Using Google Plus in Recruitment

Screen Shot 2013-07-11 at 22.04.52These are live blog notes from the Social Media in Recruitment Conference 2013#SMIR – so please excuse any typos.

This second masterclass is led by Andy Headworth, founder of Sirona Consulting.

Andy Headworth started his masterclass by saying this:

If you don’t go and look at Google Plus as a recruiter, you are mental.

He then went on to show why recruiters should use Google’s social networking platform. Google Plus is now two years old and in that time it has gone from clunky to becoming a lot slicker with an easy to use design.

Headworth said that G+ has 343m active users vs 288m on Twitter and 693m active users on Facebook. He said that 57% of G+ users are active in the stream (i.e. posting and sharing on their profile).

There are three main reasons to look at Google+. It is good for:

  1. Creating talent pipelines and communities
  2. SEO – search and authorship
  3. Creating and sharing content

Make hay while the sun shines, he urged delegates, as it is easy to find contact details of users in their profiles, something Headworth thinks will be tightened up and especially if recruiters abuse the opportunity.

He talked through the functions . . .

G+ profiles

  • There are no text limits and they allows hyper links and anchor text so for Seo, it is great. You can have links from Google to your careers page.
  • Most profiles include contact info, unlike LI
  • Have a company profile and have your recruiters on their – this will act as valuable SEO for your sites
  • Then put the badges everywhere and promote the fact you are on G+
  • Another feature is authorship. That lets you as author stand out against your content, giving you authority and authorship. By configuring Google so that your image appears next to your content, recruiters can show their experytise i.e. posting jobs and sharing relevant content.

Jobs on G+

  • If you tag the job to recruiter then their picture appears next to the job ad. Your recruiters will become recognised as specialists in their fields
  • Recruiters can post jobs on their G+ profile
  • Author Rank will be coming soon and will rank users based on their content, how many circles they are in etc. This will rank users in a similar way to the way pages are ranked in Page Rank. G+ is getting sexy and serious, Headworth said.


  • Like Twitter – if you put people in your circles you are following them. If they put you in your circles you follow them.
  • Communities are like Linkedin Groups
  • Hangouts – like Skype on speed – up to 10 on air at once and can ve recorded and published to Youtube.
  • You can add anyone to your circles – people cannot see what you call your circles
  • You can control the content you want to see
  • And you can segment the content you want your circles to see – target your content according to the circle
  • Content shared in your circles can also be seen in the circles of those you follow (extended circles)

Finding candidates
Search in G+ shows you people and their contact details and you can see who else is in their circles. It is easy to create a talent pool.  And G+ communities are also simple to set up. They can be private or public.

As well as sharing content with circles and extended circles, you can also email them too. Andy said this was clearly a very useful feature for recruiters although he warned against abusing it. Spam someone on the first email and you will get blocked, he said.

Headworth also suggested looking at third-party G+ tools. Circle Count is good for analysing your data and  Find people on plus is good for sourcing.

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