Hr-ons visuelle identitet

HR-ON’s New Visual Identity

HR-ON’s New Visual Identity 1200 628 HR-ON

Come full circle with HR-ON

The new HR-ON logo consists of a modern and dynamic typography which is drawn and modified from the classic Helvetica font. Together with the typography stands an icon.

The icon combines a number of circular forms into a cloud-shape with a “power on” symbol, embedded in the center of it.

HR-ons nye logo

The circle is a universal symbol with extensive meaning. It represents the notions of totality, wholeness, original perfection, the Self, the infinite, eternity, timelessness, all cyclical movements.

Clouds frequently symbolize the element of air, which is associated with higher thought, intellectual ideas, and abstract thinking.

The symbolic power of these elements is what defines HR-ON and is ready to be utilized by our customers with a simple click of the ON button to put their mind at ease, trusting that HR-ON will help them with all their HR needs.

Hr-on logo på en T-shirt
HR-ons visuelle identitet på et roll-up banner
Hr-on visuelle identitet visitkort
Hr-ons product catalog two products is shown Staff and Recruit
Værdien af diversitet

The business value of diversity and integration

The business value of diversity and integration 1200 628 HR-ON

What is all the hype around diversity and inclusion? Is there an increase in focus on fewer opportunities for some, or equal opportunities for everyone?

What exactly is the meaning of diversity in the workplace?

Does it pay off from a business perspective to focus on diversity and integration?

These are some questions that might be on your mind when talking about diversity. Let’s break it down into smaller pieces.



The employees have their own set of skills which are attained through studies and experience, as well as through their personal and professional background, all of which will affect their work perspective in certain ways.

On a personal level we are talking amongst others about ethnicity, country of origin, gender, age, sexual orientation, religious beliefs or disabilities. The second level is the professional diversity that includes amongst others academic background, career path, industry background, personality type and thinking style.

All of these traits and experiences are accumulated over time and give candidates unique perspectives and skills that come in handy when the company wishes to increase creativity and develop innovative solutions. That being said, employers are not defined by their background, but rather enriched by it.



Integration can be designed as an ongoing process in which all the qualified bidders are taken in consideration and where the focus lies on giving everyone a fair, unbiased chance and not concentrating on excluding some or stop hiring and promoting the typical profile.

Inclusion is shifting attention towards bringing people in as a substitute for keeping people out.

A workplace that focuses on a culture that is accepting of diverse profiles and that includes everyone is on their way of designing the job environment for the future workforce.

This is done by designing a workplace where employers can all have lunch together, make company activities so people interact with each other beyond work tasks and be aware of the employers work-life balance.

Look beyond culture fit when hiring for new positions. By looking for someone who will compliment your work culture you end up having a fresh mindset that will improve and bring new insights to your team. Teams created by like minded employers with a similar cultural heritage and educational background tend to become homogeneous thus making growth and development a slow process.


It all starts with the leadership

Include training in cultural awareness, diversity and inclusion. Set guidelines that will ensure the implementation of processes that support and embrace diversity in the workplace.

Measure the progress of the inclusion efforts with the help of analytics. There are relatively easy options to help eliminate bias from inclusion and diversity processes. Analytics help identify and minimise unconscious prejudice throughout the HR departments.

The first step in combating bias is to be aware of it. Once recruiters become aware of this, they will be more likely to screen for a broader candidate base.

Optimize the hiring process so it is based solely on merit and not cultural heritage, race or simply a name that sounds foreign, and continue with the career advancement processes in promotions and leadership development. Focus on these issues and give a fair chance to all candidates and therefore enhance employee involvement and give them a memorable employee experience.


Business value in diversity

There is revenue to be gained by D&I. The benefits are numerous, starting with increased creativity and innovation. A recent BCG study shows that companies with a diverse leadership have 19% higher revenue. This is the result of a diverse team that will inspire each other and come up with more diverse solutions to the company’s problems.

Creativity is broken loose, more innovative solutions come on the table, you get a competitive advantage and the employees are engaged and motivated to do their job knowing that their actions are acknowledged and they have a fair chance of advancement. As a result you get a positive reputation which enhances your talent pool.

–for those curious minds a talent pool is a database where hr managers keep all their top job candidates.–

The only offset is that it takes time and engagement to change the way things have been working out so far, and naturally the beginning might be rocky, so keep at it if you want to see results.


Future predictions

We are facing a accelerating globalisation and advancement in technology and access to education. Therefore the future of the talent pool is expected to grow in the future, in fact, according to The Organisation for Economic Co-operation and Development (OECD)

“the number of young people aged 25-34 with a tertiary qualification increased by nearly 45% between 2005 and 2013 in OECD and G20 countries and is expected to keep increasing in the coming decade”.

Though migration may make a difference in where the future workforce will come from, the OECD predicts that the individuals with a higher education in the working age population from the EU countries is likely to increase from 26% in 2015 to 34% .”

By 2030 more than 60% of science, technology, engineering and mathematics(STEM) educated young people will come from non OECD countries mainly India and China.

Björgvin Gudjónsson

Meet the team: Björgvin Gudjónsson

Meet the team: Björgvin Gudjónsson 1200 628 HR-ON

Meet HR-ON’s awesome Creative Director, Björgvin Gudjónsson! He hails from the mighty country of Iceland, and joined the HR-ON team in January 2018. With over a year under his belt at HR-ON, and 15+ years of industry experience, Björgvin shares his thoughts on life at HR-ON and gives us an inside look at what it’s like inside the mind of an creative professional.

What do you enjoy most about your job?

The diversity and innovation in the different projects that I work on. Getting the freedom to explore my creativity and try new and exciting things, and of course having good colleagues.

How would you describe your job to a child?

I work with design and use my creativity to make things like advertisements, apps and computer programs. I draw and design all kinds of things on my computer and then they either get printed or my colleagues program my design so they function correctly and then they become apps and programs that people can use.

If given a chance, who would you like to be for a day?

Either Ole Gunnar Solskjaer so I could manage my favourite football team, or Stefan Sagmeister and then I would have the freedom to explore my creativity with some exciting clients and have the total freedom to do what I want.

Björgvin Gudjónsson with Darth Vader in his right hand and lazer in his left hand

What are the top 5 most-used apps on your phone? 

Facebook, LinkedIn, Slack, Instagram, Pokemon Go.

What do you do for fun in your free time?

I spend time with my family, watch football,play football, see my sons play football and if have the time, do some designs not related to work.

What is your favorite food?

Saltkjöt og baunir, which is salted lamb meat with yellow beans soup.
Icelandic tradition!

What does success mean to you?

Being happy doing what you do in life and work.

What is on your bucket list?

Going to a football match with my father and watching Manchester United vs Arsenal. Traveling to Japan and explore their culture and design first hand.

If you could learn to do anything, what would that be?

Play the guitar because I love music and it’s always handy to know how to play guitar at a party.

If you could be any fictional character, who would you be?

Ford Prefect, an experienced galactic hitch-hiker and an alien journalist, a field researcher for the Guide itself (The Hitchhiker’s Guide to the Galaxy)


If you enjoyed learning more about Björgvin, follow HR-ON below on our social channels as we feature a new team member each month and share lots of great information about working in HR tech.

Gazelle price logo of 2018

HR-ON awarded the Gazelle prize

HR-ON awarded the Gazelle prize 1200 628 HR-ON

HR-ON is proud to announce that we have been awarded the coveted Gazelle Prize. The prize is awarded by the major financial newspaper in Denmark, Børsen, to companies who have at a minimum doubled their revenue or gross profit over the past four fiscal years.


“It is the result of good teamwork. I am proud of the team we have gathered and our growth is due to their great efforts, along with the fact that our customers are good at recommending our product to others, ” says CEO, Ali Cevik.


At HR-ON we feel proud that we are able to help make recruitment easier for our clients and allow them to achieve the hiring results they are looking for.

Our goal has always been to have the needs of our customers at the forefront and to provide them with the best support that we can.

It is exciting to see our efforts rewarded in such a way and we express our sincere gratitude and thanks to all of our clients for their support!


Kasper Kajgaard, Ali cevik og Lennard sorensen holding the gazelle price
The Gazelle price 2018 won by HR-ON

*The prize has been awarded to the company under our Danish brand name, HR-Skyen.

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.

Different people with different

An HR-ON perspective on a diverse workplace

An HR-ON perspective on a diverse workplace 1200 628 HR-ON

Having a diverse workplace, as in our company HR-ON, can be an immense advantage, not only from a personal point of view, but above all business-wise.

In this article, we will list the positive changes that we have experienced by having colleagues from different cultures and with disparate backgrounds.

  1. A continuous flow of great ideas
    As you can imagine, in a diverse workplace, engaging in personal and professional experiences together can be like a volcanic eruption of brilliant ideas. Most of the new features of our e-recruitment system were born in this way!
  2. A considerable ability to adapt
    Many of our co-workers come from other countries than Denmark, and this means that they have had to adapt to life in another country, sometimes completely different from their own and therefore, adapting to a new and diverse workplace won’t be a problem at all. Actually, they will definitely spice up your working day!
  3. An improvement in your company culture
    Nowadays, it’s all about employer branding. You will have a powerful recruitment tool by setting up a diverse and talented team.
  4. An enhancement to applicant variety
    If a future applicant checks your company page and sees that the company is diverse, they will feel more encouraged to apply. This has even been the case with some of our colleagues.
  5. A wider range of abilities
    Every culture has many peculiar characteristics that can be translated to professional skills, but also personal abilities to use as an advantage for your company. Some of us are more structured and analytical and others are more “free-thinkers” but we managed to find the right balance and to learn a lot from each other.
  6. Many new perspectives
    Do you have a problem you just can’t seem to find the solution to? A different perspective is what you need! Ask your co-workers and you might find a solution.
  7. An exciting boost to your productivity
    When the employees are in a good environment, their productivity and commitment to the company increase considerably. Our developers couldn’t agree more!
  8. More challenges to face
    Working with similar people might seem more comfortable and easy, while a multicultural and diverse environment might seem more challenging, however, in the long run it will be more rewarding and exciting to work in such an environment.



Image of Hr-on employee

Birthe, Customers Support & Communication:

We are about 18 people at our office, and we represent eight different countries. I like the variety of the languages and cultures, partly because it’s nice to be able to practice my language skills. And partly because it gives a nice vibe to the office when we’re not all from the same country with the same traditions. We hear about other traditions and cultures – and we taste different food!

Björgvin Gudjónsson

Bjorgvin, Brand Manager:

The benefit of working in a diverse workplace is that you get to know a lot of fantastic people, with useful and inspiring personal and professional trades that you can learn a lot from. It’s all about working together, finding our strengths and weaknesses and to develop as professionals in the most optimal way – “taking the best of both worlds”

Image of Hr-on employee

Yelizaveta, Marketing and Sales Coordinator

For me it’s an everlasting source of learning from each other, which allows to solve issues in a faster and more effective way. Diversity keeps changing and improving crucial things around in a better way.

Banner image

HR-ON helps a danish company to succeed in China

HR-ON helps a danish company to succeed in China 1200 628 HR-ON

For the Danish company ‘Efficient Recruitment’ from Silkeborg, the route to success starts with using the best tools available on the market. That’s why they’ve been using HR-ON since day one.

The Chinese market is huge. There are distances of many thousands of kilometers, and there are more than a billion people. But this does not discourage Michael Folman, the owner of ‘Efficient Recruitment’. If you use the right tools, it doesn’t matter whether you are in Denmark or Singapore; the process is the same, he says. ‘Efficient Recruitment’ managed to achieve five years of continuous success in China, as well as in other Asian countries. This success if partly thanks to HR-ON.

“We are successful because we use the best tools available. Without them, we would not be able to find candidates and handle them efficiently and correctly, and we would not be able to keep our customers informed,” he affirms.

Intuitive and easy to use

For ‘Efficient Recruitment’, it is important that a tool like HR-ON is accessible and does not suffer from long periods of technical failure, like some other software tools. Moreover, it’s important to have a logical structure and it must be easy to use regardless of language and culture. Otherwise, candidates will not spend time uploading their CVs.

“It should not just be easy for us, but also for the candidates,” Michael Folmann emphasizes. According to this agency owner, HR-ON delivers on these demands.

It’s intuitive, it’s easy to get to grips with and it’s easy to use in general, he explains and continues:

“It’s about controlling the data and processes. And it’s also about honesty. You have to say what you are doing and you must have transparent processes. Both customers and candidates need to know what you are doing with their data.”

“When experienced recruiters from other agencies see how we handle candidates and recruitment processes, they say without exception: “If I had had this before, I could have been much more effective in my work.”

No need for physical offices

As part of the Asian expansion, ‘Efficient Recruitment’ opened an office in China, but it has subsequently chosen to close it again. The philosophy of using cloud-based technologies like HR-ON simply overrides the need for a physical office, which may still be a flight away from customers across the country.

We always have the entire database and all our processes with us. As long as there is internet access, we are fully equipped. It doesn’t matter to our clients where we are, they know we are always available, says Michael Folmann. He does not regard China’s distance as anything else than an manageable 12-hour flight, which he will do if and when the customers need a physical meeting.

The last time I was in China, I was there for 11 hours. I landed at 6.50 am, switched to business mode, had three meetings and flew home again at 17.50 later that day.

A truly international organisation

Michael’s firm, ‘Efficient Recruitment’, is based in Silkeborg, and with the help of tools like HR-ON, the 14 employees of the company can serve customers worldwide. Although Michael describes his business as an ordinary recruitment company, in fact his employees cover no less than seven different native languages. Therefore I could argue that this makes ‘Efficient Recruitment’ a truly international organisation. It’s focus is mainly on the so-called “white collar” recruitment, meaning primarily office workers. They find the right employees for their client’s open positions. It is successful not only for Danish and Western companies with links to Asia, but also for Chinese companies that recruit Chinese nationals.

Even though the company has subsequently closed its office in China, if their success continues they may well offer satellite offices in several places in Asia in the coming years.

“We have now been working in Asia for five years with great, uninterrupted success. If this continues, we will also have several offices out there, although in principle it’s really redundant. These days we all meet in the digital office, concludes Michael Folmann.

“We can work anywhere and everywhere. We have the entire database with us always. As long as we have access to the internet, then we are fully equipped. And we are always available. It’s easy to get to grips with and it’s easy to use – not only for us, but also for the candidates.”

Michael Folmann, CEO / Headhunter, Efficient Recruitment,

Fill out the information and we will contact you as soon as possible.


Lad os ringe dig op og aftale en uforpligtende demonstration.

HR-ON Logo

HR-ON er en cloudbaseret programpakke, der gør jeres HR-arbejde lettere, sjovere og ikke mindst meget mere effektivt. Kort fortalt får I styr på hvem, der skal gøre hvad og hvornår. Samtidig har I overblik over, at det rent faktisk også bliver gjort.

Børsens Gazelle pris 2018
Charter mangfoldighed

Østre Stationsvej 27, 3   //  DK-5000 Odense C   //  +45 71 99 07 27   // //  CVR: 34474540