September 8, 2023
In today's competitive job market, finding and hiring the right talent can be a challenging task for HR professionals. The traditional hiring process is often time-consuming, inefficient, and prone to errors. This is where Applicant Tracking Systems (ATS) come into play. ATS are software solutions designed to automate and streamline the hiring process, making it easier for HR professionals to manage candidates, track applications, and ultimately make more informed hiring decisions.
Streamlining the hiring process is essential for HR professionals to save time, reduce costs, and improve the quality of hires. By automating repetitive tasks such as resume screening and candidate communication, ATS allow HR professionals to focus on more strategic aspects of recruitment, such as interviewing and evaluating candidates. This not only speeds up the hiring process but also ensures that HR professionals can dedicate their time and expertise to finding the best talent for their organization.
Using ATS can bring numerous benefits to HR professionals. Firstly, ATS provide a centralized database that allows HR professionals to store and access candidate information in one place. This eliminates the need for manual data entry and makes it easy to search for and retrieve candidate profiles whenever needed. Additionally, ATS often come with features such as resume parsing and keyword matching, which help HR professionals quickly identify the most relevant candidates for a particular job opening.
Another major benefit of using ATS is the ability to create customizable workflows and automate the hiring process. By setting up predefined stages and actions, HR professionals can ensure that every candidate goes through the same evaluation process, reducing bias and ensuring a fair and consistent hiring process. ATS also enable HR professionals to collaborate with hiring managers and team members, improving communication and ensuring that everyone is on the same page throughout the hiring process.
Before committing to a full-fledged ATS, HR professionals can take advantage of trial versions offered by various vendors. These trial versions allow HR professionals to test the functionality and usability of the ATS before making a purchase decision. Typically, ATS trials come with limited features and a time restriction, but they still offer valuable insights into the capabilities of the software.
When considering ATS trials, there are several options available for HR professionals.
Greenhouse: Greenhouse is the leading hiring software for growing companies. Thousands of the most successful companies, like DoorDash, Betterment and Wayfair, use Greenhouse to optimize all aspects of their hiring and onboarding. Greenhouse Recruiting drives engaging candidate interactions at every touchpoint, eliminates administrative burden and keeps everyone on the hiring team engaged.
Ceipal: Ceipal is a scalable, AI-driven, total talent acquisition platform that provides visibility across all channels and sources while organizing your data into a single talent ecosystem. With the power of advanced automation and artificial intelligence, Ceipal’s industry leading ATS and CRM solutions empower recruiters and staffing professionals to efficiently identify, assess, engage, hire, and onboard the best talent.
Lever: The LeverTRM features allow leaders to scale and grow their people pipeline, build authentic and long-lasting relationships, and source the right people to hire. Lever Analytics provides customized reports with data visualization, offers completed, interview feedback, and more, to inform strategic decisions between hiring managers and executives alike. Lever's platform also enables companies to hire with inclusivity in mind, helping eliminate any hiring bias.
When evaluating ATS trials, there are certain key features that HR professionals should pay attention to. Firstly, it's important to consider the ease of use and user interface of the ATS. A user-friendly interface ensures that HR professionals can quickly navigate through the system and perform tasks efficiently. Additionally, HR professionals should look for features such as resume parsing, which automatically extracts relevant information from resumes, and keyword matching, which helps identify the best candidates based on specific criteria.
Another important feature to consider is the ability to integrate the ATS with other HR systems and job boards. Seamless integration allows for a more streamlined recruitment process, as candidate data can flow seamlessly between different systems. Additionally, HR professionals should look for reporting and analytics capabilities in the ATS trial. Detailed reports and analytics provide valuable insights into the effectiveness of recruitment strategies and help HR professionals make data-driven decisions.
To make the most of an ATS trial, HR professionals should start by identifying their specific needs and requirements. By understanding their pain points and desired outcomes, HR professionals can evaluate how well the ATS trial addresses those needs. It's also important to involve key stakeholders, such as hiring managers and team members, in the evaluation process. Their input can provide valuable insights and ensure that the ATS aligns with the organization's overall recruitment strategy.
During the trial period, HR professionals should take the time to explore all the features and functionalities of the ATS. This includes testing the candidate management capabilities, evaluating the ease of use, and assessing the level of customization available. It's also a good idea to reach out to the vendor's customer support team with any questions or concerns. Their responsiveness and willingness to assist can be a good indicator of the level of support HR professionals can expect if they decide to purchase the full version of the ATS.
To further understand the benefits of ATS trials, let's take a look at a few case studies. In one case, a large multinational company implemented an ATS trial and experienced a significant reduction in time-to-hire. The ATS allowed HR professionals to quickly screen and evaluate candidates, resulting in faster hiring decisions. In another case, a staffing agency used an ATS trial to streamline their recruitment process and improve candidate quality. The ATS provided advanced filtering and matching capabilities, allowing the agency to identify the most suitable candidates for their clients.
ATS trials are not limited to HR professionals working in corporate organizations. Recruiters and staffing agencies can also benefit from trying out different ATS solutions. For recruiters, an ATS trial can help streamline their candidate sourcing and evaluation processes, allowing them to focus on building relationships with candidates and clients. Staffing agencies, on the other hand, can use an ATS trial to manage their pool of candidates more efficiently and match them with suitable job openings.
In conclusion, utilizing ATS trials can be a game-changer for HR professionals, recruiters, and staffing agencies. These trials offer a risk-free opportunity to explore the capabilities of various ATS solutions and find the one that best fits their needs. By streamlining the hiring process, ATS can save time, reduce costs, and improve the quality of hires. So, if you're an HR professional looking to optimize your hiring process, don't hesitate to give ATS trials a try. Take advantage of the free trials available and unlock the potential of streamlined recruitment with the power of ATS.
Remember, the right ATS trial can make all the difference in finding and hiring 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: