Why I Joined Jobiak

Guest post by Bill Fanning, Jobiak’s Chief Revenue Officer and Advisory Team Member. 

Jobiak’s Chief Revenue Officer and Advisory Team Member, Bill Fanning

During my career, I have been extremely fortunate to collaborate with some awesome organizations that have worked to solve the challenges of connecting employers with candidates. I have seen different aspects of online hiring rise and fall as new tools became available. Early titans such as Monster and CareerBuilder were met by job search aggregators like Indeed and SimplyHired, as well as niche sites like LinkedIn and ZipRecruiter.

As new sites and solutions continue to emerge, the end customer — the candidate — has become overwhelmed by the sheer number of disparate options. Having a folder, like the one shown below, on one’s phone is quite common for today’s job seekers:

Proliferation of job apps

With Google’s entry into the recruitment area with Google For Jobs, an amazing change is taking place. Candidates can now easily search and find new employment opportunities delivered by one main content provider. 73% of all job searches start on Google – an amazing statistic that I think will only grow as Google continues to evolve and refine their job search engine.

Instead of jumping between apps, and countless alert emails, candidates can simply engage with Google by typing in their specific job search requirements and immediately bring up a targeted list:

Google for Jobs feeds candidates a targeted list of job openings based on search.

This is so much simpler and is exactly what candidates want — relevant job postings delivered from ONE trusted content provider; straightforward, easy to engage with job posts and no frustrating hoops to jump through!

The Problem?

For the talent acquisition team, posting to Google for Jobs is very different than posting to a job board!


Google for Jobs requires that you put a highly structured job-posting schema in your html, which requires a skilled developer.

Enter Jobiak!

Jobiak has a patent-pending Machine Learning platform that completely eliminates the challenges of posting to Google For Jobs. Jobiak’s services use an algorithmic approach to optimizing employer’s job descriptions to accomplish exactly what they are supposed to do – BE SEEN AND ENCOURAGE ENGAGEMENT.

Jobiak also completely simplifies the apply process by delivering the candidate back to your ATS system or career landing page, so that you have an informed applicant and lower drop-off rates. Don’t have a career page? No worries – Jobiak provides a mobile-optimized page that allows a candidate to simply and easily apply from a desktop or mobile device.

Why I Joined Jobiak

My reasons for joining Jobiak are straightforward:

  • Job seekers have reached their limit with the proliferation of job search options. Google for Jobs addresses this need by offering a one-spot job searching option. I fully believe that Google will continue to grow in its ability to connect candidates and employers without requiring 3rd party systems.
  • In recent years, I have witnessed that employers are overwhelmed by the multiplatform issue and the costs associated with this issue. Both are solved by Google and I see Jobiak as a solution that enhances Google for Jobs for recruiters.
  • Jobiak recognizes that a recruiter’s time is paramount and delivers an efficient, cost-effective way for employers to have their jobs seen by the best candidates.

What’s Next?

I look forward to working with growing companies to help them make Google their most effective candidate acquisition platform. If you are attending SmartRecruiters Hire19 event in San Francisco, come see Jobiak compete for the Recruiting Startup award on Wednesday, February 27!

Would you like to schedule a time to learn more about Jobiak? Get in touch. I encourage you to get on the Google bandwagon and improve your candidate experience today. Get started by seeing if your jobs are showing up on Google for Jobs.

Despite the favorable stat for job search sites that 30% of all searches on Google are job-related, that' doesn't seem to be the case.Fill your candidate pipeline- avoid these Google For Jobs mistakes