GDPR

Top 10 benefits of e-recruitment

Top 10 Benefits of E-Recruitment

Top 10 Benefits of E-Recruitment 1200 628 HR-ON

The traditional methods of recruitment require far too much paperwork and time. Consequently, from the job posting to the employment, e-recruitment could be the solution to streamline the entire process. In fact, time and resources can be relocated for prioritizing the development of talent and strengthening your employees’ morale. Having the right tools and implementing an e-recruitment software could save cost, time and attract specialists, who would drive more growth and productivity into the company. Learn why in this top 10 benefits of e-recruitment:

#1 Time-saving

No matter where you are, you can send out job postings anytime with Internet access. In other words, you can forget about the paperwork and the action of entering data manually. As a result, it will not only save time for HR managers, but by retrieving files from LinkedIn, the process of application will speed up.

#2 Dynamic content

Generate dynamic content could build up your employer branding in a successful way to attract top talents and to boost corporate culture. Use your social media account to spread the word and to attract more traffic to both your website and social media accounts.

#3 Minimized hiring cost

Labor costs in recruiting are usually high in terms of advertising, travel expenses, third-party recruiter fees etc. As a result, the hiring process usually takes up too much time and its cost could be minimized by implementing a software which allows you to post free job openings on multiple social platforms just by one click.

#4 Effective

Online recruitment is easily accessible to individuals, making it a more effective method of getting your posts noticed. Online job ads can be posted within few minutes and they can be easily posted on several social media platform with no waste of time.

#5 Shorten hiring process

The hiring process could be shortened by just clicking a few buttons to screen, filter, and sort applicants data and CV. Online recruiting streamlines the process of inviting or rejecting applicants one by one and inserting applicants’ data manually is no longer needed.

#6 Accessible

Job ads and campaigns can be released through various social media platforms reaching the specific target group.

#7 Broader scope for candidates

By using recruitment software, recruiters will be helped in reaching a wider amount of candidates locally and abroad. Moreover, statistical analysis will be essential for recruiters to track where applicants have seen the job advertisements.

#8 Personalized design

Your professional career page is tailored made accordingly to the graphical identity of the company. As a result, this will help your employer branding, underlining the company’s identity and values.

You can read more about employer branding here.

#9 Filtration tools

Recruitment systems have filtration tools to help recruiters to find the ideal candidates with competencies that match the job position. Therefore, the filtration tools provided by e-recruitment systems speed up the process of sorting the candidates according to experience, education, competencies, and many more criteria.

#10 Flexible and easy

There is no hassle in learning how to use an e-recruitment system. So, it is easy to use and provides a platform where all the HR managers could follow the hiring process. Moreover, the cloud-based feature allows the employer to have a CV database with no limits and to be GDPR-compliant.

GDPR is stressing you? Try our risk assessment tool

Did you liked this Top 10 Benefits of E-Recruitment? If so, take a look and learn more about the products we offer to help your company’s HR tasks here.

HR-ON holder oplæg om GDPR og rekruttering

HR-ON customers gather to hear an update on GDPR and Recruitment

HR-ON customers gather to hear an update on GDPR and Recruitment 1200 800 HR-ON

Almost a hundred users of HR-ON showed up to hear how the system, in the future, can ensure that their recruitment complies with the new EU Personal Data Regulations (GDPR).

With the EU’s new Personal Data Regulations (GDPR) coming into force, Danish companies must pay close attention to data protection relating to recruitment. It was therefore, not surprising that HR-ON’s GDPR seminar was extremely popular. In fact, extra chairs had to be brought in to accommodate the almost 100 people who came to the seminar.

After everyone had arrived, and found a seat, Ali Cevik, Director of HR-ON, along with most of HR-ON’s staff, welcomed the participants.

Applications and CVs are packed with sensitive data

The new GDPR rules place strict requirements on the documentation of how companies process sensitive, personal information. Candidate applications are of course full of personal information, and GDPR threatens with significantly higher fines for companies that are not in control of their data. Which is one more reason why many companies are nervous about how they will abide by these new GDPR rules, explained Christian Højer Schjøler, Assistant Professor at SDU.

The first speaker of the day asked the audience if they would like to hear a little about the fines, and from their reaction it would seem this is a crucial topic.

“Before the EU’s new Personal Data Regulations came into place, in Denmark you could risk having a fine of between 2000 and 25,000 DKK if you violate the Personal Data Act. Now, the fines could be up to 20 million euros, or four percent of the company’s annual turnover, for both public and private organizations. These significantly higher fines are now in place,” he said.

Many grey areas

From a legal point of view, there are still many grey areas in relation to the law. For example, according to Christian Højer Schjøler, it is not yet known how the fines will affect public organizations. Should the state pay fines to the state? What is clear, is that the fines must be significant enough to strongly discourage companies from violating the new regulations. 

“It must have a deterrent effect,” said Christian Højer Schjøler.

In terms of the information that companies provide to candidates, it is written in the new GDPR rules that this must be in easily understandable language. It cannot be like the mile long terms and conditions that we are often asked to accept online. Basically, companies need to get used to the fact that there is a lot of information which they are no longer allowed to store:

“We have to go from ‘nice to have’ to ‘need to have’,” the lawyer admonished. 

HR-ON is ready for the Personal Data Regulation

When it comes to recruiting, however, there are many things that are already very clear. This was explained by HR-ON’s Head of Concept and Development, Christian Hansen, as he subsequently spoke about the new GDPR laws which are relevant to recruitment.

He explained exactly how HR-ON will solve the challenges of classifying the large amount of data that naturally occurs during a recruitment process. In fact, HR-ON will help companies in relation to their disclosure requirements. He also discussed how HR-ON will ensure that all activities in relation to personal data is logged. He informed the audience that HR-ON is certified in the handling of recruitment data according to GDPR. 

During the seminar, time was set aside for the many attending companies to network. There were also plenty of opportunities to have a chat over a cup of coffee.

Many new initiatives in HR-ON

Before the day came to an end, Ali Cevik and System Developer, Lennard M. Sørensen, gave a presentation on behalf of HR-ON about GDPR and Recruitment. 

Among other things, they informed the audience of the possibilities of signing with digital signatures, retrieving candidates directly from LinkedIn, HR-ON’s news feed and the use of social media. They had a final feedback round, where the daily users if the system could brainstorm new ideas.

HR-ON remains a system designed to facilitate corporate life in a wide range of areas, which now has additional features to help companies adhere to the new GDPR laws, specifically in relation to recruitment. 

 

Click here to read about HR-ON’s focus onVærdibaseret rekruttering

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HR-ON’s robot attracted a crowd at Copenhagen’s HR fair

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair 1200 804 HR-ON

The robot UR3 brewed coffee and wrote applications at HR-ON’s booth at the fair in Copenhagen

A busy couple of days for HR-ON at 2017’s immense HR fair ‘Meetingpoint 2017’ in Copenhagen.

At HR-ON’s stand, guests were able to meet the Director of the company, Ali E. Cevik, among other employees. In addition, passersby could greet HR-ON’s robot, UR3, who was typing on a computer.

“The robot was to show some of the extra things we are working with, including the automating of work processes and also artificial intelligence,” Ali Cevik says.

The robot was placed on a chair and wrote an application on a keyboard the same way a human would. However, the robot has some additional benefits, such as the ability to work round-the-clock and never needing a vacation. With ease it moved its robot-hands and typed its way through the application, without a single error. UR3 only stopped working when it was interrupted by someone pressing the red coffee button. Then, it turned its attention to brewing some coffee, which it did just as flawlessly as typing on a keyboard.

The robot was programmed and configured in collaboration with two of HR-ON’s customers; Universal Robot and On Robot.

Besides this robot, this year’s big theme at HR-ON’s stand was the EU’s new personal data regulations, which came into effect on 25th May 2018. In recruitment specifically, companies receive a lot of personal data, which is a struggle to deal with (and to keep track of how they deal with it) without the use of an IT system.

“It is clear that the personal data regulation is very crucial to companies, which is why it is incredibly useful for them to have tools like HR-ON which ensure that they comply with the rules,” Ali Cevik says. 

This was the fourth year in a row that HR-ON has attended the fair, which is organised by Dansk HR. Given that at that time the fast-growing IT business was only five years old, that is pretty much its entire lifetime.

