August 10, 2022
13 hours – the average time taken by recruiters to source candidates for one role. Imagine how hectic sourcing can be while hiring for multiple roles. Tight deadlines could also force you to move forward with hiring without being assured about the quality of the sourced candidates. And the last thing you would ever want as a recruiter is a failed hire. In order to scale quality talent sourcing and hire better candidates, a sourcing automation tool can be a game-changing solution.
Amidst today’s competitive landscape, finding talent pools consisting of skilled, experienced and interested candidates is a mammoth task. Automating the sourcing helps you target diverse talent clusters and keep your pipeline ever-ready. So that you don’t need to panic whenever requirements arise.
Finding quality talent is the first and key step to successful hiring. However, the dynamics of the recruitment industry have changed. You now need to source passively to add valuable talent to your teams. Let’s find out why you need a sourcing automation tool for streamlining your hiring journey.
To hire quality talent, you need to optimize your recruitment journey bottom-up. Effective hiring can be convenient too – only if you have set up systems in place.
Automating candidate sourcing cuts off the heavy manual work of recruiters. From finding the right candidates, managing talent pipeline and candidate outreach to engagement – a candidate sourcing automation tool handles everything for you. With the core aim of scaling quality talent sourcing, automation can immensely help you hire fast and efficiently. So that you not only hire better, but you fill your talent pipeline for your organization’s future long-term objectives as well!
Wondering why you should source proactively? Fair question.
LinkedIn reports that over 90% of the workforce is interested in learning about new opportunities but only 36% of candidates actively search for a job. That further suggests you are missing out on two-thirds of the potential candidates while just relying on job posts.
Answering your question – sourcing passive candidates is the way forward to sustain a business. Candidate sourcing automation helps you execute your hiring strategy effectively and save a lot of time by automating the mundane recruitment tasks like managing, monitoring and continuously updating the talent pipeline, and candidate engagement.
A number of strategies exist when it comes to recruitment. You can post your job openings on numerous job boards and wait for candidates to apply for your job. The success rate, in this case, depends on various factors – your employer brand, job posting platform, attractive job description and more.
On the other hand, you can directly find talented candidates and reach out to them to find out if they’re interested in switching jobs.
Now here’s an interesting stat - the average number of unemployed people per job opening ratio was 0.6 in December 2021 against 1.6 a year earlier. This clearly conveys that there’s exceptional demand for talent, however, the supply is limited. Let’s now find out how automated candidate sourcing differs from manual sourcing.
Distribution of job postings needs to be done manually
All applications are not assessed in most cases
You need to find candidates one by one and add them to your pipeline
Interacting and engaging with candidates takes a lot of time and effort as emails need to be sent to each candidates
No performance analysis
8.5 hours to just source 100 candidates
Manually update the recruitment status of each candidate at every stage
Tiring for recruiters and harms their productivity
You don’t need to post the job to each of the job sites. A centralized distribution is automated
All the applications are evaluated
Automated sourcing can help you find candidates with certain skills and experience at scale
Interacting and engaging takes little time all thanks to automated email nurture campaigns
Data-driven performance analysis delivered by sourcing automation tool
2.5 hours to source 100 candidates, 100 email introductions and 10 initial screenings
The status gets updated automatically and the pipeline management is automated too
Quick sourcing approach for recruiters and allows them to spend more time evaluating the candidates.
Source: Entelo, 2019
Sourcing candidates is evidently the biggest task in terms of time consumption for recruiters. If you think automation is here to replace you and hiring teams – it’s not the case. Sourcing automation tools assist you to streamline your hiring process and help you hire the best talent faster.
Here are the top benefits of an automated sourcing tool:
Automation helps you streamline the hiring process by continuously managing your candidate pipeline. Additionally, while leveraging automation, all the applications are examined and hence the opportunity is equal and fair for all the candidates. You no more need to intervene manually and update the recruitment status for various candidates. From sourcing, outreach and engagement to onboarding the candidates – everything is seamless.
Especially in this era of virtual recruitment, consistent candidate engagement and an unparalleled hiring experience matter a lot for candidates.
One thing humans can’t avoid is bias. Even with a little contribution, recruiters do make biased decisions when sourcing and hiring candidates. With automation, there’s no conscious or subconscious bias based on irrelevant parameters. This ensures a diverse workforce within your organization.
Automation addresses the elephant in the room – quality talent sourcing too! Algorithmic mappings from job descriptions to candidate skillset are fast and efficient, even more than humans. Discovering quality talent is easy and convenient with sourcing automation.
Time is probably the most precious resource for recruiters. Especially when sourcing talented passive candidates, who already have recruiters with great offers chasing them – making the hiring process quick becomes even more important. Sourcing automation’s biggest advantage is that it helps save a lot of time by taking care of the repetitive tasks so that you can zero in on interactions and evaluation.
An automated candidate sourcing tool would support you at each stage of your hiring journey. However, the availability of a number of solutions can make you a little confused as to which one should you choose.
Analyze your requirements first and figure out what you expect from your candidate sourcing tool. Here are the features you should look out for in a comprehensive sourcing tool:
We saw why you need a sourcing automation tool, how important it is to choose the right candidate and what should you look for in an automated sourcing tool.
NurtureBox enables recruitment to scale their talent outreach through automation and powerful plugins. Take a look at how our solution makes hiring hassle-free for you and provides a seamless recruitment experience for your prospective candidates.
Identify relevant prospects on LinkedIn and use NurtureBox’s Chrome extension to find their contact details. Our platform allows you to add your prospects to your sourcing campaigns with a single click. So that you can start connecting with prospects straightaway.
Recruitment of the top talent is just like marketing your offerings to the best prospects. Reaching out to every candidate with the same message won’t help. NurtureBox allows you to create personalized templates and perform outreach at scale without compromising on personalization. As a result, your response rate increases and more prospects are interested in the job opening.
Monitoring and updating your ATS manually is such a task. Imagine updating the status of recruitment for hundreds of candidates on a daily basis, it’s more than hectic. Our automated sourcing solution allows you to simply integrate your existing ATS and each time you add a candidate to the pipeline, and perform consecutive engagement steps – the status is updated without manual intervention. NurtureBox also reminds you to follow up and engage with the rest of the candidates
The platform allows you to integrate your sourcing automation with email nurturing campaigns through plugins like Lemlist. The further email engagement is automated as per your configurations. NurtureBox brings everything to one place so that you can take care of your sourcing through a single window.
Now comes the best part – data-driven insights are served hot by NurtureBox to help you analyze what works the best for you. The objective is to improve with each iteration and capitalize on the approach that brings the best results.
Sourcing is one of the lengthiest tasks for recruiters and does not allow them to mainly focus on the more productive tasks. Manual sourcing is usually inefficient in today’s competitive recruitment space. Sourcing automation tools solve this by automating most of the repeated tasks and enabling recruiters to scale quality talent sourcing seamlessly.
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: