Human Resources

Top 10 benefits of e-recruitment

Top 10 Benefits of E-Recruitment

Top 10 Benefits of E-Recruitment 1200 628 HR-ON

The traditional methods of recruitment require far too much paperwork and time. Consequently, from the job posting to the employment, e-recruitment could be the solution to streamline the entire process. In fact, time and resources can be relocated for prioritizing the development of talent and strengthening your employees’ morale. Having the right tools and implementing an e-recruitment software could save cost, time and attract specialists, who would drive more growth and productivity into the company. Learn why in this top 10 benefits of e-recruitment:

#1 Time-saving

No matter where you are, you can send out job postings anytime with Internet access. In other words, you can forget about the paperwork and the action of entering data manually. As a result, it will not only save time for HR managers, but by retrieving files from LinkedIn, the process of application will speed up.

#2 Dynamic content

Generate dynamic content could build up your employer branding in a successful way to attract top talents and to boost corporate culture. Use your social media account to spread the word and to attract more traffic to both your website and social media accounts.

#3 Minimized hiring cost

Labor costs in recruiting are usually high in terms of advertising, travel expenses, third-party recruiter fees etc. As a result, the hiring process usually takes up too much time and its cost could be minimized by implementing a software which allows you to post free job openings on multiple social platforms just by one click.

#4 Effective

Online recruitment is easily accessible to individuals, making it a more effective method of getting your posts noticed. Online job ads can be posted within few minutes and they can be easily posted on several social media platform with no waste of time.

#5 Shorten hiring process

The hiring process could be shortened by just clicking a few buttons to screen, filter, and sort applicants data and CV. Online recruiting streamlines the process of inviting or rejecting applicants one by one and inserting applicants’ data manually is no longer needed.

#6 Accessible

Job ads and campaigns can be released through various social media platforms reaching the specific target group.

#7 Broader scope for candidates

By using recruitment software, recruiters will be helped in reaching a wider amount of candidates locally and abroad. Moreover, statistical analysis will be essential for recruiters to track where applicants have seen the job advertisements.

#8 Personalized design

Your professional career page is tailored made accordingly to the graphical identity of the company. As a result, this will help your employer branding, underlining the company’s identity and values.

You can read more about employer branding here.

#9 Filtration tools

Recruitment systems have filtration tools to help recruiters to find the ideal candidates with competencies that match the job position. Therefore, the filtration tools provided by e-recruitment systems speed up the process of sorting the candidates according to experience, education, competencies, and many more criteria.

#10 Flexible and easy

There is no hassle in learning how to use an e-recruitment system. So, it is easy to use and provides a platform where all the HR managers could follow the hiring process. Moreover, the cloud-based feature allows the employer to have a CV database with no limits and to be GDPR-compliant.

GDPR is stressing you? Try our risk assessment tool

Did you liked this Top 10 Benefits of E-Recruitment? If so, take a look and learn more about the products we offer to help your company’s HR tasks here.

Mobile Phone

Google plans to use AI to conquer the job market

Google plans to use AI to conquer the job market 1000 700 HR-ON

The future of recruitment and job searches lies with artificial intelligence and machine learning. And Google has already got the ball rolling.

Last month, the search engine giant launched ‘Google for Jobs’. This uses Google’s huge amounts of data to ensure an even better match between candidate and employer.

For now, Google re-posts jobs from other websites. Therefore, Google has not officially started their own self-sufficient job market. However the long-term plan is that ‘Google for Jobs’ will have complete management itself. For the time being, ‘Google for Jobs’ is only available for US users.

The service was developed in collaboration with companies which have a large recruitment intake, like FedEx and Johnson & Johnson. According to Google, companies have had an 18% increase in the number of applications received, with Google’s help compared to their previous methods.

The ‘brain’ of the system

The brain in the system – if you can use that term about AI – is Google’s Cloud Job API, which was launched last year. The Cloud Job API is the machine learning core of ‘Google for Jobs’. The Cloud Job API operates in three layers. The upper layer is made up of 30 different categories, the middle layer 1100 categories, and the lower one a quarter of a million different categories. In addition, it works with 50,000 different soft and hard criteria as well as different models of relations. 

