January 3, 2023
Recruiters' job entails more than hiring people via interviews, reviewing applications, scrounging job boards, managing current employees and potential candidates, etc. Modern-day hiring requires a proactive approach to attracting, hiring, and retaining professionals for the business. Recruiters deploy many tools to make their job easier. However, they need to extract the maximum value out of each investment.
Talent CRM is believed to be restricted for the HR team and used for communication and nurturing relations with potential candidates. But what if other departments could get valuable insights and leverage them?
Often talent acquisition teams get a talent CRM without any due diligence. They need to map the project requirements and get their hands on tools to complete their tech stack. This investment without research and understanding of the tool leads to poor implementation. This disturbs the existing tech stack and takes away the opportunity for other departments to use talent CRM. But can other departments actually use the talent CRM?
This blog will address what a talent CRM is and how it can be a valuable addition to the talent acquisition process. Additionally, we will look at its multiple use cases, not restricted to the HR department!
Talent CRM is a recruiter-specific tool that assists talent acquisition teams in nurturing relationships with employees and active and passive candidates. Like any ‘Customer Relation Management’ (CRM), talent CRM (candidate relation management) software aims to strengthen the relations with job candidates.
Recruiters use talent CRM to track and engage with job candidates and nurture relations with top talent. Talent CRM is like a swipe file, where a recruiter gets an overview of all the relevant information and interaction of every candidate. Talent CRM combined with ATS (application tracking system) enables recruiters to effectively source, engage, and hire professionals. Instead of waiting for a vacancy, recruiters proactively work to build a quality talent pipeline.
However, TRM (Talent Relation Management) software and ATS (Application Tracking Systems) are different. Often, companies confuse the two because they provide comprehensive information about the job candidates. However, both of them have distinct purposes.
ATS is a tool/ software that provides a single source of truth for all the information about job applicants. It stores all the relevant information about the candidates in a single place to easily manage hundreds of applications.
TRM, on the contrary, is a tool to communicate and nurture relations with applicants. It also includes all the information about an applicant but stores the data regarding interactions with each person. It shows all the conversations with the potential candidate and helps to automate and build relationships.
Is the investment in talent CRM worth it? Can not ATS alone do the job? How can talent CRM software add value to the hiring process?
Talent CRM does more than help you communicate with job candidates and build better relationships. It is not just about automating the messages to nurture applicants and passive job seekers. Here are 7 benefits that make talent CRM a must-have!
Unlike ATS, talent CRM includes the candidate profiles on which the recruiters have spent time communicating and strengthening a relationship. Hence, talent CRM becomes the source of a healthy talent pipeline.
Recruiters build relationships with many professionals over some time till a vacancy opens. They use talent CRM to communicate and automate this process with email sequences and templates. Hence, recruiters can refer to their talent CRM for a qualified pool of talented people when required.
Often recruiters encounter low job acceptance rates and applicants to interview rates, which could be because of inappropriate job titles, incomplete information, not following up, etc. Recruiters must ensure to communicate and engage the candidates in the company and job role.
Recruiters shall create custom campaigns based on business needs and skill requirements to personalize the approach. Moreover, they should give visibility into the project types and clientele to give a better understanding and get the candidates invested in the business from day 1.
Gone are the days when recruiters post a job vacancy and hired talented people. The requirements and expectations have evolved. The hiring market is very competitive, and recruiters need to shift from a reactive approach to a proactive approach.
Recruiters must get into passive hiring and actively look for skilled people to fill open job roles when required. Talent CRM makes passive hiring easy by keeping track of all the conversations and providing an option of automation.
Talent CRM helps save the resources of the firm in many ways. Firstly, recruiters can easily fill the open role with less time and money. Secondly, since these leads are pre-qualified, there is a reduced turnover ratio. In essence, talent CRM saves resources by making the hiring process faster and more effective.
Recruiters can easily streamline the hiring process with talent CRM by integrating various tools and using them to store all the job candidate information. It may seem like an expense, but, in reality, it is an investment that improves workforce quality.
The hiring market has evolved, and to sustain the competition, recruiters must use automation to manage all the hiring elements effectively. Automation enables recruiters to use message sequences, create and use templates, and store all the data in one place.
Recruiters can use specific message sequences to make messages personalized and relevant. CRM templates help to save time in crafting the perfect message to send to hundreds of candidates.
Talent CRM helps to streamline the process and provides various integration opportunities, often missing in other HR tools. Recruiters can easily integrate the ATS and other tools for scrapping and reaching out to the talent CRM.
Recruiters get a panoramic view of all information regarding the candidates and can perform a variety of tasks right from the talent CRM tool. This includes creating a list of potential candidates, reaching out to them, nurturing relationships, engaging candidates, hiring, and much more.
Candidates and employees feel cared for and nurtured as recruiters remember them. This helps to create a stronger connection and closer relationship with your team and potential candidates. A talent CRM tool helps recruiters streamline the hiring process, build a talent pipeline with quality professionals, and automate admin tasks while being a single source of all the information. This increases the productivity and ROI of each team member potentially. But can we go any further?
Talent CRM, when chosen after due research, will help to achieve higher productivity and string all the departments in one thread. It acts as an enabler in building a lean organization by optimizing the recruitment process and being beneficial to other departments. Let us look at how talent CRM help department other than HR.
Talent CRM helps the sales and customer service teams enhance customer relations. How?
64% of consumers avoid purchases from companies with a poor employee work culture.
Talent CRM helps attract and retain top talent and strengthen internal communications with the employees. Talent CRM helps portray a positive employer brand as recruiters nurture relationships with potential candidates.
The commercial department deals with company finances. Talent CRM helps commercial teams by cutting costs on hiring, predicting hiring costs, and detecting financial leakages.
The IT team can use the reporting feature of talent CRM to drill down the talent data associated with your processes, workflows, and hiring. This data can help to improve core metrics such as time to hire and turnover ratio.
Moreover, they can understand the candidate's requirements to assist in training planning regarding the technical tools and software. Also, they can cut costs on unnecessary hiring tools by integrating and streamlining the hiring process with a suitable talent CRM.
86% of HR professionals believe employer branding adds to the marketing effort. Talent CRM helps nurture relationships with candidates and build a positive employer brand. This helps the marketing team to cut costs as the recruiters do a part of marketing for the business. Also, talent CRM reduces the costs of marketing job postings.
Marketing teams can use talent CRM to create custom marketing messages to promote businesses. They can curate templates for CRM to save marketing costs by a hefty margin.
Talent CRM stores all the data of candidates in terms of each interaction. This helps the admin team by saving their cost and time on maintaining candidate databases. They need not curate lists of active applications or candidates in the hiring process.
The administration department also gets a comprehensive view of all the candidates, employees, and other team members without analyzing a chunk of data. Moreover, since talent CRM streamlines the hiring process, the admin team saves resources in providing technical support to the HR teams.
See how talent CRM impacts all business operations and can be of use to every department out there. It directly influences the organization as it is the primary portal for hiring and building teams. But how can recruiters find a suitable talent CRM?
Choosing the right talent CRM requires due research, mapping out needs, and analyzing the effectiveness of each available option. Here is a list of seven factors to consider while picking the right CRM for your business.
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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: