Best Google Hire Replacement

Choosing The Best Google Hire Replacement

Now that Google Hire’s shutting down, you’re probably looking for a Google Hire replacement and wondering what the best alternative is.

There seems to be an almost overwhelming choice in the recruitment software market at the moment, with each provider often promising to do similar things. So how can you tell which is the best Google Hire replacement for you?

In this article, we take you through the most important things to consider when choosing a replacement for Google Hire.

Of course, if you're looking for an easy transition to new recruitment software we'd love to have the chance to help you.

1. Features

Google Hire had some great features that made it a popular ATS. That said, the majority of the features available from Google Hire can be found in other popular recruitment software.

Google Hire never really grew to incorporate more than the core features that we’ve come to expect from a modern applicant tracking system and was, perhaps, even lacking in some areas.

So as a quick reminder, some of Google Hire’s most popular features were:

  • Careers page and online application form
  • Interview scheduling
  • Posting to job boards
  • Managing candidate data
  • Hiring team comments
  • Candidate email management
  • Email templates
  • Interview scheduling with calendar integration
  • Interview feedback
  • Candidate search and talent pipeline
  • Reporting

So this is likely to be the bare minimum you’ll be looking for in your new recruitment software and most (although not all) applicant tracking systems will have these features.

And that’s what makes choosing the right applicant tracking system tricky. If you were satisfied with this feature set, do you really need any of the other features on offer by the various ATS providers you’re evaluating and are they worth paying a little extra for?

Read on as we take you through some of the things that you should probably be taking into consideration (from features to usability, candidate experience, and support).

And if you’re still wondering what the most popular recruitment software features are amongst other recruitment teams, the rest of this article will help you with that too.

2. Usability

If you’re moving from Google Hire to a new recruitment software provider, remember that Google Hire was relatively easy to use when compared to some of the applicant tracking systems on the market.

A lot of similar software that’s available is quite clunky and unintuitive.

If you don’t buy software that your team loves to use, there’s no point in buying it at all because everyone’s just going to get frustrated. Simple is often better and considering whether your team will feel comfortable using new software is something that seems obvious but is often overlooked.

We’ve seen cases of customers that have moved to Pinpoint from other recruitment software providers simply because the software the customer had bought previously was too difficult to use and they hadn’t had enough support to get it up and running. That process of buying two solutions when they could have bought one was costly in terms of time, money, and reputation with the rest of the business.

3. Candidate Experience

The experience your candidate gets before and after they apply is possibly one of the most important things that your choice of applicant tracking system will influence.

Here are a few things to consider in this area:

  • Is the careers site (from the job listing through to the job descriptions and application process) provided by the ATS fully branded or does it look completely different to your organization’s main website? We see this problem quite often (even for big brands). Our data shows that when the online experience is completely seamless more candidates apply.
  • Do potential applicants have to log in to apply? If so, you’re likely to significantly reduce the number of applications you receive.
  • Does the careers site and whole application process work as well on mobile as it does on desktop? (over 60% of traffic to careers sites now comes from mobile devices).

These are just a few of the things to consider in this area. If you’re interested in diving a little deeper into this, you might enjoy this article: What Makes a Great Careers Page.

4. Additional Features and Benefits

When evaluating other applicant tracking systems, consider whether there are features over and above those that were offered by Google Hire than might benefit your team. Some examples include:

Candidate Scorecards

Candidate scorecards allow you to easily score candidates at any stage of the hiring process based on a pre-defined set of criteria. You can collate scores from different hiring team members, then rank candidates based on their overall score for each criteria.

Automated Recruitment Marketing

By automatically advertising jobs to passive candidates where they spend their time online, automated recruitment marketing software means you never have to worry abut whether you’ll get enough good quality applicants.

Whilst posting to job boards and organic social media pages can help attract active candidates, passive candidates represent 75% of the potential market so having a tool that can help you automatically run low cost digital advertising to this audience is critical if you want to access the whole market and ensure you don’t miss out on the best talent.

Blind Hiring

If an ATS has blind hiring built in, this will allow you to automatically anonymize applications and resumes before they are assessed. This helps to reduce the risk of bias in the recruitment process and ensure your hiring teams are assessing applicants exclusively on their skills, experience, and qualifications.

Fully Branded Careers Site

A careers website and application process that’s well branded and showcases your employee value proposition inspires more of the best candidates to apply.

Whilst you might just need a very simple applicant tracking system, most in-house recruitment teams are starting to use some of these more advanced (but still easy to use) features to save them time, and attract better candidates more consistently so it would be worth checking that the ATS you choose incorporates these features.

5. Support

One of the big differentiators between software products (and not just in the recruitment space) is the quality of support you receive. Whilst this can be difficult to judge before you buy (let’s be honest, nobody is going to say their support isn’t the best) it’s well worth asking for at least one client reference call before you buy. This allows you to hear, first hand, what the quality of support the software vendor provides is like.

Think about whether you’re happy with email support or whether you want someone to talk to at the end of the phone. Do you need a supplier that can offer training to your team to help get them up to speed quickly? Is unlimited access to support important to you? What about the time it takes to get a response to a support query?

Support is one of the most important parts of what we offer at Pinpoint and that support isn’t just limited to helping you use the software. Whether it’s improving your job descriptions, advice on how to interview, or learning how to optimise your recruitment advertising, you get unlimited access to our Customer Success team, whose only job is to help you attract and hire more of the best talent.

6. Making the Switch

How easy will it be to transfer your data from Google Hire to the new applicant tracking system? Will you have to do this yourself or will your new ATS provider do this for you? At Pinpoint we handle the whole data migration piece for you, ensuring that your careers site and candidate data are all moved over seamlessly.

What about updating links? When you think about it, you’ve probably got links pointing to job descriptions on your careers site hosted by Google Hire all over the internet – think about links from your own website, links from job boards, links that you’ve posted on forums. Will your new ATS provider be able to supply you with a list of links that you need to update?

7. Price

Google Hire was priced by the number of employees in your company. This means, in general, the smaller your company the less you paid. Typical companies would pay somewhere between $2,400 and $12,000 per year.

The majority of applicant tracking systems have options within this price range although some are significantly more expensive.

Applicant tracking systems are generally priced by:

  • the number of jobs you need to fill
  • the size of your team, or
  • the number of locations your organization has.

When considering price, it will almost certainly be easier to get buy in from your management if you can find something at a similar price point. But you should also consider whether there are features that Google Hire was lacking that could be useful to you and justify you spending a little more.

What Next?

We’d love to show you around Pinpoint as we might well be a good alternative to Google Hire for you. We offer all of the core features of Google Hire (and plenty more), we can offer similar pricing (depending on the size of your organization), and will manage the whole process of switching to us (including moving your data, setting up your new careers site, and training your team). You can get your free demo here.

Looking for a Google Hire replacement?

Get your free demo and discover how we make switching to Pinpoint a breeze.

About the Author Tom Burston

Tom is a Client Engagement Specialist at Pinpoint. Before joining Pinpoint Tom headed up recruitment for the offshore business of Standard Bank.