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13 Hiring Bottlenecks That Might Hinder Your Business Growth

July 8, 2023

Are you tired of hindered company growth caused due to inefficient hiring processes and non-competitive teams? 

Solution? Identifying and eliminating "bottlenecks." 

But what does bottleneck mean in recruitment?

A bottleneck in recruitment refers to any inefficiencies in the hiring workflow that slow down the hiring process. These bottlenecks can lead to negative outcomes, including missed company growth opportunities, unqualified teams, and costly mistakes and roadblocks in the hiring process.

Research shows that a bad hiring decision can cost a company up to 30% of the employee's first-year salary. Moreover, the top candidates go off the job market within 10 days, while the average time to fill is 42 days. These negative impacts can have a significant financial hit that can be avoided by optimizing your hiring process and eliminating bottlenecks. 

Hence, companies must streamline the process by fixing the bottlenecks to attract and retain top talent for their teams. Keep reading to discover practical tips and insights for revolutionizing your hiring process and finding the best talent for your team.

What Is Hiring Workflow?: Solution To All Hiring Bottlenecks

The hiring workflow is a sequential process that a company follows to hire people. It means setting up a streamlined recruitment process that helps the company to hire top candidates seamlessly. 

It includes identifying the job role, assessing job requirements, and the complete process of hiring candidates. The hiring process involves job posting, receiving applications, shortlisting, screening, selecting, and finally hiring the ideal candidate. 

Each company has a set hiring workflow for each job role and profile, keeping business needs and job requirements in mind. It saves resources and helps recruiters hire the desired candidates in each hiring session.

Why Should We Hire The Right People?

The success of any business depends heavily on the quality of its employees. Hiring the right employee can boost a company's growth, while hiring the wrong one can lead to stagnation or even decline. By streamlining their hiring workflow and identifying and eliminating bottlenecks, companies can attract top talent and build a team to drive the company's success. Below are the top 5 benefits of hiring the right people.

  1. Save Resources- Hiring the right employees is crucial for a company's success, but it can also be costly and time-consuming. Constantly hiring can negatively impact a company's employer brand and resources. Hence, one must invest in an effective hiring process that identifies and attracts the best talent. By streamlining the workflow and eliminating bottlenecks, companies can save on training time and resources in the long run. This helps attract top candidates and builds a team to drive the company's growth and success.
  1. Operational Efficiency- Hiring the wrong person significantly negatively impacts the company's operational efficiency. An unfit employee needs to work on productivity, leading to lower output and missed deadlines. Moreover, they may require additional training to get up to speed, resulting in higher training costs. Contrarily, hiring the right person boosts operational efficiency. They are better equipped to perform their role effectively, contribute to the team's productivity, and require less time and resources to get up to speed.
  1. Encourage Team Morale- Hiring the right candidate has a ripple effect on a company's overall success. Finding a candidate who is qualified and fits well with the company culture creates a positive work environment. Moreover, these qualified candidates improve the company culture and help build dynamic and cohesive teams that work well together. Additionally, finding the right employee can reduce employee burnout for existing teams, who would not have to cover for the shortcomings of an underqualified or unsuitable team member.
  1. Reduce Company Turnover Rate- A company's turnover rate is a clear indicator of the company's work environment and dictates the company's success. High turnover rates can lead to workflow disruptions, productivity loss, and decreased employee morale. This demands companies eliminate job hoppers, who frequently change jobs, and instead select employees committed to their work and company. By building qualified teams supported by knowledgeable and productive employees, companies can create a positive workplace culture that promotes loyalty and encourages employees to stay for the long term.
  1. Business Growth- Hiring the right employees is paramount for companies that strive for success. Companies can stabilize and improve their growth trajectory by hiring the right employees. In turn, this can lead to increased customer satisfaction, as employees are more engaged and better equipped to meet the needs of their customers. In short, investing in the recruitment process to find top talent and build a qualified team is essential for companies looking to achieve sustained growth and long-term success.

Top 13 Hiring Bottlenecks And How To Solve Them

A recent study by Glassdoor found that the average hiring process in the US takes 23.8 days, with some other positions taking much longer to fill. However, this lengthy process is often due to various hiring bottlenecks that slow recruitment. These bottlenecks can cost companies resources and hurt their ability to attract and retain top talent. Here are the top 13 hiring bottlenecks and actionable tips and insights for solving them.

Finding Qualified Candidates

One of the most common recruiting problems is finding qualified candidates. This is particularly true in industries that require specialized skills and expertise. Other factors contributing to the difficulty in finding qualified candidates include unclear job descriptions, lack of resources, and time constraints.

  • Identify Ideal Candidate Profile (ICP)- Prepare a specific ICP to create a targeted recruiting strategy. This can involve tapping into passive candidates who may not be actively searching for a job but could be open to new opportunities. 
  • Multi-channel Approach- Employ various platforms such as social media platforms, job boards, and professional networks to reach potential candidates. A larger sourcing strategy will render a big and robust talent pool. Additionally, referrals can also be a valuable source of qualified candidates.

Slow Candidate Communications  

When companies fail to provide updates or ghost candidates, it shows a lack of planning and damages their employer brand. Candidates who have had a negative experience are unlikely to apply to that company again and may share a negative review, which can hamper the company's talent pool.

  • Applicant Tracking System (ATS)- This tool can help automate candidate communication and streamline the hiring process, ensuring that candidates receive updates in a timely manner. 
  • Multi-channel Communication- Recruiters can engage with candidates on multiple platforms such as email, text messaging, or social media platforms. This ensures maximum engagement and fosters better relationships with each candidate. 
  • Leverage Community- Companies can also shift unsuitable candidates, not yet suitable for a specific role, to a talent community. The community enables the recruiters to engage and nurture these qualified candidates until an opportunity arises.

Lack of Coordination Between hiring manager & Recruiter 

The hiring manager and the recruiter are crucial for a successful hiring process and must work together effectively to identify and attract the best talent for the company. A lack of coordination between the hiring manager and the recruiter can lead to several problems in the recruitment process. One of the most significant issues is miscommunication, which can lead to misunderstandings about the qualifications and expectations for the job. 

  • Streamline Hiring Workflow- Set clear standard operating procedures (SOPs), and establish effective communication channels between the hiring manager and the recruiter. This signifies that both roles must clearly understand their responsibilities, expectations, and timelines. By doing so, the hiring manager and recruiter can work together to identify and attract the best talent for the company.
  • Set Clear Expectations- The hiring manager and recruiter must be on the same page regarding the job's qualifications and expectations. The recruiter must create a job description that accurately reflects the hiring manager's criteria. Both roles should agree on the best recruitment strategy for the position.

High Time to Fill  

A high time to fill a job vacancy not only results in a delay in the start of the new employee's productivity but can also cause a burden on existing team members who may have to take on additional work to cover the workload. The longer a position remains unfilled, the more likely it will negatively impact the company's productivity and revenue. Several reasons why it may take longer to fill a job vacancy are a need for more qualified candidates, offering a low salary, or having an inefficient hiring process. 

  • Streamline Hiring Process- This includes eliminating unnecessary details from job postings, researching the market to ensure that the salary offered is competitive, and asking for referrals from existing employees. 
  • Multi-Channel Approach- Tapping various platforms to hire can also help attract a wider pool of candidates, including posting job ads on social media and other online platforms.

Lengthy Hiring Process 

When the hiring process takes less time, it can lead to problems such as poor productivity, bad employer brand, and losing out on top talent. A slow screening process can also result in losing top talent to competitors who can move more quickly. Additionally, the ambiguity of the hiring process can cause confusion and misunderstandings, particularly if too many decision-makers or approvals are required. 

  • Streamline Hiring Workflow- This involves removing any unnecessary steps or approvals to speed up the hiring process, making it more efficient and reducing the likelihood of delays. They can also improve their employer brand by providing a clear and positive candidate experience throughout the hiring process.\
  • Utilize Technology- Tools such as applicant tracking systems or video interviews, companies can speed up the screening process and identify top talent more quickly. Additionally, they can involve the right stakeholders in the hiring process to ensure that decisions are made efficiently and effectively.

Low Job Offer Acceptance Rate  

A low job offer acceptance rate can result in a good use of time and resources for the company. This low acceptance rate is often caused by a disconnect between the employer's and the candidate's needs and expectations. When candidates decline job offers, it can lead to wasted efforts and delay in filling critical positions.

Another issue that can cause low job offer acceptance rates is a lengthy and unoptimized application process. A company can have high application abandonment rates if the application process is too cumbersome or not mobile-friendly.

  • Engage and Build Relationships with Candidates- This involves identifying their qualifications and skills and understanding their needs and concerns. By addressing these concerns proactively, companies can show their commitment to the candidate and build trust and rapport that can ultimately lead to a higher acceptance rate.
  • Optimize Application System- Companies should shorten their application process and make it mobile-friendly. By streamlining the application process and making it more accessible, companies can improve their chances of attracting top talent and increase their job offer acceptance rates.

Abundant Applicants 

In today's digital age, job postings can reach a wide audience, resulting in a large volume of applicants. However, reaching a larger audience presents unique challenges for companies, as they may receive countless applications from unqualified candidates. Screening these applications can be time-consuming and frustrating, even resulting in missing out on talented candidates.

  • Clear and Concise Job Description (JD)-The JD should highlight the skills and qualifications required for the job and provide information about the company's culture and values. This will help attract the right candidates while filtering out unfit candidates.
  • Employ Applicant Tracking System (ATS)- An ATS is software that automates the hiring process by screening resumes, filtering out unqualified candidates, and ranking applicants based on their qualifications and skills. This can save time and help recruiters focus on the most qualified candidates.

Lack of vacancy 

When a company doesn't have open positions, it leads to delays in hiring when new opportunities arise. This delay can be problematic because the best candidates may not be available later on when the company is ready to hire. Additionally, if the company is not actively seeking new talent, it may miss opportunities to attract top candidates and build a strong team.

  • Streamline Recruitment Process- This ensures the company is ready to move quickly when new job vacancies arise. Companies can ensure they are prepared when opportunities arise by having a defined hiring process and a clear forecast of hiring needs.
  • Engage and Build Community- Companies can do this by attending job fairs, hosting informational sessions, and partnering with local schools and universities to build relationships with potential candidates.
  • Develop an Acquisition Process- The company must implement an acquisition process that anticipates future hiring needs. Companies can be better prepared to hire when opportunities arise and avoid delays and missed opportunities with a clear understanding of their long-term staffing needs.

Multiple Decision Makers in Hiring Process 

With too many people involved in the decision-making process, there can be delays, missed opportunities, and even the loss of highly qualified candidates. In addition, it can create a poor image of the company in the eyes of potential candidates, leading to a lower overall applicant response rate (OAR).

  • Streamline Hiring Workflow- Automate parts of the hiring process, such as the initial screening of resumes and the scheduling of interviews to reduce multiple decision makers. It can also involve reducing intervention by decision-makers who may not have a direct stake in the hiring decision. By doing so, companies can reduce bias in the hiring process and increase the likelihood of finding the right candidate for the job.
  • Standardized Evaluation Process- Setting a standard screening process implies having clear criteria for evaluating candidates. This can help ensure that all decision-makers are on the same page and that candidates are evaluated fairly and consistently. 

Poor Compensation Strategy 

A poor compensation strategy can be detrimental to a company's success. Not only can it lead to a lengthy approval process for any changes, but it can also result in losing top talent to competitors. This can ultimately hinder a company's growth and success.

