Recruitment has traditionally been a somewhat painstaking process; however, today’s technology means there are numerous solutions available to help transform these processes.
There is an abundance of recruitment database software in the UK, but what are the pros and cons?
Your HR professionals can begin using these systems as soon as you have paid/signed up. There is no downloading required, as they can be accessed via existing web browsers. This immediacy avoids any lengthy implementation period and is in contrast to on-premise systems, which tend to need infrastructure changes and lots of IT labour.
These software solutions can be accessed from any device from any location as long as there is a stable internet connection. The systems store all your information securely in the cloud, so it is safe and always available. Files do not need to be held locally. Many of these web-based systems allow employees to log-in and view their information. This boosts employee engagement, as they can see things such as annual leave days remaining and expense claims. They can also request leave or report sickness absences on these systems rather than having to fire off emails to various departments/managers.
All data will be backed up regularly, so it is rare that any data is lost – even if a computer freezes or crashes (because it is hosted not local). This is imperative for having an up-to-date view of the HR picture.
There is no need to carry out manual updates with web-based programs, as they will be kept up-to-date automatically. This gives improved reliability, saves time, and means there is no need to take the system off-line during busy times. Auto-updates will also help to ensure you are compliant with any changes in regulations/law.
With web-based systems, you will have access to all the newest features as soon as they become available.
Most web-based recruitment software is available in different languages, has the ability to translate documents, offers local currency options, and updates in line with legislation. This ensures you are following the relevant national, regional, and international regulations in terms of employment laws and tax.
The main disadvantages of web-based solutions are that they are accessible only where there is a stable and consistent internet connection, that they cannot be configured as easily as some on-premise systems, and that there is potentially less control over data.
In conclusion, whilst there are some minor disadvantages of web-based systems, there are far more reasons for adopting them than not. They offer increased flexibility and convenience and can stay up to date with features and regulations. They also offer employees greater control and interaction opportunities. If you have a stable internet connection, the advantages that can be realised by opting for web-based HR solutions are considerable.