How can you use recruiting tools and platforms to attract passive candidates?

At Wild.Codes, we actively use our social media channels to highlight our values and team spirit. Since our mission is to pair top-notch developers with innovative tech startups, establishing a strong HR brand is crucial. We believe it's important for potential tech talents to easily find information about us and resonate with our values through our online content. Effectively showcasing our culture is key – it helps us attract individuals who share our perspective on life and work.

Utilizing social media to showcase your startup culture is a game-changer. I've seen first-hand how sharing authentic stories and behind-the-scenes glimpses on platforms like LinkedIn creates a compelling narrative. Highlighting our team, projects, and achievements not only boosts our employer brand but also attracts passive candidates who resonate with our culture. The use of strategic hashtags and keywords further amplifies our reach, making it a powerful tool in our talent acquisition arsenal.

To attract passive candidates through social media, we go beyond picture posting. We capture authentic moments of internal team activities, share testimonials from current employees, celebrate achievements collectively, and produce podcasts that offer insights into individuals' hobbies and habits outside of work, fostering a sense of connection and authenticity.

There are a lot of tools on the market. You can just use boolean search in Google, like "site:instagram.com frontend developer New-York" to search for frontend developers on Instagram—the same you can use with LinkedIn. After the search, just collect data with any scraping Chrome extension and decide what to do next: - enrich this data with their emails, - connect with them on social media, - invite to your event etc. Just be polite and not too pushy with your offers.

To enhance candidate pool in the remote hiring landscape, offering incentives or rewards to employees and other contacts who refer qualified candidates to our remote hiring initiative. By experience, referral programs prove highly effective, leveraging the trust, credibility, and extensive reach inherent in your network. We include our former employees in our Telegram group to enable them to continue making referrals. This not only helps us automate and manage the referral process but also for tracking referrals and ensuring appropriate rewards for referrers. This approach not only broadens our talent pool but also capitalizes on established relationships to bring in top-tier candidates for our remote positions.

Leveraging referral programs has been a game-changer for me when it comes to attracting passive candidates. The power of your existing network, whether it's your team, clients, or partners, is immense. It's a strategy that not only broadens your candidate pool but also capitalizes on the trust and credibility within your network.

It's not just about posting job listings anymore; it's about creating a space where candidates feel heard and valued. These communities serve as a dynamic hub for genuine interactions, allowing us to showcase our startup culture, share valuable industry insights, and directly engage with candidates. It's a proactive strategy that goes beyond immediate hiring needs, fostering relationships that could potentially blossom into valuable collaborations down the line.

We expand our talent pool beyond our immediate reach or community through initiatives such as organizing outdoor events like Dev Connect. This event serves as a platform for sharing the latest tech trends and experiences between junior, mid, and senior developers, all the way up to CTOs. Additionally, we collaborate with online schools and educational organizations to engage with recent graduates and arrange events that connect them with experienced speakers, helping them prepare for their career paths.