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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 https://i0.wp.com/hr-on.com/wp-content/uploads/2017/09/temadag.jpg?fit=1200%2C800&ssl=1 1200 800 HR-ON HR-ON https://i0.wp.com/hr-on.com/wp-content/uploads/2017/09/temadag.jpg?fit=1200%2C800&ssl=1 December 4, 2019 January 6, 2020

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 on: Værdibaseret rekruttering

HR-ON gets a robot to do the hard work at Copenhagen HR fair

HR-ON gets a robot to do the hard work at Copenhagen HR fair https://i0.wp.com/hr-on.com/wp-content/uploads/2017/10/yTRS9ob30U1bTqoKkTkx_kaffe.jpg?fit=788%2C438&ssl=1 788 438 HR-ON HR-ON https://i0.wp.com/hr-on.com/wp-content/uploads/2017/10/yTRS9ob30U1bTqoKkTkx_kaffe.jpg?fit=788%2C438&ssl=1 December 4, 2019 December 6, 2019

This robot, named UR3, is able to type on a computer as well as make coffee – could he be your future colleague? HR-ON puts focus on automation and artificial intelligence at the HR fair in Copenhagen.

With the developments being made in machine learning and artificial intelligence, companies will soon have much stronger candidates to choose from. HR-ONs stand at Copenhagen’s HR fair, gave visitors a surprising look into the future, where UR3 the robot is looking for a job.

“Of course, when we work with artificial intelligence and robots, they are not physical robots, but the principle is the same. It is about automating as much of the process as possible, everything which doesn’t require human input,” HR-ON Director, Ali Cevik, says.

At HR-ON’s stand, guests could watch as UR3 typed into the computer and stated the reasons why he is an eligible candidate.

“Some fear that robots will create unemployment, but actually the use of robots can create jobs. AI will make production more effective and make companies more profitable. This creates a wealthier community, which creates new jobs,” UR3 writes in his application.

With artificial intelligence, HR-ON expects that in the near future it will be possible for a system to identify certains candidates which should be of particular interest to the hiring company.

“The beauty of artificial intelligence is that it can quickly and accurately bring an unmanageable amount of applications down to an orderly pile. This way, companies save time, while also ensuring that they don’t delete any good candidates during the sorting stage,” Ali Cevik explains.

One reason why HR-ON is focusing on AI is that the company has thousands of job vacancies and hundreds of thousands of applications. This vast amount of data makes it possible to do very precise ‘machine learning’ of the user behaviour which leads from reading the initial job post to successful hiring.

There will always be a need for human input

Although artificial intelligence will be able to find the best candidates to be interviewed, Ali Cevik does not anticipate that the whole recruitment process will be automated. Artificial intelligence can sort through a large number of applications, allowing the hiring committee to concentrate on a manageable pile of ‘good’ candidates. But the very last stage of sorting must be done by people.

“Artificial intelligence will never be able to tell you who to hire,” Ali Cevik says.

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

HR-ON’s robot attracted a crowd at Copenhagen’s HR fair https://i2.wp.com/hr-on.com/wp-content/uploads/2018/01/hr-skyen-messe.jpg?fit=1200%2C804&ssl=1 1200 804 HR-ON HR-ON https://i2.wp.com/hr-on.com/wp-content/uploads/2018/01/hr-skyen-messe.jpg?fit=1200%2C804&ssl=1 December 2, 2019 December 6, 2019

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.

HR-ONs praktikanter og studentermedhjælpere efteråret 2019

HR-ON Signs Professional Agreement with Technology Denmark

HR-ON Signs Professional Agreement with Technology Denmark https://i0.wp.com/hr-on.com/wp-content/uploads/2019/11/72656914_1450268465125389_5317061644344360960_o.jpg?fit=1280%2C866&ssl=1 1280 866 HR-ON HR-ON https://i0.wp.com/hr-on.com/wp-content/uploads/2019/11/72656914_1450268465125389_5317061644344360960_o.jpg?fit=1280%2C866&ssl=1 November 22, 2019 January 5, 2020

The professional agreement, signed by HR-ON in conjunction with Technology Denmark, has for a year now increased the company’s focus on IT-specialists. This is especially noticeable in the IT-company’s staff as HR-ON now hires more students.

HR-ON is making great efforts to contribute to improving the conditions and professional opportunities for future IT-specialists. This is the main goal of the professional agreement that HR-ON signed with Technology Denmark last year. An agreement which HR-ON continues to support, confirms Ali E. Cevik, CEO of HR-ON.

Ali E. Cevik underskiver virksomhedspagten i 2018.

Ali E. Cevik, CEO of HR-ON, signed the company pact last year with Mayor, Peter Rahbæk Juel, acting as a formal witness.

Why the need for a formal agreement?

“You may be asking why we need a formal “professional agreement”, why we couldn’t just give the students and others the opportunity of an internship or a job without a specific agreement. But I think Mayor Peter Rahbæk Juel made a very good point in his speech introducing the contract, a year ago,” Ali E. Cevik says.

Ali E. Cevik is referring to the mayor of Odense’s pertinent and humorous speech, in which he made his point by encouraging us to think back to one of Denmark’s most-remembered kings; Canute the Holy (or in Danish ‘Knud den Hellige’). He argues that if this king had signed an agreement with the Jutes back in 1085, he could have conquered England with their help, instead of being murdered by them.

The morale here is that tech and robot companies on the Danish island of Funen must take a common responsibility and sign an agreement, where they each contribute to the development of the future’s talent pool, especially by creating new jobs.

“And that is actually what we have done, which we are very happy about,” Ali E. Cevik says.

Breath of Fresh Air

The main goal outlined in this professional agreement is for the participating companies to create more internships and student jobs. Also to hire more international employees.

Currently, there are 17 interns and student workers at HR-ON. The students are an important asset for HR-ON, Ali E. Cevik says.

“We have gotten a lot of good energy, new knowledge and new angles on the solutions to a variety of tasks. Our interns and student workers have evolved, gained practical insight and work experience, which makes them better equipped for a future career, most often – but not exclusively – with us,” Ali E. Cevik says.

You can read more about the professional agreement on Technology Denmark’s website here and here.

From Shepherd to Gazelle Hunter – An Unusual Journey to Success

From Shepherd to Gazelle Hunter – An Unusual Journey to Success https://i0.wp.com/hr-on.com/wp-content/uploads/2019/11/A_Ali_01.jpg?fit=1200%2C731&ssl=1 1200 731 HR-ON HR-ON https://i0.wp.com/hr-on.com/wp-content/uploads/2019/11/A_Ali_01.jpg?fit=1200%2C731&ssl=1 November 20, 2019 January 15, 2020

One entrepreneur in Odense has had a longer journey to success than most

Today Ali E. Cevik, founder of the Danish IT company HR-ON, will be presented with a coveted business award in Odense. The story behind this successful entrepreneur is rather unusual and very interesting.

When Ali E. Cevik first arrived in the Pjentedamsgade area of Odense, he was a shepherd. Today, 42 years later, he is an academic and the founder of a growing, Danish software company, currently with 37 employees.

And it is in his position as founder of the company HR-ON, that he is to be awarded the ‘Børsen Gazelle’ award for the second time in the Odeon cultural center in Odense.

“My story shows how far people can go, if they are not held back by barriers”, says Ali E. Cevik.

The house on Pjentedamsgade

The area around Pjentedamsgade in Odense was far from fashionable in 1974, when the car with Ali E. Cevik’s father behind the wheel pulled up in front of number 28. Here, on the second floor was Ali’s childhood home.

“This is not where the rich lived. It was a real working quarter. I remember life back then with adults sitting and drinking all day in front of the grocery store, and ladies standing on street corners”, says Ali E. Cevik.

