Tag: google for jobs

list-image

Why aren’t my jobs showing up in Google for Jobs?

By Peter Morrow   March 8, 2021  

A position showing up in Google for Jobs (G4J) is a great sign. It guarantees you’ll see a wider field of candidates apply (and therefore, a better chance of the ideal candidate applying). There’s also the added benefit of it being an excellent passive form of marketing for your recruitment agency, driving extra web traffic to your site. An excellent recruitment website with a well-structured data setup should have few issues having new positions show up in Google for Jobs.
What is Google for Jobs?
As per the name, it’s essentially a search engine designed to show jobs. Google bots crawl the internet, find job positions and then display them at the top of relevant searches. Crucially, G4J is free – it costs nothing for a job to appear, and it costs nothing for a candidate to apply (although there are concerns this may change in the future).

With 52% of millennial job hunters using Google and G4J to search for work (and numbers in other demographics rising), this represents a significant segment of potential candidates. But what do you do if your job isn’t showing up on G4J?
Common reasons why jobs don’t show up in Google for Jobs
One common reason why a job might not show up in G4J is simply that the website on which it's advertised is not optimised for G4J. The schema and the data structure setup of your site may be incorrect for communicating with Google’s bots. This is a problem that we are used to solving, thanks to our FXRecruiter platform for designing recruitment websites.

Other reasons why a job might not show up in Google for Jobs include:
Job location
Make sure your job is set to the right location or remote if appropriate. This will guarantee more applicants from the relevant geographic area.
Expired jobs are still visible
Having expired jobs still visible on your site will ensure Google’s bots will downrank your site (not to mention that any candidates that do find your recruitment site and see a number of expired jobs will be reticent to return). Delete expired jobs every couple of weeks.

 
Posting the same description on both LinkedIn and your site
If you use the same description, G4J will simply merge both into one entry – and may choose to display or redirect to LinkedIn or another jobs board site first. Rewriting the description will help in this regard.

 

Related to this is the timing of posting your job description. If you post it on LinkedIn before you place it on your site, it is likely that Google will prioritise LinkedIn.
Incorrect keywords or a poorly written job advert
Perhaps the most fundamental point from a recruiter’s perspective. Making sure your keywords are relevant to your client’s ideal applicant is vital to making sure your job appears in front of the right people. A poorly written description with unclear definitions will also make it harder for Google's bots to pick up, with fewer high-quality candidates applying as a result.

I wrote a series of blogs on The secrets of SEO success recently. You can click here to read keywords & key phrases, and relevant keywords for guidance tips.

 

Finally, Google doesn’t guarantee that your job data will be shown, even if all the details are set up correctly. This is especially true in competitive industries, there are, after all, only so many entries Google can show!

Looking for more advice on how to make your recruitment website Google-friendly? Get in touch with us here or call 08000 199 737.

list-image

Google is stealing your data! But here’s what you can do about it

By Dave Haygarth   February 25, 2020  

There’s no doubt about it, data is one of the most valuable commodities in the world - the Economist announced in 2017 that it is now more valuable than oil.  And who is dealing with the largest amount of data in the world - yes, search engine giant Google.

Google is fully in our lives now - according to Hubspot, over 92% of searches are conducted on Google.  Google is built on all Android operating systems and we think that Google Assist will continue its massive growth and be huge. Google is here and it’s here to stay.  We wanted to talk a bit more about Google for Jobs and what it means for recruiters.

Reverse Delta’s Operations Director, Dave Haygarth gives his thoughts in this blog post about the opportunity Google for Jobs will provide for recruiters and what the implications are for the wider industry.
So, what does this mean for recruiters?
Like it or not, this is how things are going for jobs now. There’s not a lot we can do about the big blue box coming up when we search for things. It’s happening in a range of industries though, such as retail, airlines, hotels.  It’s not personal to recruitment, Google is simply capitalising on the worth of people’s data. We may not like it, so we just need to play along or you won’t be able to play at all!
Will you still need a recruitment agency website?
Absolutely? As a recruiter, you will need to be able to receive the application and manage the candidate through the recruitment process. Your recruitment agency website is so much more than a repository for promoting jobs.

Plus, in order to put your job visible in Google for Jobs, you need to post it on a website first. Luckily, Reverse Delta’s award winning website design platform, FXRecruiter, automatically makes your jobs visible in Google for Jobs, so it’s one less thing to worry about - write a brilliant job description on your recruitment agency website and it’ll look (and work) great on Google…and if you don’t put the jobs on your recruitment agency website, your competitors will be doing and they will get all the applications, not you!
Will Google disrupt the recruitment industry?
Well, it is a case of wait and see, but my theory is that the job boards are more likely to be under a bigger threat. We know that sites like CV Library have done a massive project to analyse the data they currently have so that they can put more sophisticated algorithms together that follow people through a logical career journey, so fingers crossed, this investment and superior logic applied within a niche will ensure their success continues and competition remains in the marketplace.

There is also a potential threat to LinkedIn, although the social networking tools that they have developed should mean their user-base will remain loyal.  It’s unlikely that Google will go back in this direction after their well-documented attempts to grow a social network through the ill-fated Google Plus. But, what they did (and continue to do) by integrating search into our lives so easily, is actually going to give them much better results than another social platform. 
Where will job-seekers apply for roles in the future?
Moving forward, Google for Jobs is a transition piece right now. In a dystopian future, it’s feasible that you (the recruiter) may not control where people apply. Google could develop an “Apply on Google” option which will keep people on Google, and their data would sit outside of your website.  Gone are their chances to visit your site and follow your own carefully crafted calls to action - to make the candidate yours and bring them into your brand and experience.

This could mean that retaining the user on Google will ultimately be the name of the game (for Google).  However, if your agency has a good reputation, I would hazard a more optimistic guess that most candidates would opt to apply for a role via your website, rather than Google.  Given the growing concerns about how voice assistants are listening and stealing our data, this is a real opportunity to show that your recruitment agency is a better place to apply for a job and to get that more personal touch - your expertise.
How does my FXRecruiter website work with Google for Jobs?
When you post a job to your recruitment agency website using FXRecruiter, they will automatically be as Google-friendly as possible (they are built with Google for Jobs schema microformat if you REALLY want to know).

Given our extensive SEO knowledge which is baked into FXRecruiter, you can be assured that job titles and keywords are placed in to our code exactly where Google is looking for them.  Plus, the built-in jobs archive provides a massive “vault” of previous roles which will help you to perform well in Google. Basically, an expired job may come up in a search, but the candidate will be automatically directed to a similar role that is still live.  
Is there anything else my recruitment agency website can do to help me get results?
I’d definitely recommend making sure your sitemap is up to date as this tells Google all about your website, so that it’s easy for the robots to crawl through your site and rank it.

And, there is so much data that you can get from Google so make sure you’re checking out your stats. Google’s Search Console will help you to track the amount of clicks and views your postings are getting and make sure it’s running correctly!

If you want more information about the brilliant SEO capabilities in the FXRecruiter platform, get in touch with one of our SEO tech experts on 08000 199737 or sales@reversedelta.com.

list-image

How to optimise your recruitment agency website for voice search

By Rachel Allen   February 25, 2020  

Following on from our recent blog post about Google for Jobs, we wanted to explore the idea of Google and the impact it has on the recruitment sector a little more.

Voice recognition is growing fast as the technology gets more sophisticated. Here are a few stats to back this up:

78% of millennials use a mobile device to search for jobs now and other demographics are following closely behind. 
By the end of 2020, it’s estimated that 50% of all searches will be voice-activated
Also, the market is reportedly worth $150 million globally

So you can see, voice-activated searches are massively on the rise, so if recruitment agencies want to ensure they are attracting active candidates for roles, it’s a good idea to optimise your recruitment agency website to make sure you’re coming up in the growing number of voice-activated searches. Content marketing and making sure you’ve got a good basis for SEO (Search Engine Optimisation) within your recruitment agency website will be critical if your recruitment agency is going to perform well in voice-activated search.
Back to basics - understand your customer
This sounds really obvious, but it’s worth making sure that you REALLY understand your audience’s pain points and address them in your job posts and blog content. Attention spans are short, so you need to make sure you’re writing your content in a very clever way to make sure it appears in their search earlier, as it will get your website more traffic.
Use long-tail keywords
We don’t want to go too far into the tech elements of SEO (it’s very complex), but in simple terms, you can write ‘long tail’ or ‘short tail’ keywords in order to help people search for your content.

Long tail keywords: “How can I find a digital marketing job in Central London?”

Short tail keywords: “Marketing job London.”

You can see here that the long tail version is more of a question and it uses How at the beginning, which is another good tip to make sure your jobs and content perform well in voice activated searches.

The short tail version is much briefer and more along the lines of how somebody would type a search into a search engine. Research shows that people ask their device question in the long tail format, so it’s wise to make sure your web copy and job descriptions reflect this. Write your job descriptions to include “how, what, why and when” if you can, but not as the opening sentence. Also build landing pages for popular job searches, that aim to answer questions. Want to know more about the ‘Question’ schema? Talk to us. 
Location, location, location
We’ve touched on this already, but for your job ad to be successful, it needs to have an accurate location included so that you maximise your position on Google.
Make the most of the inbuilt SEO of your site
We’ve written countless articles on how to present jobs well for search engines, and writing well-formed descriptions and job titles following simple rules is an area worth investing your time in.  
What is the impact for recruitment agencies?
We’re inclined to say that voice search is unlikely to replace text search, but it’s worth making sure that you’re optimising the opportunity.

Voice activated search has become a fast growing trend and there is the potential that the upward trend could go downwards at some point. So, our advice would be to keep a watching brief on it, utilise voice activated search if you can, but don’t forget going back to basics by following some of the tips in this blog.

We’d also say that some of the voice activated software can bring about results that are dubious in terms of quality.  Our team had a bit of fun recently playing around with different devices and seeing what came up:
Dave Bancroft - Managing Director
Dave asked Siri (on Mac OS) to “Find me a project manager job in London.”

Siri didn’t find any matching positions.

He also asked Siri to find a project manager vacancy in London. Again, he didn’t get any matches.

Dave also asked Alexa Dot (via iOS App):

Find me a project manager job in London

“Bong” - nothing

Find me an IT recruitment agency in London

Alexa reads these out on the Dot, and displays them in the app.  Misheard as “ITV”. Results are poor!
Dave Haygarth - Operations Director
Dave tested Google Assistant via the Android app. His results varied:

“Find me a job in marketing in Blackburn” got good results as a job type and a location was included, but the results showed up trainee, executive and manager level roles.

His next search was “Find me a job in Digital Marketing” which was more specific, but wouldn’t be useful unless you were looking nationally.

“Find me a job” was a very vague search and resulted in Ad based posts only.

Are you using voice-activated search in your recruitment agency? What results are you finding? We’d love to hear from you - put your comments in the blog and we can do a follow up with some insight from the sector.

list-image

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: https://search.google.com/structured-data/testing-tool/u/0/where 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: https://reversedelta.com/2016/06/07/writing-great-job-ad-titles/https://reversedelta.com/2016/07/12/how-do-you-write-a-great-job-description/Indeed's advice on writing job descriptions https://www.indeed.com/hire/how-to-write-a-job-descriptionBBC technology news item on Google for Jobs https://www.bbc.co.uk/news/technology-44853472