Recruitment

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Hacking the candidate journey

Hacking the candidate journey 1200 628 HR-ON

Redefine your recruitment strategy and take an omnichannel recruitment approach in order to create a memorable candidate journey.

The process of filling in a new job opening can be costly in terms of time and money. Recruiters have the challenge to find a candidate that masters the required skills while fitting in the company culture, and on the opposite side, candidates have challenges in finding the right fit for their career.

On the flip side, there is nothing more gratifying than the moment the process ends with a good match for both, recruiter and candidate.

 

The candidate journey

The candidate journey describes the road taken by a candidate that applies for a job.

As a recruiter you want to take into consideration all the touchpoints the candidate comes in contact with and make sure you respond with consistency in all of them.

It starts with the process of making the candidate aware of your company and your job openings. This stage is tricky to define because the active candidates might take the action to apply the moment they come in contact with your brand, and for other candidates, typically passive candidates it might take a lot of time and research before they make the decision to apply.

As a company you are not in control as to which touchpoint the candidate first comes in contact with, but you can optimise you channels so they are interconnected and your brand is omnipresent.

Delighting the candidates and giving them a good and smooth candidate experience from the get go will let you develop relationships with your future candidates long before you will need them to apply for a job.

According to The Future Of Recruiting Study made by CareerArc, 64% of job seekers with a poor candidate experience would be less likely to make a purchase from that company, so the bad experiences are not only influencing the candidates in the present moment, but are also influencing their future consumer behavior.

Now that we are looking at how bad experiences affect the candidates, the same study shows that 55% of job seekers that have read a negative review on the company decide to stop applying for the job. Having this information lets you take charge of your reviews and the way you respond to them.

The second phase in the candidate journey is the consideration / interest phase where the candidates get converted into applying. During this phase the candidates have multiple interactions with your brand and employer brand.

Not all candidates will spend time to check you out and understand you company, but around 69% of active candidates will take their time to do so. The candidates that are really interested in your company will do their research and try to grasp your culture from the information they have available. You want to meet them prepared and let your Employer Branding strategy charm them into taking the action of applying.

The final phases in the candidate journey are application and hiring. The hiring process ends with these two phases. All the efforts taken in the initial phases will pay off when candidates need to take action and apply for the job.

All the previous phases will also determine the way they will apply. If they have a high interest in you, they will put an extra effort in their application, showing you how they are the best fit for your company.

For the candidate journey to be a successful and positive experience for all involved parts, you as a company can put in place a recruiting strategy.

 

Omnichannel recruiting strategy

Whether we are aware of it or not, omnichannel marketing is all around in our interaction with brands. This terminology is typically used in a marketing or retail sense, but why not be an innovator and apply this to the HR department?

The terminology omnichannel marketing means mixing all the touchpoints a customer goes through, digital and interpersonal interaction and giving them a continuous experience.

Give the candidates a personalized and memorable experience across channels and devices, that align with your goals and culture in a form of flow of convenient interactions.

In a practical sense it means that no matter the channel or touchpoint the candidate comes in contact with, their experience continues, rather than start over.

Think of it as of watching a movie on Netflix from your tv and then when you open the app on your phone, you get the same experience and you can continue watching where you left off. This is exactly the kind of customer-centric approach you can use so that your company’s candidate journey is as seamless as possible, while allowing companies to deliver a consistent and effective brand message, thus aligning your recruitment strategy with consumer behaviour.

Consumer behaviour is influenced by a number of factors including marketing strategies, economic conditions, personal preferences and group preferences. Recruiters can tailor the recruitment strategy to optimise the reach of qualified potential employers and create a strong talent pool.

 

To sum up, think of all the touchpoints you have with your candidates and design a consistent communication flow in order to give candidates a great candidate journey.

Your brand consistency represents the pattern of expression that determines the way your company is perceived by the outside world, so putting a extra effort in the way you present yourself will improve the candidates perception.

 

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Recruit the best talent through video

Recruit the best talent through video 1200 628 HR-ON

The recruitment process is growing more complex as our thirst for development increases in tact with technological progression. It is no surprise that we are focusing more and more on video content seeing as studies show that in 2019, 80% of the world’s internet traffic will be driven by video. We are consuming more video material than ever before, making it only a matter of time before it becomes an increasingly popular way of recruitment.

Big companies like Microsoft, Apple and Deloitte have been using video in their recruitment processes for years now with great results, both in terms of building brand awareness and candidate attraction, and now it’s time for smaller companies to get on board or get left behind.

Start out with employer branding

Before you post a new job, you can work on your employer branding by marketing your company as a attractive workplace.

Define and write down the areas you want to show your uniqueness in and then build up your employer branding and recruitment marketing in pursuance of showcasing your values and culture. Determine the future candidates profiles and make a touchpoint analysis for the candidates journey.

Having a clear message in mind and a focus on the specific touchpoint interactions  when starting this process will help you be more specific and precise in your employer branding efforts. It’s a trial and error process, highly adjustable and helpful in pinpointing the marketing efforts that have a positive effect on your employer brand and those that may harm your brands image.

The employees are a great asset and when they are satisfied with their workplace, have great employer experiences and believe in your values, they are willing to go the extra mile both in their daily tasks as well as in showing the whole world that they are happy about being part of the company.

You can encourage your employees to be active brand ambassadors by having a open policy where the individual is involved and informed about the happenings and direction the company is heading to, organizing company events, as well as instigating the employees to come up with new ideas and be a part of content creation.

Design your employer branding strategy to also accommodate the future generation of candidates–>millennials.

Direct your marketing efforts towards appealing to the younger generations and with a big focus on millennials. Being the generation that is taking over the workforce the job recruiting of the future need to accommodate the needs of the new generation. The visibility and branding efforts that you are planning now will have a impact on the perception the candidates will have about you and on which level you will appeal to them.

The type of content you want to share with the public is content that will be relevant and interesting for the candidates, in form of text, pictures and of course video.

Your social media channels, job postings and your career page are a great place to exhibit your work environment and attract candidates that will fit and flourish in you company.

Offer video applications

You can take the usage of video to another level by including it throughout the candidate application process.

One simple example is having a team member describe the job posting in person rather than a standard text posting. This gives candidates a sneak peak at what the job requires, who they would be working with, and what they can expect in such as role. This is far more engaging and a far more effective way of engaging with the millenial job seeker, especially if you are using social media as a distribution channel, as 75% of millennials watch video on social media daily.

Another example, and a long-standing feature of HR-ON, is allowing candidates to submit a video as the entirety of their application or in response to specific application questions. The majority of job seekers now days are browsing for jobs on their phones, with some even looking specifically for positions that allow for easy mobile submission without the need to deal with submitting via desktop. Give these individuals the option to record a quick video and you are more likely to have them consider the role rather than pass it right by.

While these are two simple examples of using video in the application process, there are sure to be others out there. Get creative! The objective here is to think like the candidate and make the process fun and engaging. In doing so, you will be on the right track to recruiting the best talent, building great teams, and telling the full story of what your organization is all about.

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How the general data protection regulation changes recruitment and job adverts

How the general data protection regulation changes recruitment and job adverts 1200 628 HR-ON

The new General Data Protection Regulation (GDPR) will change the way we advertise jobs and recruitment in general. Get ahead in your recruitment efforts with some more information.

Article updated in May 2018.

The General Data Protection Regulation is changing the way companies recruit – this is generally good, but it will increase the complexity of online recruitment for some companies.

In this article, we will focus on what you need to ask in your job postings and what data you must collect from potential candidates in the future when the new Personal Data Regulation enters into force at the end of this week, on May 25, 2018.

You will find answers to the following questions regarding online recruitment:

  • What kind of data will be allowed in recruitment?
  • What are you allowed to ask your candidates according to GDPR?
  • What you should be able to document for data protection?
  • How to avoid unwanted information?

WHAT DOES THE NEW GENERAL DATA PROTECTION REGULATION ALLOW?

In reality, there is not a big difference in the kind of data you are allowed to collect before and after the General Data Protection Regulation. The key difference is in your documentation and in the processing of data.

Therefore, you can expect some extra work in the processes before and after the collection of data. For example, it is necessary to argue the reason behind the collection of certain kinds of data in connection with recruitment.

Therefore, as a recruitment officer, you need to cast a critical look at the data you collect about your candidates.

A CRITICAL EYE FOR YOUR VACANCIES

Not all the knowledge and data you collect is relevant to evaluate the best candidate for a specific job vacancy.

With the new Personal Data Regulation you need to look at the application form(s) you use and answer the following questions:

  • Are all questions relevant to find the right candidate?
  • Do you collect sensitive information?
  • Have you documented your assessment and positioning of the above?

When the General Data Protection Regulation comes into force on Friday, it is important, that you have thought about and implemented these questions in your recruitment routine, so your online recruitment process meets the requirements of GDPR.

Try the risk assessment tool provided by HR-ON.

