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Top 5 Features to Look Out for in a Candidate Sourcing Software

August 16, 2023

Hiring quality talent in today’s competitive space is only getting trickier with time. About 72% of recruiters are struggling to find relevant candidates. Amidst the intense war for top-quality talent, there's hardly any room for experimentation. You just can’t afford to lose your precious time and recruitment efforts to sub-optimal candidate sourcing and hiring processes. The road to redemption? You need to focus on the most critical recruitment tasks and automate the rest. Choosing the right candidate sourcing software is the ideal first step toward streamlining your hiring journey. 

The global workforce right now consists of 70% of passive candidates and just 30% of active candidates. Sourcing the right people who fit in the boots of your employee persona has clearly become the key to successful hiring. To source better, you need sourcing software that complements your recruitment capabilities. 

In this blog, we will discuss how vital a candidate sourcing tool is in your recruitment process, and the top five features to look out for in it.

What is a Candidate Sourcing Tool?

Candidate sourcing software acts as your sourcing companion and helps you with outreach, ATS management, and candidate engagement, and keeps track of your progress through analytics. 

The aim of utilizing a tool for sourcing candidates is to build, manage and optimize your talent pipeline. With the mundane tasks being taken care of, you can find better talent in less time and primarily focus on evaluating them. 

As a result, you get ready for the hiring challenges by scaling your candidate sourcing and maximizing your chances of onboarding the best talent.

How Is Candidate Sourcing Software Different from an ATS?

Recruiters and hiring managers often confuse a candidate sourcing tool with an Applicant Tracking System (ATS) – but they’re entirely different. ATS is used by everyone in the recruitment team whereas sourcing tools are used by sourcing recruiters.

An applicant tracking system is used for managing candidates who are already there in the talent pipeline. They have either been contacted by your recruitment team or they have applied to your open roles. An ATS is more of a workflow solution used to manage the hiring process and maintain a candidate database. Recruiters utilize ATS to track various candidates and end-to-end recruitment.

On the other hand, a candidate sourcing tool is aimed at sourcing candidates and adding them to the talent pipeline. It is to be noted that only reaching out and engaging with these candidates is managed with a sourcing tool. Having a sourcing solution with an integrated ATS will give you the ultimate automation experience. Recruiters usually use sourcing tools to find and engage with passive candidates.

Why do Recruiters Need a Sourcing Tool?

If you have been in recruitment for quite some time, you know finding the best talent is not a cakewalk. However, there’s no way your organization can grow without recruiting great talent.

76% of the recruiters agree that attracting quality candidates is the biggest challenge for them. The battle for incredible talent has been intense, especially over the last decade. And when it comes to tech hiring - the heat further multiplies.

Relying on expensive third-party recruiters is no more a sustainable solution. With the global markets facing record-breaking downfalls, startups and SMBs are looking to cut costs in each aspect of the business. The final solution? Organizations are taking it all on themselves.

Further on, recruitment teams have a huge influx of demand which can be extremely challenging to meet. That’s where you need a candidate sourcing tool. 

At its core, candidate sourcing software enables your talent acquisition team to uncover new talent pools, engage with relevant individuals, fill your talent pipeline and ultimately source the best possible candidates. 

Let’s dive deep to understand why you need it.

  • Productivity
  • Cost to hire
  • Time to hire
  • Quality of hiring
  • Streamlined process

  1. To Discover Broader Talent Pools

Let’s be honest – we all have our go-to channels or platforms that we trust the most when it comes to finding talented candidates. And it’s quite justified, using a variety of platforms for outreaching and maintaining the data manually can be overwhelming at times.

However, you should also consider the probability of countless other recruiters approaching the same talent pool. 

Scaling your outreach with a candidate sourcing automation tool allows you to find out a variety of fresh talent. Hence, the chances of you hiring good quality talent and adding up to the diversity magnify.

  1. To Keep Your Talent Pipeline Filled

Top talent is available for just 10 days in the market. But what if you are already connected to them? Sourcing passive candidates can be a game-changer even if they aren’t available at the moment.

In cases when you don’t have a talent pipeline, finding suitable candidates for open positions can take much more time and effort. It also increases the chances of you compromising on quality talent because you need to hire soon.

A candidate sourcing software helps you fill your talent pipelines rapidly and with all the different talent pools so that you don’t need to rush to source candidates manually when required. 

  1. For Reducing Time and Cost To Hire

36 days is the average time taken by organizations to hire talent. What do you think might be the reason behind this long hiring cycle? 

Brownie points for guessing it right - mundane tasks that recruiters like you need to perform on a day-to-day basis. Finding candidates on various platforms, getting their contact details, outreaching, engaging across various communication platforms and maintaining and updating a database continuously take up a lot of time.

When supported by a candidate sourcing software, a majority of the repeated tasks are taken care of and hence the time to source and hire candidates considerably decreases. 

With the same recruitment team sourcing and hiring more talent periodically (without compromising on the quality), the cost to hire is reduced. 

  1. For Simplified Talent Management

When hiring for multiple roles, sourcing talent from numerous channels and constantly shortlisting candidates – managing your talent pipeline can be too clumsy. Chances are high that you might even miss out on connecting with talented individuals as the data gets lost in your crowded ATS.

When using candidate sourcing software, you get a birds-eye view of your talent pipeline. More importantly, automation helps you stay organized and not miss out on engaging with any of the candidates. So that you stay organized with your recruitment campaigns, automate the top-of-the-funnel tasks and accelerate your sourcing process.

Top 5 Must-Have Features in Candidate Sourcing Software

Here is the list of key features you should look out for in a candidate sourcing tool:

#1 Sync With Your ATS

You cannot spend hours transferring data from one platform to another. And not maintaining all the candidates’ details at a single place can lead to mismanagement, so your sourcing management software should be able to sync with your ATS (applicant tracking system) in order to keep your talent pipeline organized and accessible.

NurtureBox allows you to automatically sync candidate profiles to your existing ATS so that you have a live overview of your talent pipeline and the recruitment status of candidates.

Our platform also makes sure your pipeline does not contain duplicate entries. So that you never reach out to a prospect twice.

#2 Add Prospects From Various Platforms To Your Campaigns

An ideal candidate sourcing solution should facilitate adding prospects to your sourcing campaigns. Hiring managers should find it easy to source top talent and fill their talent pipeline. Automated or semi-automated sourcing allows you to add candidates from any platform to your specific role pipelines with a single click. This will allow you to source a large number of candidates from various talent pools, more than you could do manually. 

For adding them to your campaigns, you should be able to import candidate details like their personal email id and phone number. NurtureBox’s Chrome extension allows you to source prospects from LinkedIn and adds them to your campaigns within seconds. You can also install various plugins like Recruitee, Rocketreach and SIgnalhire to find your target prospect’s contact information.

#3 Automated Outreach and Engagement Across Multiple Channels

The key to scaling your recruitment campaigns lies in automated outreach. It’s a candidate-driven era and you should be able to reach out to target prospects on their preferred channels of communication. A comprehensive candidate sourcing tool allows you to perform automated outreach campaigns through multiple platforms: LinkedIn, WhatsApp, Email and more.

Just automated outreach isn’t enough. As with marketing, you need to engage continuously with your prospects. Doing that with hundreds of candidates manually can be hefty. Your sourcing tool must offer the functionality of doing that in a jiffy.

NurtureBox helps you scale your outreach and engagement with a multichannel approach. SO that you can execute your candidate engagement campaigns via channels like Whatsapp, Email and LinkedIn based on what the candidate prefers. 

#4 Personalized Communication

Scaling your outreach doesn’t mean sending the same messages to everyone in your prospects list. Personalization is a vital factor that you need to take care of while outreach and candidate engagement.

The communication happening through your candidate sourcing tool needs to be personalized as per the target candidate’s age, current role, demographics and preferences. 

Through personalization, you win your candidates’ trust and multiply your chances of hiring the top talent.

NurtureBox offers personalized outreach and candidate engagement that feel human.

#5 Progress Tracking and Analytics

Sourcing campaigns need to be optimized based on data. It’s vital because you need to know what works and how the prospects are reacting to your outreach and engagement.

A candidate sourcing software should have the functionality to track metrics like subject lines, templates, candidates showing interest, time of sending the messages, response rate and more.

NurtureBox allows you to track engagement metrics and analyze what’s working the best for your sourcing campaigns. Every touchpoint in your candidate pipeline execution is used to give you deep data-backed insights.


A candidate sourcing software can play a pivotal role in your recruitment cycle. Building, managing and continuously optimizing a talent pipeline will be vital to your hiring goals. The competition for top talent is undoubtedly huge, but it is possible to attract the best talent if outreach and personalized engagement are done at scale. 

NurtureBox is a comprehensive solution that takes care of your candidate outreach at scale so that you can focus on the more crucial part - evaluating and interviewing them.

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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