Make your site’s complete jobs information accessible to job seekers

In June, we announced a new experience that put the convenience of Search into the hands of job seekers. Today, we are taking the next step in improving the job search experience on Google by adding a feature that shows estimated salary information from the web alongside job postings, as well as adding new UI features for users.

Salary information has been one of the most requested additions from job seekers. This helps people evaluate whether a job is a good fit, and is an opportunity for sites with estimated salary information to:

  • Increase brand awareness: Estimated salary information shows a representative logo from the estimated salary provider.
  • Get more referral traffic: Users can click through directly to salary estimate pages when salary information surfaces in job search results.

If your site provides salary estimates, you can take advantage of these changes in the following ways:

Specify actual salary information

Actual salary refers to the base salary information that is provided by the employer. If your site publishes job listings, you can add JobPosting structured data and populate the baseSalary property to be eligible for inclusion in job search results.

This salary information will be made available in both the list and the detail views.

Provide estimated salary information

In cases where employers don’t provide actual salary, job seekers may see estimated salaries sourced from multiple partners for the same or similar occupation. If your site provides salary estimate information, you can add Occupation structured data to be eligible for inclusion in job search results.  

Include exact location information

We’ve heard from users that having accurate, street-level location information helps them to focus on opportunities that work best for them. Sites that publish job listings can do this can do this by using the jobLocation property in JobPosting structured data.

Validate your structured data

To double-check the structured data on your pages, we’ll be updating the Structured Data Testing Tool and the Search Console reports in the near future. In the meantime, you can monitor the performance of your job postings in Search Analytics. Stay tuned!

Since launching this summer, we’ve seen over 60% growth in number of companies with jobs showing on Google and connected tens of millions of people to new job opportunities. We are excited to help users find jobs with salaries that meet their needs, and to route them to your site for more information. We invite sites that provide salary estimates to mark up their salary pages using the Occupation structured data. Should you have any questions regarding the use of structured data on your site, feel free to drop by our webmaster help forums.

Posted by Nick Zakrasek, Product Manager

Make your site’s complete jobs information accessible to job seekers

In June, we announced a new experience that put the convenience of Search into the hands of job seekers. Today, we are taking the next step in improving the job search experience on Google by adding a feature that shows estimated salary information from the web alongside job postings, as well as adding new UI features for users.

Salary information has been one of the most requested additions from job seekers. This helps people evaluate whether a job is a good fit, and is an opportunity for sites with estimated salary information to:

  • Increase brand awareness: Estimated salary information shows a representative logo from the estimated salary provider.
  • Get more referral traffic: Users can click through directly to salary estimate pages when salary information surfaces in job search results.

If your site provides salary estimates, you can take advantage of these changes in the following ways:

Specify actual salary information

Actual salary refers to the base salary information that is provided by the employer. If your site publishes job listings, you can add JobPosting structured data and populate the baseSalary property to be eligible for inclusion in job search results.

This salary information will be made available in both the list and the detail views.

Provide estimated salary information

In cases where employers don’t provide actual salary, job seekers may see estimated salaries sourced from multiple partners for the same or similar occupation. If your site provides salary estimate information, you can add Occupation structured data to be eligible for inclusion in job search results.  

Include exact location information

We’ve heard from users that having accurate, street-level location information helps them to focus on opportunities that work best for them. Sites that publish job listings can do this can do this by using the jobLocation property in JobPosting structured data.

Validate your structured data

To double-check the structured data on your pages, we’ll be updating the Structured Data Testing Tool and the Search Console reports in the near future. In the meantime, you can monitor the performance of your job postings in Search Analytics. Stay tuned!

Since launching this summer, we’ve seen over 60% growth in number of companies with jobs showing on Google and connected tens of millions of people to new job opportunities. We are excited to help users find jobs with salaries that meet their needs, and to route them to your site for more information. We invite sites that provide salary estimates to mark up their salary pages using the Occupation structured data. Should you have any questions regarding the use of structured data on your site, feel free to drop by our webmaster help forums.

Posted by Nick Zakrasek, Product Manager

Enabling more high quality content for users

In Google’s mission to organize the world’s information, we want to guide Google users to the highest quality content, the principle exemplified in our quality rater guidelines. Professional publishers provide the lion’s share of quality content that benefits users and we want to encourage their success.

The ecosystem is sustained via two main sources of revenue: ads and subscriptions, with the latter requiring a delicate balance to be effective in Search. Typically subscription content is hidden behind paywalls, so that users who don’t have a subscription don’t have access. Our evaluations have shown that users who are not familiar with the high quality content behind a paywall often turn to other sites offering free content. It is difficult to justify a subscription if one doesn’t already know how valuable the content is, and in fact, our experiments have shown that a portion of users shy away from subscription sites. Therefore, it is essential that sites provide some amount of free sampling of their content so that users can learn how valuable their content is.

