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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.”

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.

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!

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.

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.

hr-on day to day

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

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

The system also collects all documents about the employee and 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 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.

Enterprise Sales Leader Mikaela Hedenros Ringart fra LinkedIn hos HR-ON i Odense.

LinkedIn Event Attracts a Full Room at HR-ON’s Head Office

LinkedIn Event Attracts a Full Room at HR-ON’s Head Office 2736 2052 HR-ON

HR-ON’s seminar showed new ways to optimize recruitment using LinkedIn.

Future recruitment is extremely important to most companies. What do you do when fewer people look for job listings and more people find their next job through other channels? One of the answers is LinkedIn. And that is why there was a full house at HR-ON’s seminar  event with the world’s largest business network.

The reason for this seminar, is that LinkedIn has chosen HR-ON as the first company in Denmark for an official partnership. The collaboration is set to create a more effective match between companies and their future employees.

This partnership with LinkedIn allows HR-ON’s customers to put their vacancies directly on LinkedIn from their system. On LinkedIn, job listings are controlled by LinkedIn’s algorithms and displayed to selected candidates. For companies posting job vacancies, the collaboration means they will be able to target a specific audience. 

“It’s not about quantity, but about quality,” says LinkedIn’s responsible for the Nordic partner agreements, Mikaela Hedenros Ringart.  He has been working for LinkedIn for seven years and was in the recruitment business before then. 

She explains that it doesn’t benefit the company to get 80 applications for a position, if they are not the right applicants. That’s where LinkedIn’s algorithms come into play.

“Users can swipe jobs, a bit like Tinder, and LinkedIn is constantly learning from their behavior,” Mikaela Hedenros Ringart says.

The event was held at HR-ON’s main office, arguably one of the easiest locations to get to in Odense by train and car. The office is located in the train station and if arriving by car you can park pretty much right outside the door.

Today’s headline was ‘Optimize your recruitment and get more out of your LinkedIn job listings’. HR-ON had cleared the main office for the occasion and swapped the workstations with rows of black chairs. Half an hour before the event began, guests started pouring in. Three hours later, they left the premises – full of cake and inspiration for future recruiting!

Picture: Enterprise Sales Leader, Mikaela Hedenros Ringart, from LinkedIn at HR-ON in Odense.

Og gæsterne ved dagens seminar fik ny inspiration med sig efter seminaret.

Herunder fortæller tre af dem, hvad de kunne tage med sig hjem.

Kort uddrag med stemningsbilleder og testimonials fra seminaret.

Pia Lærke, Sanovo Technology, fandt, at det havde været en interessant dag med tre relevante evner.

Patrick Hoé, Erwin Andersen, var glad for at få en mere grundlæggende viden om LinkedIn, og hvordan LinkedIn kan bruges for en rekrutteringsvirksomhed.

Andreas Steenberg, Alumeco, satte pris på at få nogle gode staldtips direkte fra LinkedIn, da det er ved at være et af deres største rekrutteringsværktøjer – især når de skal i kontakt med de passive kandidater.

Møde

Artificial Intelligence Recruitment: Robots Find Your Top Candidates

Artificial Intelligence Recruitment: Robots Find Your Top Candidates 1000 667 HR-ON

HR-ON participated in a research project which demonstrates the future of artificial intelligence recruitment in the future

Is artificial intelligence better at finding your next employee than you? Not yet, but this will soon be the case for a wide variety of job types. And this could have a decisive impact on how you will recruit in the future. HR-ON has participated in an project with the Southern University of Denmark (SDU). The aim of this project was to explore the possibilities of developing an artificial intelligence solution for recruitment. According to HR-ON Director, Ali Cevik, it will not be long before artificial intelligence is implemented in HR-ON’s recruitment system.

“It is natural development of our system that has already automated a large part of the recruitment process, where everything that was previously handled manually – receiving the applications, sending response emails, invitations for an interview and so on until the actual employment – now runs all by itself,” he says.

Artificial intelligence can quickly and more precisely whittle a large amount of applications down to a manageable pile. This helps companies to save time and also ensures they do not disregard good candidates. 

The algorithm finds the best candidates

HR-ON participated in this project with SDU because they have a large amount of data (job vacancies and applications) as well as information on how this data is evaluated by hiring committees. The purpose of the project is to develop an algorithm that can match the applications with the job description. They go about this in a number of ways. One way is by finding links between job listings and applications. Another way is by calculating LIX numbers and finding keywords and associated keywords.

HR-ON has thousands of job listings and hundreds of thousands of applications. This large amount of data makes it possible to do very accurate analyses. Using ‘machine learning’ they can analyse the user behavior which leads from job advertisement to employment. Artificial intelligence therefore becomes smarter by looking at historic behavior patterns in a large amount of data.

“Artificial intelligence can see some connections and see through the jungle of data contained in the applications. It can do much more than just sort. It will be able to quickly sort hundreds of applications and spot opportunities that you cannot see yourself,” Ali Cevik explains.

For example, factors such as lower grades may not necessarily be an obstacle to a successful recruitment process. 

“In this way, the system can actually be even better at ensuring diversity and breaking down prejudice,” Ali Cevik says.

We still need humans

Although artificial intelligence will help a great deal, Ali Cevik does not anticipate that AI will handle the entire recruitment process independently. The AI system will do the first ‘sieving’ and remove a large number of  weak applications. This will leave a more manageable number of application for the hiring committee to focus on. At the very last sorting stage we will certainly still need human input.

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

An artificial analysis of an artificial working day

As of yet, no-one has found a solution for using artificial intelligence to select the perfect candidate portfolio from an unprecedented amount of applications. However, there are several companies in the United States working with different solutions. 

The company ‘42floors.com’ realised that they were drowning in applications. Therefore, they began using an artificial intelligence system to scan the applicant field:

“We can start with 4000 candidates and within a few days get it down to the top two or three percent. And 48 hours later, we’ve hired one,” says Jason Freeman, Founder of 42floors.com.

He chose to introduce a digital system because he had had enough of taking time away from his other duties as a director by reading through almost endless piles of applications. The system he chose is developed by a relatively new company called ‘Interviewed’. They select their candidates through scans and give them simulations of tasks from the first working day. Next, they analyze the applicant’s personal characteristics and create a psychological profile that predicts whether they will fit into the business.

“It is not perfect, but it is faster and better than the human method,” he concludes.

IT giants are competing for the best

Artificial intelligence is not just the future of recruitment, but of a wide range of areas. IT giants are competing with each other to buy the most promising system. According to Forbes, US recruitment agencies now spend a billion dollars annually to secure the smartest heads of artificial intelligence for the IT industry. The vast sums come from Amazon, Google and Microsoft, far ahead of all other competitors in the game.

Apple reportedly spends far less money on artificial intelligence recruitment. Although this may be because the company does not employ recruitment agencies as much. Also Apple generally has a secretiveness that is unheard of elsewhere in the IT industry. Whatever the reason, Apple is ranked 98th on Forbes’ list of investment-ready IT companies in artificial intelligence. Amazon, on the other hand, is a clear fore-runner in Forbes’ survey. In a year, Amazon has posted 1178 positions in artificial intelligence. Google ranks second with 563 posted positions.

“Demand for artificial intelligence far exceeds anything else,” says Chris Bolte, Director of Paysa, the company which collected the figures for Forbes.

“The most interesting thing is the size of Google and Amazon’s investments compared to the rest of the market,” he continues.

A small tick reveals your feelings

Another part of the future of artificial intelligence recruitment is video applications. An American company is working on the scanning of videos for small imperceptible facial features that show what a candidate is feeling when, for example, they talk about their old workplace. It also scans for whether people are using active words like ‘can’ and ‘will’ or negative phrases like ‘can’t’ or ‘need’.

The company ‘HireVue’ bases their technology on an inventory of 10,000 facial expressions that can last up to 1/25th of a second. 

