Social Media Recruiting Pro

How to Become a Social Recruiting Pro:Your Complete Guide to Using Twitter, Facebook, & LinkedIn

How to Become a Social Recruiting Pro // 1

Contents

IntroductionWhat You’ll Find in This Ebook..........................................4

Chapter 1: Twitter – Recruiting in 140 Characters or Less

Unlocking Twitter’s Data With Advanced Search ..............6

How to Create Twitter Lists ...............................................9

How to Save Searches ....................................................11

Putting it All Together - An Example of How to Use Advanced Search ..................................................12

How to Use Twitter for Recruiting ...................................15

Key Learnings .................................................................15

Chapter 2: How Recruiters Can Tap Into Facebook’s Data

Graph Search for Recruiters ...........................................17

Groups ............................................................................20

How to Use Facebook Groups for Recruiting .................21

Key Learnings .................................................................22

Chapter 3: Getting “Linked-in” With LinkedIn Groups

Choosing the Right Groups.............................................24

How To Use LinkedIn for Recruiting ................................27

Key Learnings .................................................................28

Chapter 4: Google Plus For Recruiters Google Plus Search ........................................................30

How to Use Google Plus for Recruiting ..........................32

Key Learnings .................................................................32


Chapter 5: Discovering Developer Talent on Niche Social Sites

Q&A Sites Quora and Stack Overflow .............................34

How to Use Quora for Recruiting ....................................35

How to Use Stack Overflow for Recruiting ......................37

Forums ...........................................................................39

How to Use Forums for Recruiting ..................................40

Social Sharing Sites ........................................................40

How to Use Reddit for Recruiting ...................................40

Key Learnings .................................................................41

Conclusion .......................................................................42

About Gild ........................................................................44

// 3

IntroductionPart 1


Facebook. Twitter. LinkedIn. In addition to these mainstays, there seems to be a hot new social network popping up every few months. And every new social network opens a new opportunity to find and connect with great tech talent.

But merely being a member of a social network isn’t good enough. You can’t expect to join a network, send out mass emails about job openings, and get positive responses. Spamming has been proven not to work.

Instead, you need to know how to use social networks in a way that simplifies and enhances your search for developers. Leveraging social media enables you to learn about candidates’ areas of expertise, interests and pastimes, and even their coding projects, if you’re hiring developers.

In this ebook, we’re going to cut through the clutter and jargon. We will focus on showing you how to use social media to support your recruiting efforts, rather than just telling you why you need to use it.

What You’ll Find in This EbookThe five chapters in this ebook cover how to use everything from mainstream social networks like Twitter, to more niche communities like Stack Overflow.

Chapter 1: Twitter - Recruiting in 140 Characters or Less

Chapter 2: How Recruiters Can Tap Into Facebook’s Data

Chapter 3: Getting “Linked-In” With LinkedIn Groups

Chapter 4: Google Plus for Recruiters

Chapter 5: Discovering Developer Talent on Niche Social Sites

By the end of this ebook, you’ll have a firm understanding about how to use mainstream and niche social networks to find and recruit developers.

http://www.gild.com/2013/09/why-developers-hate-recruiters

// 5

Twitter — Recruiting in 140 Characters or LessChapter 1


With millions of tweets sent every minute, Twitter has an amazing amount of data at your disposal. This means as a tech recruiter you have direct access to massive amounts of information that will help you connect to the right developer candidates.

This sounds great, but how do you gain access to this data?

Twitter gives you direct access to data via its advanced search feature. Advanced search literally allows you to search through Twitter’s entire database of tweets. But this can also pose a problem for you. Having access to so much data can be overwhelming if you don’t know what to look for.

This chapter will cover how to use advanced search and help you turn Twitter’s data into meaningful information you can use for your recruiting.

More specifically, in this chapter you’ll learn how to:

• Source talent using advanced search options

• Create lists to keep track of candidates you’re interested in

• Save searches for future access

Let’s begin.

Unlocking Twitter’s Data With Advanced SearchThere are two ways of getting to the advanced search page:

1) Go to URL: twitter.com/search-advanced

2) Type a search term in the 1 search field (see Figure 1 and 2), hit enter, and then click the widget 2 on the right-hand side of the search results page.

Figure 1 - Search Field

Figure 2 - Navigating to Advanced Search From Twitter’s Search Results Page

1

2


Now that you’ve made it to the advanced search page, let’s go through each search field in greater detail one by one.

Figure 3 – Twitter’s Advanced Search Page

All of these words – This field allows you to search for multiple keywords.

• Example: Searching for “developer python ruby” will reveal tweets that contain each of these keywords.

This exact phrase – This field allows you to search for exact sentences (or phrases).

• Example: Searching for “Looking for a tech job” will reveal any tweet that contains that exact sentence.


Any of these words – This field allows you to search for multiple keywords, but slightly differs from the “All of these words” field.

• Example: Searching for “developer python ruby” will reveal tweets that contain one, two, or all three of the keywords.

None of these words – This field will allow you to filter out words you don’t want to show in tweets.

• Example: Including the word “hired” in this search field will filter out tweets that contain that word.

These hashtags – This search field allows you to filter for tweets that contain a specific hashtag.

• Example: Searching for #recruiting will reveal tweets that have this hashtag within it.

Written in – Using this drop-down box will allow you to filter tweets by language, like Portuguese or French, for example.

From these accounts – This field allows you to search for tweets that originate from a particular account.

• Example: Include “Gild” in this field allows you to filter for tweets from Gild’s Twitter account.

To these accounts – This field allows you to search for tweets that are sent directly to a specific Twitter profile.

• Example: Writing @gild in this search field will retrieve tweets like, “@gild great to see your team at the conference!”

By using ‘http, www, bit, owl, goog,’ in the ‘None of these words’ search field, you can filter out tweets with links. What you’re left with are tweets that are more conversational.

PRO TIP


Mentioning these accounts – This field allows you to search for tweets that mention a specific profile.

• Example: Writing @gild in this search field will retrieve tweets like, “Had a great time at the @gild event.”

Near this place – This field allows you to search tweets by location.

• Example: Including the location “San Francisco” will show any tweet that derives from the location.

Select – You have four select options you can choose from. Tweets that are positive, negatives, tweets that include a question mark, or include retweets.

Now that we’ve covered each search field, let’s move on to the next step – creating lists.

How to Create Twitter ListsTwitter lists play a crucial role in organizing your followers and people you’re interested in, but may not be following.

Lists are particularly useful if you have several candidates you want to track. For example, if you’re following hundreds of people, the handful of candidates you do want to keep track of can easily get lost in the stream of tweets. If you create a list and add those candidates to it, it’s a lot more manageable.

You don’t need to follow a user to add them to a list.

PRO TIP


Step 1) Creating a list

Figures 4 through 6 illustrate how to create 1 2 a Twitter list.

Figure 4 – Twitter’s Widget Drop-Down Menu

Figure 5 – Creating a List

Once you click the “Create list” button, the 3 “Create a new list” box in Figure 6 will appear.

Figure 6 – Twitter’s Create a New List Popup

By default, all lists are public. Meaning, any Twitter user can view the people in the list and even follow the list itself. If you want to keep your list private you have the option of doing so.

2

1

3


Step 2) Adding people to a list

To add a profile to a list, simply click the drop-down menu 1 next to the follow button (Figure 7).

Figure 7 – Adding a User to a List

From there you can 2 add or remove a profile to the desired list.

Now that you know how to create lists, let’s move on to the next step – saving searches for later viewing.

How to Save SearchesIf you ran a search that you want to save for later, simply click the widget on the search results page, and then 3 click the “Save search” on the drop down menu (Figure 8).

Figure 8 – Saving a Search From Twitter’s Search Results Page

2

3

1


Putting It All Together — An Example of How to Use Advanced SearchNow that we’ve covered essential advanced search features, creating lists, and saving searches in detail, let’s walk through an example that puts advanced search into action (see Figure 9).

Figure 9 – Twitter’s Advanced Search Page With Example Text

Let’s say you’re working in Mountain View, California and looking for a developer who specializes in either Python or Ruby, or both. Using Twitter’s advanced search you could:

• Search using the keywords Python or Ruby

• Filter out links using www, http, bit, owl, and goog

• Look for tweets within the Mountain View area

The results of your search would show a list of tweets that contain one of or both of our keywords.

Change title to: Putting It All Together - An Example of How to Use Advanced Search


The red box in Figure 10 highlights a tweet with information that’s related to our original search.

Figure 10 – Twitter Search Results


The tweet:

• Contains one of our keywords

• Was retweeted 34 times (this is a potential indicator of influence)

• Is a tip for Python programmers (demonstrates knowledge of Python)

A single tweet can help you learn more information about a person.

Now that we’ve zeroed in on an interesting profile in our search results, click on the user’s photo (clicking on a user’s name or photo will generate a popup of his or her profile).

Figure 11 – A Twitter User Profile Popup

So, what information can you gather from this user’s profile?

• He’s a freelance Python developer

• His personal blog contains information about him and his programming ideas

• His Twitter account has a healthy following

• He lives in Santa Clara


This is a great example of how you can use advanced search to narrow your tech talent search. And now that we’ve found a developer to keep track of, we can add him to a list to make sure we engage with him regularly.

How to Use Twitter for RecruitingWhen using Twitter for recruiting, spend time creating relationships with candidates you feel are a good fit for your company. You want to get to the point where you’re having regular conversations with them via Twitter or other methods. It doesn’t have to be about your company or the job your recruiting for — it can be about a common interest, like music or movies.

Even if the person is not actively looking for work or you’re not looking to fill a specific position, having these established relationships with prospects can make it easier for you to recruit them down the road.

Treat Twitter as a digital cocktail party where you’re focused on meeting people. You wouldn’t attempt to sell something immediately to a person you just met, would you? You’d want to engage in small talk and get to know them first, and then see if they were a potential buyer.

If you want developer candidates to be interested in your recruiting pitch, establish a relationship with them first. Twitter makes this easy to do by giving you a direct way of connecting and communicating with candidates on an ongoing basis.

Key LearningsIn this chapter, we learned how to:

• Use Twitter advanced search

• Create lists

• Save searches

With the information covered in this chapter, you’re equipped with everything you need to know to successfully navigate Twitter’s data using advanced search. And with the lists and save search features, you’ll spend more time focusing on reaching out to the right developer candidates.

// 16

How Recruiters Can Tap Into Facebook’s DataChapter 2


Facebook has over a billion users, but due to the way people use it – mostly for personal versus business purposes — the social network is not known for being a go-to source for recruitment.

Having said that, with the release of Graph Search – Facebook’s way of giving more access to its data – Facebook is becoming more useful for recruiters who are looking to research and discover candidates.

In this section, we’ll focus on how to use Facebook’s Graph Search to find developers and then go into detail about what you need to know in order to use the feature effectively as part of your recruiting efforts.

Graph Search for RecruitersIf you’ve ever searched for anything on Facebook, you’ll be familiar with the search bar (Figure 12). Graph Search is part of Facebook’s standard search field.

Figure 12 – Facebook Graph Search Field

To get started with Graph Search all you need to do is click within the search field. A drop-down will appear (Figure 13). Today, with Graph Search, you have more options to choose from than previously. For example, you can search for games your friends are playing or movies they like.

Figure 13 – Facebook Graph Search


To use Graph Search for tech recruiting purposes you could search using relevant keywords or phrases. For example, by searching for ‘“python” developer’ you’re given people, pages, places, groups, apps, and events that relate to your search query (Figure 14).

Figure 14 – Search Results for Python Developer Groups

If you use the search string “developers that…” Facebook will automatically give you options such as “developers who live in San Francisco.” The results you’re given are based on details you include in your personal profile (i.e. location, school, etc.).

Figure 15 – Using Facebook’s Graph Search to Pinpoint Developers

Currently, Graph Search will only work if you’re logged in with a personal account. If you moderate a fan page, make sure you’re not using Facebook as the fan page.


So, let’s say you clicked on the “developers that live in San Francisco” result. Figure 16 shows the results of the search query.

Figure 16 – Facebook Search Results

On the results page, each user box contains general information (i.e. work and city) and displays the friends you and a candidate have in common. Similar to getting introduced to someone in person by a mutual friend, having friends in common on Facebook can make reaching out to them easier and less intrusive. Some users will have more options than others. It depends on what they’ve enabled on their profile.


Facebook also allows you to refine your search. If you’re looking for developers who live in New York, you can refine your search to that city.

Now that we’ve talked about searching keywords and phrases with Facebook’s Graph Search, let’s talk about the importance of groups and how to find the right ones for your needs.

GroupsSimilar to LinkedIn groups, Facebook groups can be a rich source of information. Figure 17 is an image of a search query for “web developer” groups.

Figure 17 – Facebook Search Results for Web Developer Groups


Each group has a fair amount of members, which is great news for our searching needs. As a general rule of thumb: the higher the number of group members the better, but always opt for groups that have the most engagement. The more content that’s shared and discussions taking place, the more information you can extract on candidates.

Figure 18 – A Facebook Web Developer Group

How to Use Facebook Groups for RecruitingIf you’re using Facebook groups as part of your recruiting strategy, you want to spend a lot of time in the 1 files tab (Figure 18). This feature allows group members to upload files and documents of anything from their code projects to articles they’ve written - take advantage of this. Depending on how big the group is, there can be useful information you can use to illuminate talent.

With the sheer number of users on Facebook, the amount of data the platform has is staggering. And with Graph Search, you have access to it like never before.

1


Key LearningsNow that we’ve dissected Facebook’s Graph Search and talked about how it’s useful for recruiting, let’s recap the key learnings from the chapter:

• Graph Search will only work if you’re logged in a personal account, not logged in a fan page

• The files section in Facebook groups is a good source to determine a developer’s programming acumen

• Groups are a great place to get a feel for what developers are discussing and what matters most to them

// 23

Getting “Linked-in”With LinkedIn GroupsChapter 3


LinkedIn Groups can be a great place to source tech candidates. But it’s important to know which groups are the right ones to join. In this chapter, we’ll focus on finding the right groups to join and how you can use them to find skilled developer candidates.

Choosing the Right GroupsChoosing the right LinkedIn group is important. The last thing you want to do is join a group that looks relevant, but that is actually full of spam and irrelevant content. Luckily, there’s a way to gauge just how active a group really is, which will be covered shortly.

But before we get into that, let’s do a basic search. For this example, we’ll search for Django 1 groups (Figure 19).

Figure 19 – Searching for Django Groups on LinkedIn

1


Two important things to note on the results page regarding LinkedIn Groups (Figure 20): the 1 number of discussions per month and 2 members; both of these stats which can be found just below the group description. Why are these data points important? The more discussions a group has within a month, the greater the group’s activity level. And a large number of members means a deep pool of talent from which to source.

Figure 20 – LinkedIn Search Results for Django Groups

The first group fits what we’re looking for:

• It’s a Django group for developers

• It has a large number of discussions and members

2

1


After choosing this group, click on the 1 information and settings button (“i”) on the group page followed by the 2 group statistics link (Figure 21).

Figure 21 – Looking at Group Activity

Once you’re in the group activity section, you can see detailed statistics on the group. Let’s take a look at key takeaways that can be concluded simply by looking at the statistics.

Figure 22 – A LinkedIn Group’s Demographic Data

The demographics tab (Figure 22) gives you key information about the group, including:

• Seniority

• Location

• Job function

2

1


If you’re a tech recruiter looking for Django developers in San Francisco, this would be a great group to join. According to the statistics, 6% of the group members are in San Francisco. This is exactly what you’re looking for, if San Francisco is a pool you recruit from.

Figure 23 – Group Activity Data

The graph in Figure 23 shows a comparison of comments to discussions. Discussions are considered anything a member shares within the group (like an article). In the case of this Django group, comments are higher on a consistent basis, which means there are a greater number of conversations happening.

General rule of thumb – lots of comments means lots of engagement from group members.

How To Use LinkedIn for Recruiting One thing you want to avoid is joining a group and then immediately spamming it with job postings. In fact, if a group is well moderated you could get banned for doing this.

Instead, make a conscious effort to be an active member of the group. Group members will be much more receptive to your job postings or messages if you’ve proven to been a valuable member.


Also, take the time to get to know the influencers within the group. There are a couple of things you can do to make this easier:

• Share relevant articles

• Leave comments on articles they’ve shared

Typically the influencers in a group are the moderators and the members who post articles and leave comments consistently.

Figure 24 – Posting a Job Within a LinkedIn Group

Key LearningsIn this chapter we covered how to find the right groups for your needs. Now, here are key tips to keep in mind.

• Bring value to a LinkedIn group first before you post job openings

• Creating connections with LinkedIn group members can lead to referrals down the road

If you do post a job opening within a group, make sure to select the “job” radial button as the discussion type (Figure 24).

PRO TIP

// 29

Google Plus For Recruiters Chapter 4


Google Plus is one of the newer platforms in the social media world, and can be a useful place to source developers. In this chapter, you’ll learn how to search within Google Plus and how to use it in your social recruiting repertoire.

Google Plus Search

Figure 25 – Searching Google Plus for Developers

Using Google Plus’ search bar, if you type in the keyword “developer,” it opens a dashboard (see Figure 25) that gives you several options. For example, you can search relevant:

• User profiles

• Communities

• Posts

• Events


Each option serves a purpose. For example, you can sift through the latest developer events to find an event the type of engineer you’re looking for would attend.

One option to pay attention to is communities. Similar to how LinkedIn Groups work, you can use communities as a place to start your sourcing. Figure 26 gives you an inside look to what a Google Plus community looks like.

Figure 26 – Inside a Google Plus Community


Within a Google Plus community, you can:

• Search for keywords or phrases within the community

• Browse community members

• Sort articles by moderator generated categories

How to Use Google Plus for RecruitingMany users include relevant social media and blog links in their profiles, which means you have access to more information about them and where they spend their time online. Although this is important, there’s something that Google Plus does differently than any of the other well-known social networks.

Community moderators on Google Plus can create specific categories for content. For example, an HTML community could have a HTML Q&A category. If a developer spends a lot of time answering questions within this category, it’s a good sign that he or she is at least passionate about this topic.

The bottom line is, Google Plus is picking up steam. As Google makes Plus more influential in search results and acquires new users, it will become a platform that you can’t help but to use to help you source candidates.

Key LearningsIn this chapter, we covered how tech recruiters can use Google Plus to find developers using search and communities. To recap, here are the key learnings:

• A Google Plus profile can lead you to other areas around the web a developer spends his or her time

• Use the categories within communities to find more targeted conversations and information

• Search for keywords within communities

Hovering over a Google Plus’ community member’s photo will reveal more information about him or her.

PRO TIP

// 33

Discovering Developer Talent on Niche Social Sites Chapter 5


Facebook, LinkedIn, Twitter are synonymous with the words social media. And when it comes to social recruiting, these sites are the platforms that you’d be most likely to use. But there are some secondary, niche sites that are just as useful for evaluating a candidate’s knowledge.

In this chapter, we’ll cover different types of niche social sites, like Q&A sites and forums, and how they can be used to recruit developers.

Q&A Sites Quora and Stack OverflowEvaluating someone’s technical knowledge is hard to do on sites like Facebook, where people post updates and photos of everything from cats to family barbeques. This is where niche Q&A sites, like Quora and Stack Overflow, can add value to your sourcing efforts.

Q&A sites are places where people demonstrate their knowledge by answering questions posted on the site. And with people able to vote up and down answers, the best answers rise to the top.

Quora is a great example of a Q&A site that’s growing in popularity and has a tremendous amount of user data in the form of answers. According to a May, 2013 article by TechCrunch, Quora has had accelerated growth across the board since May 2012, including number of registered users, questions asked and answered.

http://techcrunch.com/2013/05/28/quora-grows-more-than-3x-across-all-metrics-in-the-past-year/

http://techcrunch.com/2013/05/28/quora-grows-more-than-3x-across-all-metrics-in-the-past-year/


How to Use Quora for Recruiting Imagine you’re looking for a frontend developer for a new website redesign project. You need someone who knows HTML backwards and forwards and is highly proficient with CSS to create the website your company needs.

Let’s walk through an example of how to search on Quora using HTML as the search query (see Figure 27).

Figure 27 – Quora HTML Query Search Results


Looking through the various questions that are relevant to our search query, we determine the question that interests us most is the first one. After clicking on the question, we’re directed to the question’s answer page (Figure 28).

Figure 28 – Quora’s Answer Page After Clicking On a Question

There are a few things to note in Figure 28. First, note the number of answers 1 the question received. With a total of 42 answers, this means you have more opportunities to assess answers and discover knowledgeable developers that you could potentially recruit for your redesign project.

Second, note the number of votes 2 the first answer received. Votes are a good indication of an answer’s overall usefulness. And with 373 votes, this is a person who is worth doing more research on based on how useful the community found the answer.

Lastly, take a look at 3 related questions. Related questions are another entry point you can use to find developers who answer questions related to the original HTML search.

Overall, Quora is a great place to start your talent search, but it’s not the only useful Q&A site that’s available to you. Stack Overflow is a Q&A site that is built for the developer community. Its functionality is similar to Quora, but the questions and answers are all code related.

31

2


How to Use Stack Overflow for RecruitingFigure 29 is an image of a user’s answer to a question on Stack Overflow. In this image you can see the question’s answer, how many votes the answer has received, and the user’s community reputation.

Pay attention to the reputation of community members. As users interact with the site and the community, they gain reputation points. Reputation points 1 are an indication of how useful a user’s responses are to questions.

Figure 29 – Stack Overflow Answer To a Question

If you click on a 2 user’s name (shown in Figure 29), you’ll be directed to his or her profile where you can get additional information.

2

1


Figure 30 – A Stack Overflow User Profile

Here are a few things you can gather from a Stack Overflow user profile:

• The number of questions a person has answered 1

• The number of up votes the person’s answers has received

• The individual’s community reputation 2

• Bio with links to external networks 3

All of this information can help you identify the candidates that are worth pursing based on your company’s needs.

With Stack Overflow being a niche site for developers, you know what you’re getting from this platform — code discussions. Because of this, as a tech recruiter, Stack Overflow is a site you can’t leave out of your social recruiting toolbox.

3

1

2


ForumsA forum is an online discussion site and is one of the oldest forms of social networking on the web. While forums lack the complex functionality of modern social networks, they’re still relevant today. In fact, many sites use forums as a place for like-minded people to congregate and discuss common interests. Apple, for example, hosts a support forum that has active contributors that aren’t necessarily employees.

One forum worth noting for recruitment is webdeveloper.com, which is specifically for developers. This site has a highly engaged community and covers everything developer related — from HTML to SQL to everything in between. Because of this forum’s high engagement and numerous programming related posts, it gives you a large pool of potential candidates to tap into.

Figure 31 – Webdeveloper.com’s Forum Categories

Forums have withstood the test of time and are more relevant now than ever due to their flexibility. Forums can be stand-alone sites like webdeveloper.com or sub-sites like Apple’s support forum. But don’t let the lack of functionality scare you away. Forums have withstood the test of time for good reason — they’re useful.


How to Use Forums for RecruitingIn general, forums creators do a great job of creating specific categories for content. Looking back at webdeveloper.com (Figure 31), the major programming languages are broken up into their own section.

Forums can be used in a similar way as you’d use Stack Overflow or Google Plus’ communities. Take advantage of forum categories by targeting a specific programming language. From here you can start getting a feel for which developers align with what you’re looking for by focusing on the quality of their comments in the community.

Social Sharing SitesSocial sharing sites were built for one purpose — to share content.

Reddit is a content ecosystem that’s driven by user submitted links and discussions. It’s by far one of the most popular social sharing sites with billions of page views, millions of monthly visitors, and a variety of topics.

Sites like Reddit, have a hefty amount of content in their system, which means more opportunities for you to source and discover developer prospects.

How to Use Reddit for RecruitingLet’s say you come across a thread within a subreddit (an independent community within Reddit) about a software program a user created that’s related to a product your company is creating. You follow the discussion and stumble upon a link to a blog post where the software creator describes the program in greater detail. Having done this detective work, you’ve uncovered ammunition that will help you create a customized, personal email to a prospect. Within this email you can mention the program you came across on Reddit and how it relates to your company’s work.

Making an effort to create more customized recruiting emails will dramatically improve your results.

http://info.gild.com/email-whitepaper_resources-page.html

http://info.gild.com/email-whitepaper_resources-page.html


Figure 32 – Programming Subreddit

Being one of the most popular social sharing sites on the web, Reddit has a fervent community that makes a point to visit the site on a regular basis. This fact alone makes Reddit a resource you need to explore for recruiting.

Key LearningsIn this chapter, we covered using Q&A sites, social sharing sites, and forums as part of a social media recruiting strategy.

As a recap:

• Quora is a useful platform to find people involved in discussing strategic tech related questions

• Stack Overflow is a great site to use to assess coding knowledge

• Forums are a place to find targeted discussions by category

• Reddit has sub-communities for pretty much anything you can think of – take advantage of them

Remember this - you don’t always have to use the most popular social networks to recruit developers. Sometimes going to sites relatively few other recruiters visit, gives you an advantage in terms of identifying the developers you need to hire.

// 42

Conclusion


We have covered several social networks that you’re probably familiar with and some you might not have heard of before. No matter what platforms you choose, social media has practical uses for tech recruiters. And you can be sure social media is not going away anytime soon. It will get even more sophisticated and new platforms will continue to pop up as technology evolves.

You have a choice. Risk missing out on amazing developers you might have overlooked with traditional recruiting methods. Or, you can take advantage of the social media tools available and use them to identify and connect with tech talent to help your company innovate.

Now that you’ve read this ebook, you have everything you need to find, connect, and successfully recruit tech talent using social media.

// 44

To Learn Moreemail [email protected] call (800) 664-2366 visit www.gild.com

Gild is changing the way everyone — from startups to Fortune 1000 organizations — finds and evaluates technical talent. Gild scours the web for developers, using predictive technology to automatically evaluate their abilities. That means you not only find candidates — you know who can get the job done.

About Gild Source Gild Source can dramatically improve how you hire developers. Gild Source is tech hiring software that helps you solve the challenge of how to effectively recruit developers, by enabling you to easily find and target candidates you know are good.

Using patented technology to analyze programmers’ actual code and professional contributions from open source communities and Q&A sites, Gild has profiled, scored, and ranked millions of developers. Gild’s scores and rankings provide you with an instant assessment of a developer’s skills and experience.

With Gild Source:

• Search for developers using multiple criteria like coding skills, title, or location

• Access comprehensive profiles of developers

• Email candidates directly

About Gild

www.gild.com

Documents

Social Media Recruiting Pro