According to Google’s data, 46% of American employers face challenges with their recruitment and find it difficult to fill their positions with the right candidates.

Google’s large amount of data

With ‘Google for Jobs’, users can search loosely for “nearby jobs” or “teaching jobs” or similar. It will also be possible to enter a wide range of criteria that the jobseeker’s future job must meet. It could different things such as specific working hours. Next, Google draws on the data the search engine has access to. Which is virtually the entire publicly available internet – and runs it through the Cloud Job API to come up with relevant results.

According to Google, for many jobs there will also be reliable reviews and assessments of the workplace, as well as information on the commute to the office. The latter is particularly relevant in the United States. There it is quite common to have a long commute to work every day.

Another feature of ‘Google for Jobs’ is a search engine which keeps the candidate informed about new jobs that might interest them.

Google takes the job posts from many partners, including LinkedIn, Monster, WayUp, CareerBuilder, Glassdoor and Facebook. As well as the job posts from partners, Google also searches the rest of the internet for job ads. The service then passes these job ads on to job seekers, as soon as they go online.

Google is currently implementing this service throughout the entire American market.

Valu-based reruitment

Value-Based Recruitment – A Developer’s Perspective

Value-Based Recruitment – A Developer’s Perspective 700 250 HR-ON

I got to thinking about what value-based recruitment really means for the HR-ON system and for the developers’ work.

Often, we talk about value-based recruitment in connection to the interpersonal process that lies on top of the recruitment platform itself. But since the recruitment platform is the foundation of the entire recruitment process, the value-based element must be not only reflected in it, but directly supported and encouraged.

A value-based approach

Let me give you a very concrete example of how we can see the value-based approach to the recruitment process in HR-ON. In many systems, you pre-screen your candidates.  In some systems you can give a candidate either a thumbs up, thumbs down or thumb to the side. At HR-ON, we use a star system. Some people may receive more stars than others, but none should be directly negatively assessed – they simply do not fit the criteria. 

This may seem like an insignificant thing, but it can actually affect the recruitment culture within an organization. By having the option to give candidates a negative thumbs down, this also allows you to see which candidates have the most thumbs down icons. And therefore such a system brings attention to not only the best candidate but also the worst. In other words, the focus is changed slightly and the system allows for negative reviews.

Care in the system

Facebook has long refused to insert a dislike button into their system. They do this because Facebook has to be seen as a neutral place, not allowing for any discrimination or negative attitudes. They therefore do not want to contribute to the cruelty that a dislike button could bring. This is wise, and it’s similar for a recruitment system. We must encourage a positive and evolving recruitment culture, focusing on the candidates’ values and knowledge. Not the opposite! 

It does matter to our minds and brains when we act positively instead of negatively. Our brains are built to reward positive behaviour. That’s why we don’t thrive in environments where we have to act or respond negatively to other people – we tend to get stressed. 

Star system

So that’s why we use a star system at HR-ON. Eventually, you end up with a number of candidates who have not been awarded stars. They are left as neutral applicants who simply did not meet our criteria. And the system does not encourage us to look at or laugh at the worst candidates.

This shows care and adds value to the recruitment system. The system encourages us to focus only on the candidates who scored highest.

HR-ON holder oplæg om GDPR og rekruttering

HR-ON customers gather to hear an update on GDPR and Recruitment

HR-ON customers gather to hear an update on GDPR and Recruitment 1200 800 HR-ON

Almost a hundred users of HR-ON showed up to hear how the system, in the future, can ensure that their recruitment complies with the new EU Personal Data Regulations (GDPR).

With the EU’s new Personal Data Regulations (GDPR) coming into force, Danish companies must pay close attention to data protection relating to recruitment. It was therefore, not surprising that HR-ON’s GDPR seminar was extremely popular. In fact, extra chairs had to be brought in to accommodate the almost 100 people who came to the seminar.

After everyone had arrived, and found a seat, Ali Cevik, Director of HR-ON, along with most of HR-ON’s staff, welcomed the participants.

Applications and CVs are packed with sensitive data

The new GDPR rules place strict requirements on the documentation of how companies process sensitive, personal information. Candidate applications are of course full of personal information, and GDPR threatens with significantly higher fines for companies that are not in control of their data. Which is one more reason why many companies are nervous about how they will abide by these new GDPR rules, explained Christian Højer Schjøler, Assistant Professor at SDU.

