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.

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 (persuasion), 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


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 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.”

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
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.


AI Recruitment: Robots Find Your Top Candidates

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

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

Is AI better at recruiting 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 ‘’ 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

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 intelligenc 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.” 



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.
Ekspertråd i it-rekruttering

Advice for IT Recruitment

Advice for IT Recruitment 760 238 HR-ON

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. 

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 (in Danish):

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. 

Trumfer fodbold sex

Does Soccer Trump Sex?

Does Soccer Trump Sex? 1200 628 HR-ON

In the upcoming years, HR and recruitment related work will undergo a major change, where machine learning and AI will increasingly become key tools for the HR employee and the recruiter.

This development creates simultaneously some great opportunities and some worrisome scenarios that will need to be addressed from this moment on.

In this post, I would like to address some of the perspectives one can/should take in relation to data-driven recruitment and HR. I will focus specifically on recruitment.

When collecting large amounts of data, it is natural to use the data to learn. The first step is to create statistics based on the collected data. The statistics tell us something about the past and provide answers only to the questions asked, if that.

The next step is the work on machine-learning, where one trains algorithms to find patterns in data, which one may not be aware of. It could be to identify various trends or to see connections that may not come to mind otherwise.

However, the fact that there is a connection, a correlation between different types of data, does not necessarily mean that there is also causality – that is causal relation.

Machine-learning can provide a basis for making future analyses and is therefore not limited to looking back at the past, like statistics.

Let’s talk a bit about data

When working with data, it is important to be clear that data does not necessarily say anything about reality or contain any truth. Data may be contaminated in many ways, and the way in which we put together the data may prove to be wrong and could ultimately have disastrous consequences.

It recently emerged that the data used in legal proceedings for the last 7 years may be faulty . Specifically, this means that people guilty of committing a crime may have gone free, and worse, that innocent people have been convicted by Danish courts. The Danish authorities are now beginning the huge task of reviewing thousands of cases. And the people effected by this scandal must now try and piece together their lives, which were destroyed along the way.

I recently attended an HR conference where a presenter told an immersive story about a football fan who had seen a very exciting match on television. And later the same night, he was with his girlfriend in more intimate conditions.

He was wearing a pulse-watch, and the data from this watch subsequently showed that his pulse had been faster during the soccer match, which was interpreted as him being more engaged in football than in intimate relations. In other words: Football trumps sex.

However, this may have just been a misinterpretation, because had the clock also measured the level of neurotransmitters in the brain, the conclusion might have been quite different. And furthermore, you could ask him yourself and perhaps get a third answer.

One must therefore constantly be critical of one’s data and how to use it.

Practical use in recruitment

When recruiting, you are of course interested in finding the right candidate. And in that process, you collect as much data and knowledge about the candidate as possible. There’s nothing wrong with that.

However, the more data you collect about a candidate, the greater the requirements it puts on the recruiter’s professional as well as ethical, social and empathetic skills.

One must be able to sort data and also to reject data that is interesting enough but not necessarily relevant in the specific context. At the same time, one must be able to take a critical view of the data used and pay attention to deficiencies and sources of error.

The fact remains that nothing can replace a personal meeting between people. In fact, the more data you have access to, the more important the personal meeting becomes.

And if the personal meeting with the candidate experiences a mismatch between what has been seen in his data and what the candidate produces, then first, you have to be critical of your data and method.

It could be said that the most important thing is that the recruiter’s level of competence must match the amount of data. The more data, the higher the level of compatibility required. And having more data it ideal because it will lead to a much more qualitative recruitment and greater likelihood of a good match for the benefit of both employees and companies.

The above, of course, takes its starting point in a humanist perspective and a desire on my part for an increased focus on the human factor during a data-driven time.

Something I personally think is becoming increasingly important as machines take over more and more of our tasks, and a wish I am not alone with, is one of the core areas of GDPR, where a part of automatic profiling has been made.

The only question left to answer is: does soccer really trump sex?

Christian Hansen


Forskellige computer enheder

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. On the opposite side, candidates have challenges in finding the right fit for their career.

However, 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 touch points the candidate comes in contact with, and make sure you respond with consistency in all of them.

Step 1 – Awareness

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. For other 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 touch point 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 give them a good and smooth candidate experience from the get go. This lets 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. The bad experiences influence the present, but are also influencing their future consumer behavior.

Bad experiences also affect and influence candidates in other ways. 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.

Step 2 – Consideration/interest

The second phase in the candidate journey is the consideration / interest phase. This is where the candidates gets 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. However, 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 available information. You want to meet them prepared and let your Employer Branding strategy charm them into taking the action of applying.

Step 3 – Application and hiring

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 touch points 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 touch point the candidate comes in contact with, their experience continues, rather than start over.

Think of it as of watching a movie on Netflix. You start on your tv, then when you open the app on your phone or tablet, 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. Make it 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.


Key points

To sum up, think of all the touch points 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.


For more ideas for memorable experience and touch points with the younger generations, consider the following article: Recruit the best talent through video or explore our website here.