{"id":999881587,"date":"2016-12-08T16:24:00","date_gmt":"2016-12-08T16:24:00","guid":{"rendered":"https:\/\/wpstage.dice.com\/?p=327837236"},"modified":"2016-12-08T16:24:00","modified_gmt":"2016-12-08T16:24:00","slug":"big-cost-social-recruiting-inaction","status":"publish","type":"post","link":"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction","title":{"rendered":"The Big Cost of Social Recruiting Inaction"},"content":{"rendered":"

\"screen-shot-2016-12-08-at-11-21-13-am\" If you\u2019ve been avoiding the use of social media in your recruiting, the potential impact on your hunt for top tech candidates is simple to explain: By limiting your exposure to the most talented technical talent, you\u2019re hampering your chance to provide hiring managers with a high-quality set of candidates to consider. With the tech labor market so tight, those are big losses. \u201cI\u2019m always surprised to find technology people that aren\u2019t involved in social media these days,\u201d said Kevin Rooney, CEO of Expert Interview, a Chicago company that helps employers assess technology candidates. \u201cIt\u2019s true that social media engagement gone wrong can be a time-suck. It doesn\u2019t have to be, so don\u2019t let it. Be intentional and disciplined, but you absolutely must engage as a technical recruiter.\u201d Social media gives you a way to reach candidates who\u2019ve grown skeptical\u2014if not outright cynical\u2014of traditional recruiting methods. \u201cA lot of engineers have been oversaturated,\u201d observed Ben Hicks, managing partner of software technology search at Waltham, Mass.-based recruiter WinterWyman. \u201cI\u2019m hearing candidates are abandoning LinkedIn, so you have to be plugged into the places where they\u2019re working and networking.\u201d Such places are sites such as GitHub, Stack Overflow, and narrower open-source and language-based communities where users post and critique code, exchange tips and network. While these sites don\u2019t focus overmuch on job-hunting, using them \u201clets you dig in on their interests and have meaningful conversations,\u201d Hicks said. \u201cThat\u2019s something engineers seem to appreciate.\u201d And when engineers appreciate you, they\u2019re more likely to talk to you, recruiters note. Those who ignore social media miss the opportunity to build personal brands \u201cso candidates can know you,\u201d said Chad MacRae, founder of the social recruiting firm Recruiting Social in Los Angeles. \u201cThey\u2019re missing the chance to get noticed and develop their reputation.\u201d According to new survey data from Dice, nearly 7 in 10 recruiters plan to increase their usage of social next year, while 74 percent will boost their investment in social-recruiting initiatives. <\/p>\n

Recruiting Fundamentals Using Modern Tools<\/h3>\n

Advocates have always argued that social media is about building relationships, just as career experts have long held that the most effective way to find a new job is to network. Recruiters who don\u2019t use social media miss out on the natural alignment between their goal of landing the right candidates and the professional\u2019s goal of expanding their professional connections. Fortunately, Dice data indicates that merely 1 in 10 recruiters haven\u2019t used social media as part of their outreach efforts. \u201cMost companies we deal with want us to be networking with the classic passive jobseeker,\u201d Hicks said. Participating in the right social media communities \u201callows you to better interact with them.\u201d Much of that interaction may not even be about a job. MacRae notes that less than 5 percent of his company\u2019s hires are actual applicants. Instead, they\u2019re people who\u2019ve developed relationships within the business and have learned enough about it to want to work there. Not using social media, he believes, \u201cleads to a loss of response. Candidates don\u2019t even know you.\u201d Not only that, but foregoing social media puts you at risk of missing the latest industry chatter and trends, Rooney pointed out: \u201cThese trends are not only industry- and technical- related, but they\u2019re also today\u2019s \u2018water cooler.\u2019 You need this awareness to expand your ability to connect with people from a wide variety of backgrounds and interests.\u201d <\/p>\n

More Connections, More Placements<\/h3>\n

\u201cRecruiting\u2019s not about pushing square pegs into round holes,\u201d Hicks observed, which leads to another thing you\u2019ll miss without social media: the ability to closely match a candidate\u2019s skills, experience and personality to your company\u2019s needs. This is because social recruiting enables you to develop long-term relationships with tech pros outside of the context of their job search\u2014if they\u2019re even looking. For example, you may know that one of your software engineer contacts is happy with their current position. But your relationship makes them a natural person to turn to in your hunt for other candidates who may ready for a move. At the same time, developing deeper relationships through social media helps you build a wider, more valuable pipeline of candidates from which to draw. \u201cIt\u2019s not about trying to land someone in a week,\u201d Hicks said. \u201cYour efforts may not pay off for years.\u201d But ultimately, that payoff will come when one of your highly respected, highly experienced contacts decides it\u2019s time to look for greener pastures. \u201cYou want them to call you first when they decide to look,\u201d Hicks added. Ultimately, social media is like any other recruiting tool. To use it effectively requires effort, personalization and taking the long view. While it\u2019s not a quick fix, good recruiters already know that their success lies in building relationships with candidates and matching the right people to the right opportunities. What you miss out on without social media is the ability to connect\u2014and stay connected\u2014with more and better candidates. With it, you can leverage your strengths as a recruiter to provide more options to both candidates and hiring managers.<\/p>\n","protected":false},"excerpt":{"rendered":"

If you\u2019ve been avoiding the use of social media in your recruiting, the potential impact on your hunt for top tech candidates is simple to explain: By limiting your exposure to the most talented technical talent, you\u2019re hampering your chance to provide hiring managers with a high-quality set of candidates to consider. With the tech […]<\/p>\n","protected":false},"author":132,"featured_media":327837236,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881587","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"\nThe Big Cost of Social Recruiting Inaction - Dice Hiring<\/title>\n<meta name=\"description\" content=\"If you\u2019ve been avoiding the use of social media in your recruiting, the potential impact on your hunt for top tech candidates is simple to explain: By\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Big Cost of Social Recruiting Inaction\" \/>\n<meta property=\"og:description\" content=\"If you\u2019ve been avoiding the use of social media in your recruiting, the potential impact on your hunt for top tech candidates is simple to explain: By\" \/>\n<meta property=\"og:url\" content=\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:published_time\" content=\"2016-12-08T16:24:00+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/dicepilot.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/Screen-Shot-2016-12-08-at-11.21.13-AM-2.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1018\" \/>\n\t<meta property=\"og:image:height\" content=\"535\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction#article\",\"isPartOf\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\"},\"author\":{\"@type\":\"Person\",\"name\":\"Dice Staff\",\"url\":\"https:\/\/dicepilot.npgdev.com\/hiring\/authors\/dice-staff\",\"sameAs\":[\"https:\/\/x.com\/Dicedotcom\"]},\"headline\":\"The Big Cost of Social Recruiting Inaction\",\"datePublished\":\"2016-12-08T16:24:00+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\"},\"wordCount\":876,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/#organization\"},\"image\":{\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction#primaryimage\"},\"thumbnailUrl\":\"https:\/\/dicepilot.npgdev.com\/hiring\/wp-content\/uploads\/2025\/03\/Screen-Shot-2016-12-08-at-11.21.13-AM-2.png\",\"articleSection\":[\"Hiring Candidates\",\"Sourcing Candidates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\",\"url\":\"https:\/\/dicepilot.npgdev.com\/hiring\/recruitment\/big-cost-social-recruiting-inaction\",\"name\":\"The Big Cost of Social Recruiting Inaction - 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