PUBLIC MARKS from longhorn2000 with tags it & boards

As we’ve often said, CRM success comes from the ability of the agent to work efficiently and productively. Customization requires integration with existing systems, which is the greatest demand made of CRM software, in our view. This is especially true in the area of Customer Service and Support.

Current trends in CRM today include a drive towards end-to-end system unity, and this aligns with the Forrester prediction that companies will prefer to get more out of their existing systems than to purchase completely new systems.

In the near future, both candidates and recruiters will have access to tools that will allow them to better communicate, providing candidates with access to even more job openings. This should make it easier for both parties to achieve their goal matching up with the right job.

They often suggest tweaking your resume or committing more time to making quality contacts. Both of these steps can give you a leg up in your search, but there are times when it takes more than that. Recruiters can point out where skills and experience are lacking, and they can point candidates in the right direction to help rectify those weaknesses. However, the advice only works if candidates are willing to listen and willing to make changes when necessary

Enterprises could avoid thinking in terms of “rip and replace” with systems, and instead perhaps look for the most flexible integrations and enhancements they can find or create: flexibility in this case referring to vendor culture as well as codebase. Over time we’ll talk about Dovetail’s legendary ease of integration.

Well, employees aren’t the only ones who have to deal with quick changes in the workforce. Just as companies have become faster to let their people go, so have employees become faster at taking off for something new

Over the last 12 years of working with Clarify, email integration always seems to be a key topic of conversation, and I get many questions about email integration capabilities. So hopefully this post will answer most of these questions. I'm sure there will be details I've missed (especially on some of Clarify's later version capabilities), so please leave a comment.

The word “annoying” is important to consider. While persistence is a positive thing, candidates can go overboard, and enough recruiters have had to deal with an overzealous candidate to know that they don’t want any part of it."

"Nothing is more maddening to a recruiter than a job candidate who isn’t willing to take the time to do some research before getting serious about a job search. Without doing the homework, you have no idea what a company is looking for or how you can provide what they need."

"Respect is a two-way street, and one of the major complaints from job candidates is that recruiters don’t really treat them like human beings. On the other side of the search, companies have to deal with overbearing recruiters that seem far more concerned with cashing checks than with finding the right match for a job."

"Recruiters can get you where you want to go, but they do need a little bit of help along the way. If candidates are willing to take some time to look at themselves, if they have the means to compare themselves to other candidates on the market, and if they have the tools to truly explore what different companies have to offer, they’ll be in a stronger position at the onset of the job search. Then recruiters can really get down to doing what they do best."