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Google plans to use AI to conquer the job market

Google plans to use AI to conquer the job market 1000 700 HR-ON

The future of recruitment and job searches lies with artificial intelligence and machine learning. And Google has already got the ball rolling.

Last month, the search engine giant launched ‘Google for Jobs’. This uses Google’s huge amounts of data to ensure an even better match between candidate and employer.

For now, Google re-posts jobs from other websites. Therefore, Google has not officially started their own self-sufficient job market. However, the long-term plan is that ‘Google for Jobs’ will have complete management itself. For the time being, ‘Google for Jobs’ is only available for US users.

The service was developed in collaboration with companies which have a large recruitment intake, like FedEx and Johnson & Johnson. According to Google, companies have had an 18% increase in the number of applications received, with Google’s help compared to their previous methods.

The ‘brain’ of the system

The brain in the system – if you can use that term about Artificial Intelligence (AI) – is Google’s Cloud Job API, which was launched last year. The Cloud Job API is the machine learning core of ‘Google for Jobs’. The Cloud Job API operates in three layers. The upper layer is made up of 30 different categories, the middle layer 1100 categories, and the lower one a quarter of a million different categories. In addition, it works with 50,000 different soft and hard criteria as well as different models of relations. 

According to Google’s data, 46% of American employers face challenges with their recruitment and find it difficult to fill their positions with the right candidates.

Google’s large amount of data

With ‘Google for Jobs’, users can search loosely for “nearby jobs” or “teaching jobs” or similar. It will also be possible to enter a wide range of criteria that the jobseeker’s future job must meet. It could differentiate things such as specific working hours. Next, Google draws on the data the search engine has access to. Which is virtually the entire publicly available internet – and runs it through the Cloud Job API to come up with relevant results.

According to Google, for many jobs there will also be reliable reviews and assessments of the workplace, as well as information on the commute to the office. The latter is particularly relevant in the United States. There it is quite common to have a long commute to work every day.

Another feature of ‘Google for Jobs’ is a search engine, which keeps the candidate informed about new jobs that might interest them.

Google takes the job posts from many partners, including LinkedIn, Monster, WayUp, CareerBuilder, Glassdoor and Facebook. As well as the job posts from partners, Google also searches the rest of the internet for job ads. The service then passes these job ads on to job seekers, as soon as they go online.

Google is currently implementing this service throughout the entire American market.

Beach work

Ways to make good use of the quiet summer time

Ways to make good use of the quiet summer time 1200 628 HR-ON

30 degrees. Summer. Colleagues are on holiday and work processes are slowing down. The months of July and August are considered slow recruiting months. Recruitment slows down in July, before accelerating at the end of August. Recruitment processes fall by the wayside because interviews are difficult to plan.

However, there are ways to make meaningful use of these quiet months.

For example, the summer season is the time of year when recruiters can reconsider their hiring strategy. Employees have high expectations of their workplace. Especially young graduates can not be satisfied with the usual advantages offered by a company. The coffee quality must be “fairtrade” and be served with a “homemade” piece of cake. A recruiter today has to find good arguments to make a company attractive to employees. If not, the best candidates will not be interested in working for the company. In the quiet summer months, the question then arises: what can the respective company offer and how can these potential benefits be sold to the potential employee?

How to make better use of quiet summer months

Few vacancies are advertised, also fewer applicants apply for these posts. In these relatively slow recruitment months, it will be worthwhile to look more closely at the few and, in the first place, perhaps not preferred applications. Also, examine old applications is an opportunity to fill open positions in the summer. Applicants with a non-100% CV, but impressive employment history might be well suited to open positions. For example, a woman who wants to return to work after maternity leave.

In addition, July / August is the time of the year in which graduates complete their studies and leave college and university. This is therefore the best time of the year to occupy entry-level positions. Smart recruiters will use this time to engage young professionals, before entering into contracts with competitors.

For this reason, make use of the quiet summer time to prepare well for the coming months.

7 mistakes to avoid when recruiting

7 mistakes to avoid when recruiting

7 mistakes to avoid when recruiting 1200 628 HR-ON

Most people know that recruitment processes are associated with costs. But, if you end up hiring the wrong person for the job, costs increase significantly. Therefore, HR-ON has put together a list of 7 mistakes, or “deadly sins”, to avoid, when recruiting.


By preparing a process plan that fits your company, you will avoid wasting time. By sticking to the plan, you gain a better overview of your job ads, your job interviews, the hiring dates, and so on.  In this way, your recruitment process plan will help you to have an overview and meet your deadlines.


We always read sentences like: “you are able to multitask” or “you are able to manage your tasks in busy environments”.  According to Ali Cevik, founder of HR-ON, you should not put empty phrases in your job advertisements. They just don’t give the applicants the essential information on the job. By thinking out of the box and creating your own unique job posting, you increase the credibility of your company and promote a higher level of interest in the position.


Ali Cevik is convinced: “People, in general, feel more secure when hiring candidates who have a similar profile as themselves”. But he invites recruiters to break out of these habits and consider recruiting more diverse candidates instead. One way to do this is by taking advantage of other media than the ones you usually use. For a suggestion, you could include social media, blogs, niche job board, magazines and networking in your distribution strategy: “By doing so, you invite new and atypical candidates to apply for the job. Thereby, new skills and ways of thinking can be added to your company,” affirms Ali Cevik.


When writing your job ad, do not make the list of requirements too long. Instead, you should specify exactly what you are looking for and what candidates can expect from the position: What are the core values, the mindset and the environment of the workplace and what specific tasks need to be solved? Be aware of what the job really requires and avoid contradictions. Through a concrete job profile, you will reach more targeted profiles and receive only relevant applications.


When you receive hundreds of job applications by e-mail, it can be difficult to hold track of the process, and you might spend most of your time by administration and systematization. The higher number of recruitments you make per year, the heavier is the burden of administration. That is why you will gain great benefits by acquiring an effective recruitment system. By applying HR-ON to your recruitment procedure, your vacancies and related job applications are systematized by automated functions. Thus, you gain time for the more qualitative tasks as, for example, the personal job interview.


Although you should be specific about your company needs (see Point 4), you can gain a lot if you are open to other candidate profiles with different competencies and working methods. Giving your business an atypical and unfamiliar profile will give you new perspectives on tasks, innovation, and growth for your business. Ali Cevik points out that breaking away from the usual framework, condemnation and expectations widens the horizon and gives new energy and inspiration to the whole recruitment.


HR-ON believes in “value-based recruitment”. It is a concept that we hope to pass on to the users of our system. The idea involves that you focus on the core values of your company through every step of your recruitment process. By practicing recruitment based on values, the chances of finding a truly dedicated employee who will support your company goals in the long-term increases.


Hopefully by reading this article you will know the 7 mistakes to avoid when recruiting, and will in turn improve the success of your recruitment.

For more useful recruiting tips from HR-ON please see other articles, such as: Why you should recruit diverse employees

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