  • Streamlined Compensation Strategy- Plan ahead for any potential fluctuations in the market and prepare to adjust compensation accordingly. Additionally, have open and transparent discussions with employees about compensation and perks to ensure they feel valued and motivated to stay with the company.
  • Flexible to Job Market Changes- Regularly review and adjust compensation plans as needed, rather than sticking to rigid policies that may need to be more effective in attracting and retaining top talent.

Generic JD 

Companies receive a flood of applications that are not suitable for the job, which can lead to wasted hiring efforts and resources. In addition, companies may miss out on qualified underrepresented candidates, if their job description (JD) needs to be optimized to attract diverse talent.

  • Define Job Role Specifications- Companies must focus on developing job role specifications that are clearly defined and optimized for their target audience. By doing so, companies can attract the right candidates well-suited for the job, leading to higher retention rates and increased productivity.
  • Optimize JD- Recruiters must optimize the JD to ensure inclusivity and welcome candidates from diverse backgrounds. This means using inclusive language that avoids gender, race, or other biases and ensuring that the job duties and requirements are presented in a way that is accessible and understandable to candidates from all backgrounds.

Brand Awareness (especially for startups) 

For startups and small businesses, attracting top talent can be a significant challenge due to several factors, especially a need for brand awareness. This limits the available talent pool to certain industries or geographic locations, limiting access to the right candidate for the job. Additionally, these businesses need more resources in terms of salary or benefits, making it hard to compete with larger companies for the best candidates.

  • Build Employer Brand- By building a strong reputation as a desirable employer, companies can create a pipeline of qualified candidates interested in working for the company even before a specific position is available. This can be achieved through various means, such as building a strong social media presence, showcasing a positive company culture, and highlighting unique perks or benefits.
  • Multichannel Hiring Approach- A multi-channel approach means using various channels, such as job boards, social media, referrals, and recruitment agencies, to reach a broader pool of potential candidates. By casting a wide net and using multiple channels, startups, and small businesses can increase their chances of finding the right candidate for the job.

Indecisive Hiring Manager 

An indecisive hiring manager can be a roadblock to successful recruitment, as they may hesitate to delegate responsibilities or trust their team to make decisions. They may also be too involved in every aspect of the hiring process, leading to a lack of efficiency and delays in the recruitment process.

  • Specify Job Duties- Create a proper plan before creating the job description. This can include developing a career map for the position and clearly articulating the business need for the position. By doing so, the hiring manager can identify the key skills and attributes required for the position and create a job description that reflects these needs.
  • Delegate- The hiring manager should be willing to ask for help and delegate responsibilities to other team members. This can help ensure that the recruitment process is more efficient and effective and can lead to a better candidate experience.

Achieve A Smooth Hiring Workflow With NurtureBox  

Nurturebox, a talent engagement platform, can help you overcome hiring bottlenecks by leveraging automation and removing the burden of admin tasks. It helps solve one of the most common hiring challenges of finding qualified candidates by enabling recruiters to implement a multi-channel outbound recruiting strategy. Recruiters can source and engage with qualified candidates on multiple platforms while having a streamlined hiring workflow. 

But isn’t it going to be a hassle to add another tool to the hiring tech stack?

Well, with Nurturebox, it can easily download a simple chrome extension! Recruiters can work across different platforms and websites by installing our Nurturebox chrome extension and hire people seamlessly by focusing on high-value tasks while our tool eliminates administrative burdens. By integrating the extension with their existing tech stack, recruiters can get:

  • A single database source for all the desired qualified candidates
  • The ease of reaching out and following up with top candidates by employing automation
  • Insights and analytics of their hiring efforts to fix the inefficiencies
  • The opportunity to create custom campaigns and execute a multi-channel engagement strategy 

Overall, Nurturebox provides recruiters with a powerful tool to overcome hiring bottlenecks, making the hiring process more efficient, effective, and less burdensome. It easily integrates with your existing tech stack and supports hiring your next desired candidate!

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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