IMPORTANT KNOWLEDGE OR INDIFFERENT INFORMATION?

To start with the first question, it is important that you do not have unnecessary questions on your application form.

Is it still relevant to know your applicant’s place of residence, or is it a superfluous information that can be substituted with the candidate’s general zip-code, to know if they live nearby? Most people already communicate by phone or e-mail, so you probably do not need to send a letter to any of your candidates via mail.

Place of residence is, therefore, in most cases, an example of unnecessary information from your applicants.

When the General Data Protection Regulation comes into force on May 25th, it is important that you expound the information and data, that you gather from candidates. The Data Protection Agency will be critical to both redundant and useless data collection from candidates, which can be at risk – especially if there is sensitive information among them.

Which leads us to the next important point.

WHAT KINDS OF DATA DOES THE GDPR ALLOW YOU TO COLLECT AND STORE?

In the European Regulation, it is distinguished between two kinds of personal data: general information and sensitive information.

The level of data security and documentation depends on the type of data you want to collect. Especially your measures in case of data breaches and leaks.

Examples of the two different kinds of personal data can be seen in the table:

General information Sensitive information
  • Name
  • Address
  • E-mail
  • Prior offenses
  • Passport, drivers license etc.
  • Journal number
  • Racial or ethnic background
  • Political, religious or philosophical beliefs
  • Professional memberships
  • Health as well as sexual relations or orientation
  • Social security number (Has a grade outside of scale)

If you only want to collect just general information, it makes sense to obtain a so-called ISO 27001 certification.

You can read about ISO 27001 certification here.

As a general rule, you should only collect common information, as sensitive information has much higher information security requirements.

GDPR REQUIRES DOCUMENTATION

One of the most important points in the new General Personal Data Regulation, in relation to your recruitment and job creation, is documentation.

In order to be GDPR-compliant with your questions in the job posting, it is important that you not only have a critical look at the data and questions you ask your applicants – you must also prove that you have been critical of them.

In practice, this means, that you will need a handbook or documented guidelines for questions in vacancies that you can refer to if the Personal Data Agency comes knocking at the door.

For many recruitment officers, it will therefore make sense to use standardized questions in job vacancies to avoid documentation and argumentation for data collection in all job listings and posts.

HOW DO I AVOID SENSITIVE INFORMATION?

Now you know, what you are allowed to ask your candidates and how to document your recruitment process.

But your applicants can still send you sensitive information through mail or your recruitment system – and that can actually become a problem for you. According to the General Data Protection Regulation, you are still obliged to take measures to ensure that you do not receive sensitive information from people.

In the vast majority of cases, it will probably be enough to point out, that you do not want to receive your applicants’ social security number, health history, information about political or religious beliefs and other sensitive information.

In other cases it’s hard to get rid of them; for example on exam papers, which almost always have the social security number printed on them.

But since HR-ON has as its declared purpose to make recruitment easier, we have implemented technical solutions that can automatically sort out much of the sensitive information.

Read about the future of e-recruitment here get a demo before the GDPR is coming into force on May 25, 2018.

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The top 10 benefits of e-recruitment

The top 10 benefits of e-recruitment 1200 628 HR-ON

The traditional methods of recruitment require far too much paperwork and time. 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 employees’ morale. Having the right tools and implementing an e-recruitment software could save cost, time and attract specialists, whom would drive more growth and productivity into the company.

#1 Time-saving

No matter where you are, you can send out job postings anytime with Internet access. You can forget about the paperwork and the action of entering data manually. Not only it will 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. 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.

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#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. 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. 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, 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

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7 mistakes to avoid when recruiting

7 mistakes to avoid when recruiting 1200 628 HR-ON

Most people know, that recruitment processes are associated with costs. But, if you end up hiring the wrong person for the job, costs increase significantly.

Therefore, HR-ON has put together a list of seven “deadly sins” to avoid, when you recruit.

1: DON’T LOSE TRACK

By preparing a process plan that fits your company, you will avoid wasting time. By sticking to the plan, you gain a better overview of your job ads, your job interviews, the hiring dates, and so on.  In this way, your recruitment process plan will help you to have an overview and meet your deadlines.

2: DON’T USE EMPTY PHRASES

We always read sentences like: “you are able to multitask” or “you are able to manage your tasks in busy environments”.  According to Ali Cevik, founder of HR-ON, you should not put empty phrases in your job advertisements. They just don’t give the applicants the essential information on the job. By thinking out of the box and creating your own unique job posting, you increase the credibility of your company and promote a higher level of interest in the position.

