The use of cloud-based recruitment software in the UK is rising since more companies continuing to take advantage of this model that relies on sharing computing resources. In considering the suitability of cloud-based solutions, it is necessary to assess what the benefits and drawbacks might be.
Advantages of cloud-based recruitment software in the UK
There are many advantages to be gained from using premium cloud-based software. One distinct plus is the low initial financial outlay. The alternative is setting up an on-premise solution complete with all the required hardware such as servers, storage, and much more; not to mention the cost of the expertise required to configure and maintain it all. The cost of this may not be affordable or even justifiable for some businesses, but with cloud-based options, it can be quick and easy to get started for a much smaller monthly fee.
Continued access to resources and data is a distinct advantage; with no physical installation of software tying services to specific computers, staff can gain access from any web browser with an internet connection.
Such wide access also facilitates collaboration across teams, particularly when team members may be required to work from home. This helps to ensure smooth and continuous operation of the business even when things could be unpredictable.
Scalability is a further benefit that ensures the ability to increase or reduce the service provider according to fluctuating demands such as the number of staff using the system. Not only does this mean that a company never needs to go short on the services they need, but also means that they never need to pay for what they do not use.
Disadvantages of cloud-based recruitment software in the UK
There are a few minor perceived disadvantages of using a cloud-based solution. Technical issues such as provider datacentre outages could render the service offline and access could become temporarily limited. However, these incidences are rare and short-lived as data centres today have sophisticated strategies in place to address this, such as redundancy across multiple geographic locations and uninterruptable power supplies.
Security risks can create unnecessary hesitancy, as data stored online is theoretically open to malicious attacks. Most data will be in the cloud somewhere along the recruitment journey anyway, and large providers are better placed to properly implement security practices such as data encryption than an on-premise approach.
Legal requirements surrounding data protection regulations are often a concern, as knowing where a client’s personal data is stored, and how it is processed is the responsibility of the end-user organisation. However, any concerns with a cloud-based service that this may be improperly handled are easily circumvented by selecting a GDPR compliant provider.
To conclude, the benefits of cloud-based recruitment software in the UK mean that a solution of this type offers affordable, scalable, and accessible solutions for recruitment teams. Perceived problems such as availability, security and data protection can be mitigated and should pose no real barrier to adoption.
