Wesley Hendriks. Tempo Team:
“We deliberately google applicants later in the application process and also train the selection advisors not to be (negatively) influenced by the online presence of an applicant. After all, the applicant has already completed part of the selection process and there is a match to a large extent. The moment we see that an applicant is strong in networking and is aware of his personal brand, this will certainly have a positive effect. On the other hand, if we see private photos that are not really to the advantage of the candidate, the selection advisors will ask a question about this in accordance with the NVP code.
Fleur Okker. Monster board:
“I have very good experiences with applicants who use social media and Google (SEO) iran telegram data in a positive way to positively influence their application. Actually, Googling and checking social media is a simple and covert way of checking references. And those references can easily be influenced by the candidate himself. After all, he/she is responsible (in most cases) for what is found about him/her on the internet. A telephone reference with a former employer is less influenceable by the candidate in that respect, but can therefore be more honest.
I have also experienced cases where a social media check did not turn out so positively for the candidate. For example, where the CV did not match the work experience mentioned on the social media profile. This does prompt further investigation, because apparently something is wrong there. It could be a mistake, but it could also simply be that the candidate is trying to cover things up or something like that. In that case, a phone call to the candidate is advisable. This gives someone the opportunity to have their say and you can assess someone fairly.”