Talent Acquisition

The Social Recruiting Starter Kit

You’ve read the case studies, seen the presentations and even your dog has been approached by a recruiter on LinkedIn.

You’re convinced. Social recruiting is the holy grail of talent acquisition. But how on earth do you start?

Our friends at Dice have created a useful starter kit for companies looking to move into the social recruiting space.

Key takeaways:

  • Social recruiting is a great approach for improving three key recruiting metrics: Time-to-Hire, Hire Quality and Cost-per-Hire. Canvassing social sites to find unique candidates helps reduce your time-to-hire. It gives you access to both active and passive candidates, increasing your quality of hires.
  • Twitter is about sharing news and making personal connections in real-time. Your company’s recruiting feed should enable current employees and candidates to connect to each other. People expect consistency. Create and commit to a schedule for your tweets.
  • GitHub is a filing system for every version of a programming project, where programmers share advice and critique each other’s work. Look for developers that regularly “fork” projects — adding on to them, or making them their own. This allows you to see their process and gauge their interaction with other developers. You should also have your own developers refer candidates they’ve interacted with to you.
  • Facebook is a great way to get a more personal view of candidates, build communities, and interact with people. Monitor and maintain your Career Pages daily. Using contests and quizzes can help keep it fresh and interactive. Check out Facebook Groups for the niche tech professions you are focused on.
  • YouTube may be known for its plethora of cat videos, but the site enables tech pros to visually showcase their portfolios. Check out the producers of “how-to” videos for the types of applications and software your hiring managers prioritize in their business. Maintain a Careers channel or playlist on YouTube that highlights your tech specific culture.
  • Don’t smother potential candidates with heavy-handed messaging. On average, your posts should be: 70% helpful, but non-promotional posts 20% promotional posts about open positions 10% fun posts that show the passions of your people.

RELATED: How to Get Started with Social Recruiting [GUIDE]


By Jörgen Sundberg

Founder of Undercover Recruiter & CEO of Link Humans, home of The Employer Brand Index.