Google Recruiting 101 --part 1

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Currently, Google is both the most utilized search engine and largest public information database. Google is an  important access tool  and its toolbar plays a key role in the job market; specifically, helping employers search for the right candidate.
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    Employers do not submit their offers and job descriptions to Google, as it  is an independent company, serving only to find things that are already posted on the internet. In short, Google is not an agent; but, through its innovative search functions, has replaced the need for many roles in the job searching process.
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    Approximately 80% of all Internet searches are answered using Google toolbars, Google.com, and a network of sites licensing the Google search results (such as AOL, Netscape, iWon, Compuserve, Alexa, and many of others). Google is an astounding search engine where one adds the url for free. One needs to just type in the URL and submit it to Google. Google also gives the option of providing 'Comments'. Comments  can  include keywords and comments about the content of the page that is being submitted. This function is useful because one can submit the URL of those pages which are specifically related to careers and employment. For e.g. if an advertising agency, is interested in hiring a copywriter, it can submit the URL of that page which specifically lists out this requirement. This will make sure that candidates interested in copy writing respond to the job posting. Usually, it is observered that job seekers often keep visiting the career and employment section of websites belonging to big and famous companies like Microsoft, Shell etc. However many of them are not aware of job vacancies existing in small and mid –size companies. This is because many are not even aware of the existence of such companies. Hence adding URL to a site which is used by millions is advantageous for small and mid –size companies to attract good talent.
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' V& H) E7 X% V6 Y    Also there is another important feature that sets Google apart. An editor quality rating system is being used by various search engines like LookSmart, AltaVista & other Yahoo affiliated search engines that considers subjective evaluations of editors and then determines the ranks of sites. However, Google does not have such a system and therefore it enables a user to have all types of files on the site. Google gives one absolute freedom of choice, indexing almost anything. Alternatively, Google ranks sites according to some predetermined standardised algorithms, only there is one really interesting factor – the site is ranked   partly depending on the number and quality of sites that have linked back to it.
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    The system was started by the PhD students at Stanford University, Sergey Brin and Larry Page, who formulated a new algorithm for searching. This concept is known as PageRank which is unique to Google as opposed to other search engines. It is a trade mark poperty of Google. The patent of PageRank is exclusively granted to the Stanford University and hence cannot be used by other search  engines. Under PageRank, the inbound links to a site are used to determine its importance to the user. The logic behind PageRank is that if the page cotents are of high quality, other websites will automatically give a link to that  page or website. But that does not warrant indulging in link farms  and getting links from any website. Google pays attention to the website that is providing the link. For e.g. a website dealing with  etymology gets links from sites like say Oxford dictionary the PageRank of that website will increase.But if that same website for the sake of enhancing its Page Rank gets links from a website belonging  to an automobile manufacturing unit, it might lead to a lowering of the Page Rank if the trick is detected by Google. By emphasizing these new standards for what is relevant in a search, Google is configured to crawl and index the Internet efficiently, bringing back more topical search results in the 24 million-some pages available on the net. Currently, it uses such a process to successfully answer tens of millions of queries per day. Google has thus become a platform to assist those seeking jobs, as well as those seeking job candidates. The shared interest between the two parties is mutually met through such a service and, more importantly, is easy, free, and effective.

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Recruitment through Google has become a hot topic. An article in quintcareers.com reads Alice Hanson, a Seattle-based recruiter who worked for a large software company recently described how she finds candidates: "The first thing I do is go to Google and look for resumes that are posted to the Internet. These are the first people I call because they are free," she explained. " It also states that recruiting guru Dr. John Sullivan calls Google "the best-funded recruiting machine on the planet."

3 r7 v; P" b0 T& W9 Y7 G: c' p) ?    Another proof of Google's rising dominance in online recruitment is this: "Put 100 Web-savvy computer users at their own computer and ask them to find a job on the Internet. Almost 80 percent of them will go to a search engine, such as Google, Yahoo, MSN, AOL or Ask Jeeves. Need proof? Do a search for 'jobs' on Google and notice what Web sites monopolize the bulk of the Sponsored Links. Yep, Internet job sites." Says HRSEO, a marketing firm specializing in solutions for human resources. Specifically, Google toolbars allow users to employ specialized functions that make searching for important things (like jobs and resumes) much easier; for example, if a recruiter logs on with certain search keywords and search for 'resumes' he can scan other resumes and see the candidates and the qualifications.

    The commands generally used to search in Google, that are listed further down in this article, can help the recruiter to search Title, Text, Employee Directories, Virtual Communities, Subject, Country Code, plus many more. Moreover, it enables the recruiter to tap into the hidden job market to find their passive candidates. This not only helps the recruiter and its organization to search effectively for their candidates, but also give them all the information about other HR Website Strategies and the tactics of other great recruiters.

2 p, Y6 x9 X3 H. w' \; M" z8 K    Because search engines employ different algorithms, it is right to assume that any two-search engines never achieve the same results, content, and speed. Each has different indexing strategies, search options, matching techniques and ranking schemes. However, it is not necessary to use more than one search engine in every instance; in the cases that it is sufficient to gather the most topical results, and not make an extensive sweep; Google (as opposed to Google in combination with other search engines) is the best tool for the job.

- S+ r/ c! o. {$ }. c! DGoogle Toolbars in Recruitment:  A Detailed Study
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    Google Services and toolbars are an effective way of searching for the right candidate for an organization. The services and tool bars include Google Base, Blogger, alerts, Orkut, Gmail, Google code, language tool, Google reader, Google sitemaps, Google Web API, Google Desktop, Picasa, Google Talk, AdWords, Google Analytics, Google Answers, Google Catalogs and many more.