In case you missed it, Google has introduced a new product called Hire. As the name implies, it’s focused on recruitment. I heard people talking about it during the TAtech Spring Congress as well as the Society for Human Resource Management (SHRM) Talent Management Conference. It’s still very new, but worth keeping your eye on.
Personally, I’m always a little torn when I hear about new offerings from Google. And this is no exception.
There’s been very few specifics released about Google Hire. I did find a couple of articles like this one from Mashable “Google tests Google Hire, its own jobs tool”.
Workology put together a round-up of information titled “What You Need to Know About Google Hire“.
If you Google the term Google Hire, you’ll discover that the launch had a bit of a challenge. This article from Fortune “Relax—Google Won’t Share Your Browsing History with Employers” explains what happened.
My hesitation with Google is their tendency to abandon projects. Computer World put together a list of products and services that have gone to the Google “Graveyard”. I believe recruiters want to build long-term sources. Searching for a new talent source takes time and resources. Short-term sources are fine, but it’s important for organizations to establish a clear sense of brand.
That being said, I don’t want to be a complete downer. There are some definite advantages. Let’s face it, Google is already in the search and advertising business. Not to mention, candidates start their job search on Google.
It could also be helpful to understand how Google Hire will impact the recruitment industry.
In the end, it’s possible that Google is going to use Hire as a way to share resources. Similar to their blog re:Work. I found this article on Inc. Magazine further emphasizing Google’s willingness to share information – “Here Are All the Documents You Need to Hire Like Google (for Free)”.
It’s no secret that recruiting is a challenge. New companies are going to enter the market. Existing companies – like Google – are going to offer their services. Regardless of our feelings, we have to do our research and possibly give them a try. They could be exactly what we’re looking for.
Image captured by Sharlyn Lauby during the SHRM Annual Conference in Washington, DC0