{"id":999881405,"date":"2024-07-12T21:11:00","date_gmt":"2024-07-12T21:11:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=100751367"},"modified":"2025-06-18T12:07:27","modified_gmt":"2025-06-18T18:07:27","slug":"how-to-increase-hiring-efficiency-with-social-and-branding","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/how-to-increase-hiring-efficiency-with-social-and-branding","title":{"rendered":"Increase Hiring Efficiency with Social and Branding"},"content":{"rendered":"

Welcome to the fourth installment of our <\/em><\/em>Social Recruiting Pro Tips Series<\/strong>. <\/em><\/p>\n

Our latest edition features insights from Lars Schmidt<\/strong>, noted speaker and blogger on social recruiting and employer branding. Lars presents compelling ideas that can help companies significantly increase hiring efficiency. <\/em> Stay tuned twice a month as we deliver expert advice and actionable tips from industry experts on social sourcing, assessments and engagements. <\/em><\/p>\n

Save Time While Filling Multiple Open Tech Positions<\/strong><\/strong><\/u><\/h2>\n

The right social recruiting strategy can give it to you \u2014 and reduce your company\u2019s average time-to-hire. But what does an effective and efficient social recruiting strategy entail? Lars Schmidt, Founder of Amplify Talent encourages companies to expand upon their traditional recruiting funnel by adding an additional three layers consisting of social sourcing, employer branding and social engagement. Together, these functions make up a progressive social recruiting strategy and enable you to tap into a much greater pool of talent \u2014 including passive candidates. Lars takes a closer look at these emerging social recruiting tools and how they give you and your company more time.<\/p>\n

Social Sourcing<\/strong><\/strong><\/u><\/h2>\n

When it comes to hiring, it\u2019s nice to have choices \u2013 especially in a very tight tech market. In fact, the more you have, the better chance you\u2019ll have of closing the deal with a qualified candidate. That\u2019s what social sourcing delivers. By turning to sites like Twitter, Facebook, Google+, GitHub, Quora and Dribbble into huge candidate databases, you gain access to lots more unique candidates \u2013 and a serious competitive advantage. Social Sourcing tools, like Dice\u2019s Open Web platform, give you a more detailed \u201csocial snapshot\u201d of the candidate, too. By bringing together data from the social and professional sites that matter most for you, social sourcing tools save you from scouring all the individual social sites yourself. Plus, these tools capture unique insights about what makes each candidate tick, as well as ways to connect, that will be extremely useful when you\u2019re ready to engage them. This can help reduce the time it takes to get a response from a candidate you\u2019re reaching out to.<\/p>\n

Employer Branding<\/strong><\/strong><\/u><\/h2>\n

Social sourcing alone can save you time in finding tech candidates with hot skills. However, the combination of social sourcing and employer branding can catalyze the rate at which you convert candidates. Aligning your company\u2019s employer branding and social strategies provides an opportunity to showcase your brand in a much more transparent and credible way. This approach has shown to be tremendously beneficial, particularly for companies that have created and sustained an employer presence that creates personal candidate value on a large scale. What is an employer brand? It\u2019s the image a company projects, particularly to would-be employees. It provides a glimpse of your company\u2019s character, spirit, values and culture. A strong employer brand builds a sustainable reputation and establishes a solid following of prospective candidates. To begin, Lars recommends building the brand from the inside out by allowing employee\u2019s attitudes and opinions to project the culture of the company, thereby building authenticity. While employer branding is not a new trend, its application in a social media world is fairly new. In a world of hyper-connectivity, you and many of your colleagues \u2013 across talent acquisition and beyond \u2013 need to be empowered to proactively tell your stories in social media channels. In addition, former employees should be engaged to talk about their experiences.<\/p>\n

Social Engagement<\/strong><\/strong><\/u><\/h2>\n

You\u2019ve leveraged social sourcing to identify the candidates you think would be a good fit for your company. You\u2019ve planned and implemented an employer branding strategy that has garnered impressions across web and social channels.. But what about building a social community that will influence each other about specific opportunities? This is social engagement \u2013 the process of creating real value within your communities rather than just sending messages out, hoping they\u2019ll stick. This begins with listening. Listening is essential to crafting responses that lead to real conversations, and eventually, relationships. Listen for the common passions among your audiences, what they\u2019re working on, and even what their peers are saying about them and your employer brand. Then, respond with posts that are entertaining, amusing or simply genuine. Your time is valuable. Yet it\u2019s vital that you help your organization source and hire the very best candidates you can find. With a strategy combining social recruiting with employer branding and social engagement, it\u2019s possible to accomplish that more efficiently than ever before.<\/p>\n

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To download Lars Schmidt\u2019s slides on \u201cHow to Increase Hiring Efficiency with Social Recruiting, click here<\/a> or view the presentation below.<\/em><\/p>\n