August 16, 2023
In today's fast-paced and cutthroat job market, finding top talent can feel like an arduous quest through a labyrinth of endless resumes and profiles. Recruiters are constantly faced with the challenge of unearthing that hidden gem, that diamond in the rough – the passive candidate. These professionals are like precious treasures, quietly toiling away in their current roles while harboring secret desires for new opportunities. But fear not, intrepid recruiters! We are here to reveal the secrets of engaging these elusive candidates and empower you to crack the code of successful recruitment.
Gone are the days when a run-of-the-mill employer brand could capture the attention of top talent. It's time to raise the stakes and unleash your company's unique magic. Let your organization's personality and values shine through, illuminating the darkest corners of the job market. Paint vivid pictures and weave captivating stories of real employees who have thrived within your company's embrace. Infuse the very air with the energy and excitement that permeates your workplace, enticing passive candidates with the promise of an extraordinary journey.
But wait, don't stop there! Weave in tales of triumph, showcasing employees who have ascended the career ladder within your organization. Proclaim to the world, "Look at all the amazing things happening here!" Let your success stories echo through the corridors of talent acquisition, resonating with passive candidates who yearn for growth and opportunity.
Recruiters, it's time to embrace your inner Sherlock Holmes and don your detective hats! Waiting idly for job openings to magically attract candidates is a fool's errand. To unearth the best talent, you must venture forth and be proactive. Your mission: scour professional networks, unearth referrals from your existing superstar employees, and infiltrate industry events with the finesse of a seasoned spy.
But here's a secret weapon: offer valuable content that speaks to the hearts and minds of your desired candidates. Become a beacon of knowledge and a trusted ally in their careers. Unleash killer blog posts, captivating webinars, and insightful whitepapers that delve into industry trends and dispense invaluable career advice. Transform yourself from a mere recruiter into a wellspring of wisdom – a true career ally.
Cookie-cutter approaches are the Achilles' heel of engaging savvy passive candidates. To win their hearts and minds, you must unleash your inner Casanova and shower them with personalized charm. Take the time to do your homework and research each candidate meticulously. Immerse yourself in their background, skills, and dreams. Then, armed with this knowledge, craft messages that resonate deep within their souls, making them feel like you are speaking directly to their desires.
Illuminate the path to their dreams by highlighting the tantalizing career growth opportunities your organization offers. Share tales of triumph and accomplishment, regaling them with stories of employees who have ascended the ranks within your company. But most importantly, engage in meaningful conversations that ignite their passions. Delve into industry topics that set their hearts ablaze, and watch their eyes light up with a newfound interest in your company's irresistible allure.
Ah, the secret weapon at your disposal – the power of referrals and networking! Your existing employees are the unsung heroes of your organization, each with their own secret networks waiting to be tapped into. Encourage them to unleash their inner superheroes and recommend talented individuals from their circles. And to sweeten the deal, dangle enticing incentives like bonuses or public acknowledgments for successful referrals. Let your employees become the champions of your recruitment quest.
But why stop there? Be a social butterfly, flitting from one industry event to another with grace and finesse. Command attention and admiration by delivering killer presentations and hosting captivating panel discussions. Allow your expertise to shine like a beacon, drawing passive candidates to you like moths to a flame. Let the buzz of your reputation reverberate throughout the industry, making your company the talk of the town.
Recruiters, the time has come to unlock your inner superhero and unleash your recruiting superpowers. By crafting a compelling employer brand that captivates, building a robust talent pipeline that oozes allure, personalizing outreach and communication that tugs at the heartstrings, and leveraging the power of referrals and networking, you will crack the code of engaging passive candidates with unwavering precision. In this competitive world, armed with these strategies, you will be the rockstar recruiter who effortlessly snags the best talent for your organization.
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: