need to manage more closely, both for in-house finished goods and those held by the channel.

DEFENSIBLE STRATEGIC ADVANTAGE

This is an area in which software and hardware markets have both similarities and large differences. Both hardware and software companies value patents as a form of providing a sustainable competitive advantage. But in my opinion, the inherent malleability of software makes patent protection less useful in software than in hardware. It is easier to "find another way" of accomplishing the same end result when you are dealing strictly in software code. It's also easier to segment in software markets, creating a targeted, niche version of a software product for a specific segment, nipping at a market leader without drawing their fire. It's much harder for a small hardware company to differentiate itself this way. On the other hand, the market leader that establishes itself and creates a large volume business, creates the important competitive advantages--cost efficiencies and brand recognition are the huge, defensible advantages. So I believe this point comes down to scale--in software markets, it's easier for a small competitor to overcome the scale of larger competitors, and develop a niche strategic advantage. While in hardware, the large competitors can use scale to create the ultimate competitive advantage.

LOCALIZATION REQUIREMENTS

This is an area in which hardware companies normally have an advantage. They usually have simpler user interfaces, and sometimes utilize symbols extensively in their interfaces, greatly reducing translation requirements into local languages. Hardware companies do have to deal with some physical differences in standards, such as electrical--but these have stabilized over time, and are often handled in the standard product.

Conversely, software user interfaces are usually language intensive and more complex, with thicker user manuals. This requires software companies to live with higher localization costs and longer lead times to market worldwide. The exception to this is complex software sold to highly technical users, where English is often used as the standard language.

POTENTIAL FOR DOMINANCE

I'm going by mostly by empirical evidence here. It seems that there have been a lot more hardware companies who have dominated there respective businesses, for a longer period of time than in software. For every Microsoft (and there's really only one of those!) it seems there are many more examples like Intel, Cisco, IBM, HP, Dell, etc. Hardware markets tend to commoditize more easily, but with standardization on a couple of leading brands. It's hard to make money in the long run in hardware unless you are one of the top two or three players. Large hardware markets are also relatively larger in revenue than large software markets, allowing market leaders to more fully utilize their profit and cost advantages over competitors, by spreading marketing costs over large product volumes. So if you're looking to build a truly dominant company, the odds are greater in hardware--although you probably are still better off heading to Las Vegas, and putting your life savings on roulette red!

There are many more ways to contrast and compare hardware and software companies, but I will end it here. What other points would you add?
Software Vs Hardware Firewall
We have started to upgrade our interface to MS OUTLOOK in our recruiting software. OUTLOOK is has a tremendous usage (might want to say "OUTLOOK has tremendous value and most executive search recruiters are already using it") Most executive search recruiters evaluating recruiting software are already using OUTLOOK.

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

No, it cannot. But many recruiter prospects come to us with this challenge. They are heavy users of OUTLOOK but they have exhausted the limits of OUTLOOK as a recruiting tool. However, they want to continue using some of the OUTLOOK features. The challenge for recruiting software is to provide the recruiter with recruitment software that blends the use of OUTLOOK with their recruiting software. The real challenge for us vendors is some tasks performed by OUTLOOK are best done by a recruiting system whose primary focus is Applicants/Candidates and Clients.

So we have a customer who definitely needs more recruiting software power, but they are desperately hanging on to features in OUTLOOK. They want to continue using them because they are comfortable with them. Change is always traumatic and downtime can be expected. Downtime for a recruiter can be catastrophic.

So what should a recruiting software vendor do when they introduce their product to a customer who is a heavy OUTLOOK user? Should we insist that the customer stop using OUTLOOK and start using our product for tasks they were performing in OUTLOOK? Sometimes yes, sometimes no.

Good recruiting/staffing software needs to adapt into an OUTLOOK environment and the recruiter must be able to continue sometimes less effective steps than if they were to abandon OUTLOOK all together. Efficiency is not necessarily the final word for a recruiter to be successful. Sometimes we as vendors lose track of our goals and make efficiency and features into deities they don't deserve. If a good recruiter is comfortable, happy and doing a good job, is there any reason to turn his or her life upside down in the hopes that after the ravages of change they will come out better for it. I don't think so. Many recruiting companies lose good recruiters this way.

