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Diverse Recruitment: Best Practices and Strategies

March 18, 2024


Inclusive Hiring to Build Better Teams … Period
Diversity at the workplace

wToday, fostering a more diverse candidates and workforce isn't just a trend - it's a strategic necessity. Diverse teams bring a wider and broader and wider range of perspectives, experiences, and skills to the table, fostering creativity, innovation, and problem-solving. This translates to a competitive edge in the marketplace and a more engaged workforce

This blog post delves deep into the world of diverse recruitment and diversity recruiting strategy, offering recruiters and employers actionable strategies to attract, engage, and hire top talent from a wider and more diverse talent pool..

What is diversity recruiting?

Diversity recruiters aim to recruit candidates from diverse markets in an unbiased manner to create a better, diversity-oriented, well-rounded and competitive workforce. Similar to traditional hiring, Diversity recruitment targets hiring the most skilled candidates. It is also more focused on structuring the hiring processes to be diversity metrics ensure the same chances for every applicant to get hired. Companies who offer diversity recruitment actively seek to attract candidates from diverse background, bringing in people who have been diagnosed as being disabled or with a disability.

What is diversity in the workplace mean?

Diversity in workplaces means having diverse employees, who are of different backgrounds from various cultures and nationalities. This includes the gender, sexual orientations, socio-economic diversity and beyond. This is because the organization encourages people to feel like part of their team.

16 Tried-And-True Diversity Strategies for Campus Recruiters

What are the 4 types of diversity?

Some of the signs prioritize diversity can be seen and some don't. However other elements remain immutable and some changes are made throughout our lives. The diversity in the global world can be divided into four categories: internally, externally, organization, community groups and global perspective.

Why is a diversity recruiting strategy important?

The changing nature of the diversity recruiting efforts for jobs and job seekers is a rapidly expanding trend and the reasons for this are clear. Diversity recruiters provide measurable benefits for the company's performance and innovation. These benefits have shown that diverse workers are able to better address problems, prevent “echo chambers” or confirm biased mentalities much better, and encourage creativity and innovation at work. This helps improve decision making overall.

11 Diversity Recruiting Strategies to Improve Inclusive Hiring

It is rare nowadays to come across a job satisfaction an employer’s website without seeing the word Diversity and Inclusion.”. Diversity recruiting has become an increasingly important issue. Research shows that diverse teams contribute to a successful company and ultimately improve its bottom lines in many areas. Diversity hiring is not about making a profit. Diversity hiring decisions has a significant impact on how you attract potential employers to your business. Glassdoor said the diversity of jobs is important for many employers as a factor for evaluating hiring candidates at firms.

Recruiting For Diversity: Four Steps To Success

Why Diverse Recruitment Matters

The benefits of a more diverse workforce, are undeniable. Here are just a few reasons to prioritize a diverse team for diversity recruitment strategy:

  • Enhanced Innovation and Problem-Solving: Diverse teams bring a multitude of viewpoints, leading to more creative solutions and a better understanding of your customer base.
  • Improved Decision-Making: By considering different perspectives, diverse teams can make well-rounded decisions that are less prone to bias.
  • Stronger Employer Branding: A commitment to diversity showcases your company as a progressive and inclusive workplace, attracting top talent who value these qualities.
  • Increased Employee Engagement: When employees feel valued and respected for their unique backgrounds, they're more likely to be engaged and productive. A diverse and inclusive workplace fosters a sense of belonging, leading to higher employee satisfaction and retention.
  • Increase the number of diverse candidates on shortlists
  • When the selection is limited to one person from underrepresented groups the applicant is most unlikely to be selected. A recent study found if only one woman was included in your applicant database there would be practically no possibility she would find employment. A more diverse short list will help prevent bias from creeping in and this is all started by creating more diversity in talent.

Crafting a Diverse Recruitment Strategy

Building a diverse workforce starts with human resources team and a well-defined recruiting strategy. Here are some key elements to consider in diversity recruitment strategy:

  • Review Your Job Descriptions: Ditch jargon and overly specific requirements. Focus on the core competencies needed for the role, using inclusive language that welcomes candidates from various backgrounds. Avoid gendered language or overly specific educational requirements that might unintentionally exclude qualified candidates.
  • Diversify Your Outreach: Go beyond traditional job boards. Partner with diverse professional organizations, universities with strong diversity programs, and online communities catering to specific demographics. Look for industry associations or organizations focused on underrepresented groups in your field.
  • Embrace Global Recruitment: Leverage technology to connect with qualified candidates worldwide, expanding your talent pool and fostering a global mindset within your company. Video conferencing tools allow you to interview candidates from anywhere in the world, and applicant tracking systems (ATS) can be configured to manage a geographically dispersed candidate pool.
  • Unconscious Bias Training: Train your recruiters and hiring managers to identify and mitigate unconscious bias throughout the interview process. This ensures a fair and objective evaluation of all candidates.

Engaging Diverse Candidates

Attracting diverse talent is just the first step in recruiting process. Here's how to find candidates and keep them engaged throughout the recruitment and hiring process:

  • Build a Strong Employer Brand: Showcase your company culture and commitment to diversity through your careers page, social media presence, and employee testimonials. Feature a diverse range of employees in your marketing materials and highlight your company's diversity and inclusion initiatives.
  • Personalized Communication: Treat every candidate as an individual. Tailor your communication, highlight opportunities for growth within the company, and showcase the value you place on their unique skills and experiences. During the interview process, take the time to learn about the candidate's background and how their skills and experiences can benefit your team.
  • Candidate Experience Matters: From the initial application to the final interview, ensure a smooth and positive candidate experience. Provide clear communication, timely updates, and feedback throughout the process. A positive candidate experience, regardless of the outcome, can leave a lasting impression and encourage candidates to apply for future opportunities with your company.

Building a Diverse and Inclusive Workplace

Remember, recruitment is for workplace diversity is just the beginning workforce diversity is. To retain a diverse talent pool and reap the full benefits of a diverse workforce, cultivate an inclusive workplace culture. Here are some tips:

  • Provide Ongoing Diversity Training: Equip your managers and employees with the tools and knowledge to foster a culture of inclusion and belonging. Diversity training can help employees understand and appreciate different cultures, backgrounds, and perspectives.
  • Employee Resource Groups (ERGs): Encourage the formation of ERGs that provide support and community for employees from diverse backgrounds. ERGs can be a valuable resource for employees, offering networking opportunities, professional development, and a sense of belonging.
  • Regular Feedback: Create opportunities for employees to share their experiences and feedback. This allows you to identify and address any potential issues that might hinder inclusion. Conduct regular surveys or hold focus groups to gather employee feedback on your diversity and inclusion initiatives.
4 Ways to Improve Diversity Hiring Programs in College Recruiting

Increase the number of diverse candidates on shortlists

When the selection is limited to one person from underrepresented groups the applicant is most unlikely to be selected. A recent study found if only one woman was included in your applicant database there would be practically no possibility she would find employment. A more diverse short list will help prevent bias from creeping in and this is all started by creating more diversity in your talent pools.

Solutions for diversity fatigue

It is important to us that we preach about diversity recruitment and that we will not exclude minorities. Hold events to recruit diverse candidates and teach current diverse employees about our hiring practices in order to obtain the same cooperation from both sides. Setting unrealistic goals only helps to demoralise all involved. Start small, fill the initial box and grow slowly and steadily.


Building a diverse and inclusive workforce isn't just a moral imperative, it's a strategic advantage. By using diverse backgrounds, using workforce and diversity initiatives and embracing diverse recruitment practices, you unlock a wider pool of talent, fostering innovation, creativity, and problem-solving

Remember, creating a strong employer brand, utilizing inclusive language throughout your recruitment process, and fostering a culture of belonging are key to success.

Ready to see hiring team build a stronger, more innovative team? Start implementing these diverse recruitment strategies today and watch your company and business partners thrive.

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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