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ENGAGING TOP
TECH CANDIDATES
THE DEFINITIVE GUIDE TO
By Dice and John Vlastelica, Recruiting Toolbox
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 2
Contents
PREPARATION
PERSONALIZATION
PERSISTENCE
STEP 1
STEP 2
STEP 3
17 Tailoring
the “perfect”
recruiting
message
16 Avoid the five
biggest mistakes
recruiters make when
crafting messages to
tech talent
15 Where
to go online to
research a
tech candidate
19 Choose wisely:
passive and
active candidate
engagement
20 Preparing
your own profile
for tech candidate
engagement
21 Sample
tweets
22 Messages
differ at each
stage of the
recruiting
funnel
CHECKLISTS
TECH CANDIDATE ENGAGEMENT
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 3
Top tech talent doesn’t respond to generic “seeking rock star
programmer” spammy emails. Personalized messaging is
key to hitting your response-rate goal and generating a slate
of top candidates. But with so much information available on
candidates, it can be difficult to decide what to use in your
communications and when to use it.
Have no fear. We’ve partnered with John Vlastelica of Recruiting Toolbox to provide you with
the best practices and checklists that make personalization possible, even when you are
staring down a dozen or so requisitions.
In this guide, we’ll walk you through the keys to messaging top tech candidates through
email, phone and social media channels. With these tools in hand, you should feel prepared
to engage candidates across the spectrum of active to passive candidates.
“	I’ve worked with and interviewed many of the best tech recruiters
and sourcers on the planet. Their secret sauce? Do the work.
Preparation, personalization, and persistence are the three keys.”
– John Vlastelica, Recruiting Toolbox
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 4
Go Beyond the Job Description
Before you begin a search, you must know what you have to offer.
Why? It helps you focus your search on targets that are both qualified
and interested, as well as credibly communicate why happy, high-
performing tech pros should consider a new opportunity.
What do you need to know? Beyond the basics of the company and
its products, compensation, geography, and more, there are three
things that are going to be important to most tech professionals. And
these things are NOT found in horribly written, responsibility and
requirements-oriented job descriptions.
PREPARATION
Invest more time upfront, and you’ll improve your reply
rate. Preparation should focus on both your job and the
target candidate.

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DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 5
1 The Work and Technology
What will they get to build? What are the
specific projects they’d work on? What
specific problems will they get to solve?
What’s the scale? What difference does their
work make? How will it impact the company,
industry or world? What pieces of the work
can you point them to now (examples on
the web, published research, etc.)? What is
the company’s technology stack today, and
its tech roadmap going forward?
2 The Team and Culture
What is the background of the people they’d
work for, work with and learn from? Where
has the team previously worked (big-brand
tech companies, financial services, startups?)
and gone to school (are they all pedigreed
top-school grads, or are they mostly
scrappy and self-taught?)? What have they
accomplished and built? Is the culture open
and collaborative, where engineers work
in open, shared spaces? Is it an Agile
environment? What percentage of time do
engineers and developers spend building
software, versus attending meetings? Is the
focus on iteration and shipping often, or
much bigger releases with more formality
and lower risk tolerance?
3 The Learning Curve and Career Path
What would the tech pro learn on the job?
What are examples of new technologies and
methodologies the team has learned
in the past year? Are other team members
encouraged to be heads-down, headphones-
on cube coders or collaborative, generalist
problem solvers? Are team members
rewarded for technical depth and peer
influence with principal-level roles, or are
they forced into people-manager roles?
If you learn even a third of the information in
the previous points, you’ll be far, far ahead of
most tech recruiters, and will be able to laser-
focus your search by finding the kind of
candidates who will be naturally motivated
to engage with you based on the work, the
tech, the team, and the career opportunity.
But how do you tailor your outreach so that
it speaks to them?
“You have to know your audience
and your own opportunities inside-
and-out. Simply describing the job
and flattering the engineer isn’t
enough. With generic flattery, you’ll
simply end up with nicer “not interested” rejects from
passive tech talent.” – Chetta Crowley, Head of Tech Recruiting, Groupon
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 6
Technology Interests
Through tech sites such
as Quora, GitHub, and
Stack Overflow, you can
see the topics candidates
are interested in, the technologies they’re
invested in, the tech communities they
participate in, and the kind of problems
they like to solve. Many tech professionals
work on side passion projects that don’t
align with their current job’s focus, so if you
learn about these, you may be able to start
a conversation that leads to a career much
more focused on their passion, versus their
day-to-day job.
Leverage Candidates’
Social Graph and Their
“Trending Passions”
If your orientation as a recruiter is to essentially
just keyword-match résumés and job
descriptions, you’re likely not getting much
of a response from the best, employed,
passive tech candidates. Sure, you need to
know that they have some relevant expertise,
and keywords can help with that. But the best
tech recruiters know what motivates the
candidate as much as what the company is
interested in. Great recruiters usually know
what kind of role the candidate would be
interested in before they reach out. So, how
do you find this out before talking to them?
Some of it is laid out for you nicely. Some
of it comes from good inferences based on
their online profile.
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 7
Career Interests
Now that you have a feel for
what projects your candidates
are interested in, you’ll want
to better understand what types of companies
they gravitate toward. From personal blogs
and other sites, you can learn more about
their career interests and what kind of
companies they have worked for in the past,
along with how long they typically stay in one
job, how they’re progressing in their career,
whether they like contract work or startups
or big brands, and what kinds of companies
they admire or follow. You can also often
learn how important location might be to a
prospect: Have they relocated for a job in
the past, or have they lived in the same city
for many years?
Personal Interests
From Twitter, Meetup and
Facebook, you can discern
the personal passions of
candidates. Are they excited about a new
video game, are they going to see a concert
this weekend, are they quoting Sheldon from
“Big Bang Theory,” are they recommending
Malcolm Gladwell’s latest book? Are they
following a comic you like, friends with a co-
worker, or attending a hiking meet-up? All of
this information can be used to personalize
your outreach, and start a conversation that
highlights common interests. Personal blogs
are also fantastic sources: Tech pros will
write about what they love.
While it may seem daunting to perform
research across all of these sites, there are
ways to do this efficiently. With Dice’s Open
Web social recruiting platform, you get a
summary of activities and interests based on a
candidate’s social footprint across 130 sites.
Once you learn what interests candidates,
you can personalize your message and stand
out from the crowd of recruiters bombarding
them with “me, me, me” messages.
“	Think of dating. You don’t invite a vegetarian to a steak dinner. Why
would you invite a front-end developer, passionate about amazing UI, to
build the scalable infrastructure for a new data service? Use the tools
you have — GitHub,Twitter, Facebook — to know your target. Make the
candidate feel special and wanted.” – Meredith Turner, Recruiting Manager, Marchex
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 8
PERSONALIZATION
Personalized messaging, sent to the right target, by a credible
recruiter or tech pro, leads to high response rates. What’s the
secret sauce? There isn’t any. There’s no magic phrase that
works for every recruiter, for every candidate. (Anyone that
tells you this is selling you something.) But there are several
keys to effectively messaging top tech talent.
1 It’s All About Them, Not You
“Let me tell you about me, what I need, my
company and my job. Then you can read my
(crappy) job description and let me know if
you’re interested in applying.” Me, me, me!
This is a surefire way to get no response or
a “No, thank you” from a candidate. Once
you’ve researched their needs and interests,
you must leverage a message that shows
you’ve invested time in learning about them,
and demonstrate that you’re someone they
should talk to. No “Send me your résumé”
or “Apply here” or “Do you have any
referrals?” in this first message. Instead,
your goal is to simply show them that you
can offer challenging work or a team or
career path that appears to align with their
technology, career or personal interests.

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DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 9
2 Pique Their Interest
Your goal with outreach is to tap into the
candidate’s natural curiosity to learn more
about something that, on the surface,
appears well aligned to their interests.
This doesn’t mean you simply keyword
match (“You know Java, and we need Java
skilled engineers — interested in learning
more?”) because that’s lame. Instead,
reference something really interesting and
relevant your team is building or several key
problems you’re solving (at a big scale is
even better). Then see if they’d be open to
a discussion to learn more. Don’t attach the
job description, or link to your HR black-
hole ATS. Instead, a link to a YouTube
video, a Slideshare deck, a Facebook
group, an engineering blog, or an article/
white paper that’s about the work and the
tech (not just general HR accolades).
Note: Your goal is not to close the deal
(i.e, to get them to apply or interview) at this
stage. Your goal is to make a human
connection, to sell a next-step conversation,
to start two-way communication and build
the relationship based on mutual interest.
Not to close the deal after one email or call.
3 Leverage a Shared Connection
If possible, mention a shared connection in
the message. It could be a current colleague
who encouraged you to reach out, or a
common manager you both worked with
five years ago at another company.
“	The best messages
are never about you or
the job you’re trying to
fill.The best approaches
start with the work that
they are passionate
about and how you can
connect them to 1) new,
really challenging
problems in their space,
and 2) help them grow
in their career.”
– Andrew Carges,
	 VP Talent Acquisition, GoDaddy
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 10
4 Decide Who Will Send the Message
Generally, response rates more than double
when the message comes from a technical
peer, the hiring manager or chief tech leader.
It’s not necessary to leverage your tech team
for every contact; but for critical roles or
particularly hard-to-reach candidates, it’s key.
Note: You can (and should) be able to
very quickly get the tech hiring manager
or a VP level leader on the phone to have
a conversation. Now, most of you are
saying, “But my tech leaders won’t get on
the phone with a passive candidate—they
want only qualified and interested candidates,
with their résumé in-hand!” Here’s the deal,
though: Moving them along the interest scale
usually requires that you can get the hiring
manager to have this exploratory chat. To be
honest, if your hiring manager will never talk
to a (pre-résumé) passive tech candidate,
then you will likely not have a lot of success
recruiting passive tech talent.
5 Choose Your Tools of Engagement
Many tech pros prefer to be contacted via
email. Interrupting an engineer who is in
the zone with a call is irritating. Many don’t
answer their phones anyway, and even if
they do, they’re often working in an open
space and wouldn’t be able to talk right then.
Start with email. Absolutely follow up with a
call, and reference the email.
You also need to leverage social tools: Direct
messages via Twitter (they need to be
following you to receive a Direct Message)
and Facebook messages are both good
options if you notice the candidate is very
active on social (i.e. Twitter is great if you
notice they’re tweeting every few hours,
but poor if you notice a tweet a month).
However, be smart about using social to
approach passive candidates; you generally
don’t want to publicly tweet them about a
job, or write on their Facebook wall about
your interest in talking with them about their
career interests, as you may get a negative
reaction. Remember, they’re actively
working, and may not want the world to
see your non-private message. Dice’s Open
Web social tool gives you easy access to
find a candidate’s contact methods (phone,
“I often try to get them to keep
reading my email by connecting
on a personal level. Sometimes
it’s a geeky Battlestar Galactica
or Star Wars reference. The key
is to get them to engage, and sometimes, you do
that by being real.” – Derek Zeller, Sr. Recruiter, Microsoft via Search Wizards
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 11
email, Facebook, Twitter and more) so you
can choose the one that’s right for you—
and them.
Note: Be sure you look like someone a top
candidate would want to connect with on
your own social profiles before you reach
out. One top recruiter shared that for a big,
targeted sourcing campaign, almost 75% of
the people who replied, reviewed her social
handles before responding. Do you look like
a credible, highly recommended (by hiring
managers and candidates), specialized tech
recruiter who is well connected, and focused
on hiring the best of the best?
6 Adapt Your Message to the Medium
Emails shouldn’t be longer than 2-3 short
paragraphs. They’re the long-form option.
Voicemails should be very short and
focused, no more than 30-45 seconds, and
reference the detailed email you’ve already
sent. (Remember to smile while you leave a
message—it comes through to the listener.)
Facebook Messages should be 2-3
sentences and can often sound much more
casual. DMs on Twitter (if you’re lucky enough
to have your target candidate follow you on
Twitter) are limited to 140 characters. Through
Twitter, you’ll want to spark a conversation
on a topic of interest for the candidate and
not bring up job-related info right away.
Only after some real engagement (i.e., a
few tweets back and forth) should you ask
to connect via phone or email.
“It sounds labor-intensive compared
to just spamming 500 people via
LinkedIn, but if your response rate is
5% (if you’re lucky), then 25 people
got back to you, while 475 just
blacklisted you. And the ones who respond to spam
usually are not top-tier, and/or would have just applied
to an ad anyway.” – Martin Burns, Direct Sourcing and Technology Channel Lead, PwC
30-45
SECONDS
2-3
PARAGRAPHS
2-3SENTENCES
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 12
PERSISTENCE
Most recruiters send one email, or leave one message, and
move on; they assume there’s no interest if the prospect
doesn’t reply back right away. Don’t be most recruiters.
Space Your Messages
Across Days
If you expect an email reply to your first
and only email, you’ll likely be disappointed.
The best recruiters will space their messages
across several days. One successful tech
recruiter I worked with sends an email once
a day for three days, then leaves a voicemail.
That’s how she starts the process each time,
maintaining a non-salesy approach that’s
about getting this engineer connected to a
“	We keep our messages short and
customized based on projects they’ve
done, Twitter posts, and articles
they’ve written. In future messages, we
share more details. Persistence is key.”
– Sam Wholley, Developer turned Executive Recruiter, Riviera Partners

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DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 13
tech leader at her company to talk about
technology and work that’s well aligned to
the prospect’s interests. And when her own
messages don’t work, she gets a tech leader
to email them or to call them. She persists.
Distribute Your Messages
Across Platforms
Facebook Messenger is a good option
(especially with better mobile notifications
that recently arrived), but may not be well
received if you aren’t friends: Many people
see Facebook as a friend-only network, and
it can feel like an intrusion. (Although this
feeling is changing.) InMail, while it may seem
different, is actually delivered via email. So if
you’re not getting a response via email, an
InMail will not likely have a higher hit rate.
Texting (if you can find their mobile number)
felt intrusive just a few years ago, but is
becoming more acceptable. Tweeting is very
WHERE DO I
FIND THE TIME?
Group your research time into blocks. It’s very hard to do the kind of
exploration you need to do for that critical lead role in between phone screens,
emails, and meetings. (So many meetings!) Set aside two to three 30-minute blocks
in your day (reserve the time on your calendar) and hide if you have to (schedule
yourself in a conference room if your cube environment is too distracting, or work
from home for a few hours before/after your core in-office time).
Use tools such as Dice’s Open Web to save you from the more time-
consuming site-by-site research you’ll need to leverage.
Invest more time up front with the hiring manager to get alignment on the
target candidate. Leverage sample résumés and social profiles available
on Dice, your ATS or from previous openings before you start sourcing, in order to
calibrate on what good candidates look like.
Here’s one of the common excuses for recruiters who just
send blanket messages to candidates: “I don’t have time to do
this research on each individual.” Here are some helpful tips
for effectively incorporating research into your daily workflow.
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 14
public (your message will show up on their
public timeline if you don’t DM them), so
it can be challenging to start (what should
be) a more private conversation. Emails are
usually best.
Having said all of that, you should absolutely
try reaching candidates via Facebook
Messenger, text and Twitter, especially if email
doesn’t generate a reply.
Leverage Peer Networks
to Engage Candidates
If you’re not getting a direct response, an
indirect approach might help. Ask your
engineers to follow your prospect’s work
on GitHub or their answers on Quora. In
a non-creepy way, it can demonstrate a
sincere interest in their body of work. And
that interest may result in a quicker reply.
“	I get about a 70% response rate when
I get our engineers engaged in sending
the message. We work to get each lead
engineer about 20 emails to send/week
when we’re in heavy recruiting mode.”
– Yoonie Kim, Recruiting Lead, Dropbox
ABOUT THE AUTHOR John Vlastelica is Founder and Managing Director of Recruiting Toolbox, a training and consulting firm that has helped
thousands of recruiters and hiring managers recruit and interview better at companies such as Yahoo!, Amazon, TripAdvisor, Target.com, Electronic
Arts, Salesforce, Groupon, Nike, and Microsoft. He’s a self-described geek, a top rated speaker at global recruiting conferences, author of popular
best-practice recruitment articles, and co-founder of Talent42, The National Tech Recruiting Conference. @vlastelica
WRAP UP
What’s the secret to engaging top
tech talent, and improving your
response rate? Learn as much as
you can about a candidate’s interests
and motivations on social to ensure
the opportunities you offer truly align
with their interests. Then personalize
your message to focus on what the
candidate cares about, not what you
have to offer. Does this take more time?
Yes, but not necessarily a lot more. And
it’s worth it (and required) when hunting
world-class tech talent.
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 15
CHECKLISTS
Dice’s Open Web gathers data
from 130 social sites, allowing
you to quickly and easily learn
what you need to know to
personalize your outreach and
find candidates’ email addresses
or social contact information.
Where to go online to research
a tech candidate
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 16
TO:
FROM:
Avoid the 5 biggest mistakes
recruiters make when crafting messages
to passive tech talent
DO NOT send out anything that
resembles a mass email (or BCC
them, so that it appears they are
one of many candidates receiving
the message)
DO NOT send
a traditional job
description or any
kind of Word
doc attachment
DO NOT ask
them to check
out your career
site or to apply
online
DO NOT ask
them if they’re
a rock star, ninja,
or superstar
DO NOT write more than 2-3
short paragraphs in an email
1 2 4
5
3

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DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 17
Tailoring the “perfect” recruiting
message to a tech pro
TO: Candidate
FROM: Recruiter
TO: Candidate
FROM: Recruiter
TO: Candidate
FROM: Recruiter
TO: Candidate
FROM: Recruiter
My CTO, Brian, and I were reviewing some of the work you’ve
talked about on [site]. You have an impressive background in XYZ,
although it doesn’t appear to be your work-focus now — more of
a passion project?
We’re doing some early-stage work around XYZ that we think
will change the way consumers do ABC. The team has less than
10 people on it now, but the work will ultimately touch millions.
Would you be interested in learning more about what we’re doing
and sharing more about your project?
I’m a recruiter for [company].
Before you delete this message, let me tell you why I’m reaching
out and how I found you. I can tell you’re really smart based on
the questions you asked on [site].
Our tech team is doing some very interesting work around XYZ,
which appears to be your focus now. I’ve attached a picture of
our technology stack, and would like to learn if problems related
to A, B, and C are interesting to you. If so, I’d like to learn more
about you.
Personalize your email or message to what you’ve learned about a candidate. Keep it short — no more than
two or three quick paragraphs. (Two or three sentences is even better!) Ask a question — don’t be a one-way
“sender.” The goal is to get them to the next step, which is a two-way conversation, so start the relationship
with a two-way orientation.
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 18
Should you use these messages for passive or active
candidates? Both. One of the big misperceptions is that you can
simply treat active candidates like people who are dying to work for
your company, with no other career options. That’s almost never true
when it comes to top tech talent, as even active tech talent needs to be
engaged based on their interests. Starting a dialogue, and not sending
a presumptuous “apply here” message, is the key to engaging top
talent, whether they’re passive or active. Prepare, personalize, and
persist. Even active candidates are likely being courted by other
recruiters. Remember, it’s very unlikely you’re their only career option.
“	My goal is to create a conversation for my hiring manager. I highlight
the candidate’s personal impact and ability to solve our team’s problem
as the big draw. It can be a long process to “yes”, but it’s worth it for
certain talent.” – Rob Dromgoole, Director Talent Acquisition, Pacific Northwest National Laboratory
TO: Candidate
FROM: Recruiter
TO: Candidate
FROM: Recruiter
I was speaking with [common connection], and he said “Hello,”
and suggested that I reach out to you.
He was telling me about your expertise with XYZ, and I was hoping
you might be interested in a conversation with our engineering
leader, Shilpa. She’s also a Stanford grad, and is assembling the
team that’s building [something disruptive or interesting, based on
their interests in XYZ].
Would you be open to a 20-minute intro chat tonight or tomorrow
after work? Even if you’re not interested in making a career change,
she’d be a great person for you to know.
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 19
1
Choose wisely: passive and active
candidate engagement
If you answered
yes to any or all of
these questions…
Start by asking
yourself these
questions:
Is the candidate passive
(non job seeker)?
Does the candidate have
valuable technical skills?
Is the candidate
also applying at other
companies?
Is the candidate
smart?
Q
Q
Q
Q
Follow the suggestions
in this guide.
Just send them a link to
your career site.
If you answered no to all of these
questions and are looking for candidates
who are only applying to your company,
completely unaware of how valuable they
are in the marketplace, and in love with
dated job descriptions and long online
application forms, then…
8
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 20
Ideally, after checking out your profile, tech professionals would say something like, “This looks like a good person for
me to connect with, even if the opportunity she’s contacting me about isn’t right for me now. She’s clearly the kind of
person who could help me in my career, as she specializes in my technology area and is well connected to the kind of
companies and communities that interest me. I think I should chat with her.”
Preparing your own profile for tech
candidate engagement
Do my summary and open job
descriptions emphasize my
focus and expertise in recruiting
tech pros? (Include information about your
company’s technology stack, the kind of
candidates you regularly recruit, and the kind
of interesting tech problems the teams you
hire for are working on.)
Do I follow tech
companies and
tech leaders?
Do I post articles or videos
or link to information about my
company’s technical work, or
do I just come across as a traditional HR
recruiter or salesy agency recruiter looking
to make a dollar?
Am I connected to tech
professionals or just other
recruiters? Am I part of relevant
tech communities/groups?
Do I have recommendations
from tech candidates and
hiring managers, who rave
about my professionalism, my abilities to
help them in their career, my abilities as a
tech recruiter, the quality of the candidate
experiences I create, etc.?
1 4
53
2
Make sure your social profiles demonstrate your tech recruiting credibility.

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Massey University degree offer diploma Transcript
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一比一原版【微信:176555708】办理毕业证 成绩单 文凭 学位证offer(留信学历认证永久存档查询)采用学校原版纸张、特殊工艺完全按照原版一比一制作(包括:隐形水印,阴影底纹,钢印LOGO烫金烫银,LOGO烫金烫银复合重叠,文字图案浮雕,激光镭射,紫外荧光,温感,复印防伪)行业标杆!精益求精,诚心合作,真诚制作!多年品质 ,按需精细制作,24小时接单,全套进口原装设备,十五年致力于帮助留学生解决难题,业务范围有加拿大、英国、澳洲、韩国、美国、新加坡,新西兰等学历材料,包您满意。 【业务选择办理准则】 一、工作未确定,回国需先给父母、亲戚朋友看下文凭的情况,办理一份就读学校的毕业证【微信:176555708】文凭即可 二、回国进私企、外企、自己做生意的情况,这些单位是不查询毕业证真伪的,而且国内没有渠道去查询国外文凭的真假,也不需要提供真实教育部认证。鉴于此,办理一份毕业证【微信:176555708】即可 三、进国企,银行,事业单位,考公务员等等,这些单位是必需要提供真实教育部认证的,办理教育部认证所需资料众多且烦琐,所有材料您都必须提供原件,我们凭借丰富的经验,快捷的绿色通道帮您快速整合材料,让您少走弯路。 留信网认证的作用: 1:该专业认证可证明留学生真实身份【微信:176555708】 2:同时对留学生所学专业登记给予评定 3:国家专业人才认证中心颁发入库证书 4:这个认证书并且可以归档倒地方 5:凡事获得留信网入网的信息将会逐步更新到个人身份内,将在公安局网内查询个人身份证信息后,同步读取人才网入库信息 6:个人职称评审加20分 7:个人信誉贷款加10分 8:在国家人才网主办的国家网络招聘大会中纳入资料,供国家高端企业选择人才 → 【关于价格问题(保证一手价格) 我们所定的价格是非常合理的,而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格,因为我想坦诚对待大家 不想跟大家在价格方面浪费时间 对于老客户或者被老客户介绍过来的朋友,我们都会适当给一些优惠。 选择实体注册公司办理,更放心,更安全!我们的承诺:可来公司面谈,可签订合同,会陪同客户一起到教育部认证窗口递交认证材料,客户在教育部官方认证查询网站查询到认证通过结果后付款,不成功不收费! 外观非常精致,由特殊纸质材料制成,上面印有校徽、校名、毕业生姓名、专业等信息。 格式相对统一,各专业都有相应的模板。通常包括以下部分: 校徽:象征着学校的荣誉和传承。 校名:学校英文全称 授予学位:本部分将注明获得的具体学位名称。 毕业生姓名:这是最重要的信息之一,标志着该证书是由特定人员获得的。 颁发日期:这是毕业正式生效的时间,也代表着毕业生学业的结束。 其他信息:根据不同的专业和学位,可能会有一些特定的信息或章节。 价值很高,需要妥善保管。一般来说,应放置在安全、干燥、防潮的地方,避免长时间暴露在阳光下。如需使用,最好使用复印件而不是原件,以免丢失。 综上所述,是证明身份和学历的高价值文件。外观简单庄重,格式统一,包括重要的个人信息和发布日期。对持有人来说,妥善保管是非常重要的。

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DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 21
You have to be careful when leveraging Twitter with a passive or active candidate, as tweeting is
public, and they may still be employed. Your tweet shows up on their profile when you mention them.
In general, you don’t want to send any kind of “apply here” or “check out this job” tweet with a
specific reference to a candidate embedded in your 140 characters. Instead, try something like this.
PASSIVE CANDIDATE (@name) ACTIVE OR UNEMPLOYED CANDIDATE (@name)
Sample Tweets
Love the article @name just wrote on
the XYZ tech blog, cc @HiringManager
@lifeatcompanyname
@name we’re building a top notch
#devops team in Boston (link to
article) @careers
Our engineers are excited to hear
@name speak at the upcoming
Hadoop meetup in Seattle on Tuesday
@name scored in the top 10 on our
coding challenge! Congrats! #winning
You @name You @name
You @name You @name
DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES	 22
Messages Differ at Each Stage of the
Recruiting Funnel
WHO SENDS WHAT THEY SEND
Initial outreach should be focused on a
candidate’s interests, and how those
align to the new position’s responsibilities
and technology.
Once engaged and interested, the outreach
should focus more on the team’s projects, the
specific job, geography and work culture.
RECRUITER
As the candidate begins the interviewing process,
messaging can focus more deeply on the team,
interviewing tips, specific location information (i.e.,
how easy it is to get to your HQ via metro).
TECH HIRING MANAGER,
TECH EXECS, AND FUTURE
TEAM MEMBERS
Final outreach at the offer stage should be about selling and
closing the candidate with personalized messaging that’s tailored
to what he or she is most interested in (impact on a project, use
of specific technology at scale, gaining international experience,
and so on).
TECH
HIRING
MANAGER
OR TECH
PEERS
TECH
RECRUITER
OR HIRING
MANAGER

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The Definitive Guide to Engaging Top Tech Candidates

  • 1. ENGAGING TOP TECH CANDIDATES THE DEFINITIVE GUIDE TO By Dice and John Vlastelica, Recruiting Toolbox
  • 2. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 2 Contents PREPARATION PERSONALIZATION PERSISTENCE STEP 1 STEP 2 STEP 3 17 Tailoring the “perfect” recruiting message 16 Avoid the five biggest mistakes recruiters make when crafting messages to tech talent 15 Where to go online to research a tech candidate 19 Choose wisely: passive and active candidate engagement 20 Preparing your own profile for tech candidate engagement 21 Sample tweets 22 Messages differ at each stage of the recruiting funnel CHECKLISTS TECH CANDIDATE ENGAGEMENT
  • 3. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 3 Top tech talent doesn’t respond to generic “seeking rock star programmer” spammy emails. Personalized messaging is key to hitting your response-rate goal and generating a slate of top candidates. But with so much information available on candidates, it can be difficult to decide what to use in your communications and when to use it. Have no fear. We’ve partnered with John Vlastelica of Recruiting Toolbox to provide you with the best practices and checklists that make personalization possible, even when you are staring down a dozen or so requisitions. In this guide, we’ll walk you through the keys to messaging top tech candidates through email, phone and social media channels. With these tools in hand, you should feel prepared to engage candidates across the spectrum of active to passive candidates. “ I’ve worked with and interviewed many of the best tech recruiters and sourcers on the planet. Their secret sauce? Do the work. Preparation, personalization, and persistence are the three keys.” – John Vlastelica, Recruiting Toolbox
  • 4. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 4 Go Beyond the Job Description Before you begin a search, you must know what you have to offer. Why? It helps you focus your search on targets that are both qualified and interested, as well as credibly communicate why happy, high- performing tech pros should consider a new opportunity. What do you need to know? Beyond the basics of the company and its products, compensation, geography, and more, there are three things that are going to be important to most tech professionals. And these things are NOT found in horribly written, responsibility and requirements-oriented job descriptions. PREPARATION Invest more time upfront, and you’ll improve your reply rate. Preparation should focus on both your job and the target candidate.
  • 5. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 5 1 The Work and Technology What will they get to build? What are the specific projects they’d work on? What specific problems will they get to solve? What’s the scale? What difference does their work make? How will it impact the company, industry or world? What pieces of the work can you point them to now (examples on the web, published research, etc.)? What is the company’s technology stack today, and its tech roadmap going forward? 2 The Team and Culture What is the background of the people they’d work for, work with and learn from? Where has the team previously worked (big-brand tech companies, financial services, startups?) and gone to school (are they all pedigreed top-school grads, or are they mostly scrappy and self-taught?)? What have they accomplished and built? Is the culture open and collaborative, where engineers work in open, shared spaces? Is it an Agile environment? What percentage of time do engineers and developers spend building software, versus attending meetings? Is the focus on iteration and shipping often, or much bigger releases with more formality and lower risk tolerance? 3 The Learning Curve and Career Path What would the tech pro learn on the job? What are examples of new technologies and methodologies the team has learned in the past year? Are other team members encouraged to be heads-down, headphones- on cube coders or collaborative, generalist problem solvers? Are team members rewarded for technical depth and peer influence with principal-level roles, or are they forced into people-manager roles? If you learn even a third of the information in the previous points, you’ll be far, far ahead of most tech recruiters, and will be able to laser- focus your search by finding the kind of candidates who will be naturally motivated to engage with you based on the work, the tech, the team, and the career opportunity. But how do you tailor your outreach so that it speaks to them? “You have to know your audience and your own opportunities inside- and-out. Simply describing the job and flattering the engineer isn’t enough. With generic flattery, you’ll simply end up with nicer “not interested” rejects from passive tech talent.” – Chetta Crowley, Head of Tech Recruiting, Groupon
  • 6. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 6 Technology Interests Through tech sites such as Quora, GitHub, and Stack Overflow, you can see the topics candidates are interested in, the technologies they’re invested in, the tech communities they participate in, and the kind of problems they like to solve. Many tech professionals work on side passion projects that don’t align with their current job’s focus, so if you learn about these, you may be able to start a conversation that leads to a career much more focused on their passion, versus their day-to-day job. Leverage Candidates’ Social Graph and Their “Trending Passions” If your orientation as a recruiter is to essentially just keyword-match résumés and job descriptions, you’re likely not getting much of a response from the best, employed, passive tech candidates. Sure, you need to know that they have some relevant expertise, and keywords can help with that. But the best tech recruiters know what motivates the candidate as much as what the company is interested in. Great recruiters usually know what kind of role the candidate would be interested in before they reach out. So, how do you find this out before talking to them? Some of it is laid out for you nicely. Some of it comes from good inferences based on their online profile.
  • 7. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 7 Career Interests Now that you have a feel for what projects your candidates are interested in, you’ll want to better understand what types of companies they gravitate toward. From personal blogs and other sites, you can learn more about their career interests and what kind of companies they have worked for in the past, along with how long they typically stay in one job, how they’re progressing in their career, whether they like contract work or startups or big brands, and what kinds of companies they admire or follow. You can also often learn how important location might be to a prospect: Have they relocated for a job in the past, or have they lived in the same city for many years? Personal Interests From Twitter, Meetup and Facebook, you can discern the personal passions of candidates. Are they excited about a new video game, are they going to see a concert this weekend, are they quoting Sheldon from “Big Bang Theory,” are they recommending Malcolm Gladwell’s latest book? Are they following a comic you like, friends with a co- worker, or attending a hiking meet-up? All of this information can be used to personalize your outreach, and start a conversation that highlights common interests. Personal blogs are also fantastic sources: Tech pros will write about what they love. While it may seem daunting to perform research across all of these sites, there are ways to do this efficiently. With Dice’s Open Web social recruiting platform, you get a summary of activities and interests based on a candidate’s social footprint across 130 sites. Once you learn what interests candidates, you can personalize your message and stand out from the crowd of recruiters bombarding them with “me, me, me” messages. “ Think of dating. You don’t invite a vegetarian to a steak dinner. Why would you invite a front-end developer, passionate about amazing UI, to build the scalable infrastructure for a new data service? Use the tools you have — GitHub,Twitter, Facebook — to know your target. Make the candidate feel special and wanted.” – Meredith Turner, Recruiting Manager, Marchex
  • 8. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 8 PERSONALIZATION Personalized messaging, sent to the right target, by a credible recruiter or tech pro, leads to high response rates. What’s the secret sauce? There isn’t any. There’s no magic phrase that works for every recruiter, for every candidate. (Anyone that tells you this is selling you something.) But there are several keys to effectively messaging top tech talent. 1 It’s All About Them, Not You “Let me tell you about me, what I need, my company and my job. Then you can read my (crappy) job description and let me know if you’re interested in applying.” Me, me, me! This is a surefire way to get no response or a “No, thank you” from a candidate. Once you’ve researched their needs and interests, you must leverage a message that shows you’ve invested time in learning about them, and demonstrate that you’re someone they should talk to. No “Send me your résumé” or “Apply here” or “Do you have any referrals?” in this first message. Instead, your goal is to simply show them that you can offer challenging work or a team or career path that appears to align with their technology, career or personal interests.
  • 9. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 9 2 Pique Their Interest Your goal with outreach is to tap into the candidate’s natural curiosity to learn more about something that, on the surface, appears well aligned to their interests. This doesn’t mean you simply keyword match (“You know Java, and we need Java skilled engineers — interested in learning more?”) because that’s lame. Instead, reference something really interesting and relevant your team is building or several key problems you’re solving (at a big scale is even better). Then see if they’d be open to a discussion to learn more. Don’t attach the job description, or link to your HR black- hole ATS. Instead, a link to a YouTube video, a Slideshare deck, a Facebook group, an engineering blog, or an article/ white paper that’s about the work and the tech (not just general HR accolades). Note: Your goal is not to close the deal (i.e, to get them to apply or interview) at this stage. Your goal is to make a human connection, to sell a next-step conversation, to start two-way communication and build the relationship based on mutual interest. Not to close the deal after one email or call. 3 Leverage a Shared Connection If possible, mention a shared connection in the message. It could be a current colleague who encouraged you to reach out, or a common manager you both worked with five years ago at another company. “ The best messages are never about you or the job you’re trying to fill.The best approaches start with the work that they are passionate about and how you can connect them to 1) new, really challenging problems in their space, and 2) help them grow in their career.” – Andrew Carges, VP Talent Acquisition, GoDaddy
  • 10. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 10 4 Decide Who Will Send the Message Generally, response rates more than double when the message comes from a technical peer, the hiring manager or chief tech leader. It’s not necessary to leverage your tech team for every contact; but for critical roles or particularly hard-to-reach candidates, it’s key. Note: You can (and should) be able to very quickly get the tech hiring manager or a VP level leader on the phone to have a conversation. Now, most of you are saying, “But my tech leaders won’t get on the phone with a passive candidate—they want only qualified and interested candidates, with their résumé in-hand!” Here’s the deal, though: Moving them along the interest scale usually requires that you can get the hiring manager to have this exploratory chat. To be honest, if your hiring manager will never talk to a (pre-résumé) passive tech candidate, then you will likely not have a lot of success recruiting passive tech talent. 5 Choose Your Tools of Engagement Many tech pros prefer to be contacted via email. Interrupting an engineer who is in the zone with a call is irritating. Many don’t answer their phones anyway, and even if they do, they’re often working in an open space and wouldn’t be able to talk right then. Start with email. Absolutely follow up with a call, and reference the email. You also need to leverage social tools: Direct messages via Twitter (they need to be following you to receive a Direct Message) and Facebook messages are both good options if you notice the candidate is very active on social (i.e. Twitter is great if you notice they’re tweeting every few hours, but poor if you notice a tweet a month). However, be smart about using social to approach passive candidates; you generally don’t want to publicly tweet them about a job, or write on their Facebook wall about your interest in talking with them about their career interests, as you may get a negative reaction. Remember, they’re actively working, and may not want the world to see your non-private message. Dice’s Open Web social tool gives you easy access to find a candidate’s contact methods (phone, “I often try to get them to keep reading my email by connecting on a personal level. Sometimes it’s a geeky Battlestar Galactica or Star Wars reference. The key is to get them to engage, and sometimes, you do that by being real.” – Derek Zeller, Sr. Recruiter, Microsoft via Search Wizards
  • 11. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 11 email, Facebook, Twitter and more) so you can choose the one that’s right for you— and them. Note: Be sure you look like someone a top candidate would want to connect with on your own social profiles before you reach out. One top recruiter shared that for a big, targeted sourcing campaign, almost 75% of the people who replied, reviewed her social handles before responding. Do you look like a credible, highly recommended (by hiring managers and candidates), specialized tech recruiter who is well connected, and focused on hiring the best of the best? 6 Adapt Your Message to the Medium Emails shouldn’t be longer than 2-3 short paragraphs. They’re the long-form option. Voicemails should be very short and focused, no more than 30-45 seconds, and reference the detailed email you’ve already sent. (Remember to smile while you leave a message—it comes through to the listener.) Facebook Messages should be 2-3 sentences and can often sound much more casual. DMs on Twitter (if you’re lucky enough to have your target candidate follow you on Twitter) are limited to 140 characters. Through Twitter, you’ll want to spark a conversation on a topic of interest for the candidate and not bring up job-related info right away. Only after some real engagement (i.e., a few tweets back and forth) should you ask to connect via phone or email. “It sounds labor-intensive compared to just spamming 500 people via LinkedIn, but if your response rate is 5% (if you’re lucky), then 25 people got back to you, while 475 just blacklisted you. And the ones who respond to spam usually are not top-tier, and/or would have just applied to an ad anyway.” – Martin Burns, Direct Sourcing and Technology Channel Lead, PwC 30-45 SECONDS 2-3 PARAGRAPHS 2-3SENTENCES
  • 12. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 12 PERSISTENCE Most recruiters send one email, or leave one message, and move on; they assume there’s no interest if the prospect doesn’t reply back right away. Don’t be most recruiters. Space Your Messages Across Days If you expect an email reply to your first and only email, you’ll likely be disappointed. The best recruiters will space their messages across several days. One successful tech recruiter I worked with sends an email once a day for three days, then leaves a voicemail. That’s how she starts the process each time, maintaining a non-salesy approach that’s about getting this engineer connected to a “ We keep our messages short and customized based on projects they’ve done, Twitter posts, and articles they’ve written. In future messages, we share more details. Persistence is key.” – Sam Wholley, Developer turned Executive Recruiter, Riviera Partners
  • 13. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 13 tech leader at her company to talk about technology and work that’s well aligned to the prospect’s interests. And when her own messages don’t work, she gets a tech leader to email them or to call them. She persists. Distribute Your Messages Across Platforms Facebook Messenger is a good option (especially with better mobile notifications that recently arrived), but may not be well received if you aren’t friends: Many people see Facebook as a friend-only network, and it can feel like an intrusion. (Although this feeling is changing.) InMail, while it may seem different, is actually delivered via email. So if you’re not getting a response via email, an InMail will not likely have a higher hit rate. Texting (if you can find their mobile number) felt intrusive just a few years ago, but is becoming more acceptable. Tweeting is very WHERE DO I FIND THE TIME? Group your research time into blocks. It’s very hard to do the kind of exploration you need to do for that critical lead role in between phone screens, emails, and meetings. (So many meetings!) Set aside two to three 30-minute blocks in your day (reserve the time on your calendar) and hide if you have to (schedule yourself in a conference room if your cube environment is too distracting, or work from home for a few hours before/after your core in-office time). Use tools such as Dice’s Open Web to save you from the more time- consuming site-by-site research you’ll need to leverage. Invest more time up front with the hiring manager to get alignment on the target candidate. Leverage sample résumés and social profiles available on Dice, your ATS or from previous openings before you start sourcing, in order to calibrate on what good candidates look like. Here’s one of the common excuses for recruiters who just send blanket messages to candidates: “I don’t have time to do this research on each individual.” Here are some helpful tips for effectively incorporating research into your daily workflow.
  • 14. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 14 public (your message will show up on their public timeline if you don’t DM them), so it can be challenging to start (what should be) a more private conversation. Emails are usually best. Having said all of that, you should absolutely try reaching candidates via Facebook Messenger, text and Twitter, especially if email doesn’t generate a reply. Leverage Peer Networks to Engage Candidates If you’re not getting a direct response, an indirect approach might help. Ask your engineers to follow your prospect’s work on GitHub or their answers on Quora. In a non-creepy way, it can demonstrate a sincere interest in their body of work. And that interest may result in a quicker reply. “ I get about a 70% response rate when I get our engineers engaged in sending the message. We work to get each lead engineer about 20 emails to send/week when we’re in heavy recruiting mode.” – Yoonie Kim, Recruiting Lead, Dropbox ABOUT THE AUTHOR John Vlastelica is Founder and Managing Director of Recruiting Toolbox, a training and consulting firm that has helped thousands of recruiters and hiring managers recruit and interview better at companies such as Yahoo!, Amazon, TripAdvisor, Target.com, Electronic Arts, Salesforce, Groupon, Nike, and Microsoft. He’s a self-described geek, a top rated speaker at global recruiting conferences, author of popular best-practice recruitment articles, and co-founder of Talent42, The National Tech Recruiting Conference. @vlastelica WRAP UP What’s the secret to engaging top tech talent, and improving your response rate? Learn as much as you can about a candidate’s interests and motivations on social to ensure the opportunities you offer truly align with their interests. Then personalize your message to focus on what the candidate cares about, not what you have to offer. Does this take more time? Yes, but not necessarily a lot more. And it’s worth it (and required) when hunting world-class tech talent.
  • 15. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 15 CHECKLISTS Dice’s Open Web gathers data from 130 social sites, allowing you to quickly and easily learn what you need to know to personalize your outreach and find candidates’ email addresses or social contact information. Where to go online to research a tech candidate
  • 16. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 16 TO: FROM: Avoid the 5 biggest mistakes recruiters make when crafting messages to passive tech talent DO NOT send out anything that resembles a mass email (or BCC them, so that it appears they are one of many candidates receiving the message) DO NOT send a traditional job description or any kind of Word doc attachment DO NOT ask them to check out your career site or to apply online DO NOT ask them if they’re a rock star, ninja, or superstar DO NOT write more than 2-3 short paragraphs in an email 1 2 4 5 3
  • 17. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 17 Tailoring the “perfect” recruiting message to a tech pro TO: Candidate FROM: Recruiter TO: Candidate FROM: Recruiter TO: Candidate FROM: Recruiter TO: Candidate FROM: Recruiter My CTO, Brian, and I were reviewing some of the work you’ve talked about on [site]. You have an impressive background in XYZ, although it doesn’t appear to be your work-focus now — more of a passion project? We’re doing some early-stage work around XYZ that we think will change the way consumers do ABC. The team has less than 10 people on it now, but the work will ultimately touch millions. Would you be interested in learning more about what we’re doing and sharing more about your project? I’m a recruiter for [company]. Before you delete this message, let me tell you why I’m reaching out and how I found you. I can tell you’re really smart based on the questions you asked on [site]. Our tech team is doing some very interesting work around XYZ, which appears to be your focus now. I’ve attached a picture of our technology stack, and would like to learn if problems related to A, B, and C are interesting to you. If so, I’d like to learn more about you. Personalize your email or message to what you’ve learned about a candidate. Keep it short — no more than two or three quick paragraphs. (Two or three sentences is even better!) Ask a question — don’t be a one-way “sender.” The goal is to get them to the next step, which is a two-way conversation, so start the relationship with a two-way orientation.
  • 18. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 18 Should you use these messages for passive or active candidates? Both. One of the big misperceptions is that you can simply treat active candidates like people who are dying to work for your company, with no other career options. That’s almost never true when it comes to top tech talent, as even active tech talent needs to be engaged based on their interests. Starting a dialogue, and not sending a presumptuous “apply here” message, is the key to engaging top talent, whether they’re passive or active. Prepare, personalize, and persist. Even active candidates are likely being courted by other recruiters. Remember, it’s very unlikely you’re their only career option. “ My goal is to create a conversation for my hiring manager. I highlight the candidate’s personal impact and ability to solve our team’s problem as the big draw. It can be a long process to “yes”, but it’s worth it for certain talent.” – Rob Dromgoole, Director Talent Acquisition, Pacific Northwest National Laboratory TO: Candidate FROM: Recruiter TO: Candidate FROM: Recruiter I was speaking with [common connection], and he said “Hello,” and suggested that I reach out to you. He was telling me about your expertise with XYZ, and I was hoping you might be interested in a conversation with our engineering leader, Shilpa. She’s also a Stanford grad, and is assembling the team that’s building [something disruptive or interesting, based on their interests in XYZ]. Would you be open to a 20-minute intro chat tonight or tomorrow after work? Even if you’re not interested in making a career change, she’d be a great person for you to know.
  • 19. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 19 1 Choose wisely: passive and active candidate engagement If you answered yes to any or all of these questions… Start by asking yourself these questions: Is the candidate passive (non job seeker)? Does the candidate have valuable technical skills? Is the candidate also applying at other companies? Is the candidate smart? Q Q Q Q Follow the suggestions in this guide. Just send them a link to your career site. If you answered no to all of these questions and are looking for candidates who are only applying to your company, completely unaware of how valuable they are in the marketplace, and in love with dated job descriptions and long online application forms, then… 8
  • 20. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 20 Ideally, after checking out your profile, tech professionals would say something like, “This looks like a good person for me to connect with, even if the opportunity she’s contacting me about isn’t right for me now. She’s clearly the kind of person who could help me in my career, as she specializes in my technology area and is well connected to the kind of companies and communities that interest me. I think I should chat with her.” Preparing your own profile for tech candidate engagement Do my summary and open job descriptions emphasize my focus and expertise in recruiting tech pros? (Include information about your company’s technology stack, the kind of candidates you regularly recruit, and the kind of interesting tech problems the teams you hire for are working on.) Do I follow tech companies and tech leaders? Do I post articles or videos or link to information about my company’s technical work, or do I just come across as a traditional HR recruiter or salesy agency recruiter looking to make a dollar? Am I connected to tech professionals or just other recruiters? Am I part of relevant tech communities/groups? Do I have recommendations from tech candidates and hiring managers, who rave about my professionalism, my abilities to help them in their career, my abilities as a tech recruiter, the quality of the candidate experiences I create, etc.? 1 4 53 2 Make sure your social profiles demonstrate your tech recruiting credibility.
  • 21. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 21 You have to be careful when leveraging Twitter with a passive or active candidate, as tweeting is public, and they may still be employed. Your tweet shows up on their profile when you mention them. In general, you don’t want to send any kind of “apply here” or “check out this job” tweet with a specific reference to a candidate embedded in your 140 characters. Instead, try something like this. PASSIVE CANDIDATE (@name) ACTIVE OR UNEMPLOYED CANDIDATE (@name) Sample Tweets Love the article @name just wrote on the XYZ tech blog, cc @HiringManager @lifeatcompanyname @name we’re building a top notch #devops team in Boston (link to article) @careers Our engineers are excited to hear @name speak at the upcoming Hadoop meetup in Seattle on Tuesday @name scored in the top 10 on our coding challenge! Congrats! #winning You @name You @name You @name You @name
  • 22. DICE THE DEFINITIVE GUIDE TO ENGAGING TOP TECH CANDIDATES 22 Messages Differ at Each Stage of the Recruiting Funnel WHO SENDS WHAT THEY SEND Initial outreach should be focused on a candidate’s interests, and how those align to the new position’s responsibilities and technology. Once engaged and interested, the outreach should focus more on the team’s projects, the specific job, geography and work culture. RECRUITER As the candidate begins the interviewing process, messaging can focus more deeply on the team, interviewing tips, specific location information (i.e., how easy it is to get to your HQ via metro). TECH HIRING MANAGER, TECH EXECS, AND FUTURE TEAM MEMBERS Final outreach at the offer stage should be about selling and closing the candidate with personalized messaging that’s tailored to what he or she is most interested in (impact on a project, use of specific technology at scale, gaining international experience, and so on). TECH HIRING MANAGER OR TECH PEERS TECH RECRUITER OR HIRING MANAGER