August 16, 2023
Today, marketing strategies are mostly directed at social media platforms. It’s easy to guess why such a trend has set in. Professionals are increasingly found on LinkedIn, Twitter, Facebook, and more. That’s why hiring managers can easily trace professionals they’re willing to reach out to.
Like every marketing strategy, reaching out to candidates on social media also requires an efficient plan. The hiring team can think of a strategy that will get you through the entire social media interaction with candidates.
We have to consider that there are candidates on platforms like LinkedIn who probably aren’t actively searching for jobs—but won’t mind looking at opportunities.
The way sourcing has evolved over the past few years is incredible! With increasing demand in the hiring industry, social media sourcing has become the most popular sourcing way.
Why is social media sourcing important?
The popular recruitment sites are effective yet heavy due to the traffic. There’s a competent challenge to move on to a more reliable space that’s less crowded. Sourcing professionals are shifting to untapped talent network pools. When you think of newer ways of sourcing strategy, what you get is improved efficiency, effectiveness, and productivity.
Social media sourcing is good because it involves more personalized and authentic conversations. So, in your outreach if you’re trying out a multi-channel approach on social media—you need an efficient strategy.
There’s a growing number of social media platforms today. However, choose the platforms wisely—as per your business type—also considering the outreach audience.
Portray the company culture
As we know that social media is a more personal space for interaction, as recruiters you get to listen more from the candidates. Establishing business relationships seem easy when interaction takes place between recruiters and candidates. With more communication, it’s easier to gather insights on persona behaviors of candidates, ongoing trends, and competitive positioning. Social media interaction not only helps candidates learn about the company culture, but also acts as a great source of learning about the candidate.
Few things become really important when recruiters think of social media strategy. As mentioned earlier, it’s essential you decide on the platforms you want to plan your strategy around. Based on the candidates you want to outreach, industry, and a few other factors determine the social media strategy.
Let’s take a look at each of the social media platforms—
LinkedIn is strictly a professionals’ social media platform. Well, the platform has surely moved ahead from calling just one. It has become a more conversational platform over the years. Professionals not only interact with each other or with recruiters or follow company activities, it’s more than that now.
With 740+ million active users, LinkedIn is a fun platform even for professionals. Reaching out to candidates isn’t difficult. Shoot an InMail to the candidate. Get more features with paid subscription. Use extensions like NurtureBox to refine your candidate search.
Definitely a sourcing goldmine with 2.8 billion active users per month. There’s hardly any other platform that comes close to Facebook. A user spends about 38 minutes daily on Facebook—that speaks for itself how popular the platform is. There are recruiter groups that post notifications of openings. Both candidates and recruiters can very well gather insights from Facebook groups.
With a whooping 330 million active users on Twitter, you know you’re there on the platform for good. Twitter offers a resourceful platform to all recruiters and candidates in the hiring game. There are several groups on Twitter that post job notifications so that candidates can directly be informed about any openings that might be interested in.
Reach out to as many candidates you want with tweets on your company page. Notify candidates of every single information through regular tweets.
We can tell you that choosing each social media platform is the first step in strategizing your social media goals. Know your audience, understand what you want from the process, and plan each step wisely. The best platforms to outreach professionals are - LinkedIn, Twitter, and Facebook.
Chalk out an efficient strategy to attract talented candidates to interview with you!
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: