The document discusses how to increase hiring efficiency through social recruiting. It outlines how social recruiting and employer branding can help reduce recruitment cycles and expedite the tech recruiting process. Specifically, it argues that social recruiting can save recruiters time by reducing the time spent answering candidate questions, trying to persuade candidates, and promoting opportunities. It also presents data showing that companies implementing social recruiting see improvements in quality of candidates, quantity of candidates, and time-to-hire. The document provides recommendations on aligning tools, developing content strategies, and establishing processes to integrate social recruiting and employer branding.