August 16, 2023
Data is the most powerful tool for every marketer. Every marketer in their activities involves measuring metrics to see what works and what does not. The trick is to know how to use data and turn it into actionable insights. LinkedIn Insights does exactly that.
LinkedIn Talent Insights is useful because it helps professionals to have access to wide data & insights at their fingertips. But, having data is not enough. What you need more is the knowledge to use that data the most. When the market has got tough with talented professionals crowding the scenario, it’s more than important to know the labor market outside your organization.
Recruiters can take suggestions from top hirers and get to know where they’re hiring talented professionals. It’s a good idea to always keep in touch with top hirers as they have the best ideas. Find candidate pools so that you can source candidates easily. With this, you would identify the candidates most suitable to engage with the outreach efforts.
For all this, nothing comes before the brilliant LinkedIn Talent Insights. First launched in 2018, LinkedIn’s talent insights was created based on an analytics solution that gives recruiters access to data. The data includes 575 million professionals, 15 million active job listings, and 20 million companies.
LinkedIn Insights consider two report functions—talent pool report and company report. Having such reports help recruiters with access to unique data for competitor analysis, peer benchmarking, and more. There is so much more that can be done with the assistance of LinkedIn Talent Insights—recruitment professionals need to know how to use it.
To know how to use LinkedIn Talent Insights, you have to know everything in detail. The benefits of the insights are not restricted to one use, but rather many. If you plan to include LinkedIn Talent Insights as part of your marketing campaign, you will get the best of these benefits—
Content plays a key role in every industry right now. The impact of content is manifold and will stay for a long time—almost forever. When it comes to creating quality content, there is no rulebook. Understanding a product in-depth leads an idea to creating content that reaches the target audience. More people focus now on producing content that stays in the mind of their audience.
LinkedIn Insights guides you to know what your audience wants to know about & what they don’t want. How to know this? The metrics are based on which content has had the most engagement and which had less. Recruiters are using LinkedIn Insights to check the competition that exists in the market. Use the knowledge and create unique content.
The retargeting ad is worth a lot in marketing—that equals a valuable item. So, what is this retargeting ad? Retargeting is about involving someone who engages with something that you put out on social media or the company website and the action is not completed. For instance, if you are offering a free e-book to your audience in exchange for their email address and the audience has not provided their email address, you can retarget the audience with ads.
In this case, the leads are already warm, which is why they click on your link. Retargeting ads fetch ten times more click-through rates than normal ads.
Hiring managers mostly turn to LinkedIn to find talented candidates around the industry. You need to understand as recruiters that candidate skills are changing. They update their skills every now and then—making it tricky for recruiters to catch up. Still, the hiring industry believes that LinkedIn is the best platform to look for candidate pools
LinkedIn is a great place to know about candidates. Understand the applicants, their backgrounds, and their experience. If you’re a startup that needs new people, using LinkedIn Insights is the best idea. Without spending much time testing candidates, you’ll be able to hire the right candidates.
Believe it or not, LinkedIn Insights helps you to understand what customers want. With insights and trends, you can assess what your followers want from you. The online behavior of followers gives a lot of understanding as to what they expect from your company. You can as well track trends of bigger companies with more followers—that would give more ideas.
For example, if you own an e-commerce company that sells apparel and accessories, your demand would grow during the festive season. As the season approaches you will get to see the trends most people are interested in.
Being part of the talent acquisition team, you must be aware of the available talent pool. The more you know about the talent pool, the easier it is to find candidates that fit your criteria. In a talent report pool, the best feature is the ability to find a role by location. This means recruiters can find the best talents—hidden gems in the industry—with the location feature.
As a recruiter, if you’re trying to find a remote software developer, you might want to look at locations such as New York, Chicago, or London. This is an example of why and how location matters while you are trying to search for candidates that fit the requirements of a role.
LinkedIn Talent Insights determines the talent pool diversity that you’re currently sourcing from. Considering diversity as one of the important factors while sourcing puts you in a better position to strategically make decisions. Expand the recruitment nexus and improve the opportunities for hiring diverse talent. Real-time data gives you the idea to set meaningful targets—break down information for a better hiring decision.
Try to find out how much time candidates usually stay in a specific role—engage with these candidates based on such data. Build a highly targeted list of candidates who you plan to engage and nurture. This way you can save your time & resources by not engaging with candidates who are interested.
LinkedIn Talent Insights has access to huge data that recruiters can use at their fingertips. Now that you know a few strategies on how to use LinkedIn Talent Insights — you can boost the hiring pipeline in no time. What is best to add a phenomenal tool along with LinkedIn to help find candidates across the industry. Hire the best people that suit your requirements with NurtureBox—a plugin that eased multichannel outreach so that you reach top candidates by interviewing them without any hassle.
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: