Social recruiting doesn't have to feel overwhelming. Dice's Social Recruiting Starter Kit provides a summary of some of the most important channels for tech recruiting and offers principles to guide your status updates, replies and videos. For more on social recruiting, check out http://dice.com/openweb.

1. Social
Recruiting
Starter Kit

2. What is social recruiting?
A recruiting strategy that
consistently incorporates
data from social networking
sites to source, evaluate,
and contact candidates.

3. What goals should you focus on?
Social recruiting is a great approach for improving
three key recruiting metrics:
TIME-TO-HIRE HIRE QUALITY COST-PER-HIRE
Canvasing 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.
Knowing what makes
your candidates tick
makes engaging them
easier—lowering the
cost-per-hire.

4. Start small
Take some time every
quarter to meet with
your team to discuss
emerging social media
trends — including what
the competition is doing.
Pinpoint your
company’s culture and
what traits make up
your ‘ideal’ candidate –
don’t forget to include
your hiring manager in
these discussions.
Identify the social sites
that are most important
to your business. You
don’t need to know the
ins and outs of each
one, but you should
know the basics of a
few key sites.

5. Let's take a tour of four
popular tech hangouts.

6. 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.
Need to set up a Twitter account? Check out.
http://mashable.com/guidebook/twitter

7. 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.
How to start using GitHub?
Here’s a simple guide:
http://lifehacker.com/5983680/
how-the-heck-do-i-use-github

8. 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.
Want a Facebook refresher? Here you go:
http://mashable.com/guidebook/facebook

9. Looking for a YouTube
beginner’s guide? Just click here:
http://mashable.com/2013/10/05/
youtube-beginner-guide
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.

10. Listen more than you talk
You should spend as much time learning about
candidates as you do sourcing them.
Use social media as an opportunity to
learn more about your candidates. Find
out what motivates them—what they love
and what they don’t.
Tweak your recruiting strategies based
on what you learn. For example, use
keywords that relate to the passions and
interests of your top performing hires to
strengthen your sourcing and pipelining.

11. Keep it social
Social media is based on
a simple concept: people
expect to connect with
other people.
Meet with your team to
discuss how you can tell
your brand story in 140
characters, pictures and
short videos.
Remember to converse
on social media as well
as post original content.

12. Plan what to say
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
A
B
C
A
B
C

13. Take a visual approach
Visuals are a great way to
capture people’s attention as
they scroll through an endless
sea of social media posts.
Meet with your team to
identify visuals that support
your brand message.
For example, @JoinTheFlock
retweets images that help paint
a positive company culture.

14. Scaling your approach
Moving beyond the basics of social recruiting,
think about how to scale your efforts:
Will your team engage
through company social
feeds, personal feeds, or
a hybrid feed such as
“@JohnDoe_Company”?
How often will you
report on insights from
the analytics behind
your career pages?
How you will share
social information on
candidates with peers
and hiring managers?

15. Keep it simple
Apply basic
conversational
skills to the social
media world:
Listen first
Reply when
you can
add value
Be kind
and honest
Repeat

16. Ready to get started with social recruiting?
Dice’s Open Web makes it easy. Open Web combines
information from 130 different social sites with Dice’s rich
database of over 1.5 million résumés. You’ll spend less time
sourcing candidates and more time engaging them.
Visit www.dice.com/openweb
today for a free demo of Open Web.

17. Join the Open Web community