HR-ON’s LinkedIn Seminar was a Great Success

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

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

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

Success story

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

An exclusive sneak-peek

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

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

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

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

Seminar with LinkedIn: Give the Passive Candidates a Nudge

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

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

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

Inspiring example

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

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

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

Tried and tested first hand

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

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

hr-on day to day

HR-ON’s New Creative Department

HR-ON’s New Creative Department 1808 946 HR-ON

Two experienced agency professionals will help HR-ON’s clients attract the best employees.

The success of companies depends on the ability to attract the right employees. It is no longer enough to simply make a good job advert and then wait for talented people to knock on your door. Therefore, HR-ON now opens a creative department specialized in employer branding and targeted talent recruitment.

Taking recruitment to a new level

At the forefront of this new team are two impressive individuals from the creative industry; Marketing Manager, Stefffen M Kjærulff and Brand Manager, Blörgvin Gudjonsson. They will help HR-ON’s clients to take their recruitment to a new level. The process from job vacancy to recruitment is already taken care of by HR-ON’s system. And now HR-ON’s creative team can also ensure that its customers’ communication with future employees is effective. 

“Our strength lies in our insight into HR and recruitment. In those aspects, we are three steps ahead of other agencies, plus we also have a close collaboration with LinkedIn. Through our recruitment platform, we have a direct contact with LinkedIn, which I have not experienced with any other agency,” Steffen M. Kjærulff says.

The creative department helps to develop a practical strategy to make the company more attractive to future employees. It ensures that, for example, the company’s LinkedIn career page sends the right signals. The company’s visual identity, use of images and text are also analyzed for possible improvements. The department also helps the company get control of guidelines and manuals, as well as finding the right employees to update social media and instruct them on how to do it effectively. A company’s best ambassadors are dedicated employees who are passionate about what they do and who write about.

“We need to help companies create an environment where you can’t wait to get started with today’s tasks. It creates fiery souls. It should be enjoyable,” Björgvin Gudjonsson says.

A new era for HR-ON as a company

The opening of the new department marks a shift for HR-ON, which goes from being an up-and-coming IT company to becoming part of the creative industry. This is quite a natural shift, says the Marketing Manager.

“We are a team that you hire, and it is atypical for an IT company, but it is an extra service that makes sense in relation to what we do for our customers. Because we are an in-house agency, we are also very competitive in relation to external agencies,” Steffen M. Kjærulff explains.

An important part of working with employer branding is to identify the employees who can help the company get a dynamic life on social media. Also to lay out a plan for which media the company should focus on. LinkedIn is obvious to most, but whether the company should be on Facebook, Twitter or Instagram is a strategic choice that we will help the company make.

“We analyze the company’s core applicants. Where are they and how do we get them talking? We make sure there is a link between these people and the company, so they come to the right places. In other contexts it is called the digital customer journey, but the principles are the same. Here we make sure that the right talents get safely through the journey, so that the companies can recruit the best possible people,” Steffen M Kjærulff says.

hr-on day to day

HR-ON launches complete HR system

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

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

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

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

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

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

Control the procedures

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

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

Full Overview

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

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

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

You can read more about the system here.

hr-on day to day

HR-ON finds talent at Tinderbox festival

HR-ON finds talent at Tinderbox festival 4032 3024 HR-ON

This year’s Tinderbox festival in Odense formed the framework for 2018’s Tech Talent event. 40 young people met with potential employers. HR-ON was there along with nine other leading companies.

The individuals sat in groups of two to four in Pasfall’s VIP lounge and the corporate representatives went from table to table. Each little “speed date” lasted 20 minutes, and then it was on to the next table. At three of the tables there were talented individuals  with foreign backgrounds, so here the conversations were in English.

After an inspiring speech made by the Mayor of Odense, Peter Rahbæk Juel, there was a networking tour where the young professionals and their potential future employers could follow up on their conversation from earlier in the day. 

The other nine companies were Inwatec, Lorenz, TV 2, Esoft,, Jysk Fynske Medier, Hesehus, Aviation Cloud and House of Code.

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.

Danish Professional Football Striker Transfers to HR-ON

Danish Professional Football Striker Transfers to HR-ON 1200 628 HR-ON

HR-ON hires professional striker Rasmus Festersen as Director of PR and Communications

The Danish IT company HR-ON has been very successful in recent years. In the same way as professional football teams, they are going for gold. Despite this similarity, it is a remarkable transfer for the former captain of one of Denmark’s top football teams, Rasmus Festersen, to join HR-ON. 33-year-old Festersen puts an end to his career on the field and starts his second career with HR-ON.

HR-ON is based in Odense, the third largest city in Denmark. Odense’s football team, nicknamed OC, ranks highly in Denmark.

Time for a change

”I have reached the age at when professional football players often retire. I am not planning on playing professional football anymore. Now I have to prove that I am also able to navigate my way around other playing fields”, says Rasmus Festersen.

At HR-ON, it will be Rasmus Festersen’s job to create visibility through PR and communications. This will include networking and contact with customers and media.

Rasmus Festersen comes with a well-known name, which can open many doors, but he also knows that in many areas he is starting from scratch.

“I have learned an insane amount as a football player and at university, but in this business world I am quite new. That is why it is important that I can go somewhere where there is room to evolve and use my current skills”, he says.

It is the goals that count

On a football field Rasmus Festersen is aware of his strengths and weaknesses. In business, he must start to think differently.

I have been in an extremely results-and performance-oriented environment  for many years, with lots of structure and discipline. I am accustomed to being in contact with sponsors, business people and the press. At the same time, I am painfully aware that I am an ex-football player until I build up my name in my new career”, he explains.

Rasmus Festersen has always known that there was a life after football. As a result, he has, in parallel with the football career, taken a bachelor’s degree in Business Studies from Roskilde University in Denmark, and he is also now in the process of completing a master’s degree at the Southern University of Denmark.

After Rasmus Festersen announced the end of his career as a football player, he soon received several professional offers. He chose HR-ON because he believes they will give him the opportunity to grow and learn as the company itself expands.

One of the crucial things for me was that HR-ON is a dynamic, modern company with a flat hierarchy. It is exciting to come to an ambitious, growing business and join the journey”, he says.

Odense is the base

It was also important for Rasmus Festersen to stay in Odense, where he has settled with his wife and their two children (two and five years old). 

Since he officially put the professional football boots on the shelf, he has enjoyed a long summer break. As a soccer player, he did not get a lot of time with his children in the summer break. It was therefore important for him to end a long football career with a long vacation far from football and everyday life.

Joining an award-winning business

As a part of the company’s international expansion, they have changed the name from HR-Skyen to HR-ON. The company currently has around 35 employees and this number is increasing. Last year, HR-ON was awarded with the Børsen’s Price of Growth, called the Gazelle Award. Due to this growth, the company had to find a larger office space for the second time within a year.

The company’s main product is an online recruiting system that automates a large part of the hiring process for HR-ON’s customers. The recruitment system is already available in several languages and the company is now going for the international breakthrough. And that is a level of ambition that fits well with the former striker’s temperament.

“A lot of people think its rather sad that I will no longer be scoring goals in front of thousands of spectators. But I do not see it that way at all. I have had great experiences with football while it lasted, and now I am moving on to a new and exciting journey”, Rasmus Festersen concludes.

HR-ON Awarded Second Gazelle Award in a Row

HR-ON Awarded Second Gazelle Award in a Row 1200 626 HR-ON

HR-ON is on a roll!

In October, the software company received the Gazelle award for the second year in a row. This means there are now two gazelles sitting in HR-ON’s head office.

The Gazelle award goes to companies which show positive growth. They must double their growth and revenue within a four year period. Being presented with this award supports the fact that HR-ON is in a rapid development phase. This is also reflected in the number of new employees and also the expansion of the head office at Odense Banegård Center. As of October 2019, they have approximately 35 employees.

CEO and founder, Ali Cevik, is extremely proud:

“The world of HR is strongly driven by professionalism, networking and personal relationships. We owe our explosive growth to the good references from our customers who recommend us within their network. It is affecting our developers, who are confirmed to be making a difference through daily contact with our customers,” he says.

Focus on values

HR-ON will continue the good progress and will not take it’s foot off the gas. The software industry requires innovations in order to survive. This is why the employees of this Danish company are in constant development, so that they can maintain the high growth and chase gazelle number three. While the company is in a strong position and growth is well underway, it is essential to keep an emphasis on the company’s values and DNA. Ali Cevik adds:

“The challenge we face in achieving our goal of becoming a recognized global player in the field, is to maintain our values as a diverse, intimate and professional company. We believe these values are a prerequisite for responding to customer needs as well as maintaining close dialogue while expanding.”

HR-ON will officially receive the Gazelle award on 20th November. This will take place at Børsen’s Gazelle Award show in HR-ON’s hometown, Odense.

Billede af hr-on staff

HR-On’s complete HR system gets an upgrade

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

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

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

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

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

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

Visualization of your organization

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

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

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

Visualization of processes

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

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

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

Digital signature, contract templates, EDP schemes and documents

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

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

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

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

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

Social marketing medarbejder der laver statistik på deres likes og kommentare

Fifty Percent Of Us Find Our Next Job Through Social Media

Fifty Percent Of Us Find Our Next Job Through Social Media 1200 628 HR-ON

The right person to solve the tasks in your business is out there somewhere, but the big question is how to find them. 

In the past, the answer would have been an advertisement in a trade magazine and later advertising on a job portal. Both of these forms of advertising, however, demanded that the candidate themself actively looked for the job. Today, the alternative of getting the advert to find the candidate via social media, is taking over. 

According to social media expert Astrid Haug, 48% of people now find their next job via social media. 

“And it is also on social media that the more passive job seekers are sitting and watching. Those who have a good job, but may still be tempted,” she writes on her website.

According to DR Media Research’s annual report, 90% of Danes have a profile on one or more social media sites, of which Facebook is the largest. In contrast, other more niche social media sites are growing.

Many Danes using LinkedIn daily

Six percent of Danes are on LinkedIn on a daily basis, which is equivalent to 348,000 daily users, while the number for regular use naturally is significantly higher. Facebook still has ten times more daily users. 

Someone who recently got a job through an advert on LinkedIn, is the new head of FGU Greater Copenhagen, Tina Jensen. She first discovered the job when she saw the post on LinkedIn.

Billede af Tina

“LinkedIn is one of the first things I open in the morning when I sit and drink my morning coffee,” says Tina Jensen.

Head of FGU Greater Copenhagen, Tina Jensen

As head of a local school, she was already aware that the position would soon show up, and she had been watching the job adverts for a long time. When she saw the post on LinkedIn, she chose to apply for the principal job.

“The job advert was put on LinkedIn via LinkedIn Premium, where companies can target their positions to the profiles they are looking for,” explains HR-ON director, Ali Cevik.

“Everyone is on LinkedIn, and LinkedIn knows what people are doing. For example, if you are searching for a nurse in the Zealand Region, you can reach a large number with just a few clicks. In fact, there are as many as 25,885 nurses on LinkedIn,” says Ali Cevik.

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