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Spec Status
(June 12, 2002) - What
a pile. Earlier in
the spring, we solicited your help. "Send us RFPs from Applicant
Tracking or Recruiting System Procurements," we asked. With 75 in hand,
we've been winnowing and wallowing as we try to consolidate them into a single
sample spec. The product will be a part of our 2003 Electronic Recruiting Index
and distributed to anyone, who was kind enough to send their sample.
One of the first things we've seen in the
analysis is that the development of specifications for HR Systems appears to be
in the most primitive of stages. As long as 25 years ago, software and systems
specifications evolved to include (in sophisticated purchases) a detailed
description of the operational requirements for the end product. Rather than an
articulation of software and system functions, specs in other quarters always
tell the vendor "we are trying to accomplish the following things in the
following environment."
As you might well imagine, a detailed description
of a product that doesn't mention the buyer's goals, aspirations or operating
environment is not very useful. Imagine, for example, a spec for a three-bedroom
house. Whether it is going to house a couple or a family of 10 is critical to
space allocation. Whether it is New Mexico, California, Georgia, or Minnesota, is
critical for understanding the heating and cooling requirements. By itself, the
requirement for a three-bedroom house is pretty meaningless. Context helps
vendors solve your problems.
If you are building a spec for use in the coming
months, we'd suggest that you plan to include a section about the company (or
the division) that addresses some of the following issues:
- Define Recruitment Forecasts by Type and
Volume
- Is the workplace focused on continuous
improvement processes?
- What Measurements are deemed critical?
- What changes do you expect from the current
operating scenarios?
- How is the Recruiting/Staffing Function
Currently Organized?
- What are the strengths and weaknesses of the
current Recruiting/Staffing workforce?
- How do Recruiting and Retention integrate?
- What are the detailed goals of the department
(cost effectiveness, improvements, etc.)
Without a detailed description of the real
context for the system, you could end up with a small, California-style house
with no insulation and a tiny heating plant on your lot for the Winters of
Minnesota.
Once operating goals and objectives are defined
in specs, it's fairly easy to move to performance-based acquisitions.
-John
Sumser
Get Focused ... Go Niche!
NicheBoards.com
- Gateway to a Million Quality Targeted Candidates
Call Center : CallCenterJobs.com
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Finance / Accounting : jobsinthemoney.com
Health / Science : Jobscience.com
Hispanic / Bilingual : LatPro.com
Human Resources : Jobs4HR.com
IT Professionals : Computerwork.com
Logistics / Transportation : JobsInLogistics.com
Marketing / Sales : MarketingJobs.com
Military Transitioning : DestinyGroup.com
Retail Management / Hourly : AllRetailJobs.com
Click Here
for profiles. marketing@nicheboards.com
Contacting Us:
Call, fax, write, email. We'd love to consult with you about your
project.
Copyright © 2013 interbiznet. All rights reserved.
Materials written by John Sumser © TwoColorHat. All Rights Reserved. Mill Valley, CA 94941 415.377.2255
colleen@interbiznet.com
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© 2013 interbiznet.
All Rights Reserved.
Materials written
by John Sumser
© TwoColorHat.
All Rights Reserved.
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