Epsilonium India is an offshore software development company. We offer custom software development and web development outsourcing services from India. Epsilonium has been in the software industry for Ten years, employs over dedicated & experience IT professionals and has more than 700 man-years worth of experience in software development.
Epsilonium India Offshore Software Product services aim to accelerate the creation of your software products, reduce time to market and help make schedules predictable in order to better manage resources, predict costs, and reduce market and technology risks. With Epsilonium India as your offshore development partner or your development team, you can realize yourself by providing our customers with the highest-skilled teams and a world-class infrastructure, we can ensure the quality and reliability of the products we build for you.
Delivering quality products goes a long way in reducing future costs. Our product management and software development processes are aligned with ISO-9001 and SEI-CMM requirements.
Article Source: http://www.superfeature.com
Saturday, November 17, 2007
Recruiting Software Vs. MS OUTLOOK
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.
Article Source: http://www.superfeature.com
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.
Article Source: http://www.superfeature.com
From Walldorf to Wall Street: The history of SAP
A well known achronym, SAP stands for Systems, Applications, Products in Data Processing. The company was founded in Germany, in a town called Walldorf next to Heidelberg and was started in 1972 by five IBM engineers. It was a great business idea, put in the service of other businesses and providing them with highly specialized services without which nobody could survive in today’s busy and highly specialized environment. Most people have heard about one of our best known services, SAP security. So, when people want to come to work for our company, they say they will want to become a SAP consultant for SAP security. However, the activities of our company are so widespread nowadays that you can be a SAP consultant in practically any field. While we do offer very specialized services, we are very specialized in many types of activities that no one else on the market can provide better than we can. If you are looking to become a SAP consultant with us, you would better look further than working in SAP security.
Nowadays, we have more than 44,500 installations. We work in 120 countries and have about ten million users. Because our services are so varied, you have very many options when you join the SAP team: you can be an SAP consultant building up our services portfolio. You can be an SAP consultant offering active global support. Another option is to be an SAP consultant for education or financing. Many of our employees have the job of SAP consultant for process outsourcing or SAP consultant for tools, technologies and methodologies. Many of our most experienced people are employed as SAP consultant workers for ramp up, which means that they introduce new solutions for the market. There is also the posibility to become a SAP consultant for managed services and for custom development.
We have been in the business of providing high-tech solutions for more than 30 years now. We work in varied fields as defence, bancking, chemicals, mining, oil and gas, railways, roads, etc. Since we provide solutions for any type of business activity, if you are a SAP consultant you can end up working for that activity that is most interesting for you. You may start in a division that is of no particular interest to you and advance by becoming a SAP consultant in the field you are most passionate about. For example, you can start out as a SAP consultant for mail services and turn out to be a SAP consultant in the area of oil and gas.
Indeed, most people come to SAP to work for SAP security. That is what they hear about, that we provide security for business services we offer and they want to be in the field of SAP security. But then we tell them that SAP security can mean any number of things. When we provide solutions in the domain of finance, we provide SAP security for that. When we provide solutions for companies that work with fossil energy, we provide security for our services there. Any service we provide for our companies, we also provide SAP security along with it. So when you come to our company ready to work in the field of SAP security, you would be better off knowing much more than that about what you really want to end up doing.
Either way, what all this means is that there are many available jobs to work for SAP security. It’s just that you can be a provider of SAP security in any number of branches of our company. We do not want you to be shy. We think that anyone has a chance in our company, especially with a solid background in business or IT studies. If you are well trained, try to come and work for our company. We started small and ended up being the biggest business service provider. We are open to giving chances to beginners. We started in Walldorf and we are now on Wall Street. We want you to do the same, to use our company for growing personally.
All that we ask of you is to have some idea about the activities of our company before you approach us. Don’t count just on rumours. Don’t just come and say that you want to be a SAP consultant and you prefer SAP security. It takes a little more than that to actually end up working in SAP security. It takes a little bit of effort to understand some of the huge array of activities our company has and it takes some knowledge of what you want to do inside the company. That is all you need. We will help you grow from there.
Article Source: http://www.superfeature.com
Nowadays, we have more than 44,500 installations. We work in 120 countries and have about ten million users. Because our services are so varied, you have very many options when you join the SAP team: you can be an SAP consultant building up our services portfolio. You can be an SAP consultant offering active global support. Another option is to be an SAP consultant for education or financing. Many of our employees have the job of SAP consultant for process outsourcing or SAP consultant for tools, technologies and methodologies. Many of our most experienced people are employed as SAP consultant workers for ramp up, which means that they introduce new solutions for the market. There is also the posibility to become a SAP consultant for managed services and for custom development.
We have been in the business of providing high-tech solutions for more than 30 years now. We work in varied fields as defence, bancking, chemicals, mining, oil and gas, railways, roads, etc. Since we provide solutions for any type of business activity, if you are a SAP consultant you can end up working for that activity that is most interesting for you. You may start in a division that is of no particular interest to you and advance by becoming a SAP consultant in the field you are most passionate about. For example, you can start out as a SAP consultant for mail services and turn out to be a SAP consultant in the area of oil and gas.
Indeed, most people come to SAP to work for SAP security. That is what they hear about, that we provide security for business services we offer and they want to be in the field of SAP security. But then we tell them that SAP security can mean any number of things. When we provide solutions in the domain of finance, we provide SAP security for that. When we provide solutions for companies that work with fossil energy, we provide security for our services there. Any service we provide for our companies, we also provide SAP security along with it. So when you come to our company ready to work in the field of SAP security, you would be better off knowing much more than that about what you really want to end up doing.
Either way, what all this means is that there are many available jobs to work for SAP security. It’s just that you can be a provider of SAP security in any number of branches of our company. We do not want you to be shy. We think that anyone has a chance in our company, especially with a solid background in business or IT studies. If you are well trained, try to come and work for our company. We started small and ended up being the biggest business service provider. We are open to giving chances to beginners. We started in Walldorf and we are now on Wall Street. We want you to do the same, to use our company for growing personally.
All that we ask of you is to have some idea about the activities of our company before you approach us. Don’t count just on rumours. Don’t just come and say that you want to be a SAP consultant and you prefer SAP security. It takes a little more than that to actually end up working in SAP security. It takes a little bit of effort to understand some of the huge array of activities our company has and it takes some knowledge of what you want to do inside the company. That is all you need. We will help you grow from there.
Article Source: http://www.superfeature.com
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