August 16, 2023
For recruiters, what stands most important is to hire the right candidates. As a recruiter, you must spend enough time in analysing a profile—find out what makes a candidate stand out from others.
Recruiters take to various platforms like LinkedIn to look for candidates. Extensions like Nurturebox leverages recruiters with contact information, instant messaging via whatsapp, & more such features. With such features in place, a recruiter can hire easily, with detailed information about the candidate.
A typical hiring post on LinkedIn would something like this—
Such posts may do a great job when hiring fresher candidates—as they keep their eyes open to opportunities. But, what about professionals with more experiences & higher in the hierarchy?
Managers or senior professionals may not always find their way to posts shared by recruiters. Finding candidates from all hierarchical levels is upon how you approach the whole process—without making any mistakes!
But, let’s face it. We all make mistakes, recruiters are no exception.
So, here’s our take on what all to avoid as a recruiter—
Have you given a thought to how many connection requests or InMail messages a professional gets on a daily basis?
That gives you an idea as to how different your approach has to be. Depending on the target audience you’re trying to reach—plan your way. Define your goals and send messages as per the requirements.
Try to stay away from the usual messages that involves drab descriptions about the role. Now is the age to take the messaging game to the next level.
Introduce video descriptions that gather more interests from the viewers. Even if you’re writing down job descriptions, ensure they are crisp and to-the-point. You don’t want to unnecessarily divert the attention of the reader by adding too much information.
Get this straight—you cannot just post that job opening and sit back until a candidate shows up. It doesn’t happen that way anymore!
Let out the information by which candidates will find you out and show interest in your opening.
Finding passive qualified candidates but who aren’t exactly looking for a job change—can be quite daunting. You must look into a few factors before identifying candidates.
LinkedIn can be a great platform to make your strategic move towards onboarding candidates!
Tap into your network referrals to get to know any candidates in the radar. You might end up getting connected to the right candidates.
When you’re about to interview a candidate–make sure you have studied about them. What we mean is that going for an interview without knowing about the candidate’s profile is going to turn out bad!
Breeze through the profile of the candidate to see their profile—get an idea of what projects they have worked in & what skills they carry.
Lack of knowledge about the profile can create a bad impression of the recruiter to th candidate. It shows lack of interest in knowing the candidate.
The best way to value the candidate’s time is to show them how well you already know about them.
Would you feel like answering the same question over & over again? The answer is no.
Now what works with most recruiters is asking behavioral questions. Asking such questions provide a more in-depth idea about the candidates.
Ask about their biggest challenges, strengths & weaknesses. Through conversations, you’ll be able to know a lot about the candidate. Elicit about their power of communication, convincing skills, and a lot more!
Ask questions like—
There’s something called the ‘unconscious bias’ which means that hiring managers end up hiring people that they think are more like them!
You may not realize this as a recruiter, but more than often, you prefer to interview who are more like you or align with your individual preference.
Such a scenario gives arise to a situation where recruiters may lose out on talented candidates—just because they didn’t like them somehow.
When this happens, companies can miss out on hiring the right candidates for the role. Unconscious bias, no wonder clouds the judgement of the hiring managers.
The pandemic had initially made recruiters and overall workforce uncomfortable. It took time for the entire community to adapt to the new way of working.
Cut to the time when remote work is common—recruiters & hiring managers have overcome the challenges. That’s why, ensuring that your business is equipped to handle remote work option is a priority now.
While remote work ensues more understanding and coordination with the employees, extra effort needs to be taken to ensure that there’s less or no distractions at home.
Hiring managers or recruiters can make mistakes while looking for candidates. This in turn can impact in hiring suitable candidates for their business. These few tips can be a saviour in avoiding mishaps—channelizing your talent as a recruiter to hire the best talents in the industry!
Steer clear of anything that comes in your way of approaching, interviewing, and onboarding the ideal candidates. Happy Hiring!!
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: