What staffing and recruiting companies should look for when selecting a cloud-based software provider

For many staffing and recruiting organizations, the switch over to the cloud can seem like a daunting task. However, as more and more information is required to appropriately handle clients and potential clients, the change can create many positive benefits. By setting up an appropriate cloud-based system, recruiting and staffing software and all corresponding applications are made easily available and professionals are able to securely access the information they need to succeed.

However, there are some questions a staffing firm will need to ask before it selects a cloud storage provider to ensure it gets the right combination of features. Here are five questions to ask before selecting a provider:

1) What does the cloud provider specialize in?
Each cloud provider has a certain set of offerings that makes that business a strong fit for businesses with corresponding criteria. For example, Tech Target reported that cloud provider Box supports encryption for file transfers and stored files. However, ShareFile and StorageZones allow a user to keep files on-premise or store them in the cloud. Determining what features the cloud provider makes accessible to a company is crucial to selecting the right option.

2) Do cloud-accessible applications integrate with the provider’s system?
For a recruiting firm, cloud-accessible staffing software enables professionals to view and search for pertinent information on any device – it’s an invaluable tool. As a result, it is imperative that the provider’s system is easily integratable with the software. ZNet reported that looking carefully at which cloud applications your firm is using and if native integration is possible will help ease headaches in the IT infrastructure switch.

3) Does the storage provider allow for “encrypting on the wire?”
Information Week reported that many organizations rely on cloud storage providers to store and secure precious data, which may require encrypting beyond the facility. Some businesses prefer having data encrypted as it is being transferred to a remote cloud storage facility, which is referred to as encrypting on the wire. This process can be done and sometimes is preferable for companies with a large number of remote workers. However, it is an added expense and could slow system performance. In more relevant terms, when using Bond’s cloud-based recruiting software or staffing software, SSL (Secure Sockets Layer) protection is used to provide 128-bit level encryption of the data sent between the user’s computer and the software application servers.

4) Do you require backup or file sharing?
One cloud provider is not the same as every other, and each one will be able to tack on additional services, which means evaluating the pros and cons is an intense process. One staffing firm may require simple document sharing, but if the organization wants to get full use of the cloud, it will require a more centralized backup and recovery system that can integrate other services and applications. For example, some applications that are popular can fail to provide file revision backups or the ability to promote sharing. While staffing software does promote the inclusion of all of these tasks, if the cloud service provider doesn’t make them accessible or support usage, the program will have decreased operational efficiency.

5) What security features do you provide?
A cloud provider will most likely be in charge of holding a lot of sensitive information about a staffing firm and its clients and potential hires. As a result, it is especially important for an organization to determine what the security practices are and whether a cloud provider has a plan if the system is breached. Details like this are crucial, according to Tech Target, and can make or break the reputation of a cloud service provider.

Bond International Software offers cloud-based hosting for its staffing and recruiting software solutions that frees up your time and energy so you can focus on driving your business ahead. Contact us for more details or a demonstration.

Using Cloud Based Desktop Applications to Meet Changing Life Styles in the Staffing and Recruiting Industry

Safe, secure, on-demand desktop software hosting designed for the staffing and recruiting industry delivers a centralized desktop with all of your applications and data from essentially any device and from anywhere you have a reliable Internet connection.

Guest Blog by Mark Moeller

telecommuting made easy with ICC Global Hosting and Bond International Software recruiting softwareAs with most industries the staffing and recruiting industry has seen many changes to their employees’ life styles with more and more workers working from remote offices, telecommuting, or just needing access to their applications from their tablet, PC, or Mac at home. The days of working in the office from 9:00 to 5:00 and the day ending then are becoming more the exception than the rule.

More and more applications are now moving to the Cloud – “applications running in a secured datacenter and accessed via the Internet”. This makes sense for the changing life cycles of many workers and adds a layer of security for your data by keeping the data in the Cloud and not sending data to a potentially unknown or personal device. While Cloud based applications are great, the Cloud based desktop provides the convenience of all of your applications, shared data, and e-mail all accessible from one secure place and from any device anywhere you want it.

Though our partnership with Bond, ICC Global Hosting provides Bond customers with Cloud based desktops which can provide access to Bond applications along with Hosted e-mail, Microsoft Office applications, and shared storage. This solution designed for the staffing and recruiting industry delivers a centralized desktop with all of your applications and data from essentially any device and from anywhere you have a reliable Internet connection. ICC’s Cloud based desktops have a secure connection to Bond applications and all of the end user data and e-mail is secured in our data center preventing data loss from failed back-ups, PC theft, or personnel changes.

ICC’s Cloud desktop simplifies the day to day management of PCs and applications in the office and supports the changing life styles of staffing and recruiting professionals. If you’d like to learn more about how about how Cloud desktops can add flexibility and security for your firm, please contact your Bond Sales Representative or ICC at sales@iccgh.com.

Mark Moeller is Vice President Business Development for ICC Global Hosting.


Five best practice tips for social media recruiting and staffing

As a staffing and recruiting professional, you’re using a number of different technologies to boost your presence and monitor key industry trends. One of those tools is social media, and it is referred to as social recruiting. With social media, a recruiter can grow his or her talent pool and increase the number of candidates stored in their recruiting software database. Social media-savvy workers are often eager to hear about new career opportunities and represent a valuable resource for staffing professionals.

Build effective talent pools using social media

By using social media channels like Facebook, Twitter and Google+, a recruiter is better able to expand his or her reach. As a result, the sea of qualified candidates expands and you are now able to take advantage of the increased number of people available to you. Blogging 4 Jobs, a human resource professional advice website, reported that the best way to increase your brand on social media and build a talent pool is with active engagement. Communities within social media networks exist so that industry professionals can discuss current trends and build relationships. As a recruiter, it’s your job to turn these resources into opportunities for professional relationship growth. Social recruiting relies on you focusing your attention on engaging community members by commenting thoughtfully on topics and introducing new ideas to the group.

Use #hashtags

While hashtags have been incorporated into a number of social media networks like Twitter and Google+ for years, Facebook has just recently added the feature. The organizational tool allows recruiters to monitor key industry trends and to post jobs to further increase the talent pool. For example, Dice.com reported that one recruiter has used the #IT hashtag to increase the likelihood that IT professionals will see job postings and respond to a Tweet with either a direct message, ask for more information or send a resume and cover letter to the designated contact. This tool also allows you to track the progress and trends impacting your industry. Make sure to not overpopulate a Tweet with too many hashtags because that will reduce the readability of the message.

Use Facebook Fan Pages

A Facebook Fan Page is one available marketing and communication tool that allows a recruiter to directly connect to various individuals. The medium allows recruiters to engage with more than 750 million Facebook users from across the world. Just like a corporate blog or website, a Facebook Fan Page allows a recruiting and staffing professional to spread company value propositions and provide potential candidates the information they need to determine if a business or position is right for them. The page provides an audience information so that they are better able to find the right position and it establishes a long-term relationship. In addition, Facebook provides an audience with an open forum to ask questions and demonstrate a transparent front.

Optimize LinkedIn strategies

LinkedIn is highly regarded as the premier social networking tool for staffing and recruiting professionals. This is because the professional networking site allows individuals to place their credentials in a systematic format that is easy to digest for recruiters who are looking to fill positions. Keyword optimization and search techniques enable staffing professionals to browse through dozens, if not hundreds, of potential workers without struggling. Recruiters can use the information found in these profiles to narrow down searches and to corroborate with other research into the skills and past of potential hires.

Spread brand messages

Social media is built on the basics of social communication principles. People like to talk and share what’s going on in their lives – this is true for professional and personal developments. Use Twitter, Google+ and Facebook to talk about the new developments in your professional and sometimes personal life (with discretion) to attract an audience and engage with these people. Use language and various communication tools like video, images and graphics to further demonstrate key brand qualities.

How are you using social media tools to further your staffing goals? The right combination of tools and procedures will help any recruiter or staffing professional increase his or her talent pool and engage an audience. Capturing candidate social media profiles in your staffing and recruiting software can simplify your candidate searches. And that results in greater productivity and faster fills on every customer order.