The world of recruitment is about to experience one of its biggest changes in recent years; Google Hire. Web-giant Google has been working on a new jobs platform for months, and there is a definite buzz about what the tool will be able to do. Currently, Google Hire has been used by tech companies like Poynt and CoreOS, but it’s still being kept under wraps from the public. So, here's what we know about the platform so far alongside how agency recruiters can make the most from Google Hire.
Google Hire is part of the company’s suite of software applications for businesses. It will help manage your recruiting process; allowing candidates to apply for jobs through Google, whilst helping you to monitor conversion rates from application to placement. Google are keeping tight lipped about the project, so it’s not clear what sort of searches it could perform on potential applicants.
Is Google Hire Good for Recruiters?
Google’s advantage in the job space is simple; data. Better data means better insights into candidates. As data is the lifeblood of a recruitment agency there's great potential for Google Hire to revolutionise the recruitment industry.
The Google empire includes products that collect data about what searches you perform, whom you email, which websites you visit and what you buy. With this capability, recruiters could design highly-targeted campaigns for clients, resulting in a higher conversion rate from applicant to interview.
You needn’t worry about any potential GDPR issues, either. A Google spokesperson clarified that candidates will still maintain their privacy, and that the platform will allow recruiters to "collect candidate applications online. Only information that a candidate voluntarily provides would be passed to a prospective employer as part of their online application”.
How Can Recruiters Make the Most From Google Hire?
Google has access to such a huge amount of data about how and where candidates spend their time online. They can use this information to ensure your job ads get to the right people. This strategy seems simple, but it relies on high quality job advertisements.
Start with the basics; you’re advertising a job, not describing it. In order to produce engaging adverts, you need to sell the job and create a hook – why should candidates take notice of this ad in favour of others? Tap into why your client is looking for a new recruit, where they will fit into the wider focus of the company, and most importantly, give details on why applicants should find this role exciting. Make sure the application process is clear, and double check that your contact details are correct before publishing.
Making sure your content is clear and engaging is only half the battle; you need your ads to be found by potential applicants. As you might expect, you’ll need to make sure you have a water-tight SEO strategy. Your first job is to revamp your current job ads to weed out any SEO bad practices you’ve been guilty of in the past.
Whilst Google Hire hasn’t been rolled out for the public yet, we can see huge potential for this new platform. Candidates often turn to Google first when looking for jobs. Google’s machine learning offers recruiters access to a unique data-set that will generate hyper-targeted candidates. What agency can resist that?
If you'd like further insights into SEO best practices, download our 'Recruitment SEO for Beginners' eBook below.
About the Author: Heidi graduated with a first class MSci (Hons) Pharmacology from the University of Aberdeen, which included an industrial placement year working in clinical trials recruitment. She stayed at UoA and is now working towards her PhD; her research is focused on getting to grips with issues surrounding the recruitment of patients into clinical trials. In her spare time Heidi blogs for us at Firefish, using insight from both patient and staff recruitment to improve the way recruiters work.