Watch the 3-minute video below to get Bill’s insights on the four keys to integrating social media into your existing recruiting strategy.

According to Boorman, social integrated recruiting boils down to the following issues:

• Getting apps in place that can work collaboratively.
• Building brand advocacy that’s authentic.
• Increasing the flow of the right candidates rather than just candidates.
• Social requires a shift from an “apply transactional” model to a “talk to relationship” model.
• Let the people who do the job tell the story rather than the marketing department.
• Create a company culture that allows for the use of social tools such as Facebook, Twitter, and blogging
• Give employees the permission to talk about themselves and the company.

People who want to work for your company are not interested in a job description or what your company’s product is like. What they’re interested in is what’s it like to work there from the people who are doing the job, said Boorman. The job is going to be where you’re going to spend most of your life. Do you really want to be a part of it?

Get insight from John in this 4-minute video below.

Hagel pointed to China and India having very robust talent development of not just their employers but also their partners. Hagel is also inspired by independent contractors who use the online space to learn from each other. For example, SAP has a software developer network where 2 million participants learn from each other. Similarly, contact center service LiveOps have provided their isolated “at home” workers with tools so that they can learn from each other.

The last time I ran into Chris Brogan (@chrisbrogan), President of Human Business Works, it was just a month prior at Ragan’s 5^th Annual Social Media for PR and Corporate Communications Conference in Las Vegas. At the time, we were talking about getting your readers in the habit of taking action so that you can increase the level of engagement.

One of the themes at that conference was making your customer a hero through the creation of branded content. At Talent Net Live at SXSW I caught up with Brogan again and this time I asked him how do you go about making your customer a hero.

In the video Brogan talks about the importance of using video to tell stories. His advice on getting good at video is: do it a lot, look at what you shot, and learn from your mistakes. You don’t need to be producing everything you shoot.

The next step to storytelling is to make sure you’re telling customer stories. Most companies do it wrong, said Brogan. They talk about their amazing product and how great they are. What you want to do is equip your buyer for success. Produce a story about how your product will make your customer successful.

Here’s their advice in a quick-hitting, two-minute video.

What happens when you send out 27 recruiters to do their own thing? Not a lot of efficiency as you can imagine.

Watch the 3-minute video above to learn more.

At Perficient, an IT consulting firm, they’re going to try to refocus recruiters’ time in a more economical way. That means segmenting recruiters more by region and business unit, but also having certain recruiters focus on sourcing and others connect with candidates directly, explained Trish McFarlane (@trishmcfarlane), Perficient’s Director of Human Resources.

It’s critical that they shift this way as many of their recruiters are doing their work virtually, and they simply have no metrics as to how well they’re doing. McFarlane said that by the end of the year she hopes to know which techniques work best so that she can better plan for 2013.

Today, if companies are losing tech talent quickly – it may be your managers, not the market.

Read more about tech managers and retention issues in the May Dice Report.

What’s the best way to get potential employees interested in a job? Show them what the job is going to be like. And the best way to show is through video.

That’s what Will Stanley (@willstaney), Director of Talent Acquisition for SuccessFactors discovered when he was working with VMware. While at the virtualization software company, Staney’s team used video for both employer branding and as a recruiting tactic. They simply just gave Flip cams to hiring managers and asked them to shoot short videos of those doing the job and what they were looking for.

Acting as a first level filter, the videos have allowed candidates to pre-interview their potential employer, and as a result either repel or attract potential hires to actually apply, Staney said.

Candidates that do watch the videos are far more knowledgeable when they come in for an interview. If you ask them what influenced them to apply for the job they often refer to the culture picture that was created by the videos, Staney said.

In my small sample recently of 33 recruiters, the average number of hours worked per week was 55. That says to me that some of you are really working a lot more hours than you probably want to – or in an ideal world, more than you probably should.

So – what would it take to get you off duty for a few more hours each week?

If you regularly work more than 45 hours per week, and you spend a large chunk of those hours recruiting tech professionals, share with us. What eats up most of your recruiting time that shouldn’t? Post your challenges below.

Here’s their advice in a quick hitting, 2-minute video.

Streamline your review of candidates by adding pre-screening questionnaires to your job postings on Dice.

Here’s how:

• After you log in to Dice, select My Jobs from main navigation menu and click on Questionnaires.
• Here you can easily create one questionnaire for each of your current job postings or as part of the process when you create a job posting. Candidates are required to respond to all of your pre-screening questions and their answers will be sent to you with their application email.
• You can customize each questionnaire with a combination of up to 10 Multiple Choice, Yes/No, and Free Form questions. You can even weight candidate responses.

For additional assistance setting up pre-screening questionnaires, contact Dice Customer Support at 1.888.321.DICE (3423) or support@dice.com.