A guide to HR technology
A comprehensive collection of articles, videos and more, hand-picked by our editors
Google is turning to the internet to help it track down potential recruits with the skills and experience to become high-flying employees.
Google has developed software capable of identifying candidates who are likely to thrive in the organisation by automatically analysing CVs posted on the internet.
By submitting your personal information, you agree that TechTarget and its partners may contact you regarding relevant content, products and special offers.
The project grew out of work by the company to help it identify the best candidates from the more than two million CVs and job applications it receives every year.
“We need to find people who are attuned to Google’s mission, have the knowledge and capability to carry it out, can change in a fast-moving environment, and will be good for Google in the long term,” said Google people analyst Caitlin Hogan.
The company, which relies heavily on data analytics for its decision making, began the project to help it shortlist the most promising job candidates from the millions who apply, said Hogan, speaking at an industry conference.
Keyword search for compatible candidates
It began by mining the CVs of Google employees to identify the keywords associated with successful job applicants.
The result was an algorithm that could accurately predict the likelihood of a candidate passing Google’s rigorous selection procedures, based on a keyword score.
Important factors included candidates' educational history, and whether they have spoken at industry conferences, Hogan revealed.
“Cultural fit is often the biggest deal breaker,” she said.
Google casts recruitment net wide
Google has used the technology to analyse publicly available CVs posted on the internet to source candidates who might not apply to Google through traditional routes.
“We could use that to find people who might not traditionally apply for a role at Google – highly skilled female data scientists, for example, who might be good in engineering roles," she said, speaking at the HR Tech Europe Conference in London.
The company is also using the algorithm to re-evaluate CVs of candidates who have been rejected for posts.
“Given the number of resumes we receive, it is likely that some good candidates will fall out of the process," she said.
The technology does not, however, replace human resources specialists. Each CV is still reviewed by a human, said Hagan.