July 13, 2022
“Keep your sales pipeline full by prospecting continuously. Always have more people to see than you have time to see them.” – Brian Tracy
This stands true for all the recruiters trying to get their hands on prospects. We get it— finding the right people for your business can get tough. Managing and tracking customers is essential for your business to grow.
How do we do it on LinkedIn? Simple. Recruiters need to get email addresses, phone numbers, and more such information to get in touch with the prospects.
Before we jump in to know the best tools/plugins available in the market right now, we would also like to notify you about the policies that LinkedIn has with plugins. Make sure to check out before you start using any of the plugins.
In this article, we would like to list down the most relevant tools that recruiters can use to hunt down information fast!
Improver.io is targeted to find personal emails from LinkedIn. Yes, it works as an extension and can be easily used to fetch candidate information. The highly innovative extension works seamlessly & makes it easier for any recruiter to gather insights on a candidate profile.
Key highlights about Improver.io—
-Finds private email addresses from LinkedIn
-Recruiters & hiring managers get the most out of the extension
-Verified emails of candidates
-Update the CRM for updated data
Big corporates like Gartner, Deloitte, Accenture, Facebook, and more are already using Improver.io. The tool can be considered relevant for contact finding in the highly competitive market.
This extension clearly says “Supercharge your LinkedIn prospecting”! Salesql can be used to source email addresses from LinkedIn. Get information even before you’ve established connections with candidates.
Key highlights about Salesql—
-Get all the emails you need
-Enrich and extract contacts in bulk
-Avoid mixing up emails
-Simple & fast tool
-100 free credits
Hilton, Verizon, Cognizant, Johnson&Johnson— many such big houses are using Salesql. Get email addresses for your 1st, 2nd, and 3rd+ LinkedIn connections. Salesql promises to improve productivity on your end by managing leads like never before!
Rocket Reach is a straight-up contact finding tool that sets the right foot and helps you find out ideal prospects. Make your search easier with both ‘people’ and ‘companies’ tabs — filter out the requirements like location, job title, skills, years of experience.
Key highlights about Rocket Reach–
-Search by a keyword or LinkedIn URL
-Easy edge extension
-Flexible individual, team, & enterprise plans
-Third-party apps and integrations
With Rocket Reach, you can connect with professionals to new opportunities— powered by the largest contact database. It has 9.1+ million users across the globe. Companies such as Google, Apple, Adobe, Morgan Stanley, heavily depend on Rocket Reach to power their recruitment.
If you’re looking for B2B emails particularly, then Skrapp is for you. Go ahead & build the most accurate leads database with Skrapp. What you get from this plugin is the sheer productivity required in collecting data and keeping track of the leads.
Key highlights about Skrapp—
-Verified email addresses
-Accurate lists for campaigns
-Leads from company profiles
Skrapp’s advanced search tool makes it easy to find prospects from LinkedIn, Google searches, or elsewhere. Unlike others, email addresses found through Skrapp are verified in real-time. The accuracy is double-checked!
ContactOut has been in the market for quite some time now and is a highly performing plugin. Get any private and professional email addresses— from among 1+ billion professionals. 75% of the Fortune 500 companies use ContactOut!
Google, JPMorgan, PWC, and much more use this plugin to extract emails out of LinkedIn.
Key highlights about ContactOut–
-Access contact details that others can’t get
-Engage candidates 10x faster
–Source candidates on LinkedIn & GitHub
-Save profiles to spreadsheets or ATS with a click
ContactOut gives you the benefit of searching for candidates outside LinkedIn!! Also, engage in email campaigns with different prospects at one go— all automatically.
In case, you’re looking for just more than email addresses, you need to check out some more interesting tools—
The go-to plugin to find out email addresses, phone numbers, social profiles, & more. The best thing about SignalHire is the CRM and ATS solutions— integrate your current ATS with SignalHire’s ATS. Recruiters find SignalHire to be a comprehensive solution for their requirements. Find both private and professional information through the plugin.
Key highlights about SignalHire–
- Verified emails by third-party tools
-Emails are found 1000x faster
-Powerful search filters
SignalHire’s built-in ATS allows easy connection with candidates. Salesforce, HubSpot, recruitee, Taleo, Zoho— are some of its integration partners.
Find email addresses, verify them, and send email campaigns— all with Snovio. What sets this plugin apart is the campaign triggers, auto follow-up messages, and goals it allows. You also get an email tracker for Gmail to receive notifications when people click on emails or even read them!
Key highlights about Snovio–
-Effective candidate nurturing with engagement
-Sync across platforms with powerful integrations
-Experience the power of automation
Lusha definitely takes information search a notch up than others! It helps find email addresses and contact information. This tool automatically scans profile pages to extract information. Get private and professional emails, as well as phone numbers.
Key highlights about Lusha—
-Connect to ATS you already use
-Build an accurate prospect list
-Enrich systems with data
-Find contact data on the web
280,000+ companies opt for Lusha to connect with prospects. Some of the clients are— Dropbox, Google, Uber, etc.
While our list above mentions the best contact lookup tools to find email addresses and more, you must check out Nurturebox which brings a lot more to the table! With Nuturebox, you can get integrations with your ATS, along with finding contact information and sending out campaigns. The plugin aims to save time for recruiters— acting as a comprehensive solution for recruiting needs. If you have been trying out several tools that serve your need to find prospects, it’s time you give Nuturebox a try!
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: