June 2013: Unlimited Potential


Dice Open Web Logo TrademarkedIn the globe-sized information haystack available to recruiters today, nearly 60 percent of hiring managers’ searches on Open Web include a location. Certainly, this finding can be reflective of the lack of relocation companies can or are willing to extend to candidates. But, in talking to early adopters of Open Web, that’s not the driver. The reason? Response rates are higher from technology professionals via Open Web, leading hiring managers to be tighter with their searches.

Open Web gives order and clarity to the web’s information jumble — read any top 10 tips lists on how to effectively find passive candidates via social media and I’ll bet nine out of ten are already handled by Open Web. But, as amazing as our technology is — it doesn’t solve the issue of getting great, passive talent to think about hiring managers’ open positions, even if they are part of the local talent pool. Here are the top reasons, hiring managers say response rates are higher with Open Web:

1. Unique Tech Candidates

If hiring managers can count on one hand the social and professional networks they utilize to recruit, they are missing tech professionals. There’s the obvious — more is more — Open Web aggregates information from about 50 social and professional sites and it’s agnostic to where the tech professional is leaving public information. The less obvious benefit of more: skeletal profiles on one service (never to be seen in search results) can be unique profiles with real depth on Open Web. That leads hiring managers to unique candidates that haven’t surfaced in more traditional social and professional networks.

2. Multiple Channels to Connect Directly

Everybody loves an email address and Open Web’s algorithm has been able to tag email addresses to profiles in many cases. But, why stop there? According to Nielsen, time spent on social media is up nearly 40 percent and more than half (51%) of people aged 25-34 use social networking in the office, more than any other age group. With each of the candidate’s social profiles connected to their Open Web profile, no time is wasted if hiring managers want to connect via Twitter, Google+, Facebook or other social means. Hiring managers are looking for a simple “yes” or “no” — the digital form matters little.

3. Passive Pitching is Personal

On average, clients of Dice review about 700 profiles each month, making each and every candidate feel special is the holy grail of passive recruiting. From the information consolidated on Open Web, hiring managers say they can understand tech professionals’ passions more readily — personal and professional — allowing a respectful, passive approach at scale. Examples? If a software developer spends free time as an adjunct professor, lead with how your company supports lifelong learning. If a “big data” professional spends the majority of time tweeting about his family, chances are a “closer to home” opportunity has a good chance of connecting.

By providing hiring managers with more information via Open Web, they are finding their local tech workforce is still stocked with a lot of talent for companies to discover.

Howard Lee