October 27, 2022
How will you feel when a promising candidate drops out just at the last stage?
It’s frustrating, isn’t it?
For recruiters, candidates who don't follow through are a nightmare. It costs you hours of work and money, significantly eating away at your profits.
Not everyone who applies responds to job listings. Moreover, job seekers often give up on applications before getting back to them, even if they are interested. The reason?
Poor candidate engagement.
When hiring in volumes, losing track of your candidates is easy. It takes a lot of time and effort to get through all the applications. This is especially true if you receive hundreds of applications from multiple sources.
How can you engage the candidates interested in your job listings until you get back to them? What's the best way to keep a candidate interested while they wait for an interview or feedback?
At the end of this article, you will get the answer.
Candidate engagement is a practice that takes place throughout the recruitment journey. It stretches across all touchpoints—from employer branding through an application, assessment, and a job offer to onboarding new hires in their first weeks at your company.
Let's look at it this way: Every communication a person has with an employer before submitting an application in the recruitment process.
Recruitment is about more than just putting suitable candidates through a process. It's also about ensuring those candidates have multiple opportunities to engage with your brand during their journey from application to offer.
It’s merely a cakewalk if you have only countable applications on your table. You can create better candidate engagement strategies and fill your spots with talents. On the other hand, creating better candidate engagement becomes a nightmare if you have a pool of applications.
Of course, you will select a handful of candidates for your job opening and neglect the masses. But if you can’t create a better candidate experience, you may lose a talent in the cracks, as about 58% of job seekers have declined a job offer due to poor candidate experience.
To ensure that your recruitment efforts succeed even when hiring many people, here are the different stages of a candidate's journey and simple strategies to increase candidate engagement.
This is the first stage where a candidate comes into contact with your brand name. If you want the candidate to apply for the job, you must spread the word! This stage often begins with recruitment marketing. It’s a system that helps you attract and fill your pipeline with qualified candidates, from the job descriptions to career pages on Glassdoor.
If you are using an outbound recruiting strategy, make sure to use multi-channel recruiting. This means that you should use more than one channel to attract candidates. In this case, you can use outbound recruitment tools to make the journey as smooth as possible.
To create a successful recruitment marketing strategy, you need to leverage the right technology (like applicant tracking systems and sourcing tools), empower your employees to share referrals, and focus on building an employer brand.
Once the candidate is aware of the job opening at your organization, they will start hunting for trustworthy information about your organization to decide whether to apply for the position or not. Thus, ensuring a solid and positive presence on social media and Glassdoor will help you gain traction.
Pro tip: Establish a network of contacts that keeps candidates in the loop about available opportunities, even when they are not necessarily a perfect fit for anything.
Now you have the talents on the hook; you just need to roll them in! In this stage, the candidate will start scanning the job descriptions to check their compatibility with your job opening. It is possible to end up waving off talented people if you have used a cookie-cutter job description.
It’s the stage where you rack your shelves with the right talents. You will want to identify whether the candidate is a good match for your organization. While you don’t want to turn candidates off of your job opportunities due to an interview process that takes too long, you also do not want one that is too short and doesn’t give enough information about the position or company.
Be sure to train hiring managers on effective interview techniques, such as providing prompt updates and answers.
Use a technology that lets you do this and score the candidates accordingly. You can shortlist the best talents from this short assessment. This process helps you to find and eliminate toxic candidates while sticking with the right candidates.
Congratulations! You've convinced the candidate to apply, identified them as a good match for your company, and extended an offer. But even after they accept, your work isn't done yet—there are still some things you need to prepare before you welcome that new employee into their first day on the job.
If you want your new employee to be productive from day one, they must begin their training and induction process as soon as they've accepted the job.
And last but not least, ask new hires to write a Glassdoor review about their experience interviewing at your company.
To this point, you must understand the primary thing in your recruitment journey: candidate engagement. You may lose a bright talent in the dark without proper candidate engagement and nurturing.
And if you have too many applications, juggling between interviews, it can be hard to get a good feel for each applicant. In this case,
If you have imagined a positive and pleasant result for your endeavors, you require such software that can wear multiple hats–which is nothing but Nurturebox. Apart from easing the works of your recruitment team and lubricating the pipeline friction, Nurturebox lets you serve better candidate engagement as well!
Are you wondering about how it even helps you to work efficiently in your recruitment process? You are just a click away from starting your free account! Don’t hesitate to deliver better candidate engagement; at the end of the day, it helps you attract the right talent to your spot.
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:
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.
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:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
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.
Apart from having relevant industry experience, a good Content Marketer must possess the following 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.
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.
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.
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..
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.
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.
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.
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:
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.
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.
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:
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.
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.
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:
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.
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.
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.
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: