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Cloud Computing appears to be the next big thing in IT. Until recently I had never heard the term and had no idea what it meant. While attending a SalesForce.com seminar I was introduced to and provided a 1000 mile view of what Cloud Computing was. Needless to say this brief introduction left me with more questions than answers about what Cloud Computing was.

What is Cloud Computing?

I have heard it described as “Liquid Paper” in that it covers up mistakes related to your IT infrastructure. I have also heard it described as a way to deliver services rather than applications that is completely independent of platforms or physical hardware.

In one word I would describe Cloud Computing as outsourcing. By engaging a Cloud Computing Vendor you are in essence pushing some of your responsibilities off to another company and accessing data, applications etc. through the web.

In my early research I thought Cloud Computing was only for and provided by companies that offer SaaS (Software as a Service) like Salesforce.com. I quickly learned that there is a big push for complete virtualization and companies like Amazon EC2 are offering IaaS (Infrastructure as a Service) as well.

What are the benefits of Cloud Computing?

One of the greatest advantages I see with Cloud Computing is the reduced strain on a company to deliver its employees the software/hardware they need to be successful. Your Cloud Vendor is responsible for delivering the applications and infrastructure you need to be successful. This allows users of Cloud Computing to focus more heavily on their core business. Allowing them to dedicate more time to what they do best.

Cloud Computing also centralizes data. How many of us have lost important documents as the result of some type of hardware failure? Storing data in a central location and connecting to the Cloud to retrieve it as needed places less emphasis on the peripheral portions of a company’s infrastructure (desktops, laptops and PDA’s) and gives users a place to go to get everything they need no matter where they are.

What dangers are associated with Cloud Computing?

A major concern for all potential users of Cloud Computing would be the loss of control of your applications and infrastructure. In some instances your Cloud may be present in many different regions or countries. How will you know if your Cloud Vendor will honor your local privacy requirements?

Another major concern is data recovery. By consolidating data into one area companies expose themselves to significant data loss if something goes wrong with their Cloud. Does your Cloud Vendor have a comprehensive data recovery plan? Do they back up your data? Where is that data housed and how quickly can it be accessed in the event that something goes wrong?

Finally, long-term viability should be a major concern for anyone considering the use of Cloud Computing. As Cloud Computing becomes mainstream there will be numerous vendors vying for market share. Some will flourish and others will fail. What happens to you if the company you have partnered with fails? How will you retrieve your data? If you can retrieve it, where will you put it? During the transition period how will your employees operate?

Useful resources

If you are interested in more information about Cloud Computing please look at the links below. I have found them very helpful in my search for a better understanding of Cloud Computing:

http://webtrends.about.com/od/enterprise20/a/cloud-computing.htm

http://www.youtube.com/watch?v=6PNuQHUiV3Q

http://blogs.msdn.com/vasudevk/archive/2009/02/14/advantages-of-cloud-computing.aspx

http://www.infoworld.com/article/08/07/02/Gartner_Seven_cloudcomputing_security_risks_1.html

To continue this discussion, and leave a comment, visit the INT forum.

As technology continues to evolve, job seekers need to find ways to adapt. Those who figure out how to utilize new programs and capitalize on trends will certainly have a leg up in the job market. Here’s a great post courtesy of David Talamelli, a Principal Recruiter at Oracle…

With the increased use of technology to search, identify and connect with candidates, I do believe technology will continue to shape and redefine the recruitment function. I think there are 5 trends that will we will see develop in the greater Recruitment Industry.

1) Web 2.0 technologies will continue to gain acceptance and usage in the Recruitment Industry as a viable means of sourcing and connecting with candidates. I believe many Recruiters are on the periphery of many of the Web 2.0 technologies with LinkedIn now being the common online social tool used by Recruiters. The uptake of Web 2.0 Technologies in the Recruitment Industry will expand into deeper and more meaningful conversations as we utilize the technology available (blogs, facebook, twitter, branding).

2) Candidates increasingly will gather information from multiple sources about a potential employer. It used to be a Job Description and information from a potential hiring manager/company was all a candidate had access to, to get information about a company or role. Now candidates can access an online community that openly shares information and experiences with each other about potential hiring companies/managers. Decisions about joining your organisation can be influenced by people and groups out of your network or association that you have no control over.
3) Recruitment will be a much more transparent function than it has been in the past. Recruitment is still about connecting with candidates and hiring managers. In today’s world however both candidates and clients alike have access to much more information about each other than ever before. We need to change our mindset to one where we share information about our processes and company (yes – the good, bad and ugly) rather than holding onto this information.

4) Our role as Recruiters is becoming a progressively more proactive service to our clients it will not only incorporate searching for and identifying talented individuals for our organisation but it also will include connecting with and engaging individuals/groups on employment branding. We will still be measured by hard targets such as number of placements, time to hire, candidate/interview/offer percentages, etc… however there will be more focus on soft targets or targets harder to measure such as employment branding, indirect hires, etc….

5) The ongoing shift from Job Boards to online networks will continue. Job Boards continue to play a part in the recruitment function however I think the trend of utilising other means of search will continue and there will be less reliance on Job Boards as a means of attracting candidates.

To continue this discussion, and leave a comment, visit the INT forum.