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Although Gopher is priced 20% below most brand recruiting systems, it is not
our affordable price alone that has made Gopher a leader in the Industry. 
And because you're about to invest in a complete recruiting system that can dramatically improve your organization's productivity, we have compiled this guide to assist with your research.


 Selecting Recruiting Software
 Vendor Comparison Chart
 28 Must Ask Questions to Vendors
 Review of Gopher by the Fordyce Letter

 

Selecting Recruiting Software
If you are in the recruiting industry we do not need to tell you how competitive it is.  Choosing the right software may provide the competitive edge you desperately need.  A decade ago recruiting software systems were virtually non-existent.  Today, there are over 100 vendors providing recruiting software with prices ranging from $125,000 to $500.  How do you choose the one that's right for you?
   
1.
Your first step is to have a good idea on how you recruit now and what you would like to implement in the future.  We know this statement seems strange but after listening to our clients for over twelve years describing their business and how they use our product, "Gopher for Windows",  we're convinced that no two recruiting business's operate or use the software in the same way.  In fact we're convinced that if you took 10 of our customers and requested of them to describe their business and software without mentioning "Gopher for Windows", many of them would not realize they are using the same product.
2.
Decide on the software before you invest in any hardware.  So many times we have seen someone buy an expensive piece of computer hardware and then start looking for software to run his/her business, only to find that their choices are limited because of the hardware they've already purchased.
3.
Determine the prospects of your vendor being there for you five years from now.  Once you have converted or entered your recruiting data into a recruiting system, you are dependent on being able to get at it or at least convert it.   If your vendor goes out of business, you may have serious problems in getting to your data.  You will want to research how long  they have been in business, including client references and credit checks.
4.
Determine what software tools were used to build the recruiting system (i.e., computer language, database engines and other software tools).  What you're looking for here is to make sure that your recruiting software is not dependent on some specialized software tool or vendor that may not be able to or may not want to keep up with the rapid changes in the computing industry.   For our customers, protection we like to put money on are Microsoft's flagship products (i.e. MS WORD, MS ACCESS, EXCEL, VISUAL BASIC, SQL SERVER, WINDOWS 95 and NT).
5.
Determine the quality of the product with some bellwether questions.  Does the product have a demo?  Will the demo un-install from your computer?  Where and what is the size of the customer support staff?  Evaluate the quality of the documentation they provide in answering these important questions.
6.
Finally perform some simple bench marks relating to the amount of work required to perform basic recruiting tasks.  Remember, these basic tasks are performed many times a day by the recruiter.  Even just a few extra clicks or keystrokes can dramatically slow productivity.
   
From the point of entry to the system, how long, how many keystrokes and/or clicks does it take me to find a person picked at random based on skills, name, salary and or geography?
How long, how many keystrokes and/or clicks does it take me to get a phone number of a person from various points in the system?
How quickly can I find out the latest conversation with a client or applicant that has just called, while I am performing other tasks on the system?
From any point in the system, what steps do I have to perform to query for information?  Are my queries restricted to certain areas or can every field that displays or accepts data be queried?   When I do query for information and the results are displayed, can the displayed information be changed or updated or is another task or screen required for updating?
Is there ownership responsibility for the data entered into the system?  Can you tell who entered a note, job order, calendar or resume?
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Vendor Comparison Chart
Feature
Gopher
Competitor
Maintains job openings database
Can customize database structure
User can build and run complex multi-level searches with user-defined criterion
Can automatically import resumes from
text and Microsoft Word files
Can automatically extract contact information
from Ms-Word resume files
Can receive resumes via (1) email (2) fax
(3) scanner (4) Internet (5) keyboard
Stores information on (a) hiring managers
(b) applicant sources (c) hiring consultants
Has online recruiting capabilities
Can receive applications directly from website
Supports automatic and remote
managementof Recruiting website
Integrated Correspondence module for email
and, fax and post (regret/interview letters)
Has built in calendar (to manage dates and
events e.g. interviews, generate reminders)
Store contracts and other documents
with applicant and job opening data
Allows users to define multiple recruiting processes, track and score applicants
Can track payments (in and out)

 

Allows users to define multiple recruiting processes, track and score applicants
Number of customizable reports
 
Price per simultaneous user
 
Upgrades & technical support policy
 
Consulting, customization and training
 
Has free trial version
 
Offers money back guarantee
 
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28 Must Ask Questions to Vendors
1.
How long does it take to make a target list of prospects for a position?
2.
Can the target lists be customized and be turned into a progress report for the hiring source with a click?
3.
How quickly can you refer to the list and work off of it?
4.
Can the calendaring system keep all recruiters informed on the status of any applicant or candidate without having to do anything except start the computer.
5.
How quickly can notes be written and viewed by all?  Do you have to go to a special area to see notes?
6.
How many actions are required to see all information on an applicant or client?
7.
Can the your work you're doing be "Book marked" so you can respond to an incoming call using the database and not loose your place after dealing with the call?
8.
How quickly can you get to your recruiting calendar and from there move to other information in the database?
9.
How quickly can it search 10,000 resumes for keywords?
10.
How fast can it break down a resume into fields in the database(i.e.,name, address, phones, e-mail, work history, education)?  How much work is involved?
11.
How many optional ways are available to break down a resume?
12.
How many e-mail features are there? Are they integrated with MS OFFICE?
13.
Can multiple resumes be e-mailed to the same hiring source with a single click?
14.
Can the resumes be e-mailed as originals or professionally formatted with company logos?
15.
Can any demographic of an applicant or client be identified and mass marketed to via e-mail or hard copy?
16.
Can applicants be posted to the customer's web site with a click?  Can hiring managers search those posted resumes and respond via the web directly into the database without jeopardizing database confidentiality and integrity?
17.
Can job orders be posted to the customer's web site with a single click?
18.
Can the interested applicants respond to the posted jobs and does the information automatically populate the database?
19.
How good is the automated matching of candidates to positions and positions to candidates?
20.
Can the records you are working with be exported with a click to other databases, EXCEL, MS ACCESS or Crystal reports?  Can other databases be merged with a click?
21.
Can customers customize their reporting needs with MS ACCESS, EXCEL or Crystal?
22.
Can "Hot lists" be made on anything you want them to be and will these lists recognize any new activity in the database?
23.
Can salaries and rates be entered in the same field or are separate fields required for each?
24.
Are candidates and clients available from the same screen, saving time going back and forth or does ‘Software X' still use the throwback to file cabinets concept of "Applicants here" and "Clients there" which just about doubles the workload for the recruiter?
25.
Does the viewing area for data serve as the "finding" and "changing" area for the data viewed, saving recruiter time by not having to go somewhere else in the database?
26.
Gopher comes in one flavor which can run on a laptop, LAN, WAN and the WEB.  It can use MS ACCESS, SQL SERVER and ORACLE as its database at no extra charge to the customer.  How many platforms does ‘software X' run on?
27.
Can it run over the WEB?  How fast does it run over the web?  What kind of connection do you need to run a web-based "Software X"?
28.
What kind of training does "Software X" provide?  Do they charge for it?  Gopher's training is at no charge and is unlimited.
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Review of Gopher 2004 by The Fordyce Letter
 
 

For this month we have a review for an ATS that has been around for quite some time but never reviewed before in this column. I have been hearing about this database, Gopher by BlackDog Recruiting Software, for years and am happy to finally be able to review this product. Billed as a complete recruiter's contact management, call management, and calendar system. This service is a 100% web-based with a twist, they also are able to host your entire suite of software products. More about that later but please read on.

Even though there is no local database software, you do need to install Citrix to use this product. This is a free and easy download and install that allows you to connect to their system. From there, simply open the web page and log in. Normally at this stage you would open your database but in this case you are opening to an entire Windows desktop with not only an icon to start Gopher, but also any other software program you use. Again, more on that later. Once you click on the Gopher icon the program opens and you log in again. You open up to an interface that includes your calendar and daily planner, a good idea for any database. Here is your list of tasks to accomplish for the day.

I always like to start with the candidates, called Profiles in this program. Adding a new one is easy. Click the Plus sign, a blank record appears, fill in whatever you need, including a customized skill-words listing (Keyword Dictionary), and save. Using their iRex add-on, you import a resume any number of ways and a new profile (record) is created with all Keyword Dictionary entries highlighted, a copy of the text resume is copied to the profile, the original resume is saved, a Calendar record is created noting the new profile for follow-up, a Note Pad record is created noting the date of entry, the work history is extracted and saved in a Snap Shot, and the skills highlighted are compared to open job orders, all with virtually one click. Once entered and worked a bit, you can access data about this candidate easily, including a resume, memos, positions, and a great tracking page with access to information including Resumes Sent, Interviews, and past Placements. A n ice feature - you can stack your new resumes and using the Auto Import feature the system checks periodically for resumes to add and does this automatically. There is no separate tab, screen or table for companies in this database as all companies can be searched from the client interface. Clients, along with their corresponding Companies are entered in the same way; with job orders having a Client/Company relationship, either manually or via iRex. Whenever a new job order is entered, the entire database of profiles is automatically checked for matches. When entering multiple candidates from the same company, they have a nice Copy Record feature that automates populating the new Client record. Another feature I haven't seen lately is your ability to import a scanned or faxed document.

Once you get the data into the database, searching couldn't be easier. In most databases, the search interface is a separate page, where you need to enter your search criteria. Not here, your search page is the same as your Profile page. Click the Find button, your screen is filled with blank fields, fill in any search criteria into any field, including wildcards (*) and then click the Complete button and your search results come back in single-form view, which you can easily change to a list view with one easy click. For those with a need to search skills you use the same Keyword Dictionary for searching those. You can also search all the resumes directly for any keyword you like. Great interface...simplest I have seen in a while. Reporting is handled with Crystal Reports, Excel and Access. Although there are numerous included reports, user-created reports are completely customizable. 

It's later now... What really sets this group apart from many of the others is their ability to not only host your ATS software, they allow each user access to an entire Windows desktop as I described earlier. Once you login, use your day-to-day software including, but not limited to, Outlook, Word, Excel, Gopher, etc., remotely. What that means to the user is that locally, all you need a basic, simple and inexpensive solution including a pc or laptop, a Windows OS, an Internet browser and an Internet connection. I imagine Cable or DSL would be preferred but you can even connect with a 56k modem. Besides the Gopher review, I did open and work with Word and Internet Explorer remotely and surprisingly, did not perceive a decrease in performance. This could appeal to those of us who feel particularly challenged and generally uninterested in always keeping up with the latest software, patches, etc.

Pricing starts with a one-time cost of $1,200 for one user with an additional $50 per month for their upgrade plan, which offers access to the iRex feature. For a one-user, networked version the one-time costs is $1,500 and the upgrade plan charge is an additional $70 per month. The pricing decreases from there depending on the number of user and networking needs. 

I want to thank Ken Peck of BlackDog Recruiting Software for his assistance in preparing this article. Anyone with an interest in more information on this service can visit their website at www.recruiting-software.com .
Those with any questions or comments can reach Ken directly via voice at
970-349-0364 or via email at ken@recruiting-software.com.

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