Social Recruiting Report Belgium 2016

Social Recruiting State of the nation 2016

Social recruiting We surveyed our tech community, tech recruiters and tech employers to give you a detailed view on the role social and professional networks are having on tech recruitment.

1. The shift in recruiting patterns A singular approach to tech recruiting isn’t possible anymore.

With tech unemployment at an all-time low it’s all about the candidates recruiters have to choose the channel that works for candidates and make the right approach.

How many different methods (email, phone, social sites) do you use to engage a tech professional?

1 method 3%

2 methods 7%

4 methods 31%

3 methods 9%

5 or more 50%

Tech pros are extremely active on Social so recruiters are adapting of recruiters are using social and / or professional networks for hiring tech talent.

91%

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Social recruiting 2. Why are recruiters and employers using social and / or professional networks?

The top three reasons for using social networks highlight the nature of social recruiting, it’s all about playing the long game. Instead of looking for quick wins recruiters have to build long term relationships by engaging with passive candidates.

Top reasons for using social and / or professional networks when hiring tech talent

Discover passive candidates 32%

Engage with tech pros 24%

Build talent pools 15%

Gain understanding of tech pros 13%

Return on investment 12%

Other 4%

Quality of tech pros sourced on social / professional networks The quality of tech professionals found on social and / or professional media was rated as good or excellent by 96% of recruiters. These high calibre candidates don’t necessarily need to be pro-active jobseekers, so it is the role of recruiters to uncover them using social media.

Excellent 16%

Good 80%

Average 4%

Poor 0%

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Social recruiting 3. How different sites are being used Facebook, Google and Twitter are being used mostly for sharing content and promoting jobs to a wide audience. Whilst LinkedIn, Github and Stack Overflow are the preferred channels for contacting candidates. Interestingly when asked where they are most likely to respond to recruiters, 62% of tech pros said e-mail compared to just 18% who said LinkedIn InMail.

How Recruiters are using these sites for tech recruiting Find mutual connections

Contact Vet candidates candidates pre-interview

Share content

Promote jobs

13%

13%

0%

40%

34%

0%

7%

0%

43%

50%

0%

11%

0%

22%

67%

4%

63%

4%

4%

25%

0%

50%

0%

50%

0%

0%

25%

0%

50%

25%

0%

0%

0%

50%

50%

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Social recruiting 4. How to make your contact count We asked tech professionals what makes them reply to a recruiter and what puts them off. The results speak for themselves. What tech pro’s are looking for is relevance. It’s all about a tailored approach offering them exciting and relevant opportunities.

Why tech pros reply

A personalised / tailored approach 18%

Understanding of my skills 20%

Relevant and exciting opportunity 59%

I'm familiar with the brand 2%

Other 1%

Why tech pros don’t reply

Spam approach 22%

Too many messages in a short time 3%

Irrelevant job opportunities 69%

Research on employer puts you off 1%

Not trusting employer 4%

Not contacted by preferred channel 1%

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Social recruiting View from the techies Tech professionals are very active on social and professional networks.

We surveyed our tech pro database to find out which platforms they prefer and what recruiters can do better in their eyes.

Where you can find tech pros Twitter Pinterest Other Instagram

Facebook

Github

Quora

Meetup

Google+ Youtube

85%

What techies think recruiters could do better Show technical understanding of my job 8%

Research my employment background more 32% Other 3%

Only target me with relevant jobs 57%

Stack Overflow

of tech pros use social and / or professional networks to interact with their peers

85%

of tech pros use social and / or professional networks to look for new job opportunities

Excluding LinkedIn

Tech pros are active in multiple places How many social and / or professional profiles do tech pros have?

No profile 4%

1 profile 19%

2 profiles 30%

3 or more profiles 47%

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Social recruiting We asked tech pros how recruiters can improve their approach via social media

98%

3 things techies like to see

1

2

An exciting and An understanding relevant opportunity of their skills

3 things that put techies off

3 A personalised message

1

2

3

Irrelevant job opportunities

Spam emails

Lack of trust in a recruiter / employer

of pros would be happy to be approached via social and / or professional networks to discuss job opportunities

What techies had to say “Recruiters should explain better what job they are offering. I only reply when an opportunity is relevant to me.”

Support & Operations “I never reply to recruiters when they are clearly using an email spam approach. I’m only interested in opportunities that are actually relevant to me.”

Developer “I always research companies online via Google+, the company website and through talking to my network before applying for a job.

I will not reply if I don’t find information, or if the information makes me not trust them.”

Consultant

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Social recruiting 5. What about your Employer Brand?

Employer branding is starting to matter more than ever. 91% of recruiters are using their corporate social and / or professional sites to attract candidates which is good news considering 96% of tech professionals research companies online prior to applying.

Social and / or professional sites employers have profiles on Twitter

67%

Facebook

75%

LinkedIn

100%

Google+

29%

Instagram

8%

Pinterest

13%

YouTube

33% 4%

Other 0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Social and / or professional sites used by tech pros for research Facebook

22% 6%

Twitter LinkedIn

54%

Google+

19%

Instagram

1%

Pinterest

1%

Website

78%

Glassdoor Other

8% 12% 0%

77%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

of tech pros said their research on a brand would influence their decision to apply, so it’s more important than ever to make sure your brand is on point especially when you have a relevant captive audience.

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Social recruiting 6. Does it work?

Ultimately yes, the long game works. 54% of recruiters placed more than 10 tech professionals by using social and / or professional networks in 2015, delivering an extremely efficient ROI.

Placements made through social / professional networks in 2015

None 8%

1>5 21%

5>10 9%

10>20 29%

20+ 25%

Dont know 8%

Dice offers a range of solutions aimed at helping recruiters leverage social and professional networks to find and engage with the hottest tech talent.

Open Web

the award winning recruiting tool that aggregates publicly available data from billions of web pages to provide you with a single view of millions of tech professionals. Intelligent search technology pulls data from 180 social and professional sites enabling you to understand the passions, interests and hobbies of tech talent.

#Dice141

amplify your jobs with the new Twitter Job Card giving your jobs 2x more reach than normal tweets. We auto-tag your tweets with the most viral and relevant recruiting and skills hashtags getting your brand in front of highly engaged tech professionals.

Lengo

Connect & engage your audience with Lengo. Lengo uses proprietary data to target active tech candidates on Facebook and Twitter. Enabling you to deliver the right message to hyper targeted audience.

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Social Recruiting State of the nation 2016