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How to Automate Your Outbound Recruitment using Nurturebox: A Comprehensive Guide

December 2, 2022

The talent market has become more challenging than ever to tackle. If the extensive gap between demand and supply of quality candidates wasn’t enough, the pandemic and the following economic scenarios further made recruiters’ lives difficult. Over 73% of candidates in the workforce are passive job seekers, relying on applications for attracting quality talent is not effective anymore. As a result, outbound recruitment is the key to successful talent acquisition efforts. 

What comes to your mind when you hear - ‘outbound recruitment’? Extensive outreach, candidate engagement, and maintaining a talent pool – all of this at scale, is what defines it at a ground level. However, handling outbound recruitment manually alongside the existing recruiting tasks – can easily be overwhelming for recruiters. 

Here’s where Nurturebox comes in. The comprehensive outbound recruitment software enables hiring teams to scale their sourcing campaigns seamlessly. How? Nurturebox solves the outbound approach using end-to-end recruitment automation. For recruiters, it’s basically their candidate sourcing, engagement, and talent pool management put up on auto-pilot.

The talent that you acquire defines your company’s growth trajectory moving forward. And you should never underestimate the competition as a recruiter today. It’s a virtual race of talent hunting that organizations are running in, candidates are being chased by multiple recruiters at any given time. Amidst the hiring challenges and looking at the pace at which companies are growing today, recruiters need to get rid of the mundane repetitive tasks of the hiring funnel. 

In this blog, we will discuss the ins and outs of outbound recruitment - why is it important, what you need to scale up, and how Nurturebox can help your recruitment team hire effectively. Stick around for a detailed discussion.

What is Outbound Recruitment?

Before we dive deep into automation and how Nurturebox can help you scale your recruiting efforts smoothly – let’s quickly understand what is the outbound recruiting approach.

In essence, outbound recruiting is a proactive way of sourcing and hiring talent. 

Unlike the conventional inbound approach, here you don’t post jobs and wait for candidates to apply. But you reach out to them, add the qualified ones to your talent pool and continuously engage/nurture them for your current and future hiring requirements. 

The outbound recruiting approach gives you complete control over your talent acquisition. How? Well, recruiters cannot ensure high-quality applications to job posts. But with outbound – one can certainly pre-screen candidate profiles and reach out to qualified and experienced talent. 

Compared to inbound recruiting, you put in a lot more effort in sourcing candidates. But almost all profiles are pre-screened, so it also saves a substantial amount of time. Here are some of the major differences between outbound and inbound recruiting:

  • You don’t focus on attracting high-quality applications and wait, but actively search for and contact candidates.
  • With this approach, you can also reach out to passive candidates who are not looking for jobs actively, but would be open to switching if the opportunity is good enough - that’s 85% of the total employed workforce currently.    
  • In place of job ads and hiring posts – cold emailing, and outreach on platforms like LinkedIn and resume databases are used.

Why Do You Need Outbound Recruitment Software?

What you see:

The outbound recruiting approach provides recruiters with complete control over the talent that they source as well as the recruiting strategy. Hence, recruitment teams can create potentially scalable plans and build a talent pool for continuous hiring. It can directly be a game-changer for your talent acquisition in beating the tough competition and succeeding in the candidate-centric market.

What you don’t see:

Reaching out to candidates needs extensive involvement and efforts by the recruiting team and it’s not a one-time process. Multiple rounds of outreach are followed by nurture campaigns and then the recruitment process before a candidate is finally onboarded. Not to forget - maintaining the recruitment pipeline and keeping candidates updated on every step, sum up to be extremely time-consuming and require high efforts from hiring teams.

Recruitment automation tools solve this to make the process significantly simpler. Let’s take a look at the primary reasons why you need outbound recruitment software:

  1. Accelerating Your Recruitment is the Need of the Hour

First things first - recruitment is naturally a long process. But with competition picking up rapidly and your company looking to grow - you don’t have much time. On the other hand, top talent is just available for 10 days in the market. All the factors divert to the same story - you need to accelerate your recruitment. 

