Barely 2 weeks old and the buzz of Google+ has already taken over technology blogs, business sites, and my personal Facebook feed (invites anyone?). According to a recent article in PC World, estimates for the social network’s user base run as high as 5 million (not quite the 200 million of Twitter or 750 million of Facebook, but it’s only been 14 days). I recently received my own invitation and can’t stop reading anything and everything about the new social site. Like its social networking cousins, Google+ has the potential to further revolutionize business – from new marketing and advertising techniques to personalized and quick customer service responses. But what effect will Google+ have on the recruiting world?
We already know the benefits of integrated social recruiting, and smart recruiters have already added automated tools into their campaigns (check out my last post on “Recruiting for the Millennial Generation”). From the basic, firsthand knowledge I have of using Google+, here are my predictions for Google+’s potential game-changing role in the recruiting world:
1. Circles:
According to the Google+ Wikipedia page, “Circles” enable users to organize contacts into groups for sharing, across various Google products and services. This system replaces the typical friend’s list function used by sites such as Facebook. There’s no limit to the number of circles you can have – so recruiters can start separating their business contacts by topic and share highly targeted messages or updates based on the circle.
Potential +1 for Circles: Recruiters (and eventually companies) can share jobs to specific Circles (or subsets) of people (without spamming others). The true value will come when recruiters figure out how to best leverage the search capabilities of Google Profiles and grow out their circles. On the flip side, candidates will need to make sure their profiles are Search Engine Optimized in order to be found by those searching.
2. Sparks:
Much like candidates becoming fans of a Facebook company page or following a corporate twitter account, users can add companies of interest to their Sparks Page for real time updates on the given organization. This automated feature acts as a saved search within the Sparks tab of their platform page.
Potential +1 for Sparks: Instead of organizations asking you to fan or follow, they’ll be soliciting for a spot in your sparks. Depending on how this functionality evolves, users could have saved job searches appear in their Sparks interest page.
3. Huddle:
Not only does Google+ already tout a mobile app, but a BBM-like group chat feature called “Huddle”, for communicating quickly and efficiently with circles via instant messaging.
Potential +1 for Huddle: Already texting applicants? Huddling with them might be the future…
4. Hangouts:
Simply stated, “Hangouts” are a place for multi-person video chatting.
Potential +1 for Hangouts: Forget phone interviews and Skype, Hangouts has the potential to be the new video interviewing platform of choice. With the multi-person functionality you can have a candidate, recruiter and hiring manager in 3 different locations all on the same interview.
While these features might seem like “nice-to-have’s” on your list of recruiting essentials, it’s the convenience of one that sets this site apart. If you’re like me, you’re already using Gmail, Google Reader, Google Searches, and Google Profiles – imagine these features integrating seamlessly with social networking.
Oh, and did I mention that a Google+ Business Edition is slated for later this year. My prediction is that it will pick up where Facebook and LinkedIn company pages left off/fell short. While Google+ is late to the game, they’re able to learn from the mistakes of both their failed projects (Buzz, Wave) and the current contenders.
Reprinted with permission http://www.icims.com/blog/
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