HR-ON Staff

LinkedIn seminar med HR-ON om at rekruttere de rette medarbejdere

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.

Gentofte Kommune brugte LinkedIn Premium med et ekstra boost for at rekruttere en kandidat til en lederstilling
Tina Jensen, rektor for FGU Storkøbenhavn Nord, så den ledige stilling som rektor igen og igen på LinkedIn pga. jobannoncen var lagt på som Premium Job og boostet, hvilket gjorde udfaldet til, at hun søgte jobbet.

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.

Ali Cevik til HR-ONs LinkedIN seminar
HR-ONs LinkedIN seminar
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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