Change to Google Real Time Search makes Facebook and Twitter Recruitment Imparatives
Last week, Google announced via Twitter that it would be integrating Facebook pages content into its real time search results. The company had previously announced the similar addition of Twitter updates to the search. This change marks a milestone in how social media has evolved from a fun way to keep in touch with old friends to a powerful business tool.
Google Real Time Search lets the search engine’s users decide how much and where to get search results from. The default for Google’s search is still websites, but now users can open or close the funnel of options from a list of sources on the search results pages’ left side.
I did a simple Google search for pharmaceutical sales jobs and went through the process of getting real time results from updates. Google goes and scours several social media sources to find the most recent “updates.” This particular search was dominated completely by Twitter updates from the likes of JoePharma, CareerBuilder’s Twitter account, and RXSales. However, if recent and relevant Facebook page updates had included pharma sales jobs, those would have listed as well.
It is important to note that Google Real Time Search only shows update results from Facebook Pages. Pages are different from Facebook Profiles. Facebook defines a “Page” as:
Pages are for organizations, businesses, celebrities, and bands to broadcast great information to fans in an official, public manner. Like profiles, they can be enhanced with applications that help the entity communicate with and engage their fans, and capture new audiences virally through their fans’ recommendations to their friends.
Also, status updates and content added by the Page administrators only will be shown in real time search. Any comment or link posted by a fan or follower is not included. Also per Google, personal profile status updates are not included (at this time) on the real time search results.
So what does this mean for recruiters? This change makes extending an organization’s recruitment reach to these social media tools more and more important. It used to be enough to simply put an ad in the paper. Then, as long as the vacancy was announced online and your career site was searchable on Google you were fine. Now, with increasingly more options for jobseekers to tap into, career opportunities must be made available to all avenues of search engine crawling.
The reliance on social tools like Twitter and Facebook by jobseekers is only going to grow. Along with this jobseekers growth, we will see better search results from the likes of Google and Bing too. If your organization is not currently using Twitter or Facebook as candidate attraction tools, you are missing out on some of the most plugged in of jobseekers.
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