HOW HIRING MANAGERS USE GOOGLE FOR JOBS --Lucas Group
In a competitive talent market, finding the right candidate for an open position can be a bit like finding the proverbial needle in a haystack. If you’re using online job boards, the key is to reach the right job seekers at the right time– and that all comes down to ensuring the right candidate can find you . Post to the wrong job board and your dream candidate might never see your posting. Google for Jobs is addressing this challenge by centralizing the entire search process, shifting the importance from where you post to what you post.
What is Google for Jobs?
Google for Jobs is a meta-job-matching-search-engine. Harnessing the power of Google search, Google for Jobs pulls every job listings from every job board that partners with Google via its Cloud Jobs API. For job seekers, the Google service consolidates and centralizes the entire search process. Job seekers can now search, organize, and apply all in one place. Google will also send job seekers email notification alerts when new jobs that match desired criteria become available.
For companies, this means that you no longer need to post a job on multiple boards like LinkedIn, ZipRecruiter, Glassdoor, and Monster. Now, you can simply post your job to one site and Google for Jobs will propagate the post for you. The written job description, content, and metadata matter most.
Getting Started: Google for Jobs Optimization Basics.
When writing a job description, it’s a best practice to start by considering the real need. Here at Lucas Group, we ask ourselves, “How will the new hire fit with our existing team? What tasks does this person need to be able to accomplish? What skills do those tasks require?”
This same principle applies to optimizing a listing for Google for Jobs. Remember, the easier you make it for Google to find your post, the more likely it will be to show up near the top of Google’s search results.
1. Keep the criteria tight.
Use precise language to detail job requirements. Edit out unnecessary jargon and terms like “out-of-the-box thinker” that have lost some of their impact through overuse. Watch out for bloated skills lists. For example, if you list 15 different skills, you may deter qualified candidates who worry they aren’t experts at every single skill you list. Conversely, you’ll attract unqualified candidates who will recognize one or two skills and think, “I can do that!” The tighter your criteria, the better your candidate pool.
2. Use the right metadata.
Google for Jobs is able to search, sort and filter every query by keyword, location, distance to location, division, date of job posting, education required, experience required and posting type. Fill in all of these fields. You don’t want to lose out on a great candidate because your ad failed to display due to a missing education requirement or posting type. Accuracy is paramount. If a searcher is logged into their Google account, they’ll also see details like commute times– and you don’t want to scare a candidate away because the commute time is incorrect!
3. Make sure your pages, metadata, and listings are searchable .
Remember, Google cannot index your post if your post is not searchable. If you’re using a third-party site to post your jobs, check to see if this service is set up with a Google for Jobs partnership. Many third-party posting services, like LinkedIn, have already formed a partnership so your post should be automatically searched and indexed.You can also set up your own company’s career posting page to feed directly into the Google engine. To do so, you’ll need to add specific code to your Careers Page. Have your IT team review Google’s Best Practices for Job Listings.
With more candidates using Google for Jobs to find and apply to open postings, it’s critical that your company’s positions are visible to Google’s search engine. By keeping the focus on precise details and accurate metadata, you’ll increase the likelihood of connecting with the right job seeker at the right moment.
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