Cloud for HR? Why?
Cloud technology goes hand in hand with HR recruiting and management. HR companies and HR departments in large corporations use cloud services not only to support individual processes, such as file sharing. Clouds are often used for important business functions. For example, a cloud can be used to develop a service, which is then offered as a SaaS product. In addition, cloud platforms are often used for rolling out new businesses, such as Staffjet, a massive recruitment service to hire people for line positions.
“Staffjet is in fact a startup that cannot build and manage its own data center. However, we have ambitious plans and strive to win a lot of new customers. In the light of these two factors, we chose the cloud as the only feasible way to make the service stable and fast. Now, the service response time when selecting candidates meets our requirements, and we no longer worry that customers will lose access to applications during peak loads, since their continuous operation in the cloud is the responsibility of cloud provider,” said Natalia Malysheva, Project Manager at Staffjet.
Staffjet as an example of how it all works in the cloud
The company offers two formats of the service: a website and mobile app, both featuring an automated search for suitable jobs and candidates registered on job search websites. Nearly all functions are performed by robots. For example, the system independently sends an invitation for an interview to a candidate, using the pre-selected algorithms. Both web version and mobile app are hosted in CROC Cloud. Staffjet also uses the cloud to improve and test new service functions.
Using the cloud facilitates operation of two Staffjet divisions: recruiters can work remotely, since the business app is accessible from office, home, or any other Internet-enabled location, while the company IT specialists are released from routine administration of hardware otherwise required for the service operation. They manage the cloud environment itself (for example, provide additional resources if system load increases due to user influx). This process is not very complicated already, but providers try to simplify it even more. For example, they introduce special tools to manage computing resources.
How HR can benefit from using a cloud
Faster processing of candidate questionnaires completed online. Many job seekers look for ads and apply online.
If a questionnaire is filled right in the cloud via a program, transferring it to a database will not be necessary: it will be processed automatically, and recruiters can start communicating with the candidate immediately. Quickly obtaining job seeker information is crucial for line positions, where a candidate should be contacted not within days or hours, but sometimes within minutes, especially in large cities.
According to Natalia Malysheva, if you fail to contact a candidate within five minutes after having got their contact details, it is virtually useless to call them, since as soon as 10 minutes later the candidate will have appointed interview with another company.
Remote teamwork of HR specialists. This allows for office maintenance cost cutting. Thanks to cloud technologies, each specialist can access a shared database from outside the agency, add information to it, and manage candidates. Cloud storage is an excellent collaboration tool for quick document and file sharing. Remember, however, that experts suggest not using free services for business-critical information, since they are not properly leak-protected. You'd better use enterprise-class solutions, for example, CROC Disk cloud service based on reliable hardware and protected against uncontrolled access.
Protection of personal data, a key business asset
Information security is ensured in the cloud by using certified protections and creating separate, isolated cloud environments certified for conformity to regulatory requirements. In addition, cloud services used for collaboration, such as CROC Disk above, track who exactly gets access to information and to what extent. You can grant certain employees or partners a limited read-only access to information.
Customer loyalty improvement. Cloud technologies enable you to provide customers and partners with access to any analytics and processes and track KPIs in real time.
Savings on computer hardware. When using the cloud, HR agencies do not need buying and maintaining servers and related IT infrastructure. All information is stored and processed on cloud service provider's hardware. HR agency only needs is a stable Internet access.
“Today, HR market is a candidate market, with job seekers preferring online services to find jobs. For us, “online” is a synonym of “cloud”, since no local infrastructure would allow us to be so fast and agile. Such speed and agility were key factors we considered for our cloud migration. First of all, we needed stable operation, high speed, information protection and transparent cloud resource management,” added Natalia Malysheva.