{"id":999882151,"date":"2019-10-15T13:00:00","date_gmt":"2019-10-15T13:00:00","guid":{"rendered":"https:\/\/dice.npgdev.com\/?p=674329152"},"modified":"2025-03-18T15:25:56","modified_gmt":"2025-03-18T15:25:56","slug":"10-dos-donts-social-recruiting","status":"publish","type":"post","link":"https:\/\/dice.npgdev.com\/hiring\/recruitment\/10-dos-donts-social-recruiting","title":{"rendered":"10 Do&#8217;s and Don&#8217;ts of Social Recruiting"},"content":{"rendered":" \n<p>If you\u2019re new to using social media to attract tech talent, all the platforms and possibilities can seem a little daunting. But it doesn\u2019t have to be that way. Whether you&#8217;re just kicking off your social recruiting strategy, or you&#8217;re a seasoned pro, follow these simple principles to build your social media presence and help you engage candidates. <\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DO Establish Social Recruiting Goals and Objectives<\/h3>   \n<p>Using social media to recruit tech talent becomes less daunting when you\u2019re intentional about establishing goals and objectives. First, find out where your target candidates spend time. Tools such as <a href=\"https:\/\/www.dice.com\/products\/talentsearch\">TalentSearch<\/a> provide insight into the social accounts that tech pros frequent.<\/p>   \n<p>Second, have a goal in mind. It could be a number of leads per week, posts published, articles shared or conversations started (see below for more tips on content strategy). Start small with a couple of simple, doable goals and build from there.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DON\u2019T Focus on Number of Followers<\/h3>   \n<p>It\u2019s tempting to measure social recruiting progress by followers. Think again. For example, some early followers on Twitter will turn out to be spam bots. Check your followers\u2019 profiles with an eye for attracting quality, not quantity. Learning more about who follows you (and why) can help you tailor your content.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DO Establish a Content Strategy and Schedule<\/h3>   \n<p>Try using the 3-2-3-1 approach to investing time in social media. Every week:<\/p>   \n<ul class=\"wp-block-list\">\n <li>Post <strong>three<\/strong> pieces of <a href=\"candidate-journey-content\">fresh content<\/a>. Invest 30 minutes per week in this effort.<\/li>\n <li>Start conversations with <strong>two<\/strong> new influencers. Invest 10 minutes per week in this effort.<\/li>\n <li>Share <strong>three<\/strong> links that others have posted on each social channel you\u2019re on. This should take about 15 minutes per week.<\/li>\n <li>Comment on at least <strong>one<\/strong> group thread. Spend about 10 minutes per week doing this.<\/li>\n<\/ul>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DON\u2019T Be a \u201cDrive-By Sharer\u201d<\/h3>   \n<p>Don\u2019t just share something and then ignore resulting conversations. Successful social recruiting requires much more attention. Be sure to monitor comments and participate in any conversation the post may stir up.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DO Formally Block Out Time for Social Recruiting<\/h3>   \n<p>To ensure you spend time on social activities every day, block time on your calendar. And be thoughtful about defining each appointment. For example, instead of putting \u201cGet on social\u201d from 8-9 a.m., schedule small timeslots that include specific details on what you want to accomplish.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DON\u2019T Just Tell the Boss \u201cI\u2019m Spending an Hour on Social\u201d<\/h3>   \n<p>Social recruiting can be a great tool, but a lot of leaders fear it\u2019s a productivity vampire. Sharing your plan with specific goals and time allotments with your manager can alleviate his or her worry that you\u2019re just cruising Facebook.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DO Be \u2018Profersonal\u2019<\/h3>   \n<p>There\u2019s no need to have two separate social profiles for personal and professional needs. A recruiter should be transparent and also keep things to a single online profile. When recruiters attempt to have two profiles, 98 percent of the time, the professional account is incredibly dry and just spews spam.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DON\u2019T Be Juvenile<strong>  <\/strong><\/h3>   \n<p>It goes without saying that your social recruiting shares should be free of spelling, grammar and punctuation errors. But it&#8217;s generally advised to also keep from using emojis, .gifs or excessive slang. Be friendly\u2014but only to a point.<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DO Proceed with Caution When Talking Politics and Religion<\/h3>   \n<p>If you follow the advice to be \u201cprofessional\u201d and have one social media profile for friends and professional acquaintances, including tech pros you\u2019re targeting, religion and politics is a tricky area. Our advice? Be careful about alienating and turning people away. Though you may be very passionate about a certain topic, weigh costs versus benefits by asking: \u201cIs this statement so important to me that I\u2019m okay if it costs me some followers?\u201d<\/p>   \n<hr class=\"wp-block-separator is-style-dots\">   \n<h3 class=\"wp-block-heading\">DON\u2019T Stop Researching and Adapting<\/h3>   \n<p>Social media is anything but a one-and-done proposition. Where your target audience is most active, the list of major influences and hot keywords and hashtags all constantly shift and evolve. Staying committed to continuous research and exploration is critical to staying current.<\/p>   \n<p>By keeping these do\u2019s and don\u2019ts in mind and taking an intentional, sustained approach, you\u2019ll build valuable skills that will increase your social recruiting success.<\/p> ","protected":false},"excerpt":{"rendered":"<p>If you\u2019re new to using social media to attract tech talent, all the platforms and possibilities can seem a little daunting. But it doesn\u2019t have to be that way. Whether you&#8217;re just kicking off your social recruiting strategy, or you&#8217;re a seasoned pro, follow these simple principles to build your social media presence and help [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":999882252,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2157,2154],"class_list":["post-999882151","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employer-brand","category-sourcing-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v23.2 (Yoast SEO v27.1.1) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>10 Do&#039;s and Don&#039;ts of Social Recruiting - Dice Hiring<\/title>\n<meta name=\"description\" content=\"If you\u2019re new to using social media to attract tech talent, all the platforms and possibilities can seem a little daunting. 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