Is there a sensational software product out there. Fantastic, in comparison to others. As far as software goes, it’s pretty difficult to be seen as a Fantastic system, particularly when most systems are not to be seen. Locked away behind closed doors, only let out when there is a controlled environment. Only used by back office. Does this mean you have to remain average?

Interesting conversation about Job Boards, Applicant Quality/Numbers and Applicant Tracking Systems. The core of this conversation is about what the drop off is when you provide a link out from a Jobs Board to a third party Recruitment Software system. There were some numbers that showed there was a drop-off in applicant numbers if there is a link out to a Third Party eRecruitment System rather than allowing the applicant to apply directly into the Job Board. There seems to be some sort of relationship between a longer application process and this drop-off. There is definitely more chance of someone flicking a CV for as many jobs as possible if it is made easy to do. There has been a history of HR managers being lumbered with the process of sorting through hundreds of CV’s Manually. “What a headache” they would say. Without the Facilities to auto communicate with Applicants, Intelligently scoring them, sort them into Talent Poolings there is really little to no value proposition in CV flicking. So therefore, a clear decision needs about what a Talent Manager, HR Manager or Recruitment Consultant needs. We think there is a clear distinction between the requirements of a Recruitment Agency and an Internal Professional Recruiter.

There is much more to SaaS than reduced Simplicity and Cost. The standard positives like Flexibility, Scalability, Security and Easy of use are also accompanied by Green Benefits, which, should not be over looked particularly which the environmental issues that we face.

Anyone who has any experience working in groups will appreciate the difficulties in approaching a problem creatively rather than logically. The following 3 techniques should help.

Problem Solving.

Some tools to help your team visualise the process, pinpoint problems, find their causes and determine solutions. They also provide a way to evaluate proposed changes.

Listened to a really interesting radio program this morning which was about Corporate Leadership. The core topic of conversation was around whether some employees are more likely to be leaders than others. It appears that with proper training most employees can become leaders. Based on desire, opportunity and Business focus on value of people.

Interesting topic really. Usually, people are the reason why projects fail. Really, to stop project failing, particularly larger projects, there really needs to be an independent project manager brought in who really does not have any vested interest either from the client side or the vendor side, just the success of the project itself. In this way, an objective view can be taken in terms of business needs alignement to system offering.

Just a little bit of info about Project Risk Management in HR Software Projects…