Social Recruiting Trends for 2016

SOCIAL
RECRUITING
TRENDSFOR
2016
With Stacy Zapar, Founder, Tenfold

The world’s talent at your ﬁngertips #SOCIALRECRUITING2016
RECRUITING
SOCIAL
SPEAKING
FEATURED
CLIENTS
70K+ 38K+ STACYZAPAR.COM
1M+
BOARDS
A LITTLE ABOUT STACY
Sourcing
Employer Branding
Social Recruiting
TRAINING & CONSULTING

SO,ARE YOU READY FOR
WHAT’S NEXT?
The recruiting world is super competitive, and it’s
changing fast. If you aren’t always striving to be
better and faster, you’ll quickly get left behind.

OR ARE YOU STUCK
IN THE PAST?

CROWDSOURCING
& KNOWLEDGE
SHARING
SOURCING TALENT
ATTRACTION
ONLINE
REPUTATION
THE FOUR RECRUITING TRENDS
WE’RE GOING TO DISCUSS:
1 2 3 4

SOURCING
1
THE TRICK ISN’T FINDING
CANDIDATES ANYMORE. IT’S ABOUT
GETTING THEM TO RESPOND.
Only 6% of recruiters
get higher than a 50%
response rate. How
do we do better as
an industry?
Source: Dice’s 2015 Social Recruiting Survey

ENGAGEMENT
I RECENTLY
WENT BACK IN
THE TRENCHES
AND DID
NOTHING BUT
SOURCE MOBILE
DEVELOPERS.
AND MY
ENGAGEMENT
RATE WAS 85%.
What did I do
to drive that high
response rate?

OUTREACH
SOMETIMES IT’S NOT
THE MESSAGE...IT’S
WHERE YOU REACH OUT.
If you reach out in a spammy
neighborhood, you’re going to look
spammy no matter what. My
favorite? Email. 85% of tech
prefer this channel.
Source: Dice Candidate Survey, November 2015

DO YOUR HOMEWORK
JUST MENTIONING “RUBY”
ISN’T GOOD ENOUGH.
Do as much research needed to make it
clear that your message isn't generic.
Candidates need to read it and say,
"Wow, this was intended speciﬁcally
for me. I have an ownness to respond."

PERSONALIZE
YOUR MESSAGE
DO NOT WRITE
“HI THERE.”
USE THEIR NAME.
SPELL IT RIGHT.
And use it often in
your message. Embed
it in the beginning,
middle and end.

CUSTOMIZE
YOUR MESSAGE
WHY DID YOU REACH OUT
TO THEM? TELL THEM!
Reference speciﬁc experiences and achievements from
their background. Make it very clear why they are a
special snowﬂake — why they made the cut.

UNCOMMON
COMMONALITIES
WHAT DO YOU SHARE
IN COMMON? USE
THAT TIDBIT AS AN
ICEBREAKER TO MAKE
THEM SEE YOU AS A
PERSON AND NOT JUST
ANOTHER RECRUITER.
You went to Virginia Tech? So
did my husband. Go Hokies!
I'm totally into kayaking too...
You're from Baltimore? Me
too! No way. How'd you end
up in California?

SOCIAL AGGREGATORS
USE TOOLS LIKE DICE’S OPEN WEB TO
GET INSTANT ACCESS TO A CANDIDATE’S
ENTIRE SOCIAL FOOTPRINT.
Open Web makes personalizing your approach super easy.
Three minutes of time investment. Major results.
Check out Open Web today at dice.com/openweb

DON’T MAKE YOUR OUTREACH
ABOUT YOU AND YOUR REQ. SWITCH
YOUR VERBIAGE AND MAKE IT ABOUT
THEM AND THEIR CAREER.
WHAT’S IN IT FOR THEM?

That’d be like going on a ﬁrst date and spilling
your family drama. TMI! Just ﬂirt a little by
piquing their interest to get them to talk to you.
78% of recruiters are including details
about the job in the initial outreach, and
47% are including the job posting itself. No!
KEEP YOUR OUTREACH
MESSAGE SHORT & SWEET
Source: Dice’s 2015 Social Recruiting Survey
YOUR GOAL ISN’T TO SELL
THEM ON THE JOB (YET).

THIRD TIME’S A CHARM
ONE MESSAGE AND
THEN FORGETTING
ABOUT THEM IS A POOR
OUTREACH STRATEGY.
After 3-4 days, send a second message
like, “Hey, I know we’re all super busy but
wanted to follow up and let you know that
the Dev team is still really interested in
speaking with you. We’re starting to move
forward with interviews, and I didn’t want
you to miss the bus. Let me know if you
have a few minutes to chat."
After 3-4 more days, send a super
low-key sign-off message like, “Hi, sounds
like you’re pretty set where you are now.
Thanks for letting me pop into your inbox.
I hope you’ll stay in touch. Happy to have
a quick convo anytime. p.s. The position
IS still open, so let me know if you change
your mind!”

LEVERAGE
YOUR HIRING
TEAM
HAVE THEM SEND
THE OUTREACH MESSAGE.
After all, who is a techie most likely to respond
to — another techie or a recruiter?

PIPELINING
IF YOU SEE SOMEONE WHO
HAS EXPRESSED INTEREST
IN YOUR COMPANY,TAG
THEM. FLAG THEM.
Always be planning ahead by nurturing leads
and not just reacting to your current reqs.

TALENT ATTRACTION2

EMPLOYER BRAND
A STRONG EMPLOYER
BRAND ATTRACTS TONS OF
FISH AND DETRACTS THE
WRONG ONES.
Plus, the more people know about your company early in the process,
the more likely that they’ll convert through the recruiting funnel.

THINK LIKE MARKETERS
EMPLOYER BRANDING IS NO LONGER JUST
ABOUT SLAPPING EMPLOYEE PHOTOS ON
YOUR INSTAGRAM OR FACEBOOK PAGE.
2016 is the time to have really targeted campaigns.
Do retargeting. Be creative. It's time to raise the bar
and build real recruitment marketing campaigns by
partnering with internal marketing teams.

DEVELOP TARGET
PERSONAS
KNOW EXACTLY YOUR TARGET
AUDIENCE SO YOU CAN SPEAK
TO THEM ON THE PLATFORMS
THEY HANG OUT.
If you're targeting Millennials, speak in the voice they
understand. Go out on Snapchat or wherever they're
hanging out. Be strategic and targeted.

JOB POSTINGS
STILL POSTING GIANT
BLOCKS OF TEXT?
THOSE DAYS ARE
GONE. PUT YOUR
BRANDING EFFORTS
INTO YOUR POSTS.
Make them clever and conversational. Add a photo of
your team or a video. It's time to up our game.

MOBILE. MOBILE. MOBILE.
WHEN’S THE LAST TIME YOU
TRIED TO APPLY TO ONE OF YOUR
JOBS VIA A MOBILE DEVICE?
Think about the mobile experience. Pinch and
zoom is not a mobile strategy in 2016.

ONLINE REPUTATION3

GLASSDOOR STRATEGY
WE’RE LIVING IN A YELP WORLD.
YOU NEED TO PAY ATTENTION TO WHAT
PEOPLE ARE SAYING ABOUT YOU.
Have a Glassdoor strategy including content + response + engagement.

CANDIDATE EXPERIENCE
WHAT’S THE POINT OF A STRONG
EMPLOYER BRAND IF YOU MISTREAT
CANDIDATES ONCE THEY APPLY?
Audit the experience to make it better.

PERSONAL BRAND /
RECRUITER BRAND
YOU HAVE A
BRAND TOO.
BUILD IT.
REFINE IT.
PROTECT IT.
Are you just blasting jobs all day? Or, are you sharing content that's
interesting to your audience? Are you forwarding along intro requests in
a timely manner?Be a giver and not just a taker.

CROWDSOURCING &
KNOWLEDGE SHARING4

NO MORE “COVERING
YOUR ANSWERS”
THE DAYS OF HOARDING
AND HIDING ARE GONE.
2016 is about sharing your experiences and learning
from each other. Join these conversations.

CONFERENCES
SHARE. LEARN. GROW.
NETWORK. CONTRIBUTE.
Attend conferences, unconferences,
podcasts… you name it.

FACEBOOK GROUPS
FACEBOOK GROUPS
ARE THE NEW
PROFESSIONAL
NETWORKING HUB.
Join recruiting and employer branding groups.
Ask questions — lots of them. Provide answers.
And learn from other's experiences.

HR OPEN SOURCE
#HROS
OPEN SOURCE.
WORKS FOR TECH.
AND IT WORKS
FOR HR AND
RECRUITING,TOO.
Join the convo at hros.co

@StacyZapar
linkedin.com/in/stacyzapar
facebook.com/tenfoldsocial
thisistenfold.com
stacy@thisistenfold.com

JOIN THE OPEN WEB COMMUNITY
Learn more at dice.com/openweb

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