“The fair gives us an opportunity to meet a lot of decision makers within our field, both current and potential customers, while also getting a lot of input from the guests visiting our stand. That is why we attend the fair,” Ali Cevik says.

More than 140 different professionals within HR had a stand at the 2017 fair. 

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First analysis of its kind: HR-ON has asked more than 1000 Danes if they have a good understanding of GDPR

First analysis of its kind: HR-ON has asked more than 1000 Danes if they have a good understanding of GDPR 3353 2514 HR-ON

The EU’s new Personal Data Regulation with a wide range of consumer rights is being rolled out in a few months, but only one in three consumers is aware.

Even though more than seven in ten Danes have felt uneasy about providing personal information on the Internet, less than one in three Danes have heard of the comprehensive European Personal Data Regulation (GDPR), which comes into effect on 25th May this year.  This can be seen in the results of a survey conducted by the research institute A&B analysis, on behalf of HR-ON. A random sample of 1,258 adult consumers participated in the study.

“It is paradoxical that one makes such pervasive legislation to protect consumers and does not do more to inform consumers about it. Is it really about protecting the interests of the consumers or just about going after Google? More should have been done to inform ordinary people about GDPR,” Ali Cevik says.

The Personal Data Regulation will ensure that consumers’ personal information is erased and that a lot of private information is not saved in the first place. If companies violate the regulation, there will be unprecedentedly high fines of up to 20 million euros or up to four percent of the company’s global revenue.

“If a consumer demands information from a high-profile business on the use of their personal data and wins, this could create a big issue. Then others may also realise that they can raise a case and more people will probably do so if they hold a grudge against the business“, says Ali Cevik.

HR-ON has worked with GDPR for a long time

HR-ON has been worked intensively for a long time in order to be ready for GDPR. As an online recruitment system,there are particular challenges with personal data. People are writing large amounts of deeply personal information in an application, and it needs a system like HR-ON to keep track of it, so the system’s customers don’t have to worry about GDPR breaches. 

A lack of knowledge of personal data protection can, in the worst case scenario, lead to people not progressing in their careers and companies not getting the best candidates for their vacancies.

“It is important that people feel safe. We run the risk of people holding back and, for example, failing to look for jobs if they do not know the rules which protect the privacy of their data,” Ali Cevik says. 

It depends on gender and salary

The study shows that slightly more men than women have heard about the Personal Data Regulation. That is 31.9 percent vs. 27.1 percent. Also, the study shows that the knowledge of GDPR is highly dependent on the size of people’s paycheck. The awareness is less than 20 percent for household incomes below DKK 300,000, while it is more than twice as large, 49 percent, for household incomes over DKK 700,000.

“If you do not know the rules, there are many unknown factors that can make you insecure,” Ali Cevik explains.

The study also shows that general insecurity of providing information online is relatively high. In fact, seven out of ten say that they feel of have felt unsafe inputting personal information online. This insecurity increases with age. For young people it is 68.8 percent, while in the 65+ age group it is at 83.5 percent. 

“It is natural that technology alone will scare many elderly people. What is surprising is that so many young people are insecure. They are used to surfing online, posting and tagging each other in all sorts of contexts. Many slightly older people are more reserved,” Ali Cevik says.

The new Personal Data Regulation gives consumers a number of rights in relation to, for example, being informed of what information the company has stored, but Ali Cevik does not expect a burst of GDPR inquiries to companies immediately after 25th May. 

“The first few cases will determine in which direction it will go and how fast. And then, of course, it’s also not the consumer who receives the fine of up to 20 million euros if the rules are not followed,” Ali Cevik concludes.

The important points of the analysis: 

  • While Danish companies are raving about GDPR, less than a third (39.6%) of consumers have heard about it.
    • Slightly more men (31.9%) than women have heard of GDPR (27.1%)
    • Knowledge is highly dependent on income. With a high household income (more than DKK 700,000), 49% heard of it, while at the low household income (less than DKK 700,000) is at 19.3%.
  • More than seven in ten (72.8%) have felt or feel unsafe submitting information online.
    • Women feel less safe (79.1%) than men (66.6%)
    • The insecurity increases with age. For young people (18-34 years old) it is at 68.8%, while for 65+ years it is at 83.5%
    • Insecurity decreases with income. Insecurity is at 77.6% for low-income consumers, while the figure is at 67.7% for consumers in the high income area. 

