Writing job descriptions is an exercise in measuring humanity.
As a recruiter, you’re tasked with using nuanced language to accurately describe a list of workplace responsibilities in a way that will appeal to the perfect candidates you want to hire, while also weeding out the ones who aren’t qualified. Every successful new hire must have the winning combination of hard and soft skills, and you have the challenging task of crafting job postings that target all of them.
The truth is, there is no single foolproof method for writing the perfect, most desirable job description. It’s a task which cannot be turned into a formula or handed over to an automated bot. And yet, Google has figured out a way to break down your unique job postings into quantifiable bits of information. Moving far beyond a simple keyword search, Google for Jobs categorizes job categories, job titles, and even identifies the hard and soft skills needed to serve the right roles to the right audience.
Categorizing jobs isn’t a new endeavor, but unlike past attempts to categorize jobs into a static list, Google for jobs uses AI and a list of 250,000 job titles, along with 50,000 skills and a relational model which connects them. Without getting into the details, Google has figured out how to use machine-learning algorithms to extra, predict, and map job descriptions confidently.
Google for Jobs has been touted as a game changer and a radical improvement by media outlets, and it seems to be living up to that reputation. The biggest challenge has been getting recruiters to understand that they can directly submit their jobs to the Google for Jobs platform and increase their reach.
That’s why we’re sharing 7 of our favorite hacks for recruiters who want to get the most out of Google for Jobs.
#1 — Work Backwards
Take a few moments to browse Google for Jobs listings and then review the behind-the-scenes structured data each one requires. Do you clearly differentiate between part-time, contractor, and temporary jobs? Is the job location clearly identified, as opposed to the company headquarters? Do you have every necessary piece of information in your job listings? If you do, then make sure each item is tagged correctly so Google for Jobs can accurately read them.
#2 — Work on Your Job Titles
Google for Jobs doesn’t work well when you clutter up your job titles with unnecessary words. Job seekers are searching for actual job titles, which means the algorithm needs clear job titles in order to match the right jobs with the right candidates.
- Focus on the job title, not the location or benefits
- Avoid using attention-grabbing special characters such as “*”, and “!”
- Keep skills out of the title – Don’t include phrases such as “Do you speak Spanish?” and “Apply now.”
- Most importantly, make sure your titles are simple. Stay consistent with the responsibilities role, the level of seniority, and the experience you’re looking to attract.
#3 — Post Jobs to Your own Career Page
Some recruiters post jobs on recruiting websites and call it a day. In order for you to maximize your outreach and to ensure that your open roles are found by Google for Jobs, you’ll need to post each job listing on your corporate website.
#4 — Submit your Page to Google
Don’t passively wait for the Googlebot to crawl your careers page. Submit your URLs to Google for faster job indexing and results.
Note: Check that your career pages are not protected by a robot.txt file or meta tags which would prevent them from being crawled by the Googlebot. Your pages need to be open and available in order for Google to work its magic.
#5 — Enhance your Company Profile
Google for Jobs allows you to enhance your company’s profile within the search gallery. Take advantage of this functionality with a company logo, a series of images (which will show up as a carousel in search results), a search box that will search only your website from Google, links to your social profiles, and more. You’ll stand apart from other listings while making a visual and memorable impact.
#6 — Refine as you go
Are you discovering that specific job listings are getting better results than others? As you begin to get resumes, keep track of what’s working and what isn’t. Take a look at what worked and what didn’t, making improvements as you go along.
#7 — Make Sure your Job Posting Shows up on Google
Your last step is to make sure your hard work paid off! Check out Google for Jobs and make sure each open position appears online for the world to see. If your job isn’t showing up automatically, think about posting the job to an online job board, which may cost a few dollars but takes the guesswork out of it. You can also use a free tool like Jobiak to create the necessary tags and help you easily confirm that each job posting has been listed on Google for Jobs successfully.
While Google for Jobs is taking the recruiting world by storm, it won’t work without the effort of diligent recruiters who use their expertise and talents to create great job postings. So keep on writing, and use Google for Jobs to take your recruiting goals to the next level.
If you’d like to learn more about Google for Jobs we invite you to the:
Google for Jobs One Year Later: What the Modern Recruiting Landscape Means for Your 2019 Talent Acquisition Strategy WEBINAR
Thursday, December 6 at 11 am EST
Join Tim Sackett of The Tim Sackett Project and Fist Full of Talent; Sarah Reynolds, VP of Marketing at salary.com; and Aaron Dun, Chief Growth Officer at Jobiak for this interactive webinar that looks at how Google for Jobs is impacting recruiting today, tomorrow, and beyond.
You’ll walk away with answers to these important questions:
- What is Google for Jobs, and what impact has it already had on the recruiting industry?
- What is new with Google for Jobs, and what is expected to come next?
- How should HR professionals manage pay transparency expectations now that Google includes salary information in job postings?
- What steps do recruiters need to take now to stay ahead in 2019 and beyond?