Google launched a service to help small businesses hire employees — here’s how it works

Google has a new tool that’s meant to help small- to medium-sized businesses recruit candidates.

The product is Google Hire. And it’s not for everyone.

In order to use Hire, businesses must be US-based G Suite customers with fewer than 1,000 employees.

It’s not free, either. Pricing isn’t publicized since it’s determined by the size of the organization, but it starts at $100 a month for the entire organization.

Recently, Google vice president Bogomil Balkansky took Business Insider on a virtual tour of the new product.

He said that Hire helps recruiters at smaller firms cut out repetitive tasks and be more efficient about the hiring process. What's more, he said the service helps organizations prevent anything to "slip through the cracks."

With that in mind, here's how to use Google Hire:

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Hire works by bringing together elements of Google's G Suite to help hiring managers handle the job application process.

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Multiple members of an organization's recruitment team can use the product together. The team can monitor developments by checking the notifications tab.

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By clicking on a specific open role, you can review all applicants who've applied to said job. Hire lists out information for each candidate, like their current employer and what stage they're at in the hiring process.

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To review the pool of candidates at a glance, click on the résumé icon next to an applicant's name. That will take you to Hire's CV carousel, allowing you to look through everyone's résumé — and advance or reject candidates with a click.

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When it comes to making a final decision, you can also advance or reject multiple candidates at the same time by selecting the box next to each candidates' name and clicking on "Actions."

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Then you can let the rejected candidates down easy by sending them a pre-written template rejection letter.

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If you don't want to send it right away, you can also schedule it for later.

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Want to learn even more about a particular candidate? Click on their name. Hire will pull up their contact info, as well as their LinkedIn and Github sites via Google. You can even add your own notes about the applicant, too.

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You can also search for candidates in Hire based on job title, skills, and location.

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Even if you've previously rejected a candidate, you can initiate them into another recruiting process for a different role.

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Then, you can alert them that you're still interested by setting up an email follow-up...

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... which automatically launches a new composition in Gmail.

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Hire will also display as an add-on in Gmail when you're messaging a candidate...

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... and you can edit the candidate's profile, as well as advance or reject them without leaving Gmail.

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To ensure that everyone in your organization is on the same page throughout the process, your messages to candidates appear on their profile in Hire.

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Under the "Comments" section on a candidate's profile, recruiters can tag each other and discuss the applicant among themselves.

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And if you'd like to schedule an interview with a candidate, all you have to do is select "Schedule" on the left-hand sidebar. Hire will display each interviewer's availability from Google Calendar.

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After the interview, recruiters can post feedback on the candidates' profile. Balkansky said that, in order to prevent "group think," interviewers can't read any feedback until they provide their own.

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Interviewers can also check out a candidates' résumé and the job description as they write their feedback.

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The organization's Hire administrator can alter how feedback is conveyed. For example, candidates can be ranked based on icons, numbers, or words like "positive," "neutral," and "negative"

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Once you've settled on your perfect candidate, you can alert your organization's on-boarding team about their start date.

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And, once a candidate accepts the offer, recruiters can alert their whole team with a celebratory message.