3: AVOID OLD ROUTINES

Ali Cevik is convinced: “People, in general, feel more secure when hiring candidates who have a similar profile as themselves”. But he invites recruiters to break out of these habits and consider recruiting more diverse candidates instead. One way to do this is by taking advantage of other media than the ones you usually use. For a suggestion, you could include social media, blogs, niche job board, magazines and networking in your distribution strategy: “By doing so, you invite new and atypical candidates to apply for the job. Thereby, new skills and ways of thinking can be added to your company,” affirms Ali Cevik.

4: SPECIFY YOUR REQUIREMENTS 

When writing your job ad, do not make the list of requirements too long. Instead, you should specify exactly what you are looking for and what candidates can expect from the position: What are the core values, the mindset and the environment of the workplace and what specific tasks need to be solved? Be aware of what the job really requires and avoid contradictions. Through a concrete job profile, you will reach more targeted profiles and receive only relevant applications.

5: AVOID AN OVERLOADED MAILBOX

When you receive hundreds of job applications by e-mail, it can be difficult to hold track of the process, and you might spend most of your time by administration and systematization. The higher number of recruitments you make per year, the heavier is the burden of administration. That is why you will gain great benefits by acquiring an effective recruitment system. By applying HR-ON to your recruitment procedure, your vacancies and related job applications are systematized by automated functions. Thus, you gain time for the more qualitative tasks as, for example, the personal job interview.

6: DON’T LET THE RIGHT MATCH PASS BY

Although you should be specific about your company needs (see Point 4), you can gain a lot if you are open to other candidate profiles with different competencies and working methods. Giving your business an atypical and unfamiliar profile will give you new perspectives on tasks, innovation, and growth for your business. Ali Cevik points out that breaking away from the usual framework, condemnation and expectations widens the horizon and gives new energy and inspiration to the whole recruitment.

7: DON’T FORGET YOUR CORE VALUES

HR-ON believes in “value-based recruitment”. It is a concept that we hope to pass on to the users of our system. The idea involves that you focus on the core values of your company through every step of your recruitment process. By practising recruitment based on values, the chances of finding a truly dedicated employee who will support your company goals in the long-term increases.

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Streamline the recruitment process and focus on what’s important

Streamline the recruitment process and focus on what’s important 1200 628 HR-ON

Recruitment can be time- and money consuming. Therefore, you have to use your time in the most effective way, by getting to know the candidates in depth before you make your final decision. The personal interview provides an obvious possibility for you to do that. But first, you have to make the burden of administration lighter.

EFFORTLESS ADMINISTRATION

Many recruiters spend an enormous amount of time printing and screening CVs and sending out answers to the applicants, usually one by one.

During the last year, a leading player on the market of biogas in Denmark, NGF Nature Energy, hired 35 new employees using the HR-ON recruitment system. Their experience is positive:  “Adopting the many automated functions in this dynamic online system, has made my work a lot easier, “ says HR-consultant Debbie Larsen.

Likewise, the jewellery company DYRBERG/KERN is now leading their recruitment process by using HR-ON: “In every way, it has become a lot easier to handle all the processes associated with recruitment. Sometimes we seek candidates for two different jobs at the same time. Before, we had to keep an eye on the subject line in our emails to separate the applicants from each other. Now the system just manages that for us,” says Pernille Stoltze, HR Administrator at DYRBERG/KERN.

YOU DON’T HAVE TO BE AN IT-SPECIALIST

For many recruiters, it feels safe just to follow the well-known routines and procedures. And implementing a new IT work tool may be a bit intimidating for some. But innovation is not always difficult, and with HR-ON it pays off: “My IT-skills are definitely not that good. Luckily, using the HR-ON recruitment system there is no need for them. After only 10 minutes of introduction, I understood how to use the system because of its intuitive and logical structure,” says Senior Manager of Operations and HR, Gitte Trier, from the engineering company Topteam.

For Gitte, it is often a time-consuming and complex process to find and connect with the right candidates: “We need candidates with very specific skills and knowledge about our industry. Apparently, Denmark doesn’t have enough of these people.”

Therefore, Gitte finds it absolutely necessary to have a flexible and international tool for recruitment: “HR-ON is a very dynamic system. If I can’t find the functions needed I just call the HR-ON support-team who helps me realizing my ideas. The customized solution provides an excellent opportunity for me to reach my target audience,” she concludes.

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Please visit our website and get a free trial to experience the system yourself.

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Recruitment based on core values matches best

Recruitment based on core values matches best 1200 628 HR-ON

Skills can be trained, but core values are essential. If you want to make a long-term business investment, it is important to focus on core values in your recruiting practice.

“Value-based recruitment” represents the concept on which HR-ON is built. The purpose is to create a system that simplifies and refines recruitment processes, and at the same time, provides an opportunity to reflect the core values of the company.

LET CORE VALUES DECIDE

”Value-based recruitment” is, more specifically, applied by underlining the company’s core values in every step of the recruitment process. That implies considerations about what communication signals applicants and what other stakeholders perceive from your recruitment. More specifically, you must make a conscious choice about the design of your job advertisement, the job description, the search criteria and how you respond to the applicants.

DESIGN COMMUNICATES

It looks good and leaves a professional impression when you put an extra effort in design. But it’s not only aesthetic. The design also shows who you are and what you find the most essential,” says the founder of HR-ON, Ali E. Cevik. Because of this, HR-ON offers to publish job advertisements as an integrated part of the company websites in individual designs.  This is a feature that most clients of HR-ON use and appreciate: “Our visual expression is part of our DNA. Therefore, it’s obvious for us to integrate our job advertisements in Dyrberg/Kerns own Website, “ says Pernille Stoltze, Administrator of HR at Dyrberg/Kern.

WIN-WIN-SITUATION

To make the dialogue between applicant and company dealing with core values instead of skills contains benefits for both sites. The applicant gains a better basis for assessment to decide whether the job appeals to him or her. Thereby, the chances of resulting with a long-life partnership improve.

Over the last years, salary, pension, and status were most essential factors in an attractive job. Today, it is well known that the inner job qualities are even more important for creating true motivation and engagement in the job. Thus, a solid match between the parties’ values is likely to provide higher earnings for the company in the future.

WHAT ABOUT PROFESSIONAL SKILLS?

For some people, the orientation towards core values may seem a bit confusing. In fact, applicants are more often chosen based on the possession of measurable and professional skills. This also makes sense, because you hire someone when you need help to solve a problem. In this situation, you often need specific skills. Thus, ‘value based recruitment’ does not mean that you shouldn’t look for skills at all. It just implies, that you shouldn’t base your decision on the applicant’s skills exclusively: “By focusing on both skills and core values, your chances of finding a truly dedicated employee, who will support your company goals wholeheartedly, increases, ” says Ali Cevik and concludes: “You can’t consider the company worthy only because of sales and profit. The most important parameter is whether your staff possesses the potential of evolving professionally and personally. If they do so, you have a fertile ground for business growth.”

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Why you should recruit diverse employees

Why you should recruit diverse employees 1200 628 HR-ON

Many people unconsciously recruit profiles like their own. But there ar many advantages in looking at the alternative profiles and promoting a diverse workplace.

In many companies, the workforce is very homogenous. It is, after all, easier to recruit people just like you. But is this always an advantage? Not according to manager in HR-ON, Ali E. Cevik. He has matched hundreds of candidates with the right company through the years.

“I have facilitated and held skill development courses since 2003. I found that the teams who were diverse in gender, culture, and age were remarkably better than the homogeneous teams.”

Ali thinks that diversity should be seen as a strength and points out that with diversity follows an enormous potential for innovation which is seldom fully utilized. His point is supported by a report by McKinsey & Company.

Core values are as important as qualifications

Ali has, in the span of his career, helped to place more than 400 candidates in different companies. His point is that companies should focus on the core values of the potential candidates instead of only focussing on their professional qualifications. He has a positive experience with implementing this idea in recruitment.

“I helped to place a young refugee in a big consultancy where he was first made responsible for sales and later hired by the purchasing department,” says Ali and continues: “He had no experience, limited language skills, and no usable knowledge in the field he had to work in. But he got the chance and created his own position through his personal qualifications, willingness, and curiosity. At the same time, he created innovation in the organization and jobs for others. Had he not gotten the chance, he would have never come so far and made the results he did.”

Diversity is not only about giving the inexperienced candidates a chance, but it is about having better results as a team.

Diversity for a better workplace environment

And it is not only the practical work that profits from diversity recruitment: ”It is also a very strong employer brand to be able to collaborate with diversity and core values instead of the classic economic incentives,” says Ali.

In terms of creating more job satisfaction among the employees, the research Good Workers’ Index 2015, also points out that meaningful and positive relationships with colleagues and management are by far the most important elements of a good work life.

A diverse workplace can help to promote learning, creativity, and innovation, and it is important to create close relationships in the workplace.

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