August 16, 2023
To recruiters, LinkedIn is the best platform to connect with prospects. The platform is hands-down the most feasible way to find candidate profiles suitable for any job role.
But, how easy is it to reach out to a candidate on LinkedIn? By now, we don’t have to tell you that it’s quite a task to do it successfully!
LinkedIn is preferred by recruiters because it’s the only platform that can take you to hundreds of candidates—interact with them easily.
There’s almost no stress in finding prospects on LinkedIn—if you have your messaging game on track.
What works best today on LinkedIn is an organic way of messaging your prospects—without sounding too professional nor personal—making it a surefire way to grab the attention of prospects!
How to send a connection message on LinkedIn?
Making connections on social media can be tricky—that’s why you need some expert advice on how to ace the game.
Starting right away with the basic requirements. We can then move on to templates and examples.
-Ensure a good profile presentation
LinkedIn profile should be created in a way that makes the impression right at the beginning. Make sure that you have these things in place–
It’s a good way to start building trust in your connections.
How would you know whom to connect with?
Find your niche audience. If you try to connect with a large group at once, you’re going to do a mistake.
Look out for people who work in the same industry as yours. Start following influencers, achievers, and stalwarts of the domain.
We can suggest some strategies for the same:
Can you connect with someone who’s not your connection yet?
Yes, you can! Write a message that’s short but has all the information packed in.
Every professional receives tons of messages on a daily basis—so, your message should cut it through. It is crucial that your message catches the attention of the recipient.
The best thing is to make your messages engaging so that you get proper responses.
Let’s find out some of the key points to remember when writing your message to prospects—
-Keep the purpose clear
When you’re writing a message, make sure that you set out a clear picture of what you want to say. Usually, messages starting with a question can turn more heads than usual.
-Talk about yourself
Make organic conversations—that does not sound like robots!
Start the conversation by mentioning the latest campaigns that work best for the customers you’re trying to pitch in.
-Short but informative
Always have your message written in a short, but informative way. Nobody has the time to read long messages—write short and compelling messages.
Try following this format:
These templates are sure to help you through. However, there’s no hard & fast rule or right or wrong about how you should be messaging your prospects.
But, we’re here to give some inspiration.
Search-based LinkedIn connection
Here, we suggest using the data that’s already available on LinkedIn. For example, professionals add their location, company, job profile, and more. Search profiles with such information.
It becomes much easier to find candidates based on this data.
LinkedIn business group members
Keep an eye on the various communities on LinkedIn. Look for some inspiration and be updated on the latest trends.
You can make meaningful conversations by talking about common interests. Connecting on the basis of mutual interests can be a great way of taking it to a higher level.
Facebook sales group members
Same as above. The strategy remains the same for this one too. Get to find the groups that match your interests.
Messages that talk about milestones
Keeping yourself updated about the milestones that your prospects are reaching is a good idea. Let them know that you’re following up with their achievements.
Many recruiters are adopting this technique in their messages. Needless to say, they are getting a lot of responses from the other end!
Connect with top talents
This falls under the top LinkedIn strategies—with highly-personalized messages for each prospect.
The best way is to throw in a summary of the latest work done by the prospect or work summary from the last 6 months.
Cold email outreach strategy
Try this only if people don’t respond to your messages or connection requests. Move on to another channel in that case!
What works best here is a follow-up email with personalized images or a relatable post to attract the attention of your prospect!
Now that you have some idea how to strategize the connection messages, you’re good to go!
The personalized approach always hits the targets—we highly recommend it. Going for A/B testing definitely gives you a fair idea of what your audience likes.
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: