Economic crises invite declining sales and profits for small and big businesses. Especially recession in the global markets impacts big enterprises and small export businesses.
How do businesses manage?
Businesses have to adopt cost-cutting strategies and depend upon lay-offs to sustain their operations. They analyze the business workflow to eliminate unnecessary costs. Companies target their hiring costs to keep the business afloat.
But would it not impact the business performance?
Often businesses make the mistake of firing their employees to save cost, instead of optimizing their business processes. In the majority of situations, companies can run cost-effectively by hiring and retaining top talent while enhancing their hiring workflow.
How can a business optimize its hiring process and sustain recession?
There are many ways to cut hiring costs including cost optimization, reviewing compensation plans, etc. Of all, one strategy stands out and completely changes the way recruiters hire people.
Outbound Recruitment
Outbound recruitment is a cost-effective hiring strategy, allowing recruiters to attract top talent while reducing hiring costs. It involves actively prospecting and reaching out to qualified candidates to hire them. Recruiters spend their time engaging and strengthening the relationship to ensure that these top candidates choose their company when a vacancy arises.
In today's blog, we will talk about the top 7 strategies to cut hiring costs and maximize business profits. We will discuss in elaborate how outbound recruitment can prove to be an effective recruitment strategy for hiring top candidates. First, let's start by understanding why your business should focus on cost-cutting.
What Is The Importance Of Cost-Cutting In The Business?
Every business has three types of costs while running operations- good cost, bad cost, and best cost.
- Good cost means expenses that are essential for business survival, such as setting up machinery, getting marketing tools, hiring people, etc.
- Bad cost means expenses that aren't linked to business operations or profits directly. They lead to resource wastage and include expenses, such as spending on additional machinery, hiring additional people unnecessarily, etc.
- Best cost means expenses that add uniqueness to the company and help the business to differentiate and book profits, such as investing in social media for sales and awareness.
Businesses aim to cut costs by reducing the good cost and eliminating all the bad costs. This helps them to enhance their profitability and achieve long-term success.
The main aim of cost-cutting is to optimize and efficiently run the operations, instead of solely trying to cut expenses. But why should businesses give extra attention to cost-cutting?
- Economic Adversities- Economic conditions are dynamic and constantly affecting business profits and revenue. This makes it difficult for businesses to manage all the expenses and survive the recession. Cost-cutting helps them to optimize operations and expenses, which helps in sustaining the cash flows and business operations.
- Reducing Margins- Dynamic markets and inconsistent demand force businesses to shrink their margins. They are compelled to operate on a small amount of profit and survive via break-even profit. Cost-cutting provides an opportunity to maintain profitability and grow business gradually.
- Increasing Competition- Rising competition forces businesses to optimize their workflows and create a differentiation to stand out. Cost cutting helps the business to offer competitive prices and invest more in product development. These additional funds can help departments, such as marketing, R&D, etc. To experiment and attract more audience.
- Innovate- Innovation is crucial for businesses to survive and delay the decline phase. A company spends enormous amounts in research and development to innovate and bring unique solutions. Cutting costs help them to divert more funds to innovation and invest in new product development. This becomes a growth driver and helps to overcome competition efficiently.
Businesses often confuse cost cutting as completely eliminating certain expenses and bringing major changes in business operations. This will do more harm than good. This will create an environment of resistance and might hamper business capabilities. It will impact the business by reducing the ability to meet future demands or exploit new opportunities.
How Can HR Help Cut Costs?
IMAGE: A visual representation of all the strategies "How Can HR Help In Cost Cutting"
Strategy 1: Work Allocation
Strategy 2: Streamline Workflow
Strategy 3: Review Compensation Packages
Strategy 4: Training Cost Optimization
Strategy 5: Leverage Technology
Strategy 6: Strength Employer Brand
Strategy 7: Eliminate Bottlenecks
Of all departments, cost-cutting impacts the HR team the most. They have to fire people, freeze hiring, deal with unqualified candidates, and much more while having to attract top candidates with competitive compensation. Additionally, they need to optimize their processes and ensure cost efficiency, while ensuring a strong workforce.
How can recruiters achieve cost efficiency and a competitive workforce?
Forecast And Plan Future Hiring Needs
Recruiters must spend time understanding business needs to forecast the hiring needs. Based on this analysis, they shall map out their hiring efforts to build a healthy workforce. Additionally, they must operate with a cost-efficiency mindset to support business survival.
How can HR teams support cost-cutting initiatives?
Analyze, Eliminate, Optimize!
Recruiters must start by analyzing and identifying the good, bad, and best costs. Further, they must aim to decrease their expenses and optimize their workforce cost. Optimizing the expenses will leave the team with additional funds to reinvest in the business. Finally, they will upgrade the hiring process to attract and hire top candidates.
Below are the top 7 actionable strategies to cut hiring costs and drive business growth.
Strategy 1: Work Allocation
IMAGE: Work Allocation pointers displayed via visuals in a tabular format "Adopt Diverse Work Allocation Strategies"
- Outsource
- In-house
- Redistribute internally
- Hire temporary workforce
- Restructure teams
Recruiters' priority is to optimize costs without hampering the workforce and business performance. Since most companies rely on layoffs and cutting the pay of employees, it degrades performance and has a direct impact on revenue.
Solution?
Diversification of Workforce
Recruiters can diversify the workforce and adopt various strategies to ensure cost efficiency without compromising work quality. Here are 5 ways recruiters can allocate the work without worrying about business growth.
- Outsource- Outsource certain jobs and tasks to third-party teams, which have the experience and expertise to handle the work seamlessly. This will save your hiring time and you need not spend a lot on their training and other perks. Outsourcing can also help relieve the burden off internal teams, ensuring that the work quality does not affect.
- In-house- Instead of relying completely on outsourcing, recruiters can turn their focus on building a quality in-house workforce. This is suitable for long-term projects or requirements, demanding in-depth business knowledge and expertise.
- Redistribute Internally- Another way is to distribute the work and responsibilities within the team internally only. This will involve diversifying the job role of an employee and enabling them to expand their work scope. This saved hiring costs and training resources.
- Hire Temporary Workforce- Hire freelancers, independent contractors, and other temporary employees for short-term projects. This helps to exploit new opportunities without worrying about the business's capacity. Businesses can save resources and earn greater profits by meeting unexpected demands.
- Restructure Teams- Recruiters can opt for internal movement within the organization and restructure the teams to meet the business needs. This involves analyzing the capabilities of each employee and restructuring the teams based on employee strengths and weaknesses. The aim is to reduce hiring costs and effort, without compromising on the opportunity.
Strategy 2: Streamline Workflow
Often, the recruitment costs are high as the process itself is not optimized. There are overlapping functions, delays, unnecessary approvals, etc. This increases the cost and adds redundant steps to the workflow.
Solution?
Streamline Recruitment Workflow
Recruiters can adopt various methods and streamline the hiring process to enhance its efficiency. Some helpful strategies are:
- Automate parts of the hiring process, such as vetting, screening, application tracking, sourcing, etc. There are tools for each process and you can automate them based on your requirements. Moreover, they reduce the chances of biases and get the work done efficiently.
- Opt for outbound recruitment which enables the recruiters to target specific ICPs and hire top talent. This helps to save hiring costs by eliminating the ambiguity of job roles and finding the ideal candidate.
Recruiters shall aim to create a consistent hiring process to offer a positive hiring experience to the candidates. Moreover, every time a hiring need will arise, the recruiters shall have a clear map to tap the top candidates.
Strategy 3: Review Compensation Packages
Compensation strategy and flexibility are critical to attracting and retaining top talent. If the candidates find the pay less attractive, the company might lose qualified candidates to competitors. Contrarily, paying more than the industry average will cost the company.
Solution?
Review Compensation Strategy
Recruiters shall study the market and identify the industry standards for a particular job role and industry. They shall highlight the employees with salaries beyond or below the industry standard. Recruiters then must take measures to extract true value to match the pay.
- For salaries over the industry standard, recruiters can include either altering the compensation package or revising their scope of work. It will involve reviewing the benefits package and removing any unnecessary perks offered.
- For salaries under the industry standard, recruiters can revise the compensation and offer a higher value. This will help retain the top employees and help to build a competitive workforce.
Strategy 4: Training Cost Optimization
Businesses have many training modules and programs for their employees to maintain competency. HR keeps adding new training modules to meet the dynamic market and increasing competition. This lays the burden on the HR teams since building a huge library of training material burns a hole in the pocket.
Solution?
Optimizing Training Cost
Recruiters can optimize and reduce their training costs in various ways. It will start by creating a proper training plan and mapping out the job training requirements beforehand.
