Month: July 2018


What does Google for Jobs mean for recruiters?

By Steve Riley   July 24, 2018  
Google for Jobs launched in the UK in July 2018 and like most things Google do, it aims to change the digital landscape. This is the start of their play for the recruitment sector. So what does it mean in practice? Is it a technical problem or a content problem? Both. Read on...Before we all jump on the latest bandwagon, it's worth understanding what it all means and how it works. It's not that complicated. What does it mean in practice? There is a particular way that jobs need to be coded up to be picked up by Google for Jobs. We've looked at that and built the schema into the latest releases of our software. So that's one box ticked. And more specifically? Google is a great big machine, stuffed full of subtle, constantly-refined rules for answering the simple question: "What makes a web page interesting?" And in doing that it behaves surprisingly like a human. It's not a question of tricking Google to list you, it's more about making your jobs easy to find and giving the job information job hunters need. We handle the techie bit that exposes the data so it can easily be found, the rest is up to you. That part is the same answer it's always been: write well for a human audience. Write good job ads that will capture the imagination of the job seeker and accurately describe the role being offered. Downsides? Google for Jobs has a long list of required fields and some of these you may not want to share, eg the schema asks for job street address and job postcodes. Most recruiters agencies will not want to share these details. It looks like these fields will throw up a warning when missing, rather than an error. It also looks like these fields are not validated, meaning the data can be fudged slightly, ie just show the town rather than anything more specific. Check your site There's a useful data validation tool from Google here: you can add a job URL and see if it passes the test for useful data. Bring your site up to date All our most recent Version 5 and 6 sites have Google Structured Data to allow the jobs to be read by Google built in. After that it's up to Google what it does with the jobs and whether it decides to feature them. All we can do is make the jobs available in the best shape we can - Google 'decides' whether to feature them.Older sites may be updated at fairly nominal cost price – ask the Support Team about this. Crystal ball time This change helps level the playing field somewhat about 'being found' and ranking above or below competitors. If everyone uses the schema, jobs start from the same place and other factors inevitably come into play – the things you should be doing anyway. Looking further ahead, do Reed's listings go above yours if they have the same content (because they're more 'important' / have more jobs)?And the big question – how long until Google start charging to promote jobs?  In the same way that you currently have organic and paid listings for regular sites ...and the difference isn't always obvious.  More:'s advice on writing job descriptions technology news item on Google for Jobs

Life in a post GDPR world

By Steve Riley   July 12, 2018  
Now the dust has settled and we're almost 'back to normal', where do we stand?We'd all known that 25 May was coming for at least 2 years but it took a deadline to focus minds and be the catalyst for activity.We're all familiar with the deluge of "We'd like to stay in touch" emails from people we'd once bought something online from and long ago forgotten. Most of these arrived in the last 2 weeks before the deadline.We started quietly upgrading websites in 2017 to be compliant with the new regime. We took guidance from all corners for best practice, not least from the ICO, to ensure the things we put in place were shining examples of good practice. Our recent software platform releases have been compliant from the start but we still had a backlog of established sites to upgrade.GDPR brought new responsibilities for website owners (clients) and website builders (us!) and rightly put a lot more power in the hands of end users. This caused us a lot of short term pain but we knew it was the right thing to do. As an aside, it was interesting to see the range of attitudes amongst clients to the new regime. These ranged from embracing wholeheartedly and seeing an opportunity to cleanse their database and position themselves afresh as ethical recruiters, through painful but necessary, right through to refusal to engage and burying their heads to the implications. What should you look for in a supplier? Someone who will work with you in partnership. Someone who is open and honest about their software and how it holds sensitive data. Someone who is committed to 'doing the right thing', even if it's not always the most convenient thing. What next? Be vigilant. Be honest, if you have a data breach report it through the proper channels. Although there are potential fines for infringements these are unlikely to be used against smaller companies showing they are trying to follow the rules. The ICO has said that they will follow a 'carrot before stick' approach encouraging good behaviour before punishing bad. The legislation is new and there is little case law - this will only emerge over time. But examples are only likely to be made of large organisations being demonstrably careless with personal data.Take GDPR as a realignment of your responsibilities to candidates. Personal data rightly belongs to the individual and they have a clear right to control that data. We've had the Data Protection Act for 20 years now and we should all have got used to thinking 'privacy'. The new regime merely extends the previous legislation and puts more power in the hands of individuals.