 

You can read more about the survey here (pdf)
And here you can read more about personal data and also try our risk calculator

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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

HR-ON lancerer nyt HR-System til personaleadministration, HR-ON Staff.

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

By using HR-ONs complete HR system, 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 with a Complete HR System

The system also collects all documents about the employee. This 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 new 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.

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How will GDPR change the way we use Social media?

How will GDPR change the way we use Social media? 1200 628 HR-ON

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

So far, we know that GDPR will touch every aspect of our life, from the private to the professional one. 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 favourite social media sites, for example Facebook?

This article explores how GDPR will change the way we use Social media.

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 probably be the best decision for its brand. There will be 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.

 

And you? What changes are you making to your company’s social media, to accommodate the new GDPR?

 

Please also check out these other articles relating to GDPR:

Cracking down on GDPR breaches

Cracking down on GDPR breaches in Europe

Cracking down on GDPR breaches in Europe 1600 771 HR-ON

Let the GDPR penalties begins

The EU is cracking down on GDPR breaches. In many places, penalties and large fines are already being imposed for breaches of personal data laws.

There is hardly any way of avoiding the fact that on 25 May this year, EU introduced the long-awaited Personal Data Protection Registry (GDPR). Needless to say, not all companies have met up to the strict rules, therefore the authorities have started to clean up the sinners.

Computerworld writes that the German Data Protection Authority has awarded the first fine according to the new rules. It is the big German dating site Knuddels.de that has to pay 20,000 euros, after the company was hit by a hacker attack.

The attack resulted in the hackers, among other things, being able to steal 330,000 users’ passwords and email addresses. Although Knuddel.de itself was exposed to a crime, the digital burglars revealed that the passwords were found as un-encrypted text.

According to Computerworld, the German Computer Inspectorate states that Knuddels.de has been cooperative in getting the data security in order, and that the fine could have been much higher.

Personal messages to psychologists

In Denmark, the Danish Data Protection Agency is taking the crack down on GDPR breaches seriously. According to DR, it just reported the therapy portal, GoMentor.

It was the user Ann Pettersson who originally approached the Data Inspectorate. She had contacted a psychologist at GoMentor for help with stress. Then, without a password, she managed to gain access to four other clients’ confidential communication with the processors.

– These were psychological problems of a sexual nature. There were psychological problems in relation to abuse, alcohol, drugs, childhood problems. Really difficult personal stories, says Ann Pettersson to DR.

She has apparently gained access to the correspondence because different types of users can be mixed together under certain circumstances.

GoMentor’s director, Troels Sletved, did not want to be interviewed about the case. However he did confirm in writing to DR that there has been a breach of personal data security.

He wrote that they are very sorry that the breach happened and that they take their data responsibilities very seriously. They are apparently in the process of ensuring that personal data is processed properly and confidentially.

GoMentor has initiated a major investigation with external consultants to solve the problems.

Uber paid hackers and didn’t tell anyone about it

Although the British are on their way out of the EU with Brexit, GDPR continues to apply for them. As part of the crack down on GDPR breaches, the British Data Inspectorate (ICO) has given the driving service Uber a fine of £ 385,000, equivalent to € 440 080 million. This fine is due to not having adequately protected the user’s data before a hacker attack. The hackers could therefore download data on 2.7 million UK customers including their full name, email and telephone number.

When Uber became aware of the attack, the company chose to pay the hackers $ 100,000 to destroy the stolen data. What they should have done is inform their customers about the leak.

The hacker attack took place before the GDPR came into force, and Uber did not have any formal disclosure obligation at that time. However, the ICO does not conceal that the cover-up along with the payment to the criminals has influenced their decision.

Uber in the Netherlands, also received a fine recently.

Hospital used false profiles

In Portugal too, the authorities have begun cracking down on GDPR breaches. In July, a hospital received a fine of € 400,000 because of not having control over their personal data security.

The hospital staff had access to patient data through false profiles. In addition, doctors had unlimited access to patient information beyond what was relevant to their expertise. The hospital defends itself by saying that they were simply using the healthcare platform provided by the Portuguese Ministry of Health.

 

More article relating to GDPR:

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