- Opt for third-party training professionals, which will save time and effort to build a complete training library internally. Also, this will save the money wasted on obsolete training programs, which are no longer relevant.
- Eliminate any unnecessary training programs, which are not useful or relevant to business now. The training material must be revised every few months to protect its true value.
Strategy 5: Tech Stack Consolidation
Recruiters rope in various tools to help in the hiring process. This could include automation tools to ease out the admin work or reporting tools to better analyze the data. However, often, recruiters end up with way too many tools without truly extracting the value of any of the tools.
Solution?
Tech Stack Consolidation
Tech stack consolidation means stringing together all the tools and software to build a proper workflow. This helps to remove redundancies and complete exploitation of each tool. How can recruiters do this?
- Start by reviewing all the tools and software and save in renewals by opting for yearly plans and combo plans. Opt for sites that offer lifetime deals where you can subscribe to apps at minimal costs by paying only once.
- Remove and replace redundant apps by carefully analyzing the tech stack and opting for one-done software. Opt for tools that get more done, instead of subscribing to multiple apps doing the same or individual tasks.
Strategy 6: Strengthen Employer Brand
Recruiters spend a lot of time attracting and retaining top talent, while also having to deal with enormous unqualified candidates. As a result, the hiring cost increases and businesses have to spend more on advertising and job board to find qualified candidates.
Solution?
Employer Branding
Employer branding means taking measures to enhance the company's perception as an employer for candidates and employees. It aims to build a positive narrative for the company so that top candidates willingly join the company and serve with complete loyalty. But how to strengthen employer branding?
- Use social media to attract and engage with desired candidate persona. This will save money and create a positive impact on the candidates. Recruiters can share valuable information, highlight employee value propositions, and build relationships with desired candidates to hire them when the vacancy arises.
- Opt for tools to automate the hiring process and reduce biases. This will help strengthen the DEI efforts and create a positive impact on candidates. Moreover, companies will be able to attract a larger number of candidates, including underrepresented groups.
Strategy 7: Build Talent Pools
Finding qualified candidates is the biggest hiring bottleneck for recruiters. Increasing spending on job boards and marketing solely won't help. Moreover, this inefficiency adversely impacts business revenue and operations.
Solution?
Talent Pools
Recruiters must spend time and build a talent pool with qualified and deserving candidates that are fit for the business hiring needs. It will help them have qualified and engaged candidates all the time of year, speeding the hiring process whenever a vacancy arises. Moreover, it will save the internal team from the burden of covering for the missing employee, ensuring employee satisfaction.
- Leverage social media to source and engage with top talent and fill the talent pipeline. This will help strengthen the employer brand and talent pool together.
- Opt for a multichannel hiring strategy by employing various channels for sourcing and engaging with candidates. This includes platforms such as Twitter, FaceBook, WhatsApp, job boards, referrals, etc. to find qualified candidates and nurture them!
Bottom line: You need not opt for all the strategies together. Recruiters must analyze the business's current situation, needs, and priorities to decide on a few strategies to cut hiring costs. They must evaluate the ROI from each of the strategies before adopting it permanently. This includes studying the business impact and matching it with the investment in each strategy. Additionally, they must account for any risk factor and draw a timeline for ROI to ensure business continuity and growth. A proper timeline will help to plan the implementation and budget ensuring cost efficiency.
Maximizing Cost Efficiency: The Power of Outbound Recruiting to Reduce Hiring Costs
How does it feel to have to go through hundreds of applications only to find none of them the perfect fit for the job?
Recruiters have been there, where they receive a storm full of unqualified candidates after posting a job vacancy. This wastes recruiters’ time and effort plus the money spent on job boards and marketing. So, what is the solution?
Outbound Recruitment
Outbound recruitment is a proactive approach to sourcing and engaging with qualified candidates. Recruiters start by building a prospect list of potential candidates based on a specific candidate persona. They target a small particular group of people and reach out to them to engage and build interest in the company. Since the approach is personalized, recruiters get to attract and hire top candidates cost-effectively. Moreover, they can build a strong talent pool that eases the hiring process.
But why outbound recruiting?
- Recruiters can target specific persona to reduce any inefficiencies and save their resources wasted on unqualified candidates. It enables them to target even the underrepresented and passive candidates.
- The hiring efficiency increases and the company can build a competitive workforce. Moreover, it positively impacts the employer brand by strengthening it as a by-product.
