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Four Advantages To Capturing Candidates in the Cloud


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Software is dead – long live the cloud!

For years technology insiders have been declaring the death of traditional software. We’re bumping up against that reality as cloud-computing moves from nascent to mainstream – and it may be the best thing to happen for recruiting.

The efficiencies and convenience of cloud-based platforms are bringing new capabilities to recruiters and hiring managers by replacing the stagnated information available in traditional systems with a richer, more-dynamic user experience and faster access to accurate, up-to-date information. With cloud-based systems, users get greater flexibility for data retrieval and real-time updating of information.

When it comes to technology, most of us don’t feel the need to look under the hood – we just want our applications to work and improve the way we conduct business. But, cloud-based recruiting applications do more than provide benefit to recruiters. They also give candidates greater control over their information while ensuring recruiters have access to timely data and insight into available talent. In addition to providing increased accessibility to information, cloud computing supports a better experience for candidates and recruiters alike.

How can cloud-based recruiting software bring efficiencies to your recruiting process?

Clear up the clutter – A single-instance cloud-based application can replace multiple systems. Rather than one system to manage social media interactions, another to distribute jobs and another for applicant tracking, a single-instance cloud-based system eliminates redundancies and multiple databases of candidates. With “one version of the truth,” information is accurate, search is easier, and candidate management is simplified.

Eliminate the black hole – There’s nothing more frustrating for candidates than feeling like a resume or application has entered a black hole, never to return. Instead of the “apply and goodbye” rhythm of a traditional Applicant Tracking System (ATS), a cloud-based, candidate-maintained community provides candidates with more control over their destiny. Using a single-instance, cloud-based application, candidates can build a profile, indicate privacy settings and apply for multiple jobs simultaneously. When they update information, it is automatically reflected in applications for other opportunities, reducing applicant abandonment rate and delivering a better user experience.

Develop a pipeline of candidates – There’s the old way – sourcing candidates for a specific position and then discarding those eliminated from consideration – and the new way – maintaining relationships with applicants who might meet future business needs. A cloud-based community makes it easier for recruiters to track and maintain relationships with candidates, including the ability to store notes and tag candidates appropriately for future opportunities. When the next open requisition comes along, recruiters no longer need to start the process over from scratch because they have access to an up-to-date database of talent.

Effective talent mobility – Simplifying the process to update and maintain a profile means candidates are more likely to do so even after they become employed. As companies look to redeploy talent or elicit employee referrals, a cloud-based application makes it easier to match internal people with future opportunities.

The days where we need to back up and sync our information are becoming a relic of the past. With everything centralized in the cloud, the significant benefits of an integrated workflow are irrefutable. From efficient access to information to the time saved searching for the right talent, capturing candidates in the cloud delivers greater value to everyone involved – recruiters, hiring managers and job seekers. Cloud computing brings cutting-edge technology to recruiting. If you haven’t yet moved, it’s time to start exploring your options.

Brin McCagg, co-founder, president and COO of Onewire, has more than 20 years of entrepreneurial and executive management experience. Between 2005 and 2007, McCagg served as Executive Vice President of Control Point Solutions, a telecomm expense management company owned by ABS Capital Partners. McCagg helped restructure the operations and position the business for a sale. Between 2003 and 2004, he served as Executive Vice President of Flight Options, Inc., an $800mm private aviation company owned by Raytheon and Monitor Clipper Partners. McCagg helped restructure the business, reduce losses from $40mm to $6mm and position the company for a sale. From 1998 to 2002, he founded and served as CEO and Chairman of TradeOut Inc., a 240 person, online industrial asset management company, which was financed and partnered with GE Capital, Goldman Sachs, Chase Bank and eBay. After filing to go public, the company was ultimately sold. From 1991 to 1997, he co-founded and served as President of Full Circle, Inc., a hazardous waste recycling company, which merged in 1995 with EVTC, a NASDAQ listed company. McCagg started his career as an investment banker at Drexel Burnham Lambert and received an MBA from The Wharton School. You can follow him on Twitter at @Brin_McCagg.
  • skew

    This is not equal opportunity. Tagging by a system without even bringing up for an interview can rob opportunities for many people. Helps in targeting someone whom you don’t like and tag forever.