The first speaker of the day asked the audience if they would like to hear a little about the fines, and from their reaction it would seem this is a crucial topic.

“Before the EU’s new Personal Data Regulations came into place, in Denmark you could risk having a fine of between 2000 and 25,000 DKK if you violate the Personal Data Act. Now, the fines could be up to 20 million euros, or four percent of the company’s annual turnover, for both public and private organizations. These significantly higher fines are now in place,” he said.

Many grey areas

From a legal point of view, there are still many grey areas in relation to the law. For example, according to Christian Højer Schjøler, it is not yet known how the fines will affect public organizations. Should the state pay fines to the state? What is clear, is that the fines must be significant enough to strongly discourage companies from violating the new regulations. 

“It must have a deterrent effect,” said Christian Højer Schjøler.

In terms of the information that companies provide to candidates, it is written in the new GDPR rules that this must be in easily understandable language. It cannot be like the mile long terms and conditions that we are often asked to accept online. Basically, companies need to get used to the fact that there is a lot of information which they are no longer allowed to store:

“We have to go from ‘nice to have’ to ‘need to have’,” the lawyer admonished. 

HR-ON is ready for the Personal Data Regulation

When it comes to recruiting, however, there are many things that are already very clear. This was explained by HR-ON’s Head of Concept and Development, Christian Hansen, as he subsequently spoke about the new GDPR laws which are relevant to recruitment.

He explained exactly how HR-ON will solve the challenges of classifying the large amount of data that naturally occurs during a recruitment process. In fact, HR-ON will help companies in relation to their disclosure requirements. He also discussed how HR-ON will ensure that all activities in relation to personal data is logged. He informed the audience that HR-ON is certified in the handling of recruitment data according to GDPR. 

During the seminar, time was set aside for the many attending companies to network. There were also plenty of opportunities to have a chat over a cup of coffee.

Many new initiatives in HR-ON

Before the day came to an end, Ali Cevik and System Developer, Lennard M. Sørensen, gave a presentation on behalf of HR-ON about GDPR and Recruitment. 

Among other things, they informed the audience of the possibilities of signing with digital signatures, retrieving candidates directly from LinkedIn, HR-ON’s news feed and the use of social media. They had a final feedback round, where the daily users if the system could brainstorm new ideas.

HR-ON remains a system designed to facilitate corporate life in a wide range of areas, which now has additional features to help companies adhere to the new GDPR laws, specifically in relation to recruitment. 

 

Click here to read about HR-ON’s focus onVærdibaseret rekruttering

Robot getting coffee

HR-ON gets a robot to do the hard work at Copenhagen HR fair

HR-ON gets a robot to do the hard work at Copenhagen HR fair 788 438 HR-ON

This robot, named UR3, is able to type on a computer as well as make coffee – could he be your future colleague? HR-ON puts focus on automation and artificial intelligence at the HR fair in Copenhagen.

With the developments being made in machine learning and artificial intelligence, companies will soon have much stronger candidates to choose from. HR-ONs stand at Copenhagen’s HR fair, gave visitors a surprising look into the future, where UR3 the robot is looking for a job.

“Of course, when we work with artificial intelligence and robots, they are not physical robots, but the principle is the same. It is about automating as much of the process as possible, everything which doesn’t require human input,” HR-ON Director, Ali Cevik, says.

At HR-ON’s stand, guests could watch as UR3 typed into the computer and stated the reasons why he is an eligible candidate.

“Some fear that robots will create unemployment, but actually the use of robots can create jobs. AI will make production more effective and make companies more profitable. This creates a wealthier community, which creates new jobs,” UR3 writes in his application.

With artificial intelligence, HR-ON expects that in the near future it will be possible for a system to identify certains candidates which should be of particular interest to the hiring company.

“The beauty of artificial intelligence is that it can quickly and accurately bring an unmanageable amount of applications down to an orderly pile. This way, companies save time, while also ensuring that they don’t delete any good candidates during the sorting stage,” Ali Cevik explains.