From sourcing to engagement, and recruitment – your hiring process must be streamlined enough for candidates being chased by multiple recruiters. An outbound recruitment tool accelerates this by automating the outreach, engagement campaigns, pipeline management and campaign analytics for helping the recruitment extensively. Not only you can accomplish your hiring goals rapidly, but fast and efficient recruitment also serves a great candidate experience – hence maximizing your chances of acquiring top talent.

  1. Your Recruiting Team Needs to Focus on Human-Centric Tasks

Outbound Recruitment involves too many repetitive and mundane tasks which when done manually, can be too time-consuming for recruiters not allowing them to focus on the human side of recruiting. More often than not, recruiting teams are found to be stuck in screening resumes, creating and maintaining candidate databases, and updating the recruitment pipeline (after each round for each role and every candidate) – that’s basically too much work on their plate.

For effective hiring and ensuring that quality candidates don’t drop off your recruitment funnel – you need to maximize focus on candidate interactions and interviews. It’ll further help you identify and hire the best candidate too. 

  1. Passive Sourcing is the Present and Future

Only one-fourth of the entire workforce consists of active job-seekers (people who’ll apply to your job posts). It’s evident that relying on job applications, especially while your organization needs to hire top talent for multiple roles and grow fast, is not a feasible choice.

So reaching out to passive candidates (who don’t apply to jobs), actively engaging them, and forming relationships hold the key to hiring top-quality talent that satisfies your business need. Outbound recruitment software simplifies the entire process for you and provides a top-level view of the pipeline so that you can continuously execute outbound strategies and analyze the results. 

  1. Organized Recruitment is the Key to Productivity & Collaboration

Recruitment regardless of the approach is a collaborative process. Sourcing candidates, maintaining consistent persuasive engagement, and continuously managing the candidate pipeline cannot be done by one person. Positive collaboration is the road to redemption for tackling the extensive recruitment process along with the hiring challenges. 

An outbound recruitment tool not only optimizes your recruiting team’s productivity by automating mundane lengthy tasks but also enables easy collaboration. How? It provides a centralized window to your recruitment pipeline with end-to-end updates for each candidate’s recruiting status. So that the team stays aligned and candidates can be guided and supported by anyone as and when required.

  1. Scaling Up Your Talent Acquisition Requires Efficient Recruitment Process

Recruiting efficiency matters more than you think it does. Especially when your company is growing fast and you want to scale your talent pipeline. You never ideally want your recruitment funnel outcomes to be proportional to the efforts you put in – it would mean spending 10x resources and time in hiring 10 candidates as compared to one. 

Right from sourcing candidates to recruiting and onboarding them, each step of the recruitment journey is streamlined using automation brought by outbound recruitment software. Hence, the time of hiring, cost of hiring, candidate experience, and candidate drop-off – the strategy optimizes all the metrics contributing to recruiting efficiency. As a result, you can scale up talent acquisition seamlessly. 

How Does Nurturebox Help You Automate Outbound Recruitment Effectively?

Nurturebox is your one-stop solution for sourcing candidates at scale. With automated outreach, engagement, and pipeline management - you can ensure your recruitment team never misses out on talent acquisition goals. 

The tool comes as a Chrome extension which you can plug in with platforms like LinkedIn and get started straight away. We saw how outbound recruitment can be a game-changer for your recruitment efforts. Let’s now take a look at how Nurturebox helps you automate and streamline each stage of the recruitment process. 

#1 Easy Candidate Information Lookup 

Before you begin outbound recruitment by reaching out to candidates, the prior requirement is finding contact details of the target candidates. Only a small number of individuals mention their email id and phone number on LinkedIn, out of which not all are publicly available. But don’t worry - we have got your back. 

