our blog gets recruiters thinking

This is part 5 of a series of blogs devoted to the glib abbreviation PIBKAC (often used to describe “user error” – problem is between the keyboard and the chair. The other parts of this series can be found here.)

In 2014 many recruiters will look back over the recession, breath a sign of relief and start planning to put creaking systems out of their misery.

In the early 2000s, as an IT Director for recruitment firms, the choices were limited to the number of servers I needed. Now the average recruitment leader needs to make strategic decisions about whether they even need to own the server or the software.

The traditional habit of most recruitment companies to hoard and own is now being challenged by the need to be more agile, make better use of space and create an environment for expansion.

But I still come across recruitment leaders that think cloud is either expensive or reduces their assets as they no longer own it.

We've all been using cloud for a long time: Hotmail, lastminute.com, linkedin, Monster. Now we have a choice of whether our CRM, email, file storage, finance packages can be rented and hosted hundred or even thousands of miles away.

Let’s just look at few of the positives of cloud.

  • Cloud provides an consistent user experience, where ever the user is in the world.
  • It Creates a mobile workforce and doesn't require VPN technology or expensive thin client technology
  • It provides Flexibility, your employees can access their work anywhere, at anytime, through (almost) anything
  • It provides businesses with more continuity (snow, office internet down, broken legs) Users can dial in from home (or god forbid on holiday)
  • It allows recruitment agencies to focus on recruiting rather than IT
  • Higher availability better security - cloud provides a much higher degree of security and availability than most business can afford to set up and maintain by themselves.
  • Recruitment directors can scale their business up and down quickly and easily.
  • Allows businesses to manage their cash flow without expensive up front cost. You only pay for what you use
  • It allows smaller businesses access to enterprise software, that they traditionally might not be able to afford.
  • More choice on how you deploy your IT function.  Allow your IT function to add value in a proactive way, rather than spend it on a reactive break / fix environment.

All of the above reasons are not technical reason for moving some or all of your services into the cloud, they are business decisions. The way you run your IT infrastructure is no longer an IT decision, it's a business decision. 

I'm not suggesting that every recruiter needs to take their entire IT function into the cloud, I am suggesting however, that finally recruiters can make strategic decisions about how to run their business using technology rather than purely technical ones.

Gartner predicts that by 2017, nearly 50% of large enterprises will be using a hybrid cloud infrastructure. The key for recruiters is to determine if, when, where, how and why cloud services should be used. 

Tell me what projects you're planning and if Cloud is part of your future IT projects.

Thanks to The REC and the RecTecHub for publishing this.

Read the other parts of the PIBKAC series here.

(Thanks www.spreadshirt.co.uk for the perfect image!)

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