Recruitment, irrespective of the nature and size of your enterprise, plays an integral part in the success and growth of your organisation. Although transitioning from traditional hiring models to cloud-based recruitment strategies has become important, it’s important to analyse the benefits of both of them.
Based on how you want to expand and diversify as a business, your preferred HR strategy must determine how a potential candidate’s onboarding experience turns out. Depending on specific situations within the business environment, an enterprise is more likely to either bank on hiring people for temporary and permanent in-house recruitment functions or partner with consultants from the get-go.
Living in a world governed by AI and future-ready technologies, it’s important that enterprises realise what’s better from a holistic perspective. For example, if an enterprise has had a significant impact on the market, then it’s a great idea to hire for long-term commitments. Here is where in-house hiring models plays a vital role. The objective of in-house recruiters is to examine candidates who are perfect for a job role and people whose ideas match with the culture of the company. The goal here is to stick to the long-term aspirations of the organisation.
On the other hand, for cloud-based recruitment, the requirement is immediate and leverages technologies with an intention to automate processes and minimize human intervention. Unlike in-house hiring models, the goal here is to enhance and improve the experience of a potential candidate throughout the onboarding process.
Here is a brief comparison between in-house recruitment strategies and cloud-based HR models:
Accuracy Vs. Speed
This is the most important difference between in-house recruitment and cloud-based hiring. Essentially, regarding in-house hiring models, the intension is to look at long-term requirements. Meaning, there are multiple discussions held with the HR manager about the job description and who might be an ideal candidate for the position. Furthermore, the idea of framing in-house hiring strategies is to create a pool of candidates who resonate with the culture of the company and most importantly, reducing employee attrition rates to a bare minimum.
On the other hand, cloud-based hiring leverages automation and AI to get things done. For example, digital onboarding is one of the hiring models that helps recruiters source the right candidates for the position. The intension here is to enhance the experience of the candidate. Also, hiring that uses the potential of cutting-edge technologies relies on speed and automating the recruitment process.
Organisational Intelligence Vs. Technical Expertise
The other difference between in-house recruitment and cloud-based hiring is the knowledge and expertise. In-house recruiters do not have the necessary technical expertise required to assess each role. However, they come with sound organisational skills. This means that when a candidate is hired, in-house recruiters are responsible to get them onboard with the company culture and organisational values. Therefore, in such cases, the goal of in-house hiring is to think about long-term expansion plans of the enterprise.
On the contrary, cloud-based hiring optimises the recruitment process by using technology for technical expertise. These are tools that can streamline hiring models and offer the required expertise that human effort on a large-scale cannot. Moreover, as an enterprise, it is extremely important to analyse recruitment objectives. In-house recruitment works better if you are looking to create hiring roadmap for the future. On the other hand, cloud-based recruitment is all about agile hiring strategies that are focused on immediate requirements in terms of human capital.
Pre-Employment Assessments Vs. Digital Engagement
Yet another difference between in-house recruitment and cloud-based hiring is the analysis of individual competencies. For example, not everything is clear about a candidate just by going through his/her resume. Therefore, in order to hire the right candidate, especially regarding in-house recruitment strategies, the focus is on pre-employment assessments.
These are either through personality or aptitude tests that can test a candidate’s skills in crunch situations. Therefore, by conducting such assessments, in-house recruiters can examine core competency levels and eventually, make the best hiring decision.
Cloud-based recruitment, on the other hand, relies on enhancing candidate engagement. The success of a recruitment process through technology depends primarily on the candidate’s experience. With advanced HR analytics, recruiters can track the progress of individual hiring, identify gaps and tailor an experience with the help of interactive dashboards. Furthermore, cloud-based recruitment can help an enterprise extract business intelligence, enhance decision making and ensure digitized access of data/reports from anywhere and at any time.
ZingHR – Driving Business Excellence Through Cloud-Based HCM Solutions
Irrespective of the nature of the enterprise, the employees are the greatest advocates for your company. Therefore, it is imperative to design a future-ready recruitment framework to gain a competitive edge. ZingHR, a forward-thinking enterprise, is inspired by the agility of a large enterprise, and is committed to deliver solutions that can optimize your HR functions.
By offering digital solutions that can streamline independent recruitment functions, integrating our employee-centric HCM technologies can help your enterprise:
- Explore the power of advanced data analytics
- Digitally store documents for easy access
- Invest in a single platform to boost new-hire engagement
- Transform recruitment practices through chatbots and robotic interviews
- Navigate through recruitment challenges efficiently
For more on our Talent Acquisition and Employee Engagement solutions, visit https://www.zinghr.com/ or click here to request a demo.