However for Ali and his friends, life consisted of riding their bikes around town, mainly through the Pjentedamsgade area where his home was, and where today the city’s Odeon cultural centre is located.

Ali E. Cevik came to Denmark with his little brother. Coming from a rural, agricultural community, the pair quickly located the best fruit trees in the neighborhood, searching for apples to make apple pie. It also didn’t take them long to find and explore the neighbourhood’s backroads and shortcuts, and although they initially had no idea who Hans Christian Andersen was, they found their way into the author’s house, where they were shown a real gold mine for a couple of young growing boys. A cocoa machine.

1976: Ali E. Cevik photographed at Adamsgade, where the Odeon cultural centre is now located.

2019: Nearly 40 years later, Ali E. Cevik will receive a Gazelle Award on the same street where he played as a child. Behind Ali E. Cevik is the Odeon cultural centre, where the awards ceremony takes place today on 20th November.

A radio was the height of technology

At this time, Denmark was taking major steps forward in the tech revolution.

In contrast, in the village of Gopson on the Anatolian plateau, where Ali E. Cevik and his family originally lived, there were not many modern conveniences. In fact, there were none.

“My grandfather had a radio on which he could hear some news, and that was the highest technology we had”, says Ali E. Cevik.

The family’s house was built of clay and consisted of one room in which the whole family lived.

The children of the community had the task of looking after the animals. This was primarily sheep and some goats, but his family also had a buffalo with youngsters, which Ali was particularly attached to.

An unconventional entry into the labor market

Working as a shepherd was Ali’s first experience of teamwork.

“Within the group of children there was a kind of hierarchy, and being one of the youngest I was among those at the bottom. The big ones were maybe only ten years old, but they were big compared to me. So it was us little ones who were sent out to find the animals if they had wandered off”, says Ali E. Cevik.

These children did not have any toys, and before little Ali was brought to Denmark he had never seen a car up close. The children instead played with whatever they could find around them. They would fill their shoes with sand and pretend to drive around like cars and they would play with sticks.

Here Ali E. Cevik is seen surrounded by family and people from the village in a sacred place, Demirci Baba, used as a meeting place for celebrations. Here the village would dine together, play music and dance folk dances. On the tree behind them, they would tie fabric to the branches and make a wish.

Ali E. Cevik and his brother in the small village in Turkey where the two brothers grew up.

The bus ran once a week

There was no electricity and virtually no road network. A bus came to town once a week. The bus was a big event and the little boys would watch the buses coming to town.

It was therefore also a big event when Ali E. Cevik and his brother were picked up by their father to leave the village. Their father had traveled in advance to work as an unskilled worker at an iron foundry. Then their mother followed, and after that their father went back to fetch the brothers from their grandmother. In a car!

“I went from never having seen a car up close to driving all the way from the Anatolian plateau to Denmark”, says Ali E. Cevik.

Thrown in the deep end

On his second day living in Denmark, Ali was already sent to school, without being able to speak a word of Danish. However, today he appreciates being thrown in the deep end.

“I came from a village school where we were learnt the alphabet and the history of the Ottoman Empire, and not much more than that. In Denmark, however, I had to adjust quickly to a more professional style of education”, says Ali E. Cevik.

From primary school to high school, and on to university. Ali E. Cevik graduated with the ‘cand.phil.’ title, specialised in Russian and Social Economy studies. And with that, one part of his journey to success was complete – the journey from shepherd on the Anatolian plateau to academic in Denmark. He could then begin the second stage – the journey that culminates in part with the award ceremony held today in the same place that he, as a child, cycled in search of apples.

“My dad broke the social legacy and moved out of our village. If my parents had not moved at that time, I might still be living in that village. I would probably have a television, because they now have those in the village, but it would be very far from the life I live today”, Ali E. Cevik ends.

