With 70 newly hired employees in just one year, Ditur is a rapidly growing company. And there are clear ambitions to employ many more shortly. Until now, the newly created HR department has managed the tasks manually. But that has now changed.
With the prospect of hiring even more employees in the next few years, Ditur has chosen to collaborate with HR-ON, as they gain access to both a recruitment and HR system, which helps them automate parts of their work.
"We went with HR-ON because we saw a good match in how HR-ON and Ditur work. HR-ON's methods and way of going about things fit very well into our DNA," says Simone Garbenfeldt, HR Business Partner in Ditur.
Easier to take GDPR into account
For Simone Garbenfeldt, HR-ON Recruit has helped make the recruitment process less manual and, thus, more manageable. Where she used to handle applications by email and then had to distribute them to the relevant managers, she now has a system with several advantages.
"It is somewhat easier to communicate with the manager who is connected because we have joint access to the system - instead of it being in my mailbox, and then I have to send it to them. Now they can access it themselves, and we can have a correspondence inside the system," says Simone Garbenfeldt and continues:
"The big differences between how Ditur handled recruitment before versus now are noticeable on several levels. This applies both when it comes to the more practical things, such as setting up a job advertisement neatly, and essential tools that make it easier to ensure that the GDPR rules are complied with."
Data security with peace of mind
In addition to making the recruitment process significantly easier, Ditur has, through HR-ON, also been given essential tools to handle their employees' data. This is done with the help of HR-ON Staff, which the watch company uses to collect all employee data. For HR Business Partner in Ditur, Simone Garbenfeldt, this means greater security.
“In the past, I had all our employees' data in an Excel sheet, and it's not always 100 percent reliable. Human error can happen when you have it lying around like that. So for me, the use of HR-ON Staff has meant that we have security about data."
Furthermore, tasks such as reporting have become more accessible for Simone Garbenfeldt, who also welcomes features such as digitally signing and sending out surveys with the Engagement Builder. She is confident that being able to engage employees via online platforms is the next big step in HR.
"You can engage with employees, which is the future as I see it; that you can have this online universe where you can let employees in - even before they start," she says.
A good onboarding is a win-win situation
If you ask Simone Garbenfeldt what HR is for her, it is about the employees thriving and creating a connection between the company and the employees. She expects HR-ON Staff to become her right hand to strengthen this connection.
"For me, a good onboarding is one where you are present and where the employees feel that they are settling in well. It is a win-win situation both for the organization and for the employees. But another important thing we also focus on is preboarding, where HR-ON Staff will greatly help us. Sometimes it can take several months from when you have been to a job interview until you start, and I think there should be a contact so that you look forward to starting your new job," says Simone Garbenfeldt.
Implementing HR-ON Recruit and HR-ON Staff has already saved Ditur time and resources.
"HR-ON differs in that there are many solutions combined in one. This is clearly what I find appealing. You get all these different functions that you would typically have other systems on the side to fix. But you can actually collect that into one system. It is of great value to us," says Simone Garbenfeldt, HR Business Partner at Ditur.
Read more at HR-ON.
