{"id":108,"date":"2026-02-24T15:47:36","date_gmt":"2026-02-24T15:47:36","guid":{"rendered":"https:\/\/ai-rebels.uhu.nl\/?p=108"},"modified":"2026-03-26T15:25:23","modified_gmt":"2026-03-26T15:25:23","slug":"the-shift-in-candidate-behaviour-why-gen-z-no-longer-googles","status":"publish","type":"post","link":"https:\/\/ai-rebels.uhu.nl\/en\/de-verschuiving-in-kandidaatgedrag-waarom-gen-z-niet-meer-googelt\/","title":{"rendered":"The shift in candidate behaviour - Why Gen Z doesn't google anymore"},"content":{"rendered":"\n\t\t<div id=\"fws_6a05e2a654ff4\"  data-column-margin=\"default\" data-midnight=\"dark\"  class=\"wpb_row vc_row-fluid vc_row\"  style=\"padding-top: 0px; padding-bottom: 0px; \"><div class=\"row-bg-wrap\" data-bg-animation=\"none\" data-bg-animation-delay=\"\" data-bg-overlay=\"false\"><div class=\"inner-wrap row-bg-layer\" ><div class=\"row-bg viewport-desktop\"  style=\"\"><\/div><\/div><\/div><div class=\"row_col_wrap_12 col span_12 dark left\">\n\t<div  class=\"vc_col-sm-2 wpb_column column_container vc_column_container col no-extra-padding inherit_tablet inherit_phone flex_gap_desktop_10px \"  data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" >\n\t\t<div class=\"vc_column-inner\" >\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n\n\t<div  class=\"vc_col-sm-8 wpb_column column_container vc_column_container col no-extra-padding inherit_tablet inherit_phone flex_gap_desktop_10px \"  data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" >\n\t\t<div class=\"vc_column-inner\" >\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t\n<div class=\"wpb_text_column wpb_content_element \" >\n\t<h2>Een nieuwe reflex<\/h2>\n<p>Stel je voor: een 24-jarige software developer zoekt een nieuwe baan. Vroeger opende ze Google, typte &#8220;beste tech werkgevers Amsterdam&#8221;, en klikte door tien blauwe links. Reviews scannen, carri\u00e8repagina&#8217;s vergelijken, Glassdoor checken. Een uur later had ze misschien drie interessante opties.<\/p>\n<p>Nu opent ze Claude, Perplexity of ChatGPT en vraagt:\u00a0<em>&#8220;Welk techbedrijf in Amsterdam past bij mij als ik waarde hecht aan remote werk, een sterke engineeringcultuur en groei?&#8221;<\/em><\/p>\n<p>Binnen seconden krijgt ze een persoonlijk antwoord. Geen tien links om door te spitten, maar een direct advies.<\/p>\n<h3>Van zoeken naar vragen<\/h3>\n<p>De traditionele candidate journey zag er zo uit:<\/p>\n<ol>\n<li>Google \u2192 &#8220;beste werkgevers [sector]&#8221;<\/li>\n<li>Lijstjes doorklikken<\/li>\n<li>Glassdoor reviews lezen<\/li>\n<li>Carri\u00e8repagina bezoeken<\/li>\n<\/ol>\n<p>De nieuwe, AI-gestuurde journey:<\/p>\n<ol>\n<li>LLM vragen \u2192 &#8220;Welk bedrijf past bij mij als [profiel]?&#8221;<\/li>\n<li>Direct antwoord met aanbevelingen<\/li>\n<li>Doorvragen voor meer context<\/li>\n<li><em>Misschien<\/em>\u00a0nog een website bezoeken<\/li>\n<\/ol>\n<p>Het verschil?\u00a0<strong>Zero-click ori\u00ebntatie.<\/strong>\u00a0Kandidaten hoeven niet meer door te klikken. Ze krijgen het antwoord direct.<\/p>\n<h3>De cijfers<\/h3>\n<p>LinkedIn&#8217;s <a href=\"https:\/\/business.linkedin.com\/hire\/global-talent-trends\">Global Talent Trends rapport (2024<\/a>) toont de verschuiving:<\/p>\n<ul>\n<li><strong>38% van werkzoekenden onder 30<\/strong>\u00a0gebruikt LLM&#8217;s zoals ChatGPT, Perplexity of Claude om werkgevers te onderzoeken<\/li>\n<li><strong>72%<\/strong>\u00a0heeft positieve ervaringen met AI-gestuurde sollicitatieprocessen<\/li>\n<li><strong>81%<\/strong>\u00a0waardeert AI-assistenten voor 24\/7 beantwoording van recruitmentvragen<\/li>\n<\/ul>\n<p>En dit is pas het begin. Gen Z (nu de snelst groeiende groep op de arbeidsmarkt) beschouwt AI-assistenten als hun primaire onderzoekstool. Niet als aanvulling, maar als startpunt.