The First Click Free (FCF) policy for both Google web search and News was designed to address this issue. It offers promotion and discovery opportunities for publishers with subscription content, while giving Google users an opportunity to discover that content. Over the past year, we have worked with publishers to investigate the effects of FCF on user satisfaction and on the sustainability of the publishing ecosystem. We found that while FCF is a reasonable sampling model, publishers are in a better position to determine what specific sampling strategy works best for them. Therefore, we are removing FCF as a requirement for Search, and we encourage publishers to experiment with different free sampling schemes, as long as they stay within the updated webmaster guidelines. We call this Flexible Sampling.

One of the original motivations for FCF is to address the issues surrounding cloaking, where the content served to Googlebot is different from the content served to users. Spammers often seek to game search engines by showing interesting content to the search engine, say healthy food recipes, but then showing users an offer for diet pills. This “bait and switch” scheme creates a bad user experience since users do not get the content they expected. Sites with paywalls are strongly encouraged to apply the new structured data to their pages, because without it, the paywall may be interpreted as a form of cloaking, and the pages would then be removed from search results.

Based on our investigations, we have created detailed best practices for implementing flexible sampling. There are two types of sampling we advise: metering, which provides users with a quota of free articles to consume, after which paywalls will start appearing; and lead-in, which offers a portion of an article’s content without it being shown in full.

For metering, we think that monthly (rather than daily) metering provides more flexibility and a safer environment for testing. The user impact of changing from one integer value to the next is less significant at, say, 10 monthly samples than at 3 daily samples. All publishers and their audiences are different, so there is no single value for optimal free sampling across publishers. However, we recommend that publishers start by providing 10 free clicks per month to Google search users in order to preserve a good user experience for new potential subscribers. Publishers should then experiment to optimize the tradeoff between discovery and conversion that works best for their businesses.

Lead-in is generally implemented as truncated content, such as the first few sentences or 50-100 words of the article. Lead-in allows users a taste of how valuable the content may be. Compared to a page with completely blocked content, lead-in clearly provides more utility and added value to users.

We are excited by this change as it allows the growth of the premium content ecosystem, which ultimately benefits users. We look forward to the prospect of serving users more high quality content!

Posted by Cody Kwok, Principal Engineer

Enabling more high quality content for users

In Google’s mission to organize the world’s information, we want to guide Google users to the highest quality content, the principle exemplified in our quality rater guidelines. Professional publishers provide the lion’s share of quality content that benefits users and we want to encourage their success.

The ecosystem is sustained via two main sources of revenue: ads and subscriptions, with the latter requiring a delicate balance to be effective in Search. Typically subscription content is hidden behind paywalls, so that users who don’t have a subscription don’t have access. Our evaluations have shown that users who are not familiar with the high quality content behind a paywall often turn to other sites offering free content. It is difficult to justify a subscription if one doesn’t already know how valuable the content is, and in fact, our experiments have shown that a portion of users shy away from subscription sites. Therefore, it is essential that sites provide some amount of free sampling of their content so that users can learn how valuable their content is.

The First Click Free (FCF) policy for both Google web search and News was designed to address this issue. It offers promotion and discovery opportunities for publishers with subscription content, while giving Google users an opportunity to discover that content. Over the past year, we have worked with publishers to investigate the effects of FCF on user satisfaction and on the sustainability of the publishing ecosystem. We found that while FCF is a reasonable sampling model, publishers are in a better position to determine what specific sampling strategy works best for them. Therefore, we are removing FCF as a requirement for Search, and we encourage publishers to experiment with different free sampling schemes, as long as they stay within the updated webmaster guidelines. We call this Flexible Sampling.

One of the original motivations for FCF is to address the issues surrounding cloaking, where the content served to Googlebot is different from the content served to users. Spammers often seek to game search engines by showing interesting content to the search engine, say healthy food recipes, but then showing users an offer for diet pills. This “bait and switch” scheme creates a bad user experience since users do not get the content they expected. Sites with paywalls are strongly encouraged to apply the new structured data to their pages, because without it, the paywall may be interpreted as a form of cloaking, and the pages would then be removed from search results.

Based on our investigations, we have created detailed best practices for implementing flexible sampling. There are two types of sampling we advise: metering, which provides users with a quota of free articles to consume, after which paywalls will start appearing; and lead-in, which offers a portion of an article’s content without it being shown in full.

For metering, we think that monthly (rather than daily) metering provides more flexibility and a safer environment for testing. The user impact of changing from one integer value to the next is less significant at, say, 10 monthly samples than at 3 daily samples. All publishers and their audiences are different, so there is no single value for optimal free sampling across publishers. However, we recommend that publishers start by providing 10 free clicks per month to Google search users in order to preserve a good user experience for new potential subscribers. Publishers should then experiment to optimize the tradeoff between discovery and conversion that works best for their businesses.

Lead-in is generally implemented as truncated content, such as the first few sentences or 50-100 words of the article. Lead-in allows users a taste of how valuable the content may be. Compared to a page with completely blocked content, lead-in clearly provides more utility and added value to users.

We are excited by this change as it allows the growth of the premium content ecosystem, which ultimately benefits users. We look forward to the prospect of serving users more high quality content!

Posted by Cody Kwok, Principal Engineer

Badges on Image Search help users find what they really want

When you want to bake cupcakes, but you don’t know what kind, Image Search can help you make a decision. Finding an image with a recipe can be challenging: you might end up on a page that has only pictures of these delicious things, or a cupcake fan si…

Badges on Image Search help users find what they really want

When you want to bake cupcakes, but you don’t know what kind, Image Search can help you make a decision. Finding an image with a recipe can be challenging: you might end up on a page that has only pictures of these delicious things, or a cupcake fan si…

Connect to job seekers with Google Search

July 20, 2017 update: Starting today, impressions and clicks stats for job listing pages and job details pages are available in the Search Analytics report in Search Console. Read more about how Jobs impressions and clicks are counted in the help centre. If you have questions, head to the webmaster forums.


At Google I/O this year, we announced Google for Jobs, a new company-wide initiative focused on helping both job seekers and employers, through collaboration with the job matching industry. One major part of this effort is launching an improved experience for job seekers on Google Search. We’re happy to announce this new experience is now open for all developers and site owners.
For queries with clear intent like [head of catering jobs in nyc] or [entry level jobs in DC], we’ll show a job listings preview, and each job can expand to display comprehensive details about the listing:

For employers or site owners with job content, this feature brings many benefits:

  • Prominent place in Search results: your postings are eligible to be displayed in the in the new job search feature on Google, featuring your logo, reviews, ratings, and job details.
  • More, motivated applicants: job seekers can filter by various criteria like location or job title, meaning you’re more likely to get applicants who are looking exactly for that job.
  • Increased chances of discovery and conversion: job seekers will have a new avenue to interact with your postings and click through to your site.

Get your job listings on Google

Implementation involves two steps:

  1. Mark up your job listings with Job Posting structured data.
  2. Submit a sitemap (or an RSS or Atom feed) with a <lastmod> date for each listing.

If you have more than 100,000 job postings or more than 10,000 changes per day, you can express interest to use the High Change Rate feature.
If you already publish your job openings on another site like LinkedIn, Monster, DirectEmployers, CareerBuilder, Glassdoor, and Facebook, they are eligible to appear in the feature as well.
Job search is an enriched search experience. We’ve created a dedicated guide to help you understand how Google ranking works for enriched search and practices for improving your presence

Keep track of how you’re doing and fix issues

There’s a suite of tools to help you with the implementation:

In the coming weeks, we’ll add new job listings filters in the Search Analytics report in Search Console, so you can track clicks and impressions for your listings.
As always, if you have questions, ask in the forums or find us on Twitter!

Posted by Nick Zakrasek, Product Manager

Connect to job seekers with Google Search

July 20, 2017 update: Starting today, impressions and clicks stats for job listing pages and job details pages are available in the Search Analytics report in Search Console. Read more about how Jobs impressions and clicks are counted in the help centre. If you have questions, head to the webmaster forums.


At Google I/O this year, we announced Google for Jobs, a new company-wide initiative focused on helping both job seekers and employers, through collaboration with the job matching industry. One major part of this effort is launching an improved experience for job seekers on Google Search. We’re happy to announce this new experience is now open for all developers and site owners.
For queries with clear intent like [head of catering jobs in nyc] or [entry level jobs in DC], we’ll show a job listings preview, and each job can expand to display comprehensive details about the listing:

For employers or site owners with job content, this feature brings many benefits:

  • Prominent place in Search results: your postings are eligible to be displayed in the in the new job search feature on Google, featuring your logo, reviews, ratings, and job details.
  • More, motivated applicants: job seekers can filter by various criteria like location or job title, meaning you’re more likely to get applicants who are looking exactly for that job.
  • Increased chances of discovery and conversion: job seekers will have a new avenue to interact with your postings and click through to your site.

Get your job listings on Google

Implementation involves two steps:

  1. Mark up your job listings with Job Posting structured data.
  2. Submit a sitemap (or an RSS or Atom feed) with a <lastmod> date for each listing.

If you have more than 100,000 job postings or more than 10,000 changes per day, you can express interest to use the High Change Rate feature.
If you already publish your job openings on another site like LinkedIn, Monster, DirectEmployers, CareerBuilder, Glassdoor, and Facebook, they are eligible to appear in the feature as well.
Job search is an enriched search experience. We’ve created a dedicated guide to help you understand how Google ranking works for enriched search and practices for improving your presence

Keep track of how you’re doing and fix issues

There’s a suite of tools to help you with the implementation:

In the coming weeks, we’ll add new job listings filters in the Search Analytics report in Search Console, so you can track clicks and impressions for your listings.
As always, if you have questions, ask in the forums or find us on Twitter!

Posted by Nick Zakrasek, Product Manager