Artificial intelligence can also help with the soft skills

Although it is becoming more common to use artificial intelligence to help with the selection of candidates to be interviewed, Ali Cevik from HR-ON does not think it will make the job market less humane, on the contrary, he says:

“There is always a fear that machines will take over, and then everything will become inhumane, but I actually think that with artificial intelligence we will be even better at identifying the soft skills. Artificial intelligence can better qualify the process so that we will not pour money down the drain.” 

 

FIVE IMPORTANT POINTS ON ARTIFICIAL INTELLIGENCE:

Fortune has compiled five insights into hiring that they believe recruiting with artificial intelligence should be based on. The insights are based on research as well as on companies’ own studies.

  1. First and foremost, the artificial intelligent recruitment needs to eliminate education qualifications as a criterion. Google now hires a higher proportion of employees without any degree than it did in its young years, when it mainly targeted young people from elite universities. This is how artificial intelligent recruitment should also be able to appoint highly qualified candidates with no degree, rather than less qualified with impressive papers. 
  2. Secondly, it should not focus on intelligence and social skills or appearance and health. A University of Pennsylvania study shows that passion and persistence alone create long-term success. 
  3. Next, experience and previous top positions should not be valued too highly. Past experience does not necessarily mean success in future work, and former top managers are rarely team players. And in modern agile companies, team players rather than lone-stars are what’s really needed.
  4. Fourth, the artificial intelligence recruitment must take into account that it is not necessarily the best idea to put an employee from a competitor into a similar position in your company. The decision could also be made based on how well the candidate is at taking down time. 
  5. Last but not least, this does not mean that the candidates have photos of themselves on Facebook with a beer in hand. It is quite widespread and does not affect his or her ability to work. On the other hand, the artificially intelligent recruiting machine must be a bit politically correct. People who make prejudice comments or write about drugs on social media will be flagged as weaker than average employees.
Working

Advice for IT Recruitment

Advice for IT Recruitment 760 238 HR-ON

It is Get advice from an expert for your next IT recruitment

IT specialists are among the most sought after candidates on the job market right now.

In fact, they are so sought after, that 59% of the top executives in the IT industry have had trouble attracting qualified workers in recent years, according to Børsen.

So what should you do, when the need for a new developer or IT supporter arises?

In this article, you will get advice from a specialist in IT recruitment, Garny N. Srisgandarajah from Recruit IT. 

Her take-away points include:

  • Be realistic with your ‘wishlist’ for the candidate
  • Focus on chemistry between the candidate and the department
  • In the listing, promote not only assignments but also technology
  • Save the good candidates

From desire to reality

According to Garny, it is difficult, with the way the market is today, to find the right candidates to fill specific positions. The challenge lies in finding a match – transforming the company’s ‘wishlist’ for an ideal IT specialist into concrete candidates.

“It is not one specific type of IT employee who is particularly difficult to find, it is just difficult to find IT people in general,” Garny says, elaborating: “Given how the the market is these days, we experience a huge demand for .NET profiles. This does not mean that a .NET candidate fits several of our .NET positions, as different demands are placed on the technology, experience, personality and so on.”

As an example, positions in start-up departments or new work areas can be a challenge to fill, as special demands are made with regards to personality traits as well as to extensive experience in technology, architecture, project management and more. 

Get off to a good start

When it comes to IT recruitment, your network is the obvious place to start, Garny says. Often, it is best for candidates to be first contacted by a recruiter they already know. This recruiter can gain a more in-depth knowledge of the candidate’s personality and strengths.

When it comes to assessing candidates’ technical skills, Garny says there are no shortcuts:

“As an IT recruiter it is important that you have knowledge in IT, as well as an interest in keeping yourself up to date. Otherwise, it will be difficult to ask the candidates the right questions so that they can assess their competencies.”

Chemistry or competencies?

Although the pool of potential candidates is smaller in IT, Garny does not believe that the challenge is much different to in other industries. The challenge lies more in matching human values with the job listing:

“Companies do, of course, have some requirements and wishes for the candidates’ competencies, but the candidate with whom the hiring committee has the best chemistry may not have all the required competencies.”

Therefore, it is sometimes necessary for companies to assess whether chemistry or competences is the first priority. And here, Garny recommends starting with chemistry, because it is important that both the candidate and the department thrive in their daily work. It is easier to learn and develop skills, than it is to change the chemistry.

Focus on the task

According to Garny, many IT specialists are happy and able to immerse themselves in a task. For this reason, she believes that companies should focus their career opportunities and job listings on the specific tasks and technologies that the candidate will face.

“The candidates have to be passionate about what they are going to be doing – otherwise IT will be really heavy. They must be motivated to solve the challenges they will face,” Garny says, elaborating: “We usually get our graduates on the exciting assignments. It is rarely the high salary that makes people choose a job in IT.” 

Finding managers and heads of IT departments

At times, Garny finds that certain tasks may be more difficult to assign to IT specialists. The position of manager or head of an IT department is a position that can be difficult to fill. 

“This can sometimes be a challenge, as developers will usually be interested, but there are not many developers who are extrovert and who have the skills required for sales. It can be difficult to find candidates who are also passionate about that part of the job.”

Keep a list of strong candidates

When Garny embarks on a new recruitment assignment, one of the first things she does is to look for the skills that the company requires. She first uses social media, looking at other companies working with the same technologies. She uses both LinkedIn and Facebook to find potential candidates and start the initial dialogue.

Once she has spoken to the candidate and received a resume, she saves it (with permission from the candidate) in case they match another position.

“We screen our candidates in person, and then we submit their resume and profiles into HR-ON to accumulate a list. We use HR-ON as a database for our candidates, where we can sort candidates by tags and competencies.”

In this way, Garny avoids discarding a candidate who doesn’t fit a particular position or business. Instead, the candidate is added to a list of talented and interested candidates who can be called in quickly if a relevant position is posted. 

What is the most important piece of advice for IT recruitment?

– and how do you effectively use job listings as a headhunter? Garny answers this, in the video below:

En computer chip med det danske flag som er omgivet af eu i bytes

Denmark Takes the Lead in EU’s Digital Revolution

Denmark Takes the Lead in EU’s Digital Revolution 1200 628 HR-ON

Cloud services, artificial intelligence, high digitalization. Denmark is ready to take the next step into the digital age. 

No other country in the European Union is as far along with the digital revolution as Denmark. According to the latest figures from Eurostat, Danish companies are Europe’s most digitalised. Therefore, it is also predicted that Denmark could become the springboard for the revolution in digital recruitment, says Ali Cevik, director of HR-ON.

“It is becoming more and more clear to people that digitalization is not about making things less human, but rather about being able to look each other in the eye when it makes sense and let the computers take care of routine and administrative tasks,” Ali Cevik says.

In the study, Denmark outperforms the average on all 12 parameters for the degree of digitalization.

Recording routine work

In the field of e-recruitment, the digital revolution assists by automating all tasks as much as possible, so that the manual work is largely limited to writing a job post and taking the job interviews.

Everything from distribution of job postings to portals and social media, invitations to interview and even signature of the digital contract is handled with a click of the mouse and a check-mark.

Denmark is twice as far as the EU

Eurostat figures show that 42 percent of Danish Companies have a high or very high level of digitalization. Denmark is thus in front of both Finland and Norway, which are at 42 and 35 percent respectively.

At the other end of the scale, we have countries like Bulgaria and Romania which are both at 12 percent. Countries like France and the UK are also below average, both around 17 percent, while the EU average is 21. This means that Denmark is twice as far into the digital transformation compared to other countries in the EU.

Social Media becomes the engine of the future

The next step in digital recruitment is the transition from job portals to social media. Just as recruitment has moved on from printed job adverts to digital job portals, advertising is shifting from job portals to social media.

The advantage on social media is that companies no longer rely on candidates to actively search for the ads themselves. On social media, the ads can target suitable candidates, who then receive these ads on their feed. Even if they might not be active jobseekers. 

“Social media and especially LinkedIn will play a vital role in the future. In the future, companies no longer need to rely on the candidates to find the ads themselves,” says Ali Cevik.

Almost half use SoMe

Statistics Denmark does not yet have the figures for 2018, but already in 2017, 44 percent of companies had used social media for recruitment. At the same time, 68 percent of companies had an active profile on at least one social media site. This was an increase of 19 percent over the previous three years. 

These statistics also show that 61 percent of companies have had difficulties recruiting IT specialists. The year before, the figure was at 51 percent. The problem of recruiting IT specialists is highest in small businesses. 

Artificial intelligence begins to play a role

According to Statistics Denmark, 54 percent of companies now use advanced technology, including artificial intelligence, robots, satellite services and the like. In this context, advanced technology is defined by some criteria set by Statistics Denmark. Internet and computers that were once also advanced, but which today are used by almost everyone, are not counted. 

Artificial intelligence is particularly relevant to the future of recruitment. Only five percent of companies use artificial intelligence, and that number has not risen from 2017 to 2018. Only in the information and communications industry has Statistics Denmark been able to find an increase from 13 to 18 percent. 

Half of Denmark is ready for the cloud

Almost half of all Danish companies are using cloud computing services – an increase of 13 percent over the previous three years. 

“There is a wide range of benefits to businesses of using cloud services. They can be accessed anywhere, and companies do not have to maintain servers or anything else. They can simply focus on their core business,” Ali Cevik says.

In the EU, Denmark is surpassed only by Sweden and Finland, which are significantly lower than the EU average of 21 percent, with a full 57 percent of companies benefiting from cloud computing.

Billede af hr-on staff

HR-On’s complete HR system gets an upgrade

HR-On’s complete HR system gets an upgrade 1200 628 HR-ON

With HR-ON Staff, companies get complete control over staff management from day one.

Last summer HR-ON launched HR-ON Staff, meaning companies no longer have to worry about whether they are following all HR-procedures. HR-ON Staff controls the entire recruitment process – from the first day of work to the employee leaving the company again.

“We make it simple and flexible for companies so they can focus on the tasks that really create value for them. Other tasks, such as on-boarding, EDP-conversations and training are simply processed in the background. This means no one needs to worry who should do what, when,” says HR-ON’s director, Ali Cevik.

Since its launch, we have conducted extensive tests on the system in cooperation with HR-ON’s customers, who have provided constructive comments and suggestions. Customers have suggested a number of improvements that we have now implemented.

This includes visualization of the organization, processes and tasks, as well as contract templates, EDP schemes, and digital signatures.

Visualization of your organization

“We are pleased to present HR-ON Staff’s first upgrade. This includes both improved and completely new features. We designed this version 1.1 in close cooperation with our customers,” says Ali Cevik.

Based on current data on employees, departments, and affiliations, you can create a visual overview of your organization. You can dive further into your organization with just one click. Of course, you can only access the data for which you have the rights.

The new process manager provides a visual overview of processes, projects, and tasks. It is possible to adjust tasks and task lengths by dragging the bars.

Visualization of processes

All changes are calculated immediately and displayed. The system keeps track of the context, tasks, start and end times and prerequisites.

The intelligent templates provide unlimited possibilities in documents, contracts, schedules, surveys and the like. The templates are flexible so you can use them as you wish.

For example, you can create a contract template for one type of employment and from there generate all future contracts. Note that all pre-selected relevant information is entered automatically. You can send the agreement to digital signature with NemID and store it in the employee’s master data with the predetermined rights to view and delete, etc.

Digital signature, contract templates, EDP schemes and documents

You can also use the templates for EDP schemes, which both you and the employee can then fill in and sign. It is possible to then save the document under master data with the specified rights.

The ability to create, share, fill out, and sign documents can also be used for employee interviews, employee satisfaction, work environment, skills development, training needs analysis and so on.

You have the ability to work on shared documents in real time with your employees with all modifications logged in the system.