One reason why HR-ON is focusing on AI is that the company has thousands of job vacancies and hundreds of thousands of applications. This vast amount of data makes it possible to do very precise ‘machine learning’ of the user behaviour which leads from reading the initial job post to successful hiring.

There will always be a need for human input

Although artificial intelligence will be able to find the best candidates to be interviewed, Ali Cevik does not anticipate that the whole recruitment process will be automated. Artificial intelligence can sort through a large number of applications, allowing the hiring committee to concentrate on a manageable pile of ‘good’ candidates. But the very last stage of sorting must be done by people.

“Artificial intelligence will never be able to tell you who to hire,” Ali Cevik says.

Header Image

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair 1200 804 HR-ON

The robot UR3 brewed coffee and wrote applications at HR-ON’s booth at the fair in Copenhagen

A busy couple of days for HR-ON at 2017’s immense HR fair ‘Meetingpoint 2017’ in Copenhagen.

At HR-ON’s stand, guests were able to meet the Director of the company, Ali E. Cevik, among other employees. In addition, passersby could greet HR-ON’s robot, UR3, who was typing on a computer.

“The robot was to show some of the extra things we are working with, including the automating of work processes and also artificial intelligence,” Ali Cevik says.

The robot was placed on a chair and wrote an application on a keyboard the same way a human would. However, the robot has some additional benefits, such as the ability to work round-the-clock and never needing a vacation. With ease it moved its robot-hands and typed its way through the application, without a single error. UR3 only stopped working when it was interrupted by someone pressing the red coffee button. Then, it turned its attention to brewing some coffee, which it did just as flawlessly as typing on a keyboard.

The robot was programmed and configured in collaboration with two of HR-ON’s customers; Universal Robot and On Robot.

Besides this robot, this year’s big theme at HR-ON’s stand was the EU’s new personal data regulations, which came into effect on 25th May 2018. In recruitment specifically, companies receive a lot of personal data, which is a struggle to deal with (and to keep track of how they deal with it) without the use of an IT system.

“It is clear that the personal data regulation is very crucial to companies, which is why it is incredibly useful for them to have tools like HR-ON which ensure that they comply with the rules,” Ali Cevik says. 

This was the fourth year in a row that HR-ON has attended the fair, which is organised by Dansk HR. Given that at that time the fast-growing IT business was only five years old, that is pretty much its entire lifetime.

“The fair gives us an opportunity to meet a lot of decision makers within our field, both current and potential customers, while also getting a lot of input from the guests visiting our stand. That is why we attend the fair,” Ali Cevik says.

More than 140 different professionals within HR had a stand at the 2017 fair. 

briller

See recruitment through the eyes of an applicant

See recruitment through the eyes of an applicant 715 217 HR-ON

Morten Agerbæk Riber from Odense, is 27 years old and educated in Communication. In his spare time, he enjoys playing squash, being a barista, creating crooked DIYs and travelling abroad with his girlfriend. His life is pretty good – The only things missing is that he doesn’t yet have a permanent job.

Morton has done a number of temp and contract jobs, however, he is still actively seeking a  permanent position, so that he can get out of the unemployment benefit system completely. Since Morten graduated in 2014, he has been busy applying:

“I have applied for about 200 jobs, so I have gradually formed an opinion on what a good recruitment process is,” he says. 

Along with the job search, Morten has been in various internships and salary subsidy positions. He has also worked on improving his professional profile through courses:

“I really want to work with digital communications and have therefore taken courses in Google Analytics and Adwords.”

Vague and unrealistic job descriptions

“One thing I’ve come to realize during my job search is that companies often use clichés, or just list a lot of things they want you to be able to do. It’s rare that I come across a job description that is really targeted and specific,” he says, exemplifying:

“If I read a job description posted by a small library in the outskirts of Denmark and they write: ‘you are a world champion in social media’, then I can’t help but think ‘if I were a world champion in social media then I probably wouldn’t apply for a job here!’. If instead they had been more realistic and honest, and maybe even had a little self-irony, then I would be more interested in the position.”

Morten is not the only one who experiences that companies often resort to clichés in their job descriptions. A large study from Jobfisk.dk shows exactly this point. Similarly, according to the 311 job seekers who answered the survey, they judge companies by their ability to write clear and comprehensive job descriptions, and on average they rate them as mediocre.

Design is important

Morten’s usual procedure when applying for a job is to first check out the company’s website, Facebook and LinkedIn page: 

“I do this to get an impression of the company so that I can decide if I want to apply and how to best target my application.”

In this initial process, the visual elements of the companies are of great importance:

“If a website or job description looks nice, it just adds a little extra to my motivation to apply for the job. If, on the other hand, it is poorly made, I might be slightly hesitant and wonder ‘how professional are they?’ It’s important to me that I get a feel for the company in their job description – both in terms of text and design.”

Read more about why it pays off to think about the visual when recruiting: Value-based Recruitment Makes Sense – and Profit.

Transparency in the process, please!

When looking for a job, Morten more often that not receives confirmation that the application has been received. However, it sometimes lacks when it comes to the written rejections:

“Sometimes I end up wondering what happened to a given position I applied for. Then I might get a rejection three months later. Or sometimes not at all.”

Although it can be demotivating to read rejections, Morten still appreciates knowing where he stands and how far along the process the employer is:

“It is a pity to get a refusal, but then at least you can move on and focus on something new. It is also very nice when they write on the job description, or in the email following the application, when they are planning to hold the interviews. When that day comes, and you are still not called to an interview, you know that you probably won’t get that job.”

In addition to ongoing and relevant information, Morten appreciates when the recruitment processes are efficient:

“I appreciate it when the process doesn’t drag out and when I know what to expect.”

Kundernes oplevelse af LinkedIn-seminaret

HR-ON’s LinkedIn Seminar was a Great Success

HR-ON’s LinkedIn Seminar was a Great Success 1200 628 HR-ON

The seminar with LinkedIn held last week at HR-ON’s head office turned out to be a key event in the IT-company’s seven-year-long history. Almost 100 attendees stepped into HR-ON’s brand new office space in the city centre of Odense. This space offers a new conference room and an adjacent kitchen, where the attendees could help themselves to freshly-brewed coffee and breakfast rolls throughout the seminar.

Rasmus Festersen, Conference Coordinator and Director of PR and Communications at HR-ON, welcomed the first speaker to the stage. This first speaker was LinkedIn’s representative, Benjamin Runggaldier, who is the Enterprise Relationship Manager within the public sector. He travelled all the way from Stockholm, Sweden, to share valuable information about the huge career platform. In the break following Benjamin’s talk, the attendees had a unique opportunity to have one-to-one discussions with the LinkedIn-expert.

Success story

The greatest eye-opener during the first talk was a case example of Gentofte Municipality. Mikael Bierbaum, former Chief of HR at Gentofte Municipality presented this success story. By his side was Tina Jensen, Principal at FGU Storkøbenhavn Nord, who got the job that Mikael Bierbaum successfully advertised on LinkedIn.

HR-ONs LinkedIN seminar
HR-ONs LinkedIN seminar
Rasmus Festersen til HR-ONs LinkedIN seminar
Ali Cevik til HR-ONs LinkedIN seminar

An exclusive sneak-peek

Before the lunch break, which consisted of delicious sandwiches from Olivia Brasserie in Odense, HR-ON’s CEO, Ali E. Cevik, provided an exclusive look at HR-ON Recruit’s new design. The developers are working hard on this design to get it ready for release, Ali E. Cevik explained, while the developers sat coding in the adjoining room. 

At the end of the seminar, the attendees had the opportunity to try the new addition to HR-ON Staff, AppBuilder, on their own. Following this, many seemed excited to get started with the HR-system.

All in all, HR-ON’s new head office, situated on the 3rd floor of the business centre at Odense train station, was perfect for an event of that size. 

This successful seminar is the start of many more future events to be held by HR-ON. So watch this space!

LinkedIn seminar med HR-ON om at rekruttere de rette medarbejdere

Seminar with LinkedIn: Give the Passive Candidates a Nudge

Seminar with LinkedIn: Give the Passive Candidates a Nudge 1200 628 HR-ON

More than 80 percent of LinkedIn’s users are not actively looking for a new job. In other words they are passive candidates. This was one among many facts that Benjamin Runggaldier, LinkedIn’s Enterprise Relationship Manager, presented to the numerous attendees at HR-ON’s seminar on Wednesday. 

In Denmark, more than 2.5 million people have a profile on LinkedIn. Benjamin Runggaldier emphasized that despite the high proportion of passive candidates, 90% of Danes are open to the “right” job opportunity.

Inspiring example

With this information in mind, companies must be creative in order to ensure their job postings on LinkedIn catch the attention of potential candidates – both passive and active.

There are several methods of getting through to candidates, one of which was presented in the form of a case study of Gentofte Municipality. Gentofte Municipality was handling a challenging recruitment process last year. Mikael Bierbaum, former Chief of HR at Gentofte Municipality presented this example.

With an extra boost and with the help of LinkedIn Premium Jobs, they succeeded in attracting the attention of some strong candidates. One candidate was Tine Jensen, who got the job. The campaign resulted in 33 applications for the leadership position. Up until that point Gentofte Municipality had only received seven applications of varying quality. Read more here.

Gentofte Kommune brugte LinkedIn Premium med et ekstra boost for at rekruttere en kandidat til en lederstilling
Tina Jensen, rektor for FGU Storkøbenhavn Nord, så den ledige stilling som rektor igen og igen på LinkedIn pga. jobannoncen var lagt på som Premium Job og boostet, hvilket gjorde udfaldet til, at hun søgte jobbet.

Tried and tested first hand

The Gentofte Municipality case was an eye-opener for many of the seminar attendees (roughly 80 people). HR-ON also presented the new function in their HR-system HR-ON Staff at the seminar. During the presentation, the attendees were asked to take out their phones and participate in a live quiz.

HR-ON also gave the attendees an introduction to the tool used to create the quiz. This tool can be used for many things, the sky’s the limit! The main proposed uses include onboarding and EDP-conversations, etc.

Ali Cevik til HR-ONs LinkedIN seminar
HR-ONs LinkedIN seminar
HR-ON lancerer nyt HR-System til personaleadministration, HR-ON Staff.

HR-ON launches complete HR system

HR-ON launches complete HR system 3440 2272 HR-ON

Companies can now manage their entire staff administration with HR-ON

By using HR-ONs complete HR system, companies no longer have to worry about whether they are following all the correct procedures associated with managing employees. With HR-ON’s new staff management system, the entire employment process is taken care of automatically. This controls everything from a new employees first day at work, to the day this employee leaves the company again.

“We make it simple and flexible for companies, so they can concentrate on the tasks that  really create value for them,” HR-ON Director, Ali Cevik, says.

Today most companies have numerous documents explaining procedures. These procedures may or may not be up-to-date and might not be properly adhered to. There may also be no written procedures at all. With HR-ON’s new HR system, all procedures are brought together in one place for clarity. Both the responsible employee and the management get a complete overview and are kept up-to-date on whether these procedures are being followed. 

“The principles are the same as with our recruitment system. You can define all processes yourself, and you always have a complete overview of whether all sub-tasks are completed,” Ali Cevik explains.

Control the procedures

An example of the procedure for on-boarding could be that the new employee must be shown around the office, given training on the use of the machines and given an access card. This procedure is specifically defined by each business. Responsibility is delegated to individual employees. This means that no one has any doubts about who should do which on-boarding task and when. In addition, it is possible to see every stage of an employee’s career at the company. This can include; training, holidays, staff care, off-boarding, or anything else that falls under the company’s staff administration.

“It frees up a lot of resources in the company when these processes are completely automated. Employees know what to do, and management can keep track of tasks being completed,” Ali Cevik says.

Full Overview with a Complete HR System

The system also collects all documents about the employee. This gives the company a complete overview of the equipment given to the employee. The system ensures that the company complies with all applicable personal data rules. For example, information is deleted in a timely manner according to the new GDPR rules

“It is important for companies to know that they will not violate the EU’s Personal Data Regulation (GDPR), and that is what our system ensures in relation to employees,” Ali Cevik says. 

HR-ON’s new HR system can be easily integrated with the existing recruitment system. This gives companies a single tool to control the entire process from recruitment to the employee’s final day at the company. 

You can read more about the system here.

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