<\/p>\n<h3>Waarom kandidaten LLM&#8217;s vertrouwen<\/h3>\n<p>Josh Bersin, HR-analist en thought leader, vat het kernprobleem samen:<\/p>\n<blockquote><p>\n<em>&#8220;Candidates compare stories, not websites.&#8221;<\/em>\n<\/p><\/blockquote>\n<p>Kandidaten ervaren antwoorden van LLM&#8217;s als objectiever dan bedrijfsmarketing. Ze weten dat jouw carri\u00e8repagina door marketing is geschreven. Maar een LLM? Die trekt informatie uit honderden bronnen: reviews, nieuwsartikelen, social posts, employee testimonials.<\/p>\n<p>Of dat beeld klopt, is een andere vraag. Maar de perceptie van objectiviteit is er.<\/p>\n<h3>Wat dit betekent voor werkgevers<\/h3>\n<p><strong>1. Je carri\u00e8repagina is niet langer je eerste indruk<\/strong><br \/>\nDe eerste kennismaking met jouw werkgeversmerk gebeurt steeds vaker in een LLM-antwoord, niet op je website.<\/p>\n<p><strong>2. Consistentie over bronnen wordt cruciaal<\/strong><br \/>\nLLM&#8217;s synthetiseren informatie uit meerdere bronnen. Als je LinkedIn iets anders zegt dan Glassdoor, en je website weer iets anders, krijgt de kandidaat een verward beeld.<\/p>\n<p><strong>3. &#8220;Niet genoemd&#8221; = &#8220;niet bestaand&#8221;<\/strong><br \/>\nAls een LLM jouw organisatie niet noemt bij de vraag &#8220;Wie zijn de beste werkgevers in [jouw sector]?&#8221;, besta je simpelweg niet voor die kandidaat.<\/p>\n<h3>Praktische stappen<\/h3>\n<p><strong>Vandaag:<\/strong>\u00a0Test zelf de candidate journey. Open ChatGPT, Claude of Perplexity en stel de vraag:\u00a0<em>&#8220;Welke bedrijven in [jouw sector] zijn goede werkgevers in Nederland?&#8221;<\/em><\/p>\n<p><strong>Deze week:<\/strong>\u00a0Documenteer de antwoorden. Word je genoemd? Klopt het beeld? Waar komt de informatie vandaan?<\/p>\n<p><strong>Deze maand:<\/strong>\u00a0Vergelijk de antwoorden met je gewenste employer brand positionering. Identificeer de gaps.<\/p>\n<h3>Volgende artikel<\/h3>\n<p>In het volgende artikel duiken we in <a href=\"https:\/\/ai-rebels.uhu.nl\/seo-vs-geo-wat-is-het-verschil\/\">het concrete verschil tussen SEO en GEO \u2014 en waarom je Google-strategie niet automatisch werkt voor LLM&#8217;s<\/a>.<\/p>\n<hr \/>\n<p><em>Dit artikel is onderdeel van een serie over GEO en employer branding.<\/em><\/p>\n<p><em> Bronnen: <\/em><\/p>\n<ul>\n<li><a href=\"https:\/\/business.linkedin.com\/hire\/global-talent-trends\"><em>LinkedIn, Global Talent Trends (2024).<\/em><\/a><\/li>\n<li><em>Josh Bersin Company (2024).<\/em><\/li>\n<\/ul>\n<\/div>\n\n\n\n\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n\n\t<div  class=\"vc_col-sm-2 wpb_column column_container vc_column_container col no-extra-padding inherit_tablet inherit_phone flex_gap_desktop_10px \"  data-padding-pos=\"all\" data-has-bg-color=\"false\" data-bg-color=\"\" data-bg-opacity=\"1\" data-animation=\"\" data-delay=\"0\" >\n\t\t<div class=\"vc_column-inner\" >\n\t\t\t<div class=\"wpb_wrapper\">\n\t\t\t\t\n\t\t\t<\/div> \n\t\t<\/div>\n\t<\/div> \n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"Een nieuwe reflex Stel je voor: een 24-jarige software developer zoekt een nieuwe baan. Vroeger opende ze Google, typte \"beste tech werkgevers Amsterdam\", en klikte door tien blauwe links. Reviews...","protected":false},"author":2,"featured_media":98,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[7,5,9],"tags":[],"class_list":{"0":"post-108","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-candidate-journey","8":"category-geo","9":"category-geo-basics"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>De verschuiving in kandidaatgedrag \u2014 Waarom Gen Z niet meer googelt &#8212; UHU AI Rebels<\/title>\n<meta name=\"description\" content=\"Niet genoemd&quot; betekent &quot;niet bestaand&quot; voor Gen Z. 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