We designed HR-ON Staff to be completely flexible and it can be integrated into the services you use today. For example, if you are happy with your current accounting, payroll or messaging system, it can be integrated into your solution. Of course, it is also integrated with the existing recruitment system. This therefore provides companies with one single tool to manage the entire professional life of an employee. From posting the job advert for the position, to the hiring of an employee, to the day this person hands back his access card after a hopefully long and successful employment.

“It frees up a lot of resources in the company with these processes taken care of by the system. The employees know what to do and the management can see to it that things are being done,” says Ali Cevik.

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HR-ON: 2018 Was Our Year !

HR-ON: 2018 Was Our Year ! 1200 729 HR-ON

2018 has been a groundbreaking year for HR-ON, in many ways. The company has, since its beginning in April 2012, built a still growing foundation. In 2018 the acceleration of growth has been particularly noticeable. The number of customers using the system doubled and the staff increased by 12. At the same time, the company has reached a number of important milestones. 

Three things in particular have characterised everyday life in the company; the introduction of GDPR, the start of a groundbreaking collaboration with LinkedIn and the launch of the new HR system, HR-ON staff.

2018 has been a fantastic year. Everything we have been doing since the beginning, has really begun to fall into place. We are a truly unique team of employees, and the success is all thanks to the team” ,says HR-ON’s director, Ali Cevik.

The many years of continuous growth were also reflected in a Gazelle prize from ‘Børsen’ (Denmark’s leading business magazine). 

2018 was the year of GDPR

The EU General Data Protection Regulation, GDPR, came into force on May 25, 2018. This had a huge impact on how companies can process the personal information that appears in people’s applications. HR-ON needed to adapt, so that customers could feel assured that they would not risk violating the rules.

“A survey we conducted showed that many companies were not ready for the new GDPR rules. Of course, we cannot get into every nook and cranny of your business, but it is important to us that our customers know that when it comes to recruiting and personnel management, they are in the clear,” Ali Cevik says.

The new GDPR rules have been a major challenge for many companies. But, with HR-ON, companies can be sure they stay within the lines when it comes to applications. The old-fashioned methods of sending emails across offices and printing documents left, right and centre, are simply not legal anymore.

First LinkedIn Partner in Denmark

In 2018, HR-ON was also the first Danish company to enter into an official partnership with LinkedIn.

The agreement with LinkedIn allows HR-ON’s customers to put their vacancies directly on LinkedIn. This way, the positions can be targeted to an unprecedented degree towards LinkedIn’s more than two million Danish users.

“There is, of course, a reason why LinkedIn chooses to collaborate with us, and so we are proud of the partnership. However, the most important thing is of course the benefit it brings to our customers,” says Ali Cevik.

Manage staff from the cloud

Since the beginning, HR-ON has been a recruitment system. However, it has long been clear that the next natural development step was to expand to a broader, complete HR system. 

“Several customers were asking for an HR system that is as easy to use as our recruiting solution, and they made themselves available to develop it with us. This is why together we have made HR-ON Staff, which handles the staff administration from the first day of work, all the way until the employee leaves the company again,” says Ali Cevik.

HR-ON Staff provides a complete overview of from master data and on- / off-boarding, to anything else which falls under staff administration. On top of that, HR-ON Staff is also GDPR-secured for businesses.

“We are now looking forward to new exciting challenges in 2019. Major plans for next year include; getting HR-ON Staff out on the market and sharing the benefits of our LinkedIn partnership with even more customers. And of course we plan to help even more new customers to get a handle on GDPR in relation to their recruitment, by introducing and installing our recruitment system,” Ali Cevik concludes.

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HR-ON er en cloudbaseret programpakke, der gør jeres HR-arbejde lettere, sjovere og ikke mindst meget mere effektivt. Kort fortalt får I styr på hvem, der skal gøre hvad og hvornår. Samtidig har I overblik over, at det rent faktisk også bliver gjort.

Børsens Gazelle pris 2018
Charter mangfoldighed
ISA

Østre Stationsvej 27, 3   //  DK-5000 Odense C   //  +45 71 99 07 27   // sales@hr-on.com //  CVR: 34474540