October 27, 2022
Recruiters today leave no stone unturned to ensure the best recruitment experience. Hiring managers think of new & unique ways to include in their recruitment best practices. Diversity at the workplace, hiring candidates with disabilities, and bringing back women to work after long gaps—are some of the highlights of a new style of hiring now. However, a few years back the recruitment scenario wasn’t like this.
The traditional hiring process would mostly depend on intuition or luck—more than data or facts. There was no guaranteed way of knowing whether the hiring methods were working or not—HRs would only proceed on the basis of ‘assumption’. Coming back to the present times, when everything is based on data, with analytics tools available in the market—data-driven recruitment is a reality.
While ‘data-driven’ has been a buzzword for many aspects for quite a long time, data-driven recruitment is the use of quantifiable data that creates, tracks and optimizes the hiring strategy of every organization. The whole point of using data in the recruitment process is to ensure that recruiters or hiring managers don’t make hiring decisions based on assumptions.
Data-driven recruitment has proven to be an efficient method in attracting top talent, keeping note of recruitment metrics, and building great teams. By making only a few changes in the recruitment methods—you can reap the maximum benefits of data-driven recruitment. You need not be tech giants in order to use data-driven recruiting—you just need to have a team that knows about it.
Using data in the hiring process improves the quality of hire. With data, it becomes easier to fast forward the hiring process and approach the most suitable candidates. Want to know in detail about how data-driven recruitment helps in hiring? Here’s how—
We see organizations taking a different approach to hire these days. Most of it is data-centric, for which organizations are drawing huge advantages. For teams that are most likely to shift to data-driven hiring, we would suggest you few ideas to incorporate into your process—
Select a few hiring metrics that track your activities. Like many companies, it’s essential to know the quality of hire. The metrics you employ would let you know the overall effectiveness of your recruitment process. What you can possibly measure otherwise are— the budget for each hire, time is taken to hire one candidate, source from where a candidate is hired, candidate feedback, and rate of job offer acceptance.
The importance given to each kind of data varies with each organization. It’s up to the senior leaders and hiring managers to decide which data they want to emphasize. To know which data hiring managers are more interested in, here are a few things to ask:
As we know data collection is time taking, we appreciate efforts that would help us collect the best data in a short period of time. The aim is to make the process as quick as possible. Here’s how you can pace up the process of collecting data—
Every recruiter is acquainted with ATS as part of their routine recruiting activities. The applicant tracking system has some amazing features that include reporting capabilities. With this, you’ll be able to analyze interviews better.
Take help from Google Analytics—where you can get to know about the career page conversion rates easily. Else, it’s easy to gather data from surveys taken among candidates.
After collecting data, you need to decide what to do with the data. Determine how to include the data in your hiring process. There are certain recruiting issues commonly faced by recruiters—address those issues with data.
Long hiring time
There’s a standard industry time taken by organizations to hire. If you find out that you take more time than that, you might have to rework. Find out which step is consuming more time than required.
Decreased job acceptance rates
When the best candidates turn down the offer, it leads to more expenses and uncertainty about the role. It’s almost a nightmare for every recruiter when they finally cannot get a candidate onboard. However, such a scenario can take place often as candidates always have more than one choice in their hands. But when this happens almost every time you’re hiring, you must make a few changes—
Increased new hire leave rate
Most organizations witness the scenario of new hire turnover where candidates leave soon after they’re hired. There’s almost nothing one can do to put an end to this. But, there are remedies to possibly reduce such a number.
Be aware of the restrictions on data
-Data is not useful to know why something happens. You may numerically get some results but you still need to interpret the data.
-Data cannot always solve your issues. It’s good to have data on how hiring teams are doing in terms of their performance. However, you would have to find solutions to some problems on your own.
-Rely on tools that grade interviews. For example, consider using NurtureBox which allows users to track applications & stages of interviews.
Plan for the next step using data
Data-driven recruitment can be entirely based on data, depending on what you want to do with it. Hiring teams can make better decisions when they have strong data in hand. Data shows the way to what worked for the hiring team earlier & what didn’t. Improve future hiring decisions with reliable data. Utilize data in the best way possible.
There are a variety of recruitment data to choose from. Such data typically includes time-based metrics, costs, and recruitment channels. The best is to know which performance indicators are key to your recruitment process. With this knowledge, you can go ahead and create the perfect plan for data-driven recruiting.
If you’re wondering what could possibly be the key performance indicators, here are some of them— It could be cost-based techniques. Much like the cost per hire, talent pool growth, and applications on each channel. Source of hire, retention rates, candidates in each hire, and submission to acceptance rate are some of the quality-based recruitment techniques. Of course, the time is taken or the speed with which each step time to hire, job acceptance, and approval time—all are taken into account.
You’re bound to have an overwhelming influx of data. Sit down with your team to discuss the relevant goals & decide on the KPIs required. Focus on the data that suit your requirements the most. For instance, if your goal is to reduce costs on recruitment, optimize hiring strategy, and improve the quality of hires, then take a look at the metrics.
The goal behind every recruitment strategy is to have a successful hiring process. Recruitment process must be efficient & effective for both the candidates as well as hiring teams. Additionally, there are few other things that can be done to improve the recruitment process—
Job advertisements must be clear and have all the information necessary for the candidates. Hiring managers should work with other teams to think about what they want to include in their job ads. Remember to include specific details about the job. Choose job titles that are easy to understand. Provide description about the company culture for candidates to get idea about work ethics. Use clear language & avoid any kind of jargon.
Candidate sourcing is a hot topic among recruiters now because professionals want to discover new opportunities. You can approach passive candidates with sourcing techniques & increasing the chances of hire. Sourcing can be done through various ways like by using social media, attending events, using boolean search, and investing in sourcing tools. For sourcing tools, try NurtureBox that comes with sourcing automation features to make hiring easier.
Keep your pipelines ready for near future hiring. Fill the pipeline with skilled & talented professionals. Sourcing candidates before any vacancy, gives you enough time to engage with the candidate. When a suitable role opens up, you know whom to hire. Candidates that have interacted with you are also on a better position to opt for the role. Decide on the roles that would fill the pipeline, look for ex-employees, source passive candidates, and engage with candidates.
Having checklists handy makes your recruitment process more organized. Use the checklists to prepare interview questions. All that is done to have candidate information before you speak to them. Personalizing emails are crucial to instigate interest among candidates. Recruiting email templates must be updated regularly. For that you can try personalized JD feature of NurtureBox that has built-in templates & the option to create more templates.
As Clive Humby nicely points out that data is the new oil—it’s valuable than ever & has to be refined to be put to use. The truth is data has to be analyzed to know its worth.
We have discussed in detail about how data regulates the recruitment space and what it brings for a seamless hiring process. Recruiters are grateful for the immense benefits that data contributes to their daily recruiting tasks. The idea is to build a strong data-driven recruitment strategy to experience efficient recruitment process. Data-driven recruitment embraces the advantages of emerging technologies—such as artificial intelligence and machine learning.
With a perfect AI-powered data driven recruitment strategy, you should be able to achieve these for your organization—
For organizations that haven’t yet thought of focusing on data-driven recruitment—now is your time! Data has brought huge changes in the different industries and recruitment is no exception. The ideal way forward is to think about the best possibilities that data brings. Make things a reality with the right data in hand. Data driven recruitment has proven to be the game changer in shaping the future of talent acquisition.
Deciding on whether you want to see the change in your recruitment strategy—include the valuable data insights. Know what your organization is missing out on the growth possibilities.
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: