Google Hire, the search giant’s recruiting and applicant tracking application, has been updated with a new feature called candidate discovery that is designed to help hiring managers more easily keep track of past candidates who might be good fits for newly open positions, Google announced on its blog last Wednesday. According to the company, the new feature enables managers to:
- Find qualified candidates immediately upon opening a job. The first step in filling a role should be checking who you already know that fits the job criteria. Candidate discovery creates a prioritized list of past candidates based on how their profile matches to the title, job description and location.
- Use a search capability that understands what they are looking for. Candidate discovery understands the intent of what recruiters and hiring managers are looking for. It takes a search phrase like “sales manager Bay Area” and immediately understands the skills and experiences relevant to that job title, as well as which cities are part of the Bay Area. That means the search results will include candidates with sales management skills even if their past job titles are not an exact keyword match.
- Easily search by previous interactions with candidates. Hire lets recruiters search and filter based on the previous interactions with the candidate, such as the type of interview feedback they received or whether you extended them an offer before. Candidates with positive feedback will rank higher in search results than those without, and candidates who received an offer in the past but declined it will rank higher than those who were previously rejected.
The feature is now available in beta to all Google Hire users, a pool currently limited to small and mid-sized US employers using its G Suite of enterprise software products. Matt Charney took a more detailed technical look at the product for Recruiting Daily, noting that “traditional search engines are notoriously bad at searching for individual people and profiles,” which may be why it’s taken Google so long to expand into this space. Now that it has, however, it’s a pretty big deal:
While the release is fairly short and self-explanatory, its implications are considerably more complex than the announcement would suggest. The first is that this feature means that, effectively, Google has created a native search functionality that’s profile, not keyword, based – and one that’s specific to the talent acquisition function.
In fact, this product seems to be offering a set of capabilities – that is, the ability to natively search previous candidate interactions and to automatically suggest results from a company’s existing candidate database when a job is opened to instantly uncover any low hanging fruit (a best practice too few companies have made a canonical part of sourcing) and the ability to stack rank those results by relative success in (fully searchable) recruiting related interactions – that traditional ATS and HCM providers have long neglected.
That is, as much as recruiters intuitively agree on the importance of keeping silver medalists engaged and embracing the mentality that a candidate can be right, even if it’s not right now, there’s really not a systematic way to do this that can be standardized across a talent organization or enterprise at scale.
Google has also made moves in the recruiting sphere on the employee side, adding a new search feature last year that leverages its machine learning technology to match job seekers more accurately with relevant job opportunities in their area. Later in the year, it added other information to Google for Jobs, including salary estimates aggregated from sites such as Glassdoor, Payscale, Paysa, and LinkedIn.