Google is the most popular search engine in the world, with 64% of searches being powered by it and a market share of mobile and tablet searches of 89%. Already 70% of job searches start with Google.

They’ve just announced their latest offering:  Google for Jobs. The announcement comes as no major surprise, but may change the way in which potential candidates search for job opportunities. In much the same way Google has changed the way users search for flights, products, restaurants, news, etc.

Leveraging the power of Google’s advanced learning capabilities; the feature is able to sort through millions of job listings to present better ones to job seekers. The job listings that it presents are collected from other sources including LinkedIn, Facebook, Glassdoor, Monster and Zip Recruiter and then filtered by specific criteria tailored to the user. The idea behind Google for Jobs is to use its intelligent systems to classify jobs and use pattern matching to present the exact type of jobs the job seeker is looking for. Google will even offer notifications when a job that matches your search criteria appears.

So what does this mean? 

Whilst Google for Jobs will initially be launched in North America, we expect it to cross the Atlantic in 2018. It’s likely that Google will establish an even firmer grip on the marketplace for active candidates – providing real competition to the likes of Indeed and some of the job boards.

From a wider perspective, it is still too early to know the full implications of the release, however, based on Google’s track record of disrupting industries and their recent developments in A.I., we can expect a sizeable change in the way potential candidates search for jobs.

Given this company’s extraordinary capacity to learn and develop tools based on the information they collect, we believe brands will also benefit from this move. It would not be surprising to see new features developed which will further enhance the ability of employers to find the right talent.

It is already well established that the talent acquisition industry should be compelled to embrace technology and incorporate it into their sourcing efforts. Google’s latest announcement is just another clear sign that this mindset will only become more and more relevant.

To ensure the talent organisations want to choose their opportunities over others, employers will still need to differentiate themselves and build compelling brands that cover the full candidate lifecycle.