{"id":999881598,"date":"2017-02-14T14:49:00","date_gmt":"2017-02-14T14:49:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=266582150"},"modified":"2017-02-14T14:49:00","modified_gmt":"2017-02-14T14:49:00","slug":"social-media-basics-recruiting-tech-pros","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/social-media-basics-recruiting-tech-pros","title":{"rendered":"Social Media Basics for Recruiting Tech Pros"},"content":{"rendered":"

\"\" How can you stand out on social media in a way that gets tech professionals\u2019 attention? The answer may surprise you: Don\u2019t stray too far from the basics. Many recruiters rely on social channels to identify and vet candidates, as well as develop ongoing relationships with them. Companies use social media to spotlight their employer brand and show themselves off as a great place to work. They encourage employees to share job postings and reach out to their networks when new opportunities come along. But along the way, many have forgotten that, for all of its potential, social networking isn\u2019t supposed to be about broadcasting; it\u2019s about interaction and personalization. \u201cA lot of companies just show up on social and say \u2018follow us,\u2019 but don\u2019t provide a reason why you\u2019d want to,\u201d said Mark Willaman, founder of HRMarketer.com, a Capitola, CA company that helps companies develop more effective social recruiting campaigns. \u201cSome companies do a great job by offering useful information, but whatever they do, they have to give people a clear reason to follow them.\u201d Willaman is illustrating how companies need to master the basics of social media before they go out to try new tactics. They also have to do their homework and know what kind of candidates they\u2019re looking for, where those candidates live, and what online communities may prove most receptive to their message. The more they know, the more ways they can find to pinpoint and engage with the talent they want. Among Willaman\u2019s favorite strategies and tactics: <\/p>\n

Use Hashtags (Part I)<\/h3>\n

Once you\u2019ve identified the particulars of the candidates you want\u2014their skills, the social channels they prefer, their location and any other details you can add to the mix\u2014find hashtags that fit their persona and create appropriate posts around them. For example, if you\u2019re looking for a game developer, you might create posts that use #E3expo during the weeks leading up to and following that annual trade show. Your chosen hashtags don\u2019t need to be centered on technology, Willaman pointed out. Tech pros do have lives outside of work, and you may want to consider your potential candidates\u2019 outside interests. But take care: Your posts should relate to the interests expressed by the hashtag, such as the gaming world and the interests of game developers if you\u2019re using #E3Expo. Never slap a hashtag on a post that\u2019s obviously off-topic or overtly self-promotional. <\/p>\n

Use Hashtags (Part II)<\/h3>\n

Hashtags also provide you with a database of people interested in a certain topic. If you\u2019re looking for a JavaScript expert, follow discussions bearing #JavaScript to see who\u2019s participating and offering smart insights. A look at their profile can give you the basics of where they\u2019re located, where they work and what their other interests are. All of that\u2019s useful if you decide to reach out. <\/p>\n

Encourage Employees to Participate\u2026 Wisely<\/h3>\n

Many employers encourage their workers to share job postings and other company information with their own networks. It can be an effective tactic, recruiters say, but should be approached thoughtfully. \u201cYour employees aren\u2019t just going to promote your latest white paper on their Facebook page,\u201d noted Willaman. They\u2019re much more likely to share information about a fundraising effort the company is sponsoring for a local charity, or news about a volunteer day at Habitat for Humanity. Or you might stage a hackathon for local techs and ask employees to share photos and news about it to complement your efforts. Here again, Willaman warns: \u201cThere has to be meat to it, not just marketing.\u201d When things look too slick, candidates are turned off. <\/p>\n

Be Social<\/h3>\n

Many employers seem to have forgotten what social media was meant to do in the first place. \u201cIt amazes me how many companies have become so over-reliant on automation. They\u2019re becoming faceless,\u201d Willaman said. There\u2019s a reason \u201cno one uses HootSuite for their personal accounts.\u201d So don\u2019t forget the most basic rule of social media: personal is key. If you\u2019re posing questions to get a conversation going, tailor them to the particular users you\u2019re trying to reach. If someone addresses a post to you, acknowledge it quickly, and be sure to follow up if it\u2019s some sort of question or feedback. \u201cWhen companies don\u2019t do that, it annoys people,\u201d Willaman said. \u201cIf you\u2019re going to be social, be social.\u201d <\/p>\n

Connect with Caution<\/h3>\n

Willaman believes it\u2019s \u201creally risky\u201d to initially engage with an individual on social media. He much prefers to track down a candidate and make that first contact by email or telephone. (Note that many recruiters disagree with him on that front, preferring a \u201csocial first\u201d approach.) His reason: \u201cIt can backfire.\u201d Post with the wrong wording, ask the wrong question or simply catch someone on a bad day and you might find yourself being called out to a person\u2019s entire following. This can be especially true with tech pros, who make no secret of their loathing for being spammed by recruiters online. However you make your initial contact, social allows you to continue building your candidate relationships in an unobtrusive way. The key, Willaman added, is to always offer value: \u201cWhat better way is there to communicate a great culture and company?\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

How can you stand out on social media in a way that gets tech professionals\u2019 attention? The answer may surprise you: Don\u2019t stray too far from the basics. Many recruiters rely on social channels to identify and vet candidates, as well as develop ongoing relationships with them. Companies use social media to spotlight their employer […]<\/p>\n","protected":false},"author":132,"featured_media":266582150,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2154],"class_list":["post-999881598","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sourcing-candidates"],"acf":[],"yoast_head":"\nSocial Media Basics for Recruiting Tech Pros - Dice Hiring<\/title>\n<meta name=\"description\" content=\"How can you stand out on social media in a way that gets tech professionals\u2019 attention? 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