The glass candidate maintains his online reputation Federal Government planning restrictions for Internet searches on job seekers Berlin/Dusseldorf, November 26, 2010 thats the glass applicants he now. In the search for new employees, half (49%) of all companies on the Internet about his candidate informs. It has a representative survey of the high-tech Association BITKOM 1.504 business leaders and recruiters. The Internet has become an important additional source of information for companies, to make a picture about a potential employees”, said BITKOM President August-Wilhelm Scheer. “His advice: candidates should ensure that on the Internet beneficial information, comments or photos about it can be found.” According to the survey results, the companies use especially Internet search engines to gain additional information about candidates: 45 per cent of all companies use to Google, Bing, or special Personensuchmaschinen. One-fifth (21 Percent) researched in online social networks, that have a professional focus, such as XING or LinkedIn. 17 percent also take a look at online social networks with private character, such as Facebook or StudiVZ. Nevertheless, industry experts warn to focus the assessment or even the search for suitable candidates exclusively on the World Wide Web.
Of course, Socia media brings a certain change in the recruitment. But at the end, the personal interview, the experience of human resources managers in the company or the headhunters on success or failure of a recruitment procedure but often decides”, so the conviction of Udo Nadolski, Managing Director of the consulting firm specialized in technical recruitment and outsourcing services Harvey Nash in Dusseldorf. To check the qualifications specified in online profiles, undoubtedly belong to the easier exercises. The activity index and posts in forums and groups facilitate the assessment of the candidates in addition”so Nadolski. And he also knows: who not his career goal according to customize its online presence in various networks, could be sorted out quickly when applying. Internet searches is always the danger that the personal contradictions in the CV, find unflattering photos or malicious statements for applicants.
Everyone should know what is available about him on the Internet and he should make this picture if necessary actively themselves,”BITKOM Chief Scheer recommends. Therefore should it be its own online presence not only aware, but they also maintain and make, for example, through expert posts in blogs or forums, or the removal of unfavorable photo shoots. Legally, there are no restrictions for Internet searches about candidates so far. However, the Federal Government has brought a law on the way which regulates in detail the privacy of employees and job seekers. In the future should the research about applicants only with search engines, as well as in online social networks with clear professional Character must be allowed. “However: the search in private online networks through HR management is hard to check, especially as the professional or private character of many networks do not clearly differentiate can in practice”, Scheer says. Nevertheless, the law in the future clearly purports that research on the Internet in a private setting have to be avoided. The new data protection act for employees must pass through even the Bundestag and is to come into force in the coming year. Plain text ONLINE on the Hamdan 27 53127 Bonn E-Mail: