Social Media

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.

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Danish Companies could end up being overrun by GDPR requests

Danish Companies could end up being overrun by GDPR requests 1200 628 HR-ON

When the new GDPR rules come into effect, businesses could be hit by thousands of inquiries from customers about their data.

Next week, the EU’s Personal Data Regulation (GDPR) will come into effect, and so far the main focus has been on the extremely large fines that businesses risk having to pay if they fail to live up to the regulation. However there is another issue looming on the horizon for companies. And it could affect all companies, whether they comply with the regulation or not. According to BritishComputing.co.uk, up to four in ten consumers will take advantage of their right to gain access to corporate data collected by companies. The figures come from a survey conducted by Veritas involving around 3,000 adults across Europe.

“Although it’s unlikely that all 40% will actually choose to seek this information, it will nevertheless create a huge extra workload. The only thing companies can do is to automate as much of the process as possible,” Ali Cevi explains (director of HR-ON). 

Companies are not prepared for GDPR

However, many companies are not that far ahead in the process and have not yet automated this process. In fact, many of them are not ready for GDPR at all. A recent study, conducted by A&B Analysis on half of HR-ON, shows that more than a third of Danish companies are simply not ready for the new GDPR rules.

“The new GDPR law is very comprehensive, and probably also more comprehensive than most people have realised. I fear that many companies will still be in for a nasty surprise, even if they think they are prepared for GDPR” Ali Cevik says.

The ugly surprise can also come in the form of dissatisfied users. According to the Veritas survey, eight percent of consumers will consider taking advantage of opportunities to take revenge on companies they feel have treated them poorly.

“Basically, companies must modify their systems, so that it is possible to populate all the necessary information with one click. It will be a big task if this needs to be done manually. And if many users approach a company at once, this would be almost impossible to do manually,” Ali Cevik explains and continues:

“In the worst case scenario, a business could be hit by a campaign on social media with thousands of customers suddenly asking for information. If the company is unable to deliver within 14 days, as prescribed by the rules, they risk one of the large fines. For some companies, a fine of that size could even result in closure.”

The Personal Data Regulation comes into effect on May 25, 2018

Linkedin partner event

LinkedIn Partner Event

LinkedIn Partner Event 2382 1308 HR-ON


HR-ON’s seminar showed new ways to optimize recruitment through LinkedIn

Keep up to date with recruitment trends.

These days fewer people actively look for new job offers and more people find their next job through job sites rather than through companies own websites.

One way to keep ahead of the game and to make your company visible to the best candidates, is by using LinkedIn Premium Jobs.

LinkedIn has an official partner agreement with HR-ON, which allows companies to posts job offers on LinkedIn through HR-ON’s system. LinkedIn Premium Jobs will highlight these jobs to a target audience of suitable candidates.

 

Hear about the many possibilities with LinkedIn Premium Jobs and new initiatives at HR-ON here:

Et opstillings billede til linkedin
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.

En computer chip med det danske flag som er omgivet af eu i bytes

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.

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.

System

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. It is important that consumers are aware of this – especially after the large data leaks recently reported in the news, says HR-ON.

HR-ON have investigated consumer relations with GDPR.

There was recently a significant case in the news. A company, called Cambridge Analytica, managed to access up to 87 million Facebook users’ private information. This case 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 everything clear to consumers. The new GDPR rules will allow them to know what information companies have and also how they use it. 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 be aware of their rights

“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. Previously, the maximum possible fine was 25,000 DKK. The consumers who are familiar with the new GDPR rules have most likely heard about it through their work rather than through public 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 helps customers to be GDPR-compliant

HR-ON works with GDPR in relation to corporate recruitment. Applicants come with a wide range of personal information that needs to be handled properly. In HR-ON’s market, a lack of knowledge could result in people not getting the right job, or companies not getting the best 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. The company has, since its beginning in April 2012, built a still growing foundation. 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, came into force on May 25, 2018. This 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. This way, 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. However, 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 day of work, all the way until the employee leaves the company again,” says Ali Cevik.

HR-ON Staff provides a complete overview of from master data and on- / off-boarding, to anything else which falls under staff administration. On top of that, HR-ON Staff 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 succeeds in collaborating with LinkedIn

Gentofte Municipality succeeds in collaborating with LinkedIn 1200 628 HR-ON

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

When the municipality of the town of Gentofte in Denmark was set with the task of recruiting a principal for the new preparatory school FGU Copenhagen North, it turned out to be a challenge. Recruitment was done across five municipalities, and one week before the application deadline, only a handful of applications had been received.

– Once we had launched the project we realised it was clearly a difficult position to fill – there were only a few applicants, says Mikael Bierbaum, HR Process Manager at Gentofte Municipality. Originally, he had expected around 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 didn’t seem to be necessarily on the market. And then something started happening. We hadn’t expected such a significant reaction, he says.

Targeted campaign

Thanks to HR-ON’s direct integration with LinkedIn, they were able to deliver the solution in the form of a targeted LinkedIn Premium campaign. Gentofte Municipality decided to push the application deadline back slightly. The number of applications increased more than five fold. Mikael Bierbaum emphasizes that there were almost exclusively relevant applications:

– I wouldn’t have called it a success if the quality hadn’t been what we were looking for. Apart from one, all applications were within our expectations. These were serious applicants and we that meant 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 at FGU Copenhagen North

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

As head of a local school, she was already aware that the position would appear, and she had been keeping an eye out for the job ad. When she saw the it pop up on LinkedIn, she decided to apply for the principal job. And both her and Mikael Bierbaum are very gla d she did.

Finding the right candidate

Mikael Bierbaum has said that in the future he will certainly use LinkedIn Premium via the HR-ON platform for positions that he knows in advance will be a challenge to fill. 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. Another advantage of this solution, according to Mikael, is 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 krone. 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 has signed with LinkedIn. HR-ON are the first system supplier in Denmark to be chosen by LinkedIn for this exclusive partnership. 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 adverts with the expectation that the candidates themselves would discover them. In the future, the ads themselves will target relevant candidates, says LinkedIn’s Manager of Nordic partner agreements, Mikaela Hedenros Ringart.

Medarbejder af hr-on

The agreement makes it possible for HR-ON’s customers to place their job ads directly on LinkedIn in the same workflow as other recruitment. On LinkedIn, algorithms keep track of job ads and automatically highlight them to relevant candidates. For growing companies, this collaboration with LinkedIn means that they will be able to target their jobs to specific people. 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 to best advertise jobs and which methods work well. It all comes from the recruitment system’s statistics, which users also have access to, says Ali E. Cevik.

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