So I think good recruiting software has to provide options where OUTLOOK can be used, or not used, without affecting the recruiting system. Data must flow freely between the two systems. The recruiter must be allowed to continue to perform certain tasks that are more comfortable in OUTLOOK. HOWEVER, NOT AT THE EXPENSE OF THE RECRUITING SYSTEM!

What makes OUTLOOK so useful but not a complete recruiting system? The biggest difference is OUTLOOK is targeted for its user and all his or her activities, email, contacts and notes. But it is the view of a single user. Recruiting software is primarily geared for collaboration and the compiling and organizing of information on clients and applicants. OUTLOOK could care less if someone in the contact is an applicant or client. Outlook's method of storing information as notes, contacts and even resumes does not lend itself to the one critical need of a recruiter, searching for candidates or clients that have a particular work history or job need that demands certain skills. OUTLOOK does not lend itself very well to bringing a job order or requisition together as a complete project. The pieces such as candidate notes, references and interviews have to be manually put together. A recruiting system brings this information together as the natural course of filling a position. When you look up a candidate in a recruiting system you generally know all about them i.e., all contacts, notes, resume, interviews, salary, work history etc... When you look up a client it is generally the same thing, all contacts, and plans for contact, positions filled and progress on assignments.

OUTLOOK is not designed for this natural gathering of information as a recruiter works, so using OUTLOOK alone as recruiting software eventually bogs the recruiter down as the number of applicants and clients increase.

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

How do we keep recruiters happy using our recruitment software and still not getting bogged down using all the neat features in OUTLOOK? Not very easy, but there are some key points that recruiting software must be able to do with OUTLOOK.

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

?Recruitment software should have it's own calendar system independent of OUTLOOK. BUT the two calendars must be able to talk to each other. If an entry is made in the OUTLOOK calendar there must be an option to post to the recruiting software calendar and vice versa. Implementing a Calendar interface to OUTLOOK is full of land mines and can easily lead to unwieldy tasks imposed on the recruiter.

?A recruiter's notes are always about an individual, either a client or applicant. OUTLOOK notes don't necessarily attach a note to a client or applicant and I think this is where the OUTLOOK note system should be customized to identify people. I think notes should go only one way to the recruiting system notes. Porting notes from the recruiting system to OUTLOOK notes makes no sense.

?Emails of applicants and clients should definitely be available in the recruiting system. We are still undecided if they should be redundant residing in both the "pst" file and the recruiting software. What is definite is a good filtering interface so the recruiting system only accesses emails of clients and applicants.

?Batch emailing to clients and applicants is a must for recruiting software if it is going to have any CRM capabilities. OUTLOOK makes it tough to batch email because of its security features.

?Outlook's 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 part of the recruiting system.

Interfacing to OUTLOOK is a tough job, especially since it is constantly changing. But bottom line, I believe recruiting software can be judged by its interface to OUTLOOK.
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About Author
Both Phil & John Smith are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.

Phil has sinced written about articles on various topics from Flirting Tips, Home Management and Management. Phil Morettini is President of PJM Consulting, Management Consultants to Tech Companies PJM provides assistance in Management, Product Marketing and Biz Dev. More Articles at. Phil's top article generates over 2900 views. to your Favourites.

John Smith has sinced written about articles on various topics from Programming, Health Insurance and Site Promotion. Spent 3 years with GAO (United States General Accounting Office) after Graduating from the University of Toledo. Spent the next 15 years in IT from programmer to VP of IT with Insurance and Banking firms. Spent the next 15 years as a contingency based rec. John Smith's top article generates over 110000 views. to your Favourites.
Characteristics Of Effective Leadership
The second condition for successful leadership is to introduce changes in the companys system, however this should be done following some concrete strategy
 
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