Nurturebox enables you to extract anyone’s email address and phone number within seconds. With available integrations like Improver, SignalHire, and RocketReach – finding candidates’ contact details and adding them to your sourcing campaigns takes just a couple of clicks. So that you and your recruitment team can focus on identifying and selecting the right talent.

#2 Integrate Existing ATS for Comprehensive Sync

Unlike other recruitment tools, Nurturebox doesn’t require you to migrate your candidate database or switch your ATS. Our platform offers powerful ATS integrations of Recruitee and Greenhouse to effortlessly sync your outbound recruitment activities with your existing ATS.

This enables effective collaboration within recruitment teams as you never reach out to the same candidate twice, avoid recruitment disparities, and provide adequate support to candidates when required.

A birds-eye view of your sourcing pipeline will ensure the entire recruitment team stays in sync. Hence, collaboration can be optimized and candidates are instantly updated about their recruitment status.

#3 Personalized Multi-Channel Outreach Ensures Maximum Response Rate

Gone are the days when emails were enough for reaching out to candidates. To stand out among the heavily crowded talent market, you need to reach out to passive talent on platforms they use the most. Nurturebox enables you to reach out to candidates via WhatsApp, LinkedIn, Emails and SMS. Additionally, multi-touch engagement campaigns ensure your brand stays at the top of their mind and you get responses from most candidates.

Automating your outreach and engagement doesn’t actually need you to compromise on personalization – which holds the key to building relationships. Creating and using templates for personalization is extensively easy with Nurturebox. 

The available plugins - WhatsApp and Gmail for outreach and engagement help recruiters streamline communication with candidates. And the Lemlist plugin allows to create email nurturing campaigns for impactful candidate engagement sequences.

#4 End-to-End Performance Tracking and Analytics 

Working on your outbound recruitment efforts rigorously isn’t enough. You need to be regular with analyzing the performance too. Each step involved in the outbound recruiting journey - outreach, engagement, candidate response, and recruiting timeline needs to be analyzed with relevant metrics. 

Nurturebox provides recruitment teams with complete analytics on their sourcing campaigns and engagement performance so that you can tweak your strategies at the right time for optimal results. Leverage meaningful analytics generated through outcomes of numerous outreach templates, engagement time, and nudges for candidates. 

How to Level Up Your Outbound Recruitment using Nurturebox: Step by Step

We discussed how challenging (but rewarding) outbound recruitment is, and what are the provisions served by Nurturebox to tackle the same. Scaling up your outbound recruitment is a big deal – with respect to your hiring strategies and outcomes, but it’s not at all complex, at least with Nurturebox.

Take a look at how the magic happens. It’s just 6 steps and a matter of minutes as you begin reaching candidates and add them to your sourcing pipeline.

Step 1: Sign Up for Nurturebox

Add the Nurturebox Chrome extension to your Google Chrome and sign up on the platform. You can enter basic details like your role, and team size, and also name your first campaign.


Step 2: Find a Candidate Profile to Add to Your Sourcing Campaign 

Use search filters on LinkedIn or go to a known profile that you want to add to your outbound recruitment campaign. 

Step 3: Find Contact Information 

Just a single click and you can access the contact information of the target candidate - as simple as it looks.

Step 4: Reach Out on WhatsApp

Reach out to your target candidates on WhatsApp - use available templates or create one to scale up your automated outreach that produces desired results. 

Step 5: Launch a Lemlist Campaign

Start email nurture sequences by integrating your Nurturebox plugin with Lemlist. Add candidates to email engagement campaigns easily in just a few clicks.

Step 6: Add Candidates to Your ATS

No need to migrate your database or set up a new ATS. Nurturebox lets you integrate your existing Greenhouse or Recruitee ATS effortlessly. Add your sourced candidates to the ATS for complete sync between your outbound recruitment dashboard and engagement activities.

That’s not all - The ways you can use Nurturebox for automated outbound recruitment is truly limitless. Get started now! 

CTA: Install Chrome Extension

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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