Google for Jobs: The Next Boom or the Next Bust?

Whether you are a recruiter, executive search consultant or a hiring manager looking to fill your next strategic position, no doubt you are coming across a lot of big news lately as it pertains to Google’s latest foray into the career market with their brand new Google for Jobs app.  Let’s face it, consolidation has been a big trend in every industry and no doubt that the programmers at Google don’t have their heads in the sand when it comes to the realization that acquiring top-tier talent is no easy task.

In fact, in many markets like Miami, FL and Dallas, TX, the talent shortage is so severe that many hiring managers are going to extreme measures to source talent, a process that often times, ends in disappointment.  So, what exactly is Google for Jobs?  And…will it really solve the talent supply problem that so many industries face?  We are going to delve into this complex problem and give you a preview of what’s to come for this brand new venture.

The Pros

• Google Jobs will Consolidate Your Current Search Functionality – AKA it will save a boatload of time. Think LinkedIn, CareerBuilder, Monster and Indeed rolled into one. Essentially, Google for Jobs is to the job search industry what Kayak was to the travel industry.  While there is little doubt it will become a huge time saver for those seeking active talent in the commercial construction industry, it remains to be seen if it will truly provide any value for those seeking candidates in the passive job market.
• Hiring Managers will Continue to Use Their Preferred Career Site – Again, this is simply another takeaway from a previous disruptor. Just like Zillow allows agents to upload their listings to the MLS (and walks away as the most dominant online real estate listing site), Google for Jobs will actually take information from other third party sites.  So while the information itself may not change, the amount of time hiring managers need to look for candidates is greatly reduced.
• Filters, Geo-Targeting and Responsive (mobile-friendly) Design – Again, something Google has been able to master time and time again is simplicity of user design and incorporating subtle yet helpful tools like built-in filtering and automatic geo services to cut down on the busy work that both hiring managers and recruiters go through to find talent.

The Cons

• Google for Jobs Doesn’t Address Senior Level Roles – Unlike entry level positions and retail jobs, success in retaining senior level leadership in almost any industry is built on human connections. Executive search partners are typically retained to ensure confidentiality is a top priority, discretion is utilized throughout the process and
• Google for Jobs Can’t Look Past the Resume – Looking beyond the surface is critical for a good match, especially when it comes to sourcing senior level talent or board members. While this service may be able to compile all of the surface level information in an easy-to-digest manner, it won’t be able to provide valuable intel as it relates to cultural fit, intangible skills and willingness to relocate, just to name a few.
• No Ability to Source Passive Talent – Perhaps the biggest downfall of Google for Jobs is its inability to leverage any kind of relationships to tap into a passive talent candidate database. Relying on computer algorithms may have some advantages when it comes to search filters and ease of use but presents serious shortcomings when it comes to finding hard-to-acquire talent in the top echelon of any firm.
• Lack of Diversity – Most candidates are unwilling to divulge personal information on a resume or job board which means hiring managers still end up spinning their wheels (and time) trying to dig past the basic job qualifications to learn more about how a candidate can lend diversity to a project, board or perspective which is a critical component to rounding out any senior-level leadership team these days.

Our take: Google for Jobs will end up being a huge boost to both job seekers and hiring managers for entry-level and basic hiring needs.  For senior-level and executive-leadership roles, however, the site fails to address the talent shortage that most industries are more desperate to fill.