of the data-flow

By April 15, 2018News Archive

The HR universe is rapidly heading towards a more digitalized universe than we have ever seen before. It has become necessary to include and gather internal departments working with employee data, such as:

  • salary
  • It
  • economy

The different departments usually work with their own digitalized solutions, which are separated, in which manual typing will result in errors and wasted time. If there is no direct integration between the digital solutions, it will typically result in data to be lost and administering access levels will be difficult. This can be systems such as:

  • salary systems
  • recruitment systems
  • time registration systems
  • ERP systems

More common demands across the company: 

The integrations named above can only be used by changing one’s processes, which has to be done because of the demands to digitalising data in regards to GDPR. This is the reason why departments must work closer together to locate the best digital solutions for internal use. When HR, wages, IT and economy are in the same room and must figure out the company’s needs, the conversation usually involves “data flows”:

  • What happens when a new employee starts?
  • How do we ensure data is deleted when employees stop?
  • Who is involved in the process?
  • Which digital solution will be for master data?
  • Which solutions should be able to communicate in the form of integrations?
  • How are the user roles appointed employees?

It may sound like nothing, but many corporations are asking themselves these questions right now and it has become an important subject – a challenge across departments.



”When we visit our customers in the start-up phase, we experience a wish of involvement from more than one supplier. This is the reason why we communicate with HR, IT and Wage at the same time. This is done to ensure engagement as well as receiving commitment from more parts of the organisation than purely HR.”

Julie Maja Nielsen, Chief Commercial Officer i HR Manager Talent Solutions



The more support a company has in regards to purchasing a recruitment system or ONE HR platform, containing the entire process from candidate information to the employee’s master data, the more chance there is for a successful implementation.

Automation will contribute to an increased business value:

One of the major question to ask yourself is: “How do we ensure the data flow is automated?”

Even though it’s an opportunity, the automation is most often not used sufficiently.

Automation contributes for e.g.:

  • A more secure compliance process
  • To ensure the demands in regards to transparency are met
  • “Clean up” of the many internal digital solutions
  • Time-saving instead of manual entering of data
  • To gather more data in ONE integrated solution

In our implementation phase, we will be having a thorough dialogue with our customers, in regards to optimizing the data-flow in their company. Everything from a leader’s requisition process to an employee changing master data, which means you will save time and improve your business value.

Best of breed solutions:

Larger corporations have in many years demanded a full suite solution, but the most often case is that it becomes to complex and advanced for e.g. managers and employees. This is why we experience an increased demand for best of breed solutions, which means you locate the best solution for covering needs within the different business areas – as well as automating the data flow between the solutions. The systems, that all are excellent within their business area, will rarely meet all needs for all parts of the corporations; e.g. a well ERP solution or wage system will probably not be suitable for HR.

As a supplier of HR and recruitment systems, it is very important to us to be specialists within HR, where we offer a best of breed solution for our customers.

This is an illustration which shows how we automate the data flow from our recruitment system ”Talent Recruiter”, through the onboarding process with ”Talent Onboarding” to the daily HR administration and employee development in our system ”Talent Manager”.

Our systems can be chosen seperately as well as divided, but they can also b echosen in ONE HR platform where integrations can be done we e.g. wage, time registration, single sign on systems.:

Close partnerships:

We have a great deal of cooperation partners, whom we are already working closely with, and it is therefore very important to ensure a well automated data flow for the customers. It also means a lot to us that our cooperation partners show a willingness to locate the right solutions for our shared customers.

An automation of the data flow can demand integrations, which can cause problems, especially if it’s the first time. This is something that can be associated to an expensive and unsuccessful experience. But today it is luckily a lot easier to develop integrations since the technology is improving – and more and more are outsourcing integrations and the maintenance of these. Our open API is being used by a lot of our customers, and several partners, such as:

  • test suppliers
  • wage suppliers
  • workforce management
  • time management
  • background checks
  • compensation and benefits
  • digital signature

But integrations can be many things, meaning we need to interview our customers in regards to their specific needs, so we can advise them to use an automated data flow.



“When a candidate applies for a position, they enter their own data and gives consent for storage. This data can be reused through the entire process from first interview to resignation. This is an example of an automated process”

Julie Maja Nielsen, Chief Commercial Officer i HR Manager Talent Solutions


Since we have visited and implemented more than 800 companies, we would like to share our experiences with you as well as contributing to your digitalizing process. You have the opportunity to book a non-committal meeting with us on +4572 44 06 44 or here: