Structured data can give your job postings (and your search for top-notch talent) a Google-friendly edge.
The race is on to find incredible candidates for open positions. But it can be frustrating spending hours crafting an amazing job listing, posting it to an online job board, and then getting few or no applicants. Seem familiar? If you feel like your company’s online job postings simply disappear into the ether, you may need to restructure them for search engines. Since Google is the undisputed king of search engines, we’ve compiled a how-to on using structured data* in your job postings—a feature that makes postings eligible to be featured in a special user experience in Google search results.
Whether you use your own ATS (i.e. your own job board) or third-party job sites (i.e. CareerBuilder, Indeed, etc.), implementing structured data can improve the visibility of your job listings on Google and help you attract more applicants. Some internal teams are adept at this skill, while others find it more advantageous to work with outside experts who can handle this on their behalf. Either way, the advantages are worth the effort.
Benefits of using structured data in online job postings
For companies and job site owners, this feature offers numerous benefits:
- More interactive results: Your postings are eligible to be displayed in the jobs widget on Google, featuring your logo, reviews, ratings, and job details.
- A greater number of applicants overall, and more motivated applicants: The new user experience enables job seekers to filter by various criteria like location or job title, meaning you’re more likely to attract applicants who are looking for exactly what your company offers.
- Increased likelihood of discovery and conversion: Job seekers will have a new avenue to interact with your postings and click through to your site.
Structured data also allows you to emphasize key details about a job, making it more relevant and engaging to users than standard postings.
Structured data requirements
The minimum data required by Google to display job postings are:
- Title of the job (not the title of the posting). For example, “Software Engineer” or “Barista” and not “Warehouse Jobs” or “Retail Hiring!”. Use common job titles to make them easily searchable.
- The job description, including job responsibilities, qualifications, skills, working hours, education, and experience requirements. The job description can’t be the same as the job title, must be formatted and have one paragraph at a minimum. Use bullet points to write clear and simple job descriptions.
- The posting date for the job
- Location information for the job including full address (or remote, hybrid, etc.). The more location information provided, the greater the chance of being selected by Google’s algorithm.
- The expiration date for the job posting, if applicable.
- Note: Avoid using buzzwords.
Adding structured data to your online job posts
In the age of primarily online job searches, it’s important to equip your postings with features that allow them to be easily found. More importantly, job postings should be easy for job seekers to navigate and submit an application. Adding structured data to your online jobs can help them gain visibility and simplify the application process for candidates who may want to apply.
It’s important to note that Google doesn’t guarantee all jobs with structured data will populate in their Jobs feature—only that adding the data correctly makes a job posting eligible to appear there. It’s also important to remember that adding structured data does require some level of technical knowledge, and it may be challenging for beginners to master.
Want to explore structured data for yourself? Download our roadmap for adding structured data to your job postings using Google’s own published instructions.
Your hiring process: completing the picture of success
Like most things in the online world, structured data isn’t a foolproof method for finding better candidates for your open jobs. It’s also a methodical process that requires time to learn or help for experts familiar with the mechanics already.
Even with a clear set of rules and guidelines, learning and applying structured data to job postings still takes time and resources—two things many businesses don’t have.
An experienced talent acquisition firm can work in tandem with your online hiring efforts to find top talent, pre-screen and vet them, and handle the interview process. (Many also assume the responsibility for your online job postings, making your need to learn structured data obsolete!) This frees you up to focus on other pressing matters in your organization—and eliminates the stress of an uncertain hiring landscape.
Vaco can make your hiring process less stressful, less time consuming, and more fun. Our team is experienced in filling both temporary and permanent roles and finding the best local and remote talent. We utilize comprehensive technology to ensure that both the in-person and virtual hiring processes are fine-tuned for efficiency and success.
We love helping companies find, hire, and onboard their dream candidates.
Contact us today to get started.