How will it specifically impact permanent recruitment?
Most of you should have worked out that Google for jobs threatens the permanent recruiters more easily than it does temp recruiters because in the UK 83% of what recruiters actually do is provide temps. The recruiter needs to be in the middle of that transaction by law and to make up the cashflow to pay people weekly/monthly.
So, at best you might say that 17% of what UK recruiters do may be affected by Google for jobs if 17% of the 34,000 recruiters with active companies all jump on the Google for jobs wagon at the same time as 5.7 million employers. Does that sound likely? Sounds even less likely with employers being asked to spend £8000 to £40,000 by some careersite widget vendors?
Let’s look at the threats first & direct employer threats. Google for jobs makes it possible for employers to compete for free with you.
Yes it does, but of the 5.7 million UK employers there are. 5.5 million of them have 9 employees or less. It is doubtful they have the technology in place or desire to create it for Google for jobs qualification. The 5.5 million will not spend £8000 to £40,000 to get compliant and they won’t have a huge hiring need either. Google for jobs is paying attention to those with volume jobs, so how will the ma and pa shop get in to retail jobs alongside say Tesco’s or Virgin etc? Not going to happen easily.
Of the 200,000 left 41,000 have less than 50 employees, and just 7000 have 250 or more (you can read more here http://snip.ly/osscqj ) now I am not saying Google for jobs will not present some challenges, but let’s say those who have 50 employees or more vendors are asking from between £8000 to £80,000 to set them up with career sites that are Google for jobs compliant and then fees of £500 per month to £30,000 per month to optimise their channels. That is for no guarantee of the ranking slot which will get the job seeker, just a guarantee they will be on the Google for jobs platform. It is a threat, but it is not as large as some would have you believe.
So as I said 17% of what recruiters do is permanent recruitment. Take out the ‘dog of a job’ jobs from that 17% pool and then do your maths, that frees recruiters up to do the good stuff. More on that later.
Google for jobs may favour larger agencies.
The UK service is young and in the US, we have seen some preferences. There seems to be a correlation between volume, and full compliance. Overtime we think a combination of compliance and what else your site does to make it attractive will be the key. But it is clear you will have to invest in your site with content outside of just jobs. Sites will need to produce how to, why to, when to, what to type data to up their game on the overall value of their site to a visitor.
Others may execute Google for jobs better than you technically.
This really only applies to those of you who have relationships with your website suppliers that are not working, the task itself is from 2-10 hours work for most developers. The API is the best route to go rather than scraping of your jobs by the Googlebot.
Don’t fall into some of the blatant bullshit out there by some recruitment website vendors. Like the biggest in our industry claimed to have been ready for Google for jobs 18 months ago and in August 2018 just a few weeks after Google for jobs landed in the UK their servers fell over and 800+ sites were down due to the visits of the Googlebot (have to admit I PMSL at that one).
Others may write better copy for Google for jobs than you.
This is not insurmountable, you can learn how to write better copy and you just need to make sure you make the time for it, or are allowed to make the time for it.
Google for jobs may lower your margins/fees.
Yes, employers might see that Google for jobs is doing a lot of your work for you and ask for discounts. Since most employers ask for discounts anyhow there is nothing much new to fear here.
Google for jobs may create more of the wrong job seekers, than the right ones.
Yes, this can and will happen that you get more job seekers who are not qualified for your jobs, because the platform is open to everyone, that is EVERYONE. Being knee deep in I can do that, ‘Yosser Hughes’ giss a job types could be all Google for jobs amounts to.
Google for jobs may create more complaints, as you can’t keep up with the talent it produces.
The more Google for jobs can deliver to your candidates, the more it can deliver you candidates you can’t find work for. We live in the online complaints age and so your brand, can as a result, pick up more heat from unhappy job seekers. Google for jobs makes that complaint easier. SEO and web marketers generally agree that bad reviews hurt your online presence and especially those complaints that go unanswered.
Google for jobs has hidden costs.
The service is presently free at the point of use, but to exploit this free service you need to make changes to your website, changes to the way jobs get onto your website, changes to the way staff are writing job ads and ultimately there will be some other forms of promotional costs be they direct from Google or indirect costs. So free does not really mean free does it :).
Your vendor does not understand what to do with your website.
There are plenty of vendors like us who do and who will form an orderly line for your business.
There is so much noise you don’t know what to do.
Hopefully if you read this, not anymore.
Competition from other recruitment agencies.
The technical challenge – 34,000 recruiters have websites in the UK. Take out the ones supplied by ourselves and/or other specialist recruitment website vendors and that leaves about 30,000. The sites we and our competition have made will meet the needs of Google for jobs, the remaining 30,000, unless they have a qualified SEO plan in place, will not have what is needed. There will be a time lag of many years before these sites are compliant.
“dog of a job” jobs where the job spec is as dull as dishwater, the pay as poor as Big Issue sellers wages, the employer brand is a whistleblower call away from a public outcry and you have to compete with 100 PSL members on that oh so exclusive deal HR set up for you.