← Back

7 ways Recruiting will change in the years to come

September 5, 2023

7 Ways Tech Hiring Will Change in 2022

Recruiting has always been a dynamic field, continuously evolving to meet the changing needs and expectations of both job seekers and employers. As we look ahead to the future, it is evident that the recruiting landscape is on the brink of transformation. In this article, we will explore the current challenges faced by recruiters, the role of technology in reshaping the industry, and seven key ways in which recruiting is set to evolve in the years to come.

Current challenges in the recruiting landscape

The world of recruiting is not without its challenges. Human resources professionals and staffing agencies alike are faced with the task of finding the perfect candidate from a pool of qualified applicants. With the increasing number of job seekers and the scarcity of top talent, recruiters often find themselves overwhelmed by the sheer volume of resumes and applications they receive. This leads to a lengthy and time-consuming hiring process, causing frustration for both recruiters and candidates.

The 8 most common recruiting challenges and how to overcome them

Additionally, the traditional methods of recruitment are becoming less effective in today's fast-paced digital world. Job seekers are seeking more flexibility, remote work options, and a better work-life balance. Recruiters must adapt to these changing demands and find innovative ways to attract and engage candidates.

The role of technology in transforming recruiting

One of the most significant factors driving the transformation of the recruiting landscape is technology. With advancements in artificial intelligence (AI) and machine learning, recruiters now have access to powerful tools that can streamline and automate various aspects of the hiring process. AI algorithms can analyze resumes and identify the most suitable candidates based on specific criteria, saving recruiters time and effort.

Furthermore, virtual reality (VR) and augmented reality (AR) are revolutionizing the hiring process. These technologies allow candidates to experience a virtual workplace or perform job-related tasks in a simulated environment. VR and AR not only provide a more immersive and engaging candidate experience but also enable recruiters to assess a candidate's skills and abilities more accurately.

5 Ways AR & VR is Changing Hiring - Spiceworks

Artificial intelligence and machine learning in recruiting

The future of recruiting will undoubtedly be shaped by the widespread adoption of artificial intelligence and machine learning. These technologies have the potential to revolutionize the way recruiters find, assess, and hire candidates. AI-powered chatbots, for example, can interact with potential candidates, answer their questions, and provide personalized recommendations based on their skills and preferences.

Machine learning algorithms can analyze vast amounts of data to identify patterns and trends, enabling recruiters to make data-driven decisions. By leveraging these technologies, recruiters can significantly improve the efficiency and effectiveness of their hiring processes, ultimately leading to better hiring outcomes.

Virtual reality and augmented reality in the hiring process

Virtual reality and augmented reality are not just limited to the gaming and entertainment industries; they are making their way into the world of recruiting as well. These immersive technologies offer recruiters a unique opportunity to showcase their company culture, work environment, and job responsibilities in a more engaging and interactive manner.

Through VR and AR, candidates can virtually explore an office space, interact with potential colleagues, and even simulate job-related tasks. This allows candidates to gain a better understanding of the role and helps recruiters assess a candidate's fit within the organization. Furthermore, VR and AR can eliminate geographical barriers, enabling recruiters to source and assess talent from anywhere in the world.

The rise of remote work and its impact on recruiting

Remote work has been on the rise for several years, and the COVID-19 pandemic has only accelerated this trend. As more companies embrace remote work policies, recruiters must adapt their strategies to attract and retain top talent in this new landscape.

Recruiting for remote positions requires a different approach than traditional in-office roles. Recruiters must focus on assessing a candidate's ability to work independently, their communication and collaboration skills, and their adaptability to remote work environments. Additionally, technology plays a crucial role in facilitating remote hiring, with video interviews, virtual onboarding, and remote collaboration tools becoming the norm.

Data-driven recruiting and predictive analytics

In the future of recruiting, data will be king. With the increasing availability of data and advancements in predictive analytics, recruiters can make more informed decisions throughout the hiring process. By analyzing historical hiring data and identifying patterns, recruiters can predict which candidates are more likely to succeed in a particular role.

Predictive analytics can also help recruiters identify the most effective sourcing channels, assess the effectiveness of their recruitment strategies, and even predict future hiring needs. By leveraging data-driven insights, recruiters can optimize their processes, reduce bias, and ensure they are making the best possible hiring decisions.

The changing role of recruiters in the future

As technology continues to reshape the recruiting landscape, the role of recruiters will also undergo a transformation.

While technology can automate certain tasks, it cannot replace the human touch and intuition that recruiters bring to the table. Instead, recruiters will become strategic advisors, leveraging technology to enhance their decision-making and provide a personalized candidate experience.

Complete Guide to Developer Assessment Software - Download E-Book

Recruiters will focus more on building relationships with candidates, understanding their career goals and aspirations, and aligning them with the right opportunities. They will also play a crucial role in employer branding, promoting the company's culture and values to attract top talent. With technology handling the administrative tasks, recruiters will have more time to focus on building meaningful connections and ensuring a positive candidate experience.

The importance of employer branding in the future of recruiting

In the future of recruiting, employer branding will play a pivotal role. With increased competition for talent, companies must differentiate themselves and attract candidates who align with their values and culture. Employer branding encompasses every touchpoint a candidate has with the organization, from the initial job posting to the interview process and beyond.

Recruiters will work closely with marketing and communications teams to craft compelling employer branding strategies. This includes showcasing the company's mission and values, highlighting employee success stories, and creating a positive candidate experience. By investing in employer branding, companies can attract top talent, reduce employee turnover, and build a strong employer brand that resonates with candidates.

Conclusion: Embracing change in the recruiting industry

The future of recruiting is bright, with exciting advancements on the horizon. By embracing technology, leveraging data-driven insights, and focusing on candidate experience and employer branding, recruiters can thrive in the changing landscape. While technology will undoubtedly automate certain tasks, the human element will remain essential in building meaningful connections and making informed hiring decisions.

As the recruiting industry continues to transform, recruiters must adapt and evolve along with it. By staying ahead of the curve and embracing change, recruiters can position themselves as strategic partners within their organizations and drive better hiring outcomes. The future of recruiting is here, and it's time to embrace the opportunities it presents.

If you're a recruiter looking to stay ahead of the curve and embrace the future of recruiting, we can help. Get Started for Free today to learn how our cutting-edge technology and expert insights can transform your hiring process. Together, let's shape the future of recruiting.

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.

Recruitment insights you won’t delete. Delivered to your inbox weekly.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.