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Denmark Takes the Lead in EU’s Digital Revolution

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

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

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

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

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

Recording routine work

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

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

Denmark is twice as far as the EU

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

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

Social Media becomes the engine of the future

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

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

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

Almost half use SoMe

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

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

Artificial intelligence begins to play a role

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

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

Half of Denmark is ready for the cloud

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

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

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

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.

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.


Despite the recent Facebook case, consumers are still not aware of their rights

Despite the recent Facebook case, consumers are still not aware of their rights 5472 3648 HR-ON

The EU is on the verge of change regarding customer rights, and it is important that consumers are aware of this – especially after the large data leaks recently reported in the news, says HR-ON, who have investigated consumer relations with GDPR.

A large case recently reported in the news, in which a company, called Cambridge Analytica, managed to access up to 87 million Facebook users’ private information, shows that there is a need for an increased focus on personal data security. However few consumers are aware that the European Union is undergoing a very comprehensive change in regulation that will give them a whole range of new rights. This is shown in a study made by A&B Analysis on behalf of HR-ON. It is contradictory, says HR-ON’s director, Ali Cevik, as a comment on the current situation. The EU’s General Data Protection Regulations comes into force on 25th May this year. 

The rules are designed to hit the big ones such as Google and Facebook, so they cannot just use people’s data in a way that consumers cannot see, and then it’s startling that so few have heard of GDPR,” explains Ali Cevik.

The survey shows that even though seven out of ten Danes have felt insecure about providing information online, only one in three have heard of GDPR. The new rules should make it perfectly clear to consumers what information companies have about them and how it is used. At the same time, the rules ensure that companies only store genuinely relevant information and that consumers are able to withdraw their commitment to sharing data as easily as they have given it.

“Everyone should know that they have the right to see what companies have registered about them and that they have the right to withdraw commitments again,” says Ali Cevik.

The new rules, and the fines associated with breaking the rules, are targeting companies, not consumers. If companies breach the new rules, they will risk fines of up to 150 million DKK, compared to the previous maximum fine of 25,000 DKK. The consumers who are familiar with the new rules may have therefore heard a lot about it through their work rather than through publicly provided information.

“GDPR will have a major impact on our lives, and it applies to the whole of Europe. Our survey is the first of its kind, and it reveals that the authorities have done far too little to inform consumers about GDPR,” says Ali Cevik.

HR-ON works with the GDPR in relation to corporate recruitment, where applicants come with a wide range of personal information that needs to be handled properly. In HR-ON’s field, potential consequences of a lack of knowledge may be that people do not get the right job positions or that companies do not get the best qualified candidates. In general, insecurity and ignorance could mean that the entire digital world runs less smoothly than it could.

ali Cevik

“There is no doubt in my mind that insecurity and lack of knowledge about data security are linked. Therefore, consumers should also have been better informed about the rights they have and, above all, the rights they get with GDPR,” concludes Ali Cevik.

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HR-ON: 2018 Was Our Year !

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

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

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

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

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

2018 was the year of GDPR

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

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

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

First LinkedIn Partner in Denmark

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

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

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

Manage staff from the cloud

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

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

HR-ON Staff provides a complete overview of things like master data, on- / off-boarding, training, EDP conversations, equipment provided and anything else which falls under staff administration. And, on top of that, it is also GDPR-secured for businesses.

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

Et katalog med en artikel der beskriver at gentofte har løst rekuteringsproblemet

Gentofte Municipality succeded in colaborating with LinkedIn

Gentofte Municipality succeded in colaborating with LinkedIn 1200 628 HR-ON

Gentofte Municipality invested in digital solutions and fixed their recruitment problem.

When the municipality of Gentofte was responsible for recruiting a new principal for the new preparatory basic education FGU Copenhagen North, they faced a great challenge. Recruitment was to be done across five municipalities, and one week before the application deadline, only a handful of applications had been received.

– It was clearly a difficult position to occupy, and while in the process we found that there were only few applicants, says HR Process Manager Mikael Bierbaum from Gentofte Municipality. Originally, he had expected about 10 qualified applicants, and he could see that that wasn’t going to happen.

– We decided to try a more proactive and targeted method that also reaches people who were not seemingly in the market. And then something happened. It was clearly beyond any expectations, he says.

Targeted campaign

HR-ON’s direct integration with Linkedin delivered the solution in the form of a targeted Linkedin Premium campaign combined with a short extension of the application deadline. This meant that the number of impressions as well as applications increased more than fivefold. Mikael Bierbaum emphasizes that there were almost exclusively relevant applications:

– I wouldn’t call it a success if the quality hadn’t been within what we were looking for. Apart from one, all applications were within our expectations. There were serious applicants and we had a wider selection than anyone had expected.

Found the job on LinkedIn

The outcome of the process was that FGU Copenhagen North got the right candidate for the job. The new principal Tina Jensen first discovered the job when she saw the advertisement on LinkedIn.

Billede af Tina

Tina Jensen Newly appointed Principal , FGU Copenhagen North

– LinkedIn is one of the first things I open in the morning when I sit and drink my morning coffee, she says.

As head of a local production school, she was already aware that the position would appear, and she had long been watching for the job ads. When she saw the advertisement on LinkedIn, she chose to apply for the principal job. Something both she and Mikael Bierbaum are happy for today.

Finding the right applicant

Mikael Bierbaum will use in the future LinkedIn Premium via the HR-ON platform for positions that he knows in advance will be a challenge to acquire qualified candidates for. He will also try to fill other positions where the candidates may not be LinkedIn’s core users, but where LinkedIn’s wide reach may nonetheless provide the right candidates. He also believes that it speaks to the advantage of the solution that it is much cheaper than the alternatives:

– The price is important when working in the municipal sector, where the recruitment budget is sometimes down to a few thousand danish krones. It is a huge asset that we have access to this technology, and we are very confident about what we can use it for.Mikael Bierbaum HR-Process Manager, Gentofte Municipality
Medarbejder af gentofte kommune

First Danish partner agreement

LinkedIn Premium is part of the official partner agreement that HR-ON as the first system supplier in Denmark has signed with LinkedIn. The agreement will ensure a more effective match between companies and their future employees.

Mikela Hedenros Ringart Enterprise Sales Leader, LinkedIn

Recruitment is changing. Previously, companies have sent traditional job advertisements with the expectation that the candidates themselves would discover them. In the future, the ads will instead target the candidates, says LinkedIn’s responsible for Nordic partner agreements, Mikaela Hedenros Ringart.

Medarbejder af hr-on

The agreement makes it possible for HR-ON’s customers to place their vacancies directly on LinkedIn in the same workflow as the other recruitment. On LinkedIn, job vacancies are controlled by LinkedIn’s algorithms and shown for selected candidates. For companies that rank up, the collaboration means that they will be able to target their positions to an unprecedented level. And that is what Gentofte Municipality has benefited from, explains HR-ON’s Director Ali E. Cevik.

Effective recruitment channel

Through HR-ON, Ali E. Cevik has a deep insight into how it is advertised and, most importantly, what works. It all comes from the recruitment system’s statistics, which users also have access to, says Ali E. Cevik.

Et citat der siger: "Harnes the power of social recruitment"

Harnessing the power of social recruiting

Harnessing the power of social recruiting 1200 628 HR-ON

Social recruiting is extremely powerful for the current and future state of your company! Want to get a clear understanding on how to use social recruiting in your recruitment process in order to reach the best candidates, may they be active or passive?

Then this article is for you!

Online content gets consumed in increasing numbers each year. Actually, multiple social media platforms at once. With that in mind, one of the questions in HR-ON’s “Meet the team” section is, What are the top 5 most-used apps on your phone?”. You will be able to see in the future posts that most of the people answering will choose them to be mostly social media apps.

Thinking about it, you can likely name 5 social media platforms without difficulty. The permanent usage of social channels has changed the way we interact with each other and has had a profound impact on the way we approach the job search process.

Job searching and recruiting continue to evolve alongside of numerous trends in the HR departments. Technological advancements, results from previous campaigns, competitor’s campaigns and predictions for the future are only few examples of influential factor in HR development. These are the factors that will mold the recruiting systems in the future years.

Progression changes direction and new innovative solutions might replace all the recruitment efforts we are working on today. Now, I am not saying it’s not important to be up to date, relevant and appeal to the different generations, but remember, to take a breath and find your own online voice and be genuine in doing so.

Looking back in time we see examples of influencers that were dead wrong about future trends. In 2007, when Apple was just in the beginning of developing a phone that acted as a computer as well, Steve Ballmer (CEO of Microsoft at the time) said ”There’s no chance that the iPhone is going to get any significant market share. No chance.

Going mobile

The time for websites that are not responsive is ending. Small and medium sized companies are getting on board and reaping the value of user centered designs, a trend which seems to increase every year.

Not to mention, a report made at Cisco that predicts that mobile data traffic will increase sevenfold between 2017 and 2022. Besides that, if looking at the accelerated evolution within the past years, the development doesn’t seem to stop at 2022.

According to Statista there will be nearly 2.9 billion users of mobile devices by 2020 so not having a responsive website will end up costing customers in the long run.


Interact with users and participate actively in conversations

People like to form a connection and get in contact with companies through dialogue. LinkedIn, Facebook, blogs and all other social channels serve as a way to peek into the lives of possible collaborators and future candidates for your job openings. Participating actively in meaningful and related conversations gives you access and can awake interest in passive candidates.

Passive candidates

Now that we are talking about these specific candidates, what exactly is a passive candidate?

A passive candidate is a person who is not currently looking for a job, but has the potential of being the perfect fit for your company. They represent a big percentage of the workforce, in fact 92% of candidates would consider switching jobs if a company with an excellent reputation offered them a position. That alone should be a incentive to be proactive and start building a good brand reputation!

The passive candidates already have the stability of a job, though, so you will need  will need to charm and make them want to join you.

You can do that with your social media marketing strategy and a focus on employer branding.

This is a significant and effective gateway in the pursuit of the passive candidates. A lot of magic comes with this buzzword and there is more to come. The influencer market has become quite saturated, and social media channels are battling fake accounts and people faking their real influence, so employer branding is becoming an increasingly relevant method of establishing a credible and trustworthy brand.


Online reputation

Ideally, your online reputation is flawless, you reach your audience with little effort, prospective clients and candidates can easily find and interact with your company and your best content. Now, the reality is that there is a long way to reach all of that and it is a work in progress.

Quality content that is tailored for your desired audience is a great way to start. Know your audience and optimise their online experience so that there aren’t any inconsistencies and confusing call to action in your digital footprint.

A 2017 study made by DemandGenReport shows that 75% of people said that the online content had a significant impact on their buying decision, so gaining their trust through quality content pays off in the long run.

Make a social media strategy that adjusts to your audiences behaviour so that you talk their language, without losing your brand identity.

Your presence on each social platform can differ, as long as your core values and identity is still represented.

It comes without saying that all the technical aspects need to work as in working landing pages, no errors and responsive design.


Use your employers networks

The chance is that you and your employees are connected through social networks to many potential customers and potential candidates. Tap into that potential and connect with the  audience in a more organic way.

This can be included in your employer branding strategy, because your employers are your best asset and their networks may as well be a gold mine.

In order to have employers that are ambassadors of your brand, they need to be happy, satisfied and feel like they matter in your organization for their efforts to be genuine.

Empower them to be active socially, digitally and even encourage them to write about working with you on their blogs and give reviews of your company.

According to a 2018 study done by BrightLocal, 84% of people trust online reviews as much as personal recommendations, so covering both of those fronts gives you best exposure.

Make sure your employers know that you are open to them sharing and helping to fill in job positions and some even make it as an ERP -employer referral program- where there can come bonuses for referring to an excellent candidate that ends up being employed.

Show off your employees and your company culture, including that in your social media marketing strategy and on your website. Make visible the fact that you are proud of your employers and your work environment.

In this previous article we talk about the usage of video in recruiting qualified candidates and is a great opportunity in your employer branding and social recruiting.

Be mindful about utilising the power of social media, your own and your employers networks in order to get the best results in the recruitment process.

There is so much access to broad networks and information, so it is your and your company’s responsibility to use it to its fullest in your recruitment.

LinkedIn chooses HR-ON as a partner in Denmark

LinkedIn chooses HR-ON as a partner in Denmark 1200 628 HR-ON

New collaboration between HR-ON and LinkedIn will create a more effective match between companies and their future employees

LinkedIn is by far the world’s largest professional network, and it has one of the world’s most influential IT companies, Microsoft, backing it.

In the interest of delivering on their vision of creating economic opportunity for every member of the global workforce, and succeeding in their mission of connecting the world’s professionals to make them more productive and successful, LinkedIn has begun partnering with select businesses across the Nordics and other regions.

HR-ON is the first company in Denmark to be selected for the official partner program and has high hopes for what the partnership will bring to the business and its customers.

“I am proud that LinkedIn has chosen us to be part of their official partner program. It is a testament to the great team, product, and customers we have,” says HR-ON CEO, Ali Cevik.

HR-ON provides a cloud-based IT system that automates the customer’s recruitment process. The partnership allows HR-ON’s customers to post their job listings directly to LinkedIn within the HR-ON recruitment system which both saves time and allows customers to leverage the power of LinkedIn’s network to find the best candidates.

“Its a win-win for all parties. There is a lot of talk about companies having challenges finding qualified employees. Now, the world’s largest business network and all the insight they have into the global workforce will be right at our customer’s fingertips, from within our system. The collaboration is exciting because it has the potential to change the way people find new employees in Denmark,’’ says Ali Cevik.

LinkedIn was purchased by Microsoft two years ago and has accumulated more than half a billion users worldwide with more than two million of them located in Denmark.

The collaboration with LinkedIn takes place under our Danish brand name HR-Skyen. To learn more about what HR-ON can do for your business, enter your details here and we will be in touch.

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Social media and GDPR: What will change?

Social media and GDPR: What will change? 1200 628 HR-ON

May is approaching, and the worries related to the GDPR (General Data Protection Regulation) are increasing as well. The date is fixed and the purpose is clear: this regulation will protect our personal data as any other law before.

So far, we know that GDPR will touch every aspect of our life, from the private to the professional ones. For example, the data that we will include in our CV will be protected by cloud-based systems, where the companies will be able to store every CV and cover letter received without storing personal data on their computers.

But what about the huge amount of data that we use when we are browsing our favorite social media? What about Facebook?

Facebook vs GDPR

Well, the group of Menlo Park didn’t want to be left behind and in order to be fully GDPR-compliant, will let the users manage their own data to protect their privacy. In the privacy section of your own profile, you can already read about their efforts to do so:

“The information you share on Facebook remains your property. This means that you decide what to share and with whom you share it on Facebook and you can even change your mind. That’s why we provide you with the tools to eliminate anything you have published. We remove deleted content from your diary and our servers. In addition, you can also delete your account at any time.”

They will be finally able to check who can see their content and the reactions to the posts. They will have the possibility to manage their tag on the posts and much more, in an easier and clearer way.

Moreover, the social media will let its privacy principle be public, in a surprising move of transparency. In the aftermath, pushed by the coming into force of the GDPR, Facebook will let the users know, how their data will be used. This will be possible thanks to a new control center, but it might result in some alterations in the way Facebook users will navigate the social media platform.

Less time on the newsfeed

In fact, Zuckerberg affirmed that this new strategy will probably decrease the amount of time spent on the platform. But this will be probably the best decision for its brand: more transparency, more trust gained from the user perspective and a full compliance with the new European rule that is altering the whole world.

It is already possible to check the privacy principles of Facebook on this blog post.


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