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.

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.


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 ‘’ 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 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.” 



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.

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:

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, 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.


A person who is recording a concert on a mobile phone

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?


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.


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.


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.


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.


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.


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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Les dix principaux avantages du recrutement électronique

Les dix principaux avantages du recrutement électronique 1200 628 HR-ON

Les méthodes traditionnelles de recrutement exigent beaucoup trop de papier et de temps. De l’affichage de l’annonce a l’emploi d’un candidat, le recrutement électronique pourrait être la solution pour rationaliser l’ensemble du processus. En fait, du temps et des ressources vont pouvoir être réaffecter afin de prioritiser le développement du talent et le renforcement de la morale des employées. L’utilisation des bons outils et la mise en ouvre d’un logiciel de recrutement électronique pourrait vous faire économiser de l’argent, gagner du temps, et vous aider à attirer des spécialistes. Et ensuite ces spécialistes vont stimuler la croissance et la productivité de votre entreprise.

#1 Gagner du temps

Peu importe où vous êtes, vous pouvez poster des annonces d’emploi n’importe quand avec l’accès à l’internet. Vous n’avez pas de besoin de papier ni d’entrer les données manuellement. Non seulement les directeurs des ressources humaines gagneront du temps, mais en récupérant des fichiers de LinkedIn, le processus d’application s’accélérera.

#2 Contenu dynamique

La création du contenu dynamique aura des affects positifs sur le marketing et donc vous aideront à attirer les meilleurs talents. Vous pouvez également utiliser les médias sociales pour répandre les nouvelles et pour attirer plus de fréquentation sur votre site web.

#3 Couts d’embauchement minimalises

Les couts de recrutements sont généralement haut, notamment concernant la publicité, les frais de voyage, les frais d’un recruteur tierce, etc. De plus, d’habitude le processus d’embauchement prend trop de temps. Les couts peuvent être minimalises par la mise en œuvre d’un logiciel qui permet à poster gratuitement des annonces sur plusieurs sites avec un seul clic.


#4 Efficace

Le recrutement électronique est très accessible et donc c’est un moyen plus efficace de faire remarquer vos postes. Les annonces d’emploi en ligne peuvent être afficher dans quelques instants et sur plusieurs sites de médias sociales, sans perdre du temps.

#5 Processus d’embauchement raccourci

Avec seulement quelques clics pour trier les données et résumes des candidats, le processus d’embauchement sera raccourci de façon significative. Le recrutement électronique facilite le rejet ou l’invitation à l’entretien des candidats. Il n’est plus nécessaire d’entrer des données manuellement.

#6 Accessible

Les annonces d’emploi ainsi que des campagnes publicitaires peuvent être publiés sur plusieurs sites de média sociaux, en ciblant des groupes spécifiques.

#7 Un éventail plus large de candidats

L’utilisation des logiciels de recrutement aident les recruteurs à communiquer avec un éventail plus large de candidats, a l’échelon local ainsi qu’à l’étranger. De plus, l’analyse statistique est très utile pour garder une trace d’où les candidats ont vu l’annonce d’emploi.

#8 Design personnalisé

Votre page de ‘carrière’ est personnalisé, conformément au style graphique de l’entreprise. Ceci promeuve le marque employeur de l’entreprise, ainsi que son identité et ses valeurs.

Vous pouvez lire plus sur le développement du marque employeur ici.

#9 Outil de triage

Les systèmes de recrutement ont des outils de triage qui aident les recruteurs à trouver les candidats idéals avec des compétences associées au poste d’emploi. Les outils de triage fourni par le logiciel de recrutement électronique accélèrent le processus de trier les candidats. Ce triage peut être fait en fonction de l’expérience professionnel, l’éducation, les compétences, et plusieurs d’autres critères.

#10 Polyvalent et facile

Il est très facile à réussir à comprendre un système de recrutement électronique. Avec ce type de logiciel tous les responsables de ressources humaines peuvent suivre le processus d’embauchement. De plus, l’utilisation du cloud permet à l’employeur d’avoir une base de données de résumes sans limites et qui conforme aux règles de GDPR.

Stressé par le GDPR? Essayez notre outil de gestion des risques

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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.


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.


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.


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.


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.


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.


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.


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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