Kundernes oplevelse af LinkedIn-seminaret

HR-ON’s LinkedIn Seminar was a Great Success

HR-ON’s LinkedIn Seminar was a Great Success https://i1.wp.com/hr-on.com/wp-content/uploads/2019/11/LiArticle01.jpg?fit=1200%2C628&ssl=1 1200 628 HR-ON HR-ON https://i1.wp.com/hr-on.com/wp-content/uploads/2019/11/LiArticle01.jpg?fit=1200%2C628&ssl=1 November 6, 2019 December 9, 2019

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.

Rasmus Festersen til HR-ONs LinkedIN seminar

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!

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 https://i0.wp.com/hr-on.com/wp-content/uploads/2019/10/LiArticle02.jpg?fit=1200%2C628&ssl=1 1200 628 HR-ON HR-ON https://i0.wp.com/hr-on.com/wp-content/uploads/2019/10/LiArticle02.jpg?fit=1200%2C628&ssl=1 November 6, 2019 January 15, 2020

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.

HR-ON’s New Creative Department

HR-ON’s New Creative Department https://i1.wp.com/hr-on.com/wp-content/uploads/2018/04/PrettyBoys.png?fit=1808%2C946&ssl=1 1808 946 HR-ON HR-ON https://i1.wp.com/hr-on.com/wp-content/uploads/2018/04/PrettyBoys.png?fit=1808%2C946&ssl=1 November 4, 2019 January 2, 2020

Two experienced agency professionals will help HR-ON’s clients attract the best employees.

The success of companies depends on the ability to attract the right employees. It is no longer enough to simply make a good job advert and then wait for talented people to knock on your door. Therefore, HR-ON now opens a creative department specialized in employer branding and targeted talent recruitment.

Taking recruitment to a new level

At the forefront of this new team are two impressive individuals from the creative industry; Marketing Manager, Stefffen M Kjærulff and Brand Manager, Blörgvin Gudjonsson. They will help HR-ON’s clients to take their recruitment to a new level. The process from job vacancy to recruitment is already taken care of by HR-ON’s system. And now HR-ON’s creative team can also ensure that its customers’ communication with future employees is effective.

“Our strength lies in our insight into HR and recruitment. In those aspects, we are three steps ahead of other agencies, plus we also have a close collaboration with LinkedIn. Through our recruitment platform, we have a direct contact with LinkedIn, which I have not experienced with any other agency,” Steffen M. Kjærulff says.

The creative department helps to develop a practical strategy to make the company more attractive to future employees. It ensures that, for example, the company’s LinkedIn career page sends the right signals. The company’s visual identity, use of images and text are also analyzed for possible improvements. The department also helps the company get control of guidelines and manuals, as well as finding the right employees to update social media and instruct them on how to do it effectively. A company’s best ambassadors are dedicated employees who are passionate about what they do and who write about.

“We need to help companies create an environment where you can’t wait to get started with today’s tasks. It creates fiery souls. It should be enjoyable,” Björgvin Gudjonsson says.

A new era for HR-ON as a company

The opening of the new department marks a shift for HR-ON, which goes from being an up-and-coming IT company to becoming part of the creative industry. This is quite a natural shift, says the Marketing Manager.

“We are a team that you hire, and it is atypical for an IT company, but it is an extra service that makes sense in relation to what we do for our customers. Because we are an in-house agency, we are also very competitive in relation to external agencies,” Steffen M. Kjærulff explains.

An important part of working with employer branding is to identify the employees who can help the company get a dynamic life on social media. Also to lay out a plan for which media the company should focus on. LinkedIn is obvious to most, but whether the company should be on Facebook, Twitter or Instagram is a strategic choice that we will help the company make.

“We analyze the company’s core applicants. Where are they and how do we get them talking? We make sure there is a link between these people and the company, so they come to the right places. In other contexts it is called the digital customer journey, but the principles are the same. Here we make sure that the right talents get safely through the journey, so that the companies can recruit the best possible people,” Steffen M Kjærulff says.

HR-Skyen changes its name to HR-ON

HR-Skyen changes its name to HR-ON https://i2.wp.com/hr-on.com/wp-content/uploads/2019/03/NameLogoChange.png?fit=1200%2C628&ssl=1 1200 628 HR-ON HR-ON https://i2.wp.com/hr-on.com/wp-content/uploads/2019/03/NameLogoChange.png?fit=1200%2C628&ssl=1 March 29, 2019 January 21, 2020

HR-Skyen has established itself in Denmark as a provider of a cloud-based recruitment system, but time is running out for the old name. The company is on the verge of a global expansion, and there are several products on the way to be marketed under a common brand name along with the recruitment system. HR-Skyen changes its name and becomes HR-ON.

– It is a problem that many companies experience. The company and its first product have the same name, but suddenly we have several products, and neither brand nor products hang together strategically anymore. Therefore, there is a need for an umbrella that can include both our original system and our new products, says the company’s director Ali Cevik.

From now on the new name will allow us for example to market the recruitment system as HR-ON Recruit while the new HR-system will be marketed as HR-ON Staff.

Although it is sad to say goodbye to the old name, Ali Cevik is convinced that the change of name is the right decision for the company:

– The change of name from HR-Skyen to HR-ON supports our strategy of innovation and the development of more products, and it will work better internationally. Our Danish customers will certainly continue to call us HR-Skyen for a long time yet, and that’s perfectly fine.

Ali cevik, Hr-ons chef der står stolt og smilende

HR-ON’s director, Ali Cevik

We have an increasing number of international customers, and they may find it difficult to pronounce HR-Skyen, and the name does not make sense either, unless you know what the cloud means. Therefore, the company has used the HR-ON name abroad, but strategically, it is better to focus on a single brand that can work across borders.

– “With a solid brand strategy, we can gather our forces on a single brand instead of having two brands that work against each other when we now join our customers in the global market,” explains Ali Cevik.

The new logo creates a slightly dreamy mood. It combines some floating circular forms, that form a cloud and an on-button and thus takes the best of both worlds. At the same time, the logo works with the tag-line “Come full circle”, which support the strategy that HR-ON creates end-to-end solutions within HR. Solutions that automate all routine tasks from start to finish so our customers can concentrate on the tasks that require a human decision.

– The customers should feel relief when they press the on-button and safely leave their HR tasks to HR-ON. The cloud and cloud technology are a part of our DNA. Our customers must be able to work where and when it suits them, says Ali Cevik.

HR-ON’s New Visual Identity

HR-ON’s New Visual Identity https://i2.wp.com/hr-on.com/wp-content/uploads/2019/03/IdentBlogPost-1.png?fit=1200%2C628&ssl=1 1200 628 HR-ON HR-ON https://i2.wp.com/hr-on.com/wp-content/uploads/2019/03/IdentBlogPost-1.png?fit=1200%2C628&ssl=1 March 27, 2019 January 22, 2020

Come full circle with HR-ON

HR-ON’s New visual identity includes a new logo. Our designers have used a modern and dynamic typography, which is drawn and modified from the classic Helvetica font. In addition to the modern typography, there is an icon, which combines a number of circular forms into a cloud-shape with a “power on” symbol, embedded in the center of it.

The circle is a universal symbol with extensive meaning. It represents the notions of totality, for instance, wholeness, original perfection, the Self, the infinite, eternity and timelessness. These are all cyclical movements. Furthermore, clouds symbolize the element of air, which we frequently associate with higher thought, intellectual ideas, and abstract thinking.

The symbolic power of these elements is what defines HR-ON. Our customers can utilize this power. With a simple click of the ON button, their minds are put at ease, as they trust that HR-ON will help them with all their HR needs.

If you like the sound of HR-ON’s new visual identity, then check out our website to explore further.