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Social Recruiting In Tech - 2015 Survey

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Think social media is big now? It's only going to get bigger. Dice polled tech recruiters to learn the best ways they are using social media. What we heard: candidate quality and quantity improves, as well as the time-to-hire.

Published in: Recruiting & HR
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Social Recruiting In Tech - 2015 Survey

  1. 1. Social Recruiting in Tech: 2015 Survey Embracing social media as an effective recruiting tool.
  2. 2. The Career Hub For Tech When they leverage social, recruiters see an improvement in the quality and quantity of candidates, as well as the time-to-hire. Recruiters know social recruiting is the future, and they’re investing their time and money accordingly. Think social media is big now? It’s only getting bigger and more important to tech recruiters looking for results.
  3. 3. AAIF SEARCHED PROPERLY … WE GET QUALITY CANDIDATES FROM SOCIAL. VERBATIMS Social recruiting is no longer a trend. It’s the new norm. How often do you use social sites to support your tech recruiting efforts? The Career Hub For Tech Nine of 10 tech recruiters are using social. All of the time A majority of the time Some of the time Rarely Never used 29% 6% 1% 32% 31%
  4. 4. Recruiters are using social recruiting for good reason: it improves results. Categories in which tech recruiters say that social media is improving or greatly improving their results. The Career Hub For Tech VERBATIMS SOCIAL HAS DEFINITELY ENHANCED THE QUALITY AND QUANTITY OF TRUE PASSIVE CANDIDATES. 87% 86% 81% 65% Quality of candidates Quantity of candidates Employee referrals Time-to-hire
  5. 5. For recruiters, social media is essential. How many different social sites do recruiters use to source tech professionals? More than half say three or more. The Career Hub For Tech 14% 31% 52% 72% 97% VERBATIMS SOCIAL SITES ARE SO USEFUL TO FIND QUALIFIED PEOPLE. Social sites 5+ Social sites 1+Social sites 4+ Social sites 2+Social sites 3+
  6. 6. Not all social sites are used the same. How do you use the following sites for tech recruiting? VERBATIMS IT'S THE BEST WAY TO CONNECT WITH DIFFERENT CANDIDATES ALL OVER THE WORLD.AA The Career Hub For Tech FIND MUTUAL CONNECTIONS CONTACT CANDIDATES PROMOTE JOBSVET CANDIDATES PRE-INTERVIEW SHARE CONTENT Traditional Social Sites Tech-Specific Social Sites Facebook Twitter Google+ 70% 52% 36% 31% 55% 55% 45% 33% 26% 64% 44% 41% 19% 50% 38% 28% 68% 42% 20% 18% 34% 67% 44% 26% 26% 35% 31% 31% 27% 67% GitHub Stack Overflow Dribbble
  7. 7. EASY ACCESS TO CONTACT INFORMATION OF TECH CANDIDATES IS CRITICAL.AA VERBATIMS This just in! Skills data and contact info are must-haves in social recruiting. Which information is very important to you when recruiting tech candidates? The Career Hub For Tech 95% 91% 85% 52% 35% 28% Skills and experience Passions and interests Links to social profiles Email address Phone number Examples of work
  8. 8. Tech Recruiters Tech Candidates A multi-channel approach works best. The Career Hub For Tech Tech candidates are in-demand and often hard to engage. That’s why recruiters spread messages over multiple channels. Tech pros prefer electronic communication. Social makes a nice complement to the traditional email and phone outreach. Source: Dice candidate survey, Nov. 2015. 85% 41% 45% Email Phone Social 49% 26% 16% 9% 2% How many different methods (email, phone, social sites, etc.) do you use to engage a tech professional? 1 2 3 4 5+
  9. 9. VERBATIMS SOCIAL IS VERY USEFUL IF YOU KNOW HOW TO APPROACH THE CANDIDATE.AA In your first outreach to a tech candidate, what information do you generally try to include in the message? General details about a potential opportunity Will you marry me? The Career Hub For Tech Recruiting experts say the most effective first messages are never about the job. Yet nearly 60% of recruiters include a link to a job in their initial outreach. Pro tip: start a dialogue around a candidate’s passion and gradually introduce the opportunity. Professional information found on a candidate Specific job details with a link to the posting Personal information found on a candidate Other 78% 59% 47% 22% 5%
  10. 10. 35% 4% 6% 26% 29% When to say when. Social works when done right. The Career Hub For Tech Response Rates <1% 1–10% 11–25% 26–50% >50% VERBATIMS SOCIAL RECRUITING SEEMS TO ADD A BIT OF PERSONAL TOUCH, WHICH I SEE THAT TECH CANDIDATES PREFER AND ARE MORE RESPONSIVE. Recruiters who are skillfully using social media for outreach are getting good response rates. Most tech pros assume you know they’re not interested after two tries. So short, customized messages are key. Source: Dice candidate survey, Nov. 2015. 24.9%ONCE TWICE NEVER THREE TIMES FOUR TIMES 53.4% 15.6% 3.5% 2.7%
  11. 11. CORPORATE CAREER SITES Job boards aren’t dead. How would you rank the following avenues as the best source to find tech candidates? Social media is an essential part of the modern recruiter’s toolbox, but job boards remain the #1 source of opportunities for tech candidates. The Career Hub For Tech 76% 56% 44% 50% 63% REFERRAL PROGRAMS EMPLOYER BRANDING SOCIAL SITES JOB BOARDS
  12. 12. $0 Recruiters will pay for an edge with social recruiting. Nearly half of tech recruiters spend $5,000+ on social tools each year. 16% The Career Hub For Tech $1,000/year $1,000–$5,000/year $5,000–$10,000/year $5,000+/year $10,000–$20,000/year 21% What is your current annual expenditure for social recruiting tools? 46% 16% 17% VERBATIMS I HAVE HAD YEARS OF GREAT SUCCESS USING SOCIAL SITES FOR RECRUITING. $20,000+/year 14% 16%
  13. 13. 39% If social recruiting works, what’s holding tech recruiters back? TRAINING ON SOCIAL RECRUITING OTHER The Career Hub For Tech More than half of recruiters wish they had more time for social. That’s why it’s so important to incorporate social into your everyday workflow. 53% BUDGET/COSTS LEVEL OF FAMILIARITY WITH SOCIAL RECRUITING 59% TIME CONSTRAINTS What factors are the most important drivers (or barriers) of your use of social for recruiting? VERBATIMS IF I HAD MORE TIME, I WOULD LEARN AND USE IT MORE! 42% 5%
  14. 14. 50% 75% The Career Hub For Tech In the coming year, which of the following types of tech recruiting tools are you planning to increase your investment in? Social recruiting is only getting bigger. To win the war for tech talent, recruiters plan to increase their investments in a variety of methods — and social is at the very top of the list. 2%33% SOCIAL NETWORKS REFERRAL PROGRAMS EMPLOYER BRANDING OTHER 63%JOB BOARDS 44% CORPORATE CAREER SITES
  15. 15. Plan to increase use The future of social recruiting. 65% How would you describe your future intent to use social sites to recruit tech professionals? The Career Hub For Tech 34% 1% Plan to reduce use or not use at all Plan to maintain current level of use VERBATIMS THIS IS THE FUTURE OF RECRUITING. MILLENNIALS COMMUNICATE THROUGH SOCIAL NETWORKS.
  16. 16. Methodology — Social Recruiting in Tech: 2015 Survey The 2015 Social Recruiting in Tech Survey was administered by Dice via email and online, with 619 active tech recruiters responding between October 19 and October 31, 2015. Respondents were invited to participate in the survey through a notification on the Dice site and were also sent an email invitation. All data in this document is from this tech recruiting survey unless otherwise indicated. About Dice Technology powers companies. Professionals power technology. Dice quickly delivers the opportunities, insights and connections technology professionals and employers need to move forward. Learn how to effectively move forward at dice.com. The Career Hub For Tech Want more social recruiting insights? Reach out to a Dice tech recruiting specialist. 1.800.979.DICE

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