What Google Job search means for recruiters and candidates

What Google Job search means for recruiters and candidates

There’s no doubt that Google has an impact on all our lives as the primary search tool on the internet – and it continues to evolve. With its mission to organise the world’s information and make it universally accessible and useful, it’s no surprise to hear that Google is moving search into the UK recruitment market after a successful launch in the US last year.

10 years ago, a candidate posting their CV online would receive two or three calls from specialist agencies. Now, it’s 20. In our industry, fire and security engineering, it’s not unusual for candidates to be so inundated that numbers are blocked or CVs are removed. Ghosting (where a candidate suddenly disappears during a job search) is common place – and frustrations run high.

Candidates rightly assume that the main job boards are the right way to dip their toes into the market, but in recent years the number of agencies subscribing to those job boards has multiplied exponentially. Candidates find their CV and personal details plastered all over the market, often without permission, and that the planned ‘toe dip’ is in reality a shove off a short plank into the shark infested ocean.

So how is Google job search going to change this? For one, it puts some of the most complex algorithmic coding in the back end of Google’s search page results. Where Indeed once dominated the multi job source landscape with their market leading SEO, appearing at the top of every Google search for jobs, Google’s own job results now take pride of place.

That same algorithm is also very clever at realising which recruitment businesses (note businesses, not Job Boards) specialise in the area of the candidates search. Traffic that the Job Boards have been grabbing for years may actually start being diverted to the agencies themselves. Or at least the ones genuinely specialising in a candidate’s area of expertise (matched through online activity such as repetition of job type, LinkedIn posts, blogs etc).

As an organisation spending nearly 20% of our turnover on social and Job Board advertising, we envisage a major shift of our own strategy over the next few months and years – by putting the marketing effort into ensuring our own content (and by extension, vacancy advertising) is owned, exclusive to us and highly relevant to the market in which we’re operating.

Unlike Google+, Google Jobs is going to change the recruitment market. It gives agencies an opportunity to shift job seekers back to a selective approach on who they partner with to find that next job by placing choice and control back in the hands of the job seeker.

As any candidate who has received 20 calls in two hours on the back of applying for one job online will tell you – that can only be a good thing…



Categories: Industry news

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