Tag Archives: Cloud Computing

Cloud Recruiting – a new definition?

There is a lot of  technology on the web  that is already available, that works and  that can be used for Recruitment.

New Zealand is a long way behind the US where these technologies are already being tried and used successfully. The great thing is we can miss some of the steps the pioneers have made and jump straight into using this new technology that is so well suited for recruitment.

If you work down this list, and click on the terms there is is an example of a technology that fits under the heading.

Cloud recruiting is excellent for all sized companies but is particularly good for smaller companies who are unknown, do not have an employment brand and also do not want a bit outlay on recruitment technology when their recruitment needs ebb and flow. Most cloud technology is either free or SaaS – pay as you go, per person. Constantly new ideas come out that can be added to this list. For example, I have just I read about Mobatalk which is away to send video on Twitter.

Recruitment 2.0, e-recruitment are being used to describe this new way of recruiting, but things have moved on a notch in that people no longer need to have the tools on their own PC. People can access information anywhere, any place on any device as long as they can connect to the internet.

This is all so new there is no widely accepted term that describes all this but this week I found a new definition  by Michael Marlett from Microsoft, Cloud Recruiting and it is the one I am going to settle on.

The way people work as well as the type of information, the speed that this is now that this is now available is undergoing a major change. Why not take advantage of this for your firm and be one of the early adopters in New Zealand?

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When exactly did I decide to use Cloud Computing?

Sun, Clouds n Eagles

I’ve been a using web based mail for quite a few years now. Gmail – it is on the web, the spam filtering is great. And best of all I don’t have to worry about having my PC stolen or hard disk fry as it is all backed up. Now, the rest of my IT life has moved to “the cloud” without me really noticing.

I switched my calendar early just recently to Google Calendar as I really like the ability to manage multiple calendars. This works well for me as I have to manage my kids diaries, and stay across with what the husband is doing. I got tired of their stuff cluttering up my diary. It will be great if our school will use Google Calendar Richmond Rd School is.
With Google Calendar I can book a meeting with somebody and not have it scramble up at their end as they are not on the same platform. This was a real problem when I was at IBM and using Lotus Notes.

How about organizing an event that all the invitees can makes comment and share until it is all sorted? Try using this for the class party – 30 families and their kids. Brilliantly simple. All decided andthen you just attach the Google Map so everybody can find the park. It doesn’t matter that the other people are not using Google Calendar they can still comment and be involved. People like the way the event gets put into their calendar automatically if they accept. I could go on and on as to how great this software is….

Google Reader for my RSS feeds is vital and more important to me now than flicking through the NZ Herald. The clever bloggers are way more interesting than the bulk of the junior reporters who now populate New Zealand news rooms.

Now that I work for myself, there really is no need to buy MS Office. Sure I will use it if it is given to me but I can’t see the point of buying it. As well as my personal stuff, I’ve shifted all of my work email and calendaring to go through Google. With Google’s new browser Chrome it goes like the clappers!

Word and Excel I use them most of the time very simply. Google Docs is great if you are working on a document with the same people but are not in the same company. So much easier to be able to all just update the same document. Sure, there is not the same functionality as Office 2007 but the ability to share is far more useful to me.

I am not an IT evangelist or an early adopter but I am interested that the process I am taking seems to be the same one that others around me – it is just easier and cheaper to move to cloud computing. Facebook to stay in touch with my friends, WordPress for my blog.

LastFM for keeping me up on cool new tunes. Zoho People for recruitment projects, Twitter to entertain me when I am working by myself, YouTube instead of the TV, Flickr for my photos– on and on it goes. In never made a decision to get into Cloud Computing – it just happened. As Malcolm Gladwell would say, Cloud Computing is tipping.

People talk about security and other problems with the Cloud. I am quite happy to go with Google for a few reasons. The products I use are good, reliable and simple. They do the job I require and they do it fine. So bit by bit as more Google products come along I am happy to try them out as well. As far as other products, same thing – they work fine.

Call me gullible and naïve but I think my real threat to my IT security is tipping my cup of tea on the laptop or having it stolen along with the car!

Next time I get a laptop it will be a Asus Eee PC will do just fine.

Recruitment and Cloud Computing


There is plenty of interest now in moving your applications into “The Cloud”. If you have not come across this jargon, all it means simply is not buying software from Microsoft that works on your computer directly but paying a monthly fee. (Software as a Service or Saas) Even better though, is the products that are free!

Google has a term for this “the power of free”. People quickly become loyal to products that are free, constantly upgraded and do not need to be maintained.
For example, if you laptop was stolen would you have a full back up? You do if it is all stored in the “cloud”

As an example, a company I have worked with who uses Excel to keep track of all of its recruitment has now moved the trusty spreadsheet over to Google Apps as it is very simple for everybody to access the document and update it.

So will recruitment move into the Cloud?

Firstly the systems that you can use to do your recruitment administration, many of them are SaaS. Where it get interesting though is that “cloud recruiting” with the Social Net begin a new focus on building and maintaining relationships.

It is far easier to build and maintain an active relationship with passive candidates who just want to stay in touch with your company, see what you are doing until they are ready to make a move.

Slowly we can draw them into our company with a recruiting process that gently stays in touch and makes them aware of what is happening. Gives some idea of the company culture. The passive candidate can slowly make up their mind about us. The company may also not have a vacancy right now but when they do, they already have developed enough rapport that asking the candidate if they are now interested is a lot easier than a cold call about a vacancy.

Passive candidates need reassurance that they are making the right decision; they require relationships that have developed over time.

Until Web 2.0 it has been too hard – too time consuming and too labour intensive to build and maintain a real talent pool. So, what happens? We advertise and take the person that is on the market now – a purely chance event than finding somebody who is a better match.

Cloud recruiting provides a way around this problem by building “virtual relationships” on the Internet. Virtual relationships can be developed more quickly and efficiently because they use one-on-many online interactions. In other words, passive candidates can engage with you whenever and wherever it’s convenient (and discreet) for them to do so.

Where does cloud recruiting take place? You could build your own Talent Pool, or you could invest some time linking to the right people on LinkedIn.

Posing the occasional question, inviting them to an event, notifying them of a great book – anything that is an occasional reminder of you and your company.

Does all of that cost a lot more money than most organizations are now investing in the career resources they’ve provided on their Web-sites? Probably not if you take away your spend on recruitment agencies and use this to build a real talent pool. The calibre of the candidates that you do hire is likely to be better.