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In case you didn’t know Google For Jobs is one of Google’s latest product releases that is about to disrupt how companies recruit and how individuals will search (and find) their next job. 

It's a dedicated job search engine that aggregates jobs from every source across the web, ranked by relevance based on everything Google knows about the job, about candidates personally and what they’re looking for. Candidates can filter by a growing number of options such as when the job was posted, type of company, full time or part time, and distance from their location. In addition to the job description, they can see salary ranges and employer ratings, and can turn on job alerts for their search query, just like Google Alerts for keywords. (Why will we need ATS job alerts in the future?)

Google For Jobs UK can now be fully used to search for new job opportunities in the UK. Google For Jobs has already launched in the US where early implementation has led to the organic reach of job pages increasing by 600%!

If you ask HR professionals what is their number one strategy for generating applicant flow, most will answer posting to job boards. Even social media and digital channels are primarily used to promote open jobs when it’s time to hire. This strategy is job-led and hinges on ensuring that our jobs can be found by the right candidates when they’re searching, so we tend to post everywhere to cover our bases. We all know the phrase: “Post and Pray.

But wait. Google for Jobs just completely changed how candidates will search for and find available jobs, requiring HR leaders to rethink how candidates will discover their job openings.

Just publishing your open jobs to dozens of job boards will not make your job listings appear higher in Google for Jobs. Instead, Google gives candidates a choice of which site they’d like to use to apply for the job, including applying directly on your career site. We expect that choice will be based on the experience they have in applying for jobs as well as other value they may get from a site / service, such as careers content, industry networking, etc.

This is why we believe the real opportunity with Google for Jobs isn’t about jobs. By making the front-end of the job search process easier and consistent for candidates, HR leaders can (must) refocus their Recruitment Marketing strategy from leading with jobs to leading with their employer brand and candidate experience. As a result, Recruitment Marketing strategy will become a competitive differentiator. Having skills in branding, advocacy, social media, digital, content and conversion optimisation will give you a tremendous opportunity to increase the value you bring to your company in 2018 and beyond.