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Will Google for jobs disrupt the UK recruitment industry?

Will Google for jobs disrupt the UK recruitment industry?

For many recruiters, the internet has proven advantageous in sourcing candidates and facilitating advanced job searches. More recently, the emergence of algorithms in hiring technology has enabled better, more relevant experiences for both parties. Though in an era where job boards have been the way forward for employers, the future of the UK’s recruitment industry has been much debated.

Earlier this year, search behemoth Google branched out into the job board market with ‘Google for Jobs’. The platform’s fundamental aim was to boost the exposure of job listings and provide more relevant opportunities for jobseekers. So far, it has partnered with large UK jobsites including Reed, Guardian Jobs, Totaljobs.com, LinkedIn and Glassdoor. Not only will jobseekers be able to sift through a wider pool of vacancies, but critical information, such as commute times, will appear alongside roles.

However, the benefit for recruitment agencies isn’t as clean cut. But, what does the industry think of ‘Google for Jobs’? Will it be disruptive, or is it yet another hiring product in an already bloated market? The experts weigh in, below…

“Recruitment, after all is a people-first business: let’s not forget that.”


Ricky Martin, Managing Director and Founder,
Hyper Recruitment Solutions

“Google for Jobs has already split opinion with recent reports claiming a significant number of recruiters have yet to embrace its functionality. One of the reasons that might be, is that many of the biggest job boards have remained on top of their game, ensuring top Google rankings for job posts so it is quite justified that install rates are not near 100%. With that said, time will tell on how the functionality of Google Jobs will evolve. Could Google turn the recruitment industry upside down and do what it did for web search and internet ads? Probably not. However, any savvy recruiter knows that it is essential to remain ahead of the curve and embrace new developments that could ultimately help rather than hinder the pool of talent. Recruitment, after all is a people-first business: let’s not forget that.”


Bill Richards, Managing Director, Indeed UK

“Given the importance of work, combined with the size of opportunity with the recruiting industry, we’ve seen many of the largest companies in the world such as Google, Facebook, and Microsoft (through its acquisition of LinkedIn) launch employment-related services. Google’s announcement only renews our commitment to our mission - to create the best products and experiences for jobseekers and employers all over the world. We will continue to innovate, making investments in tools that provide transparency to the jobseeker such as company reviews and salaries, with products like Indeed Prime to source top talent. Later this year, Indeed Assessments will launch in the UK to help rid unconscious bias from the hiring process.”

“We will continue to innovate, making investments in tools that provide transparency to the jobseeker”

“While many in the industry are fearful of change, there are many benefits which the platform will deliver”


Graham Oates, CEO of Norrie Johnston Recruitment

“As a tech innovator, Google will, undoubtedly, drive some significant change within the recruitment sector. While many might be fearful of change, there are several benefits to the platform. For example, it is likely to give jobseekers a list of opportunities with less outdated or repeat postings. However, recruiters will need to adapt. They will need to pay more attention to the way online ads are written, to ensure they are search engine optimised. Plus, if ‘Google for Jobs’ works, there will also be a larger number of applicants for roles. This will make the task of creating shortlists more challenging for employers - but could drive many to turn to recruiters for help. Regardless, one thing is for sure: the human touch cannot be replaced by a machine. An algorithm won’t tell you whether a candidate will actually get on within a team or culturally fit with an organisation. Nor will it assess the nuances of a CV. That’s a people skill – which recruiters have in abundance, and which employers will still need to call on.”