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Google for Jobs

Meet Google for Jobs – recruiters’ nightmare come true. Or not really. Not yet.

This is an excerpt from the original Google article, announcing the service:

We’re working with a number of organizations from across the industry to bring you the most comprehensive listing of jobs—including LinkedIn, Monster, WayUp, DirectEmployers, CareerBuilder, Glassdoor and Facebook. This means you’ll see job postings from these sites and many others from across the web as soon as they’re posted. To ensure even more jobs are listed over time, we’re publishing open documentation for all jobs providers, from third-party platforms or direct employers, big or small, detailing how to make their job openings discoverable in this new feature.

Lou Adler, best-selling author and influencer, is arguing that Google for Jobs is evil:

"I contend it will make America less competitive and damage the American workforce. This is evil.

They might be saying to the world that they are trying to help people find jobs more quickly but they either are naïve – which I doubt – or realize the business potential for increasing job turnover and reducing job satisfaction is enormous."

People’s job satisfaction is the result of factors like (direct) manager attitude, company culture and (bad) practices, compensation and benefits, respect, relationships with colleagues, perspectives, personal growth, etc. Probably many others as well.

The decision to leave a job is the result of factors like said job satisfaction, change in personal circumstances, future plans, presence (or lack thereof) better alternatives, etc. Probably many others as well.

I never heard of anyone changing jobs due to the presence of just another job search engine – there are thousands already – be it one from Google. Recruiters and similar businesses fear that Google, with its advanced AI and machine learning capabilities, will disrupt their business.

Aggregating job offers will not turn out to be disruptive, not yet. It is only the beginning, the left-hand side of the equation.

Disruptive will be the step that will follow shortly – the right-hand side – the day when Google starts aggregating info on available talent and actually solving the equation, unlike LinkedIn.

Good recruiters who harness the great capability of the human brain to analyze information and have moral judgment will continue to provide valuable services to their customers. They will need to adapt, but they’ll be fine.

In the meantime, people can google for jobs.



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