Before cloud recruitment technology, HR professionals were trapped into expensive, in-house recruiting software, the cost of which was often too great for smaller businesses, with smaller budgets, to swallow.

In an increasingly connected world, where recruiters face the challenge of not only identifying talent, but also in attracting and engaging it, cloud solutions level the playing field across businesses of varying size. But it doesn’t stop there. With cloud-based SaaS, recruitment has become an ‘anytime, anyplace’ practice, and a wholly connected process.

Not only does cloud-based recruitment software offer recruiters a competitive edge in terms of functionality, it also (and arguably more importantly) helps cultivate strong recruiter-client relationships.

The benefits of cloud recruitment technology

With no installation or local servers required, organisations deploying cloud recruitment technology can do so quickly and cost effectively. Speedy deployment means speedy uptake, and that invites speedy ROI. With just a login and an internet connection, the entire system is accessible from any computer or device, preventing organisations from wasting their precious budget on the resources associated with hosting traditional licensed software.

Cloud-based solutions mean recruiters are always using the most up-to-date version of their software. New, improved features can be rolled out regularly, so the e-recruitment process is constantly being refined and improved with every upgrade – essential in keeping up with the advances in cloud technology.

As well as increased speed and improved flexibility, cloud recruitment technology has the power to relieve recruiters of the laborious administrative tasks associated with HR. Managing vacancies, advertising multiple jobs, organising candidate data, and sourcing talent all take time. Recruiters must act quickly, and with an organised, accessible candidate database, they’re in a more advantageous position in the race to match a candidate to their ideal role.

The importance of integration

Business software in the cloud makes it easier for organisations to build their own unique IT systems, serving their business needs specifically, and amalgamating the cost of software licenses rather than each department paying individually. Purchasing multiple systems will potentially offer some level of tailorability, but as well as added cost, their siloed nature leads to duplicate information. Integration allows real-time sharing of valid, up-to-date information – it’s a more efficient, consistent and accurate way of operating.

While traditional in-house recruiting software is designed as a stand-alone solution, integrated systems can handle all HR processes, covering not just recruitment, but payroll, expenses, and resource and time management too.

Communication, collaboration, and change

Beyond vacancy and candidate data, users also have visibility of other HR processes (such as contacts, diaries, personnel, expenses, time management and absence management), and by removing the data silos associated with older, compartmentalised organisational software, conflicts in that data are far less likely.

A wholly connected organisation will work collaboratively to deliver on strategies and goals. Success leads to growth, which leads to change, and handling that change involves managing people. Integrated cloud recruitment technology allows for this by blending agility, scalability, and cost-effectiveness, as well as being the difference between making a good or a great hire.

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This article was provided by Unit4, a mid-market enterprise resource planning (ERP) company, and partners of Hireserve. 

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About the author

Tristan Potter

Tristan has a decade's worth of experience writing content and copy for organisations across Bristol and the Southwest of England. He has written on a diverse range of topics, including technology, philosophy, politics, and recruitment. His writing has appeared in The Drum, HR Grapevine, and The Guardian, among other publications. He joined Hireserve in March 2022.