I’m in the process of finishing the latest version of the Job Board Software Buyer’s Guide (out hopefully next week). In between the time I first sent out surveys to the vendors and the time I started writing up the results, the official launch of Google Jobs happened – or I should say, the Google ‘job search experience’, which I call Google’s job posting markup, and the Google Cloud Jobs API. So I failed to include questions in the survey asking about how the software vendors planned to support the Google initiative (or not).
However, through the wonder of email and a mini-survey, I was able to send out a 2nd questionnaire on the subject. What I got back was very interesting – and I’ll be honest, a bit surprising.
Here are the questions – and results:
Are you planning to support any of the following Google Jobs initiatives in your software platform? (Check all that apply)
- Google job search experience (i.e., job posting markup to make job postings discoverable by Google search engine) – 80%
- Google Cloud Jobs API service (using the Google search engine to power your job board software’s search tools) – 53%
- We are undecided at this point in time – 27%
- We do not plan to support either the job posting markup or the Cloud Jobs API – 0%
Did you see the response on those first 2 questions? 80% of respondents said they were planning to support the jobs markup! And 53% said they were going to use the Google search API to power their software. Like I said, I was surprised.
Think about it. Collectively, these software providers power literally thousands of job boards around the world – including hundreds in the U.S. (the only location where the Google Jobs initiative is currently available). Talk about an immediate boost for acceptance of both the jobs markup and Search API – and talk about an immediate injection into the recruitment marketing ecosystem. Add these to the employers and job boards with custom platforms that are already adoption these initiatives, and you can see that Google has already changed our industry.
As one respondent commented, “Whether you like it or not, we simply have to support it.” I suspect that’s where most of us are right now – the rules have changed for recruitment marketing. You can either ignore them – as Indeed seems to be doing – or adopt them, as everyone else seems to be doing. As to where this is taking the industry in the long run, I don’t know (and yes, that seems to be the #1 question I get these days). I’m not sure anyone does outside of the Googleplex – and even for them, there is always the rule of unintended consequences. If you think you know, please chime in via the Comments section below.
In the meantime, I’ve got a Buyer’s Guide to work on![Want to get Job Board Doctor posts via email? Subscribe here.]