August 16, 2023
As a recruiter, staying up-to-date with the latest trends, strategies, and best practices is crucial to succeed in today's competitive talent market. One of the most effective ways to gain valuable insights and stay ahead of the game is by listening to podcasts. With a plethora of options available, we've curated a list of the best podcasts that will level up your recruiting game in 2023. These podcasts cover a wide range of topics, from sourcing and candidate engagement to employer branding and leadership development. So, let's dive in and discover the podcasts that will transform your recruitment approach and help you achieve unprecedented success.
From sourcing and candidate engagement to employer branding and leadership development, there's something for every recruiter's professional growth.
By regularly tuning into these podcasts, recruiters can gain valuable strategies, trends, and best practices, enabling them to revolutionize their approach to recruitment in 2023. Each podcast offers unique perspectives and interviews with experts, making them valuable resources for staying ahead of the curve.
Hung Lee, founder of Workshape.io and curator of the Recruiting Brainfood newsletter, brings you the Recruiting Brainfood Podcast. This podcast is a treasure trove of knowledge and insights from industry experts, thought leaders, and practitioners. Hung Lee interviews guests who share their experiences, strategies, and secrets to success in the world of recruitment. From sourcing techniques to candidate engagement and employer branding, this podcast covers it all. Each episode is packed with practical tips and actionable advice that will empower you to level up your recruiting game.
James Ellis, a renowned recruitment marketer and employer branding strategist, hosts The Talent Cast podcast. In this podcast, James explores the world of talent acquisition, employer branding, and recruitment marketing. Through interviews with industry experts and thought leaders, James uncovers the latest trends, strategies, and best practices that will help you attract and retain top talent. Whether you're looking to enhance your employer brand, improve your candidate experience, or leverage technology in your recruitment efforts, The Talent Cast has got you covered.
The Chad & Cheese Podcast, hosted by Chad Sowash and Joel Cheesman, is a must-listen for recruiters who want to stay ahead of the recruiting game. Chad and Joel bring a unique and entertaining perspective to the world of recruitment. They cover a wide range of topics, including industry news, technology trends, and the future of work. With their witty banter and insightful commentary, Chad and Joel keep you engaged and informed. Tune in to The Chad & Cheese Podcast to get your regular dose of recruiting news, trends, and analysis.
Jörgen Sundberg, founder of Link Humans and Undercover Recruiter, hosts The Employer Branding Podcast. This podcast is all about employer branding and its impact on talent acquisition and retention. Jörgen interviews experts and practitioners who share their insights and strategies for building strong employer brands. From storytelling and employee advocacy to social media and candidate experience, The Employer Branding Podcast provides valuable insights that will help you attract and engage top talent. Stay tuned to this podcast to unlock the secrets of successful employer branding.
Matt Alder, a talent acquisition and employer branding strategist, hosts The Recruiting Future Podcast. This podcast explores the future of recruitment and the evolving role of technology in talent acquisition. Matt interviews industry leaders, thought provokers, and innovators who share their perspectives on the latest trends and emerging technologies in recruitment. From AI and automation to diversity and inclusion, The Recruiting Future Podcast covers the topics that are shaping the future of recruitment. Tune in to this podcast to stay ahead of the curve and leverage technology to drive recruitment success.
Katrina Collier, known as "The Searchologist," hosts The Social Recruiting Show. This podcast focuses on the intersection of social media and recruitment. Katrina interviews industry experts and practitioners who share their insights and strategies for leveraging social media in the recruitment process. From sourcing candidates on LinkedIn and Twitter to building employer brand presence on Instagram and TikTok, The Social Recruiting Show covers the latest techniques and best practices for social recruiting. If you want to harness the power of social media to attract and engage top talent, this podcast is a must-listen.
Peter Clayton, host of The Talent Economy Podcast, explores the world of talent acquisition, talent management, and leadership development. Peter interviews thought leaders, HR executives, and industry experts who share their insights and strategies for building high-performing teams and driving organizational success. From leadership development and employee engagement to workforce planning and talent analytics, The Talent Economy Podcast covers a wide range of topics that are essential for recruiters and HR professionals. Stay tuned to this podcast to gain valuable insights and stay ahead in the talent economy.
The Recruiting Animal Show, hosted by the enigmatic Recruiting Animal, is a unique and unfiltered podcast that provides a fresh perspective on the world of recruitment. The Recruiting Animal interviews guests from various industries and explores the challenges and successes of their recruitment journeys. This podcast is known for its lively discussions and candid conversations about the realities of recruiting. If you're looking for a no-holds-barred podcast that challenges conventional recruitment wisdom, The Recruiting Animal Show is the one for you.
Scott Engler, an executive recruiter and career coach, hosts The Talent Angle podcast. This podcast focuses on leadership and talent management, providing insights and strategies for building high-performing teams and developing exceptional leaders. Scott interviews CEOs, thought leaders, and experts who share their experiences and perspectives on talent management and leadership development. Whether you're a recruiter looking to enhance your leadership skills or an HR professional interested in talent management strategies, The Talent Angle has valuable insights to offer.
The Hiring Success Podcast, produced by SmartRecruiters, explores the world of hiring and talent acquisition. This podcast features interviews with industry experts, thought leaders, and practitioners who share their insights and strategies for hiring success. From candidate experience and diversity and inclusion to recruitment marketing and data-driven hiring, The Hiring Success Podcast covers the topics that are essential for recruiters and HR professionals. Stay tuned to this podcast to gain valuable insights and learn from the best in the industry.
Podcasts are a valuable resource for recruiters looking to level up their recruiting game. The podcasts mentioned above cover a wide range of topics and provide insights, strategies, and best practices that will help you stay ahead in the ever-evolving world of recruitment. Whether you're interested in sourcing techniques, employer branding, or leadership development, these podcasts will provide you with the knowledge and inspiration you need to succeed. So, grab your headphones, subscribe to these podcasts, and get ready to revolutionize your recruitment approach in 2023. Remember, knowledge is power, and these podcasts will empower you to achieve unprecedented success in your recruiting career.
Remember, knowledge is power, and investing time in learning from these podcasts will undoubtedly empower recruiters to succeed in their careers. So, here's to continuous learning and achieving unprecedented success in the dynamic world of recruitment!
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: