1)The developers of the recruiting software believe they know what the recruiting process should be, either because of extensive analysis or extensive personal experience.



2)The recruiters who will use their recruitment software are experienced executive recruiters.

There are few things in this world where absolutes can be applied. I was a recruiter for almost 20 years. I have been writing recruiting software for 30 years. I have talked to thousand of recruiters and recruiting firms and have given demos on a variety of techniques and recruiting processes. I have learned at least one absolute.

No two recruiters recruit the same way!

I believe most recruitment systems are flawed with the concept that recruiting is a predictable process and the designs of the systems reflect their predictions. More than anything else, I believe a recruitment system must be designed with the idea that the recruiter using the system will use it in ways never thought of. Believe me I see it every day.

Good recruiting or resume database software is not about features that assume a recruiting technique is valid and therefore the feature is cool. Good recruiting software is about the ability to be molded around the good recruiter's successful techniques. It is about making the recruiter's techniques better but not changing them!

The second point of this article is about the headline "Recruiting software for Greenhorns". The recruiting industry is a volatile fast paced industry. Recruiting firms come and go faster than ".com" businesses. Most successful recruiting firms have at their core a method of bringing in fresh faces as recruiters. Most of these "greenhorns" don't make it as recruiters and end up moving on or end up in some kind of support role for recruiters, i.e. researchers, sourcers, etc.

So we come to the second flaw of most recruiting systems, the recruiting software developers assume that the person using the system knows what they are doing! The reality is that a large number of people using recruiting systems are "greenhorn recruiters". Put this together with the fact that the recruiting software programmer thinks that they know what recruiting is all about and you have the classic case of the "blind leading the blind".

If the recruiting software developer knows that a vast majority of their customers don't have a clue as to what they should be doing as a recruiter then why don't they write to this audience?

Recruiting or applicant tracking software should be hard wired to the heartbeats of the recruiting industry. Information and recruiting training should be immersed into the software itself. The recruiting firm should be able to adjust and add to its training of greenhorns with the recruiting system. Recruiting training and the process of recruiting should be so blended in the recruiting software that you cannot see the differences between the two processes.

Ask yourself, can the recruiter be advised on some of these topics and more within the recruiting software :

Job Orders: Better, Faster, Smarter

The Recruiter/Telephone Connection

Recruiting Scripts Are you retainer-ready?

Can I get that in writing?

Resume Makeovers: Should You Even Bother?

Can Cold-Calling Be Taught?

How to Avoid a Candidate Accepting a Counteroffer

Niche craft: 9 Steps to Refining or Selecting a Niche

How to Improve Interviewing Accuracy by 50 to 100 Percent

A Smart Way to Gain Candidate Referrals

Getting Around the Gatekeeper Latest recruiting news

If the recruiting software does not address the needs of the "greenhorn recruiter" find one that does.