The recruitment market is big business, with annual sales of around 554 billion dollars a year, according to the latest World Employment Confederation report. In the technology world, this means a great opportunity to develop tools to make a recruit's job easier, faster, and more likely to find the right people for the job. Now Google is stepping up its own efforts in space. Today, Hire, its G Suite-based recruitment management platform, is expanding its first international markets outside the United States, in the UK and Canada.
Google is a bit too late penetrating introduction to the market: Start Hire only in 201
These tools provide tools for automating automated processes that do some of the repetitive administrative tasks.
"Advertisers want time to talk to contestants, but they do not want to sit in systems and click things," said Dmitri Krakovsky, the vice president of Hire for Google. "We spend time automating a lot of functionality." And they filter needles in haystacks of applicants and turn up interesting "lookalikes" that have not quite made the cut (or accept the job) so they can be targeted for future opportunities.
And, of course, Hire connects to third-party job boards through services like eQuest to integrate inbound people into the system, and seamlessly integrates with Jobs by Google, Google's own vertical search effort (19459007) that the traditional job board is accepted by searching for natural language query opportunities in Google's natural search window.
Krakovsky said the first international market entries in Canada and the UK made sense because there is no language barrier between them and the US. The United Kingdom is also crucial for another reason: It gave Google the opportunity to adapt the product to the GDPR, he said, for future launches.
While markets such as the United Kingdom and the US are some of the largest for recruitment services worldwide, this is a chance for a long tail, and over time, the goal will be to hire Hire globally and use it as one key rivals against Taleo, LinkedIn, Jobvite, Zoho, SmartRecruiter and many others in the region to position candidate acquisition and tracking.
Hire currently ranks 23rd in the Top 100 Candidate Tracking Systems, according to OnGig's research, but also highlights its potential because it's potential. At the moment, Krakovsky said it was not about big companies or even tiny, mom-and-pop shops, but about the huge opportunity of ten to a few thousand employees.
The bigger Google opportunity is on multiple levels. First, the company sells Hire as a paid product that supports the company's broader offering of Google Cloud platform software and services. These prices range from $ 100 / month to $ 400 / month, depending on company size (and you work directly with Google on pricing if your organization has over 100 employees). Second, it supports the company's biggest recruitment ambitions, including API-based Cloud Talent Solutions and the vertical search engine job board. This is a quiet but huge strategy, considering the size of the market it wants to tackle.
Google's charging of hire with AI and the international emphasis is another point. One of the biggest recruiting meta-trends was the impetus to push the mindset with more diversity, not just to make the process fair, but to engage companies with different mindsets and different audiences.
While AI can definitely accelerate certain processes, it has also proven to be a potential diversionary pool based on what gets fed into it. A particularly messy example of this was, in fact, Amazon's attempt to create an AI-based recruiting tool that eventually had to be terminated.
Google is aware of this and always keeps in mind the creation and expansion of hire especially for new territories, which are otherwise diversity management exercises for AI systems. Krakovsky pointed out that an example of how Google has created more "understanding" is in finding veterans who can search for expertise with their own jargon, which is automatically translated into other capabilities as described by them Employer outside the military.
That's natural for job creation. The key to the tech world, if it wants to build products with international persistence to disrupt the existing "rental archies" (sorry), will be to improve this way of leveling every aspect of the recruiting process over time.  Those in the lead do not lean back: just yesterday, Jobvite (the fifth largest ATS tracking platform) announced a $ 200 million round of financing and three acquisitions.