News
Welcome to our new student assistant
Jeanne Bornhøft is our new student assistant at the office in Odense! She is currently studying for a bachelor’s degree in Negot and is currently writing her bachelor thesis on hustle culture and work-life balance. After the summer vacation, she will continue at SDU, where she is looking forward to trying her hand at a Cand.Negot Human Resource Management. When
Explore how digitalization strengthens business development and fosters competitive advantage!
Gert Rasmussen from LAIT invites you to a seminar on May 16th, featuring Michael Sloth from Esoft and Brian Rønnemoss from Recruit IT. The seminar will give you insight in the effects of digital transformation, strategic AI implementation, and the dynamics of building the optimal team. After the presentations, there will be a networking session, providing an opportunity for you
Merry Christmas and Happy New Year
At Recruit IT, we hope you all had a wonderful Christmas and are ready to leap into the new year with us! 🎉 2023 has been an eventful year in many ways. At Recruit IT, we managed to maintain the level of recruitment and headhunting tasks in 2023 at the same level as in 2022. Additionally, in 2023, we were
AI, is the future already the present?
Earlier this month, our colleague Brian Rønnemoss attended an interesting lecture organized by Henley Denmark Alumni (West), where Prof. Kaj Grønbæk, among others, talked about artificial intelligence (AI) and its many possibilities. It was mentioned there that the integration of AI in companies should be seen as part of an overall strategy rather than an isolated initiative. When AI is
What do candidates prioritize most in a job?
At Recruit IT, we focus strongly on how the dynamics of the labor market shift and what conditions candidates prioritize when seeking a new position. In this context, LinkedIn has also conducted a global analysis of workers’ attitudes and priorities when changing jobs. Our own observations closely correlate with LinkedIn’s findings: Top 5 most valuable elements for current candidates: Salary
AI og Recruitment, part 1 of 3: Do You Dare to Be Assessed by a Robot?
One of our bright headhunters has been looking a bit closer on Artificial Intelligence (AI) and what significance it could have for the recruitment industry. We all know that AI is around the corner, but we don’t know what significance this will have for the recruitment industry. Therefore, I will focus on several articles to gain insight in this
AI and Recruitment Part 2 of 3: Ethics Thank You! Do Robots see Candidates as Humans?
The continuation of the artificial intelligence (AI) and recruitment blogpost by one of our headhunters. As mentioned in the last article, the robots use the information that is online to estimate the qualities in a candidate to the best extent possible. However, whether the algorithms used are fair, transparent, and precise has not been investigated sufficiently, which brings ethical and
AI and Recruitment part 3 of 3: How Should We Relate to AI ‘s Future in the Recruitment Industry?
This is the last part about artificial intelligence (AI) and the recruitment industry written by one of our headhunters. Whether the scenario with Job Robot – from the previous article – is a realistic scenario in the nearest future is widely discussed amongst tech skeptics and optimists; however, it is hard to deny that the development does in fact contains
What you should be aware of this when making a video application
The video application/CV has become very popular, and for a good reason. It can be an effective way to capture the recipient’s interest, but it is not always a good idea. Why not? It requires a lot of charisma and energy with a video (we’re talking from experience). It’s not very inspiring to watch a video with a vibe of
Think about your headline on LinkedIn – that’s your first impression
We have gradually given this advice many times: do not write “searching for a job” or “looking for a job in…” or “open to new opportunities” as a headline on your LinkedIn profile. We also don’t recommend that you only write your educational title. Why? Headhunters and HR consultants usually search for specific titles, keywords, or competences you possess. Therefore,