New Structured Data launched by Google for Job Listings

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A new structured data markup property is all set to be introduced by Google, for work listings that allow prospects to apply directly on the employer’s website.

Also, Google is mandating a new editorial content policy with an effort to users can understand the content in a job listing and easily apply for it either directly or another way.

First, we should take a gander at the new structure data property.

New direct Apply Markup for Job Listings

The new directApply property allows employers to indicate if there’s an option for prospective employees to apply for a job on their website.

Google says this markup is suitable for job listings that meet a specific and certain set of user actions required to apply for the job. To be specific, the user must be offered a short and straightforward application process.

Employers offer a “direct apply experience,” as defined by Google, in the event that one of these conditions are met:

  • The user completes the application process on your website.
  • Once showing up at your page from Google, the user doesn’t have to click on apply and provide user information more than once to complete the application process.

In other words, in the off chance, if the job listing requires applicants to upload a resume and, then type all that same information again in an application form, it’s not eligible for this markup.

Website owners can start utilizing this markup right away, however there may not be any immediate effect in search results as Google works to integrate this information into its index.

New Content Policy for Job Listings

Google’s new editorial content policy includes guidance around obstructive text and images, excessive and distractive advertisements, or content that doesn’t add any value to the job posting.

Google asks that job listings additionally follow basic grammar rules, like proper capitalization.

Based on research findings, Google offers the following tips to employers to further improve job seeker trust and potentially attract more applicants:

  • No scams: Verify that no job listings represent spams or scams. Listings must represent real job opportunities.
  • Improve user experience: Websites with poor user experience ask for user information, when it is not necessary, have poor as well as low quality pages, or have complex application processes.
  • Remove expired job posts: Don’t leave a job post open on the off chance that it is no longer accepting new applications.
  • Genuine dates: Don’t cover and mask old jobs as new ones and don’t update the DatePosted property if there was no change to the job post.
  • No off-base or deluding information: This incorporates location, incorrect salary, employment type, working hours or other job specific details.

Google’s new editorial content policy for job listings will go into effect on October 1, 2021.

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New Structured Data launched by Google for Job Listings

A new structured data markup property is all set to be introduced by Google, for work listings that allow prospects to apply directly on the employer’s website.

Also, Google is mandating a new editorial content policy with an effort to users can understand the content in a job listing and easily apply for it either directly or another way.

First, we should take a gander at the new structure data property.

New direct Apply Markup for Job Listings

The new directApply property allows employers to indicate if there’s an option for prospective employees to apply for a job on their website.

Google says this markup is suitable for job listings that meet a specific and certain set of user actions required to apply for the job. To be specific, the user must be offered a short and straightforward application process.

Employers offer a “direct apply experience,” as defined by Google, in the event that one of these conditions are met:

  • The user completes the application process on your website.
  • Once showing up at your page from Google, the user doesn’t have to click on apply and provide user information more than once to complete the application process.

In other words, in the off chance, if the job listing requires applicants to upload a resume and, then type all that same information again in an application form, it’s not eligible for this markup.

Website owners can start utilizing this markup right away, however there may not be any immediate effect in search results as Google works to integrate this information into its index.

New Content Policy for Job Listings

Google’s new editorial content policy includes guidance around obstructive text and images, excessive and distractive advertisements, or content that doesn’t add any value to the job posting.

Google asks that job listings additionally follow basic grammar rules, like proper capitalization.

Based on research findings, Google offers the following tips to employers to further improve job seeker trust and potentially attract more applicants:

  • No scams: Verify that no job listings represent spams or scams. Listings must represent real job opportunities.
  • Improve user experience: Websites with poor user experience ask for user information, when it is not necessary, have poor as well as low quality pages, or have complex application processes.
  • Remove expired job posts: Don’t leave a job post open on the off chance that it is no longer accepting new applications.
  • Genuine dates: Don’t cover and mask old jobs as new ones and don’t update the DatePosted property if there was no change to the job post.
  • No off-base or deluding information: This incorporates location, incorrect salary, employment type, working hours or other job specific details.

Google’s new editorial content policy for job listings will go into effect on October 1, 2021.

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