- Recruiters have enhanced response rates since the whole campaign is personalized and aims to provide value to the candidates. This also provides candidates with a positive hiring experience, improving the employer's brand.
Now the real question: How to reduce hiring costs with outbound recruiting?
- Reduce Company Turnover Rate: This strategy enables recruiters to target a specific ICP and hire the desired candidates without experimentation. The result is increased hiring efficiency, where the recruiters can build a competitive workforce of qualified candidates. This reduces the turnover rate and saves the costs of replacing a bad hire.
- Get Qualified Candidates: Outbound recruiting is a proactive approach where recruiters actively seek qualified candidates. This eliminates the chances of unqualified candidates and helps to get the top candidates. These employees help to build a competitive workspace and possess a great sense of company loyalty. Additionally, with outbound recruiting, recruiters can target passive and underrepresented candidates.
- Effective Hiring Strategy: Outbound recruiting is a personalized approach to sourcing and engaging with candidates. Recruiters share valuable information and highlight company culture and values, boosting engagement. This leads to improved response rates, a high offer acceptance rate, and reduced hiring and screening time. Moreover, recruiters get more control over the hiring campaign.
Bottomline: Recruiters can adopt outbound recruiting and experience cost efficiency in no time. It helps to streamline the process and embrace the multichannel hiring strategy. Moreover, it eliminates various hiring bottlenecks and helps in hiring the top talent. Additionally, recruiters can embrace technology and build a stronger talent pool by proper forecasting and planning business needs to cut hiring costs.
Reduce Hiring Costs in 2023 with Outbound Recruiting: Nurturebox
We talked about how technology plays an important role in recruiting costs, be it to automate or remove redundant tools. Our advice?
Cut hiring costs and opt for HR tools that automate the hiring process without increasing the burden. They should integrate with the existing HR tech stack easily and make hiring effortless. Our pick?
Nurturebox: The Ultimate Solution To Cut Hiring Cost
Nurturebox is a talent engagement solution that helps recruiters to source and engage desired candidates seamlessly by eliminating all the admin work. It helps in embracing the outbound recruiting process by presenting all the features essential for engaging with qualified candidates. You can build a strong talent pool with NurtureBox without worrying about unqualified candidates or increasing hiring costs.
NurtureBox is a free chrome extension that helps recruiters to nurture qualified candidates on desired platforms without the hassle of navigating through hundreds of tools. With a simple download, recruiters can integrate the tool with their tech stack and engage with desired candidates. Hiring was never this easy!
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:
- Build positive brand awareness
- Make your audience stick around for longer
- Get better traction on social media
- Gain more trust of your audience than ever
- Generate qualified leads
- Improve conversion rates
- Boost business visibility with SEO
- Position your brand as an authority
- Cultivate loyal brand fans
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.
What is The Role of 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:
- Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
- Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
- Specific goals along with a pre-decided timeline
- Various channels to be targeted for content distribution
- Types of content to be created
- Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
- Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
- Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
- Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
- Content editing and ensuring adherence to a certain style guide
- Continous publishing and distributing content
- Measuring and analyzing performance
How to Hire a Content Marketer: Step-By-Step?
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.
Top Must-Have Skills in a Content Marketer
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
- Excellent Writing 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.
- Audience Research
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.
- Keyword Research
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.
- Data-oriented Content
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..
- Project Management, Planning, and Publishing –
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.
- Content Promotion
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.
- Performance Analysis
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.
Step 1: Create a Candidate Persona
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:
- What are the educational qualification criteria for the role?
- How many years and what type of work experience do you want in candidates?
- What are the specific skill sets you’re looking for?
- Which industry experience would you primarily prefer?
- Are there any tools your candidates should be hands-on with?
- What are some personality traits that will fit your company?
- Where do they look for a new job?
- What are their career and life goals?
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.
Step 2: Document the Role Requirements and Decide on Your Recruiting Process
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.
Step 3: Prepare a Content Marketing Job Description
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:
- Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
- Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.
- Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
- Perks and Benefits: The compensation details, perks of the job, and any other benefits.
- About the Company: Why should a candidate consider working with your company?
Content Marketer Job Description Template
Role
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.
Responsibilities
- Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
- Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
- Measure impact and perform analysis to improve KPIs
- Include and optimize all content for SEO
- Contribute to the localization of processes and content to ensure consistency across regions
- Review and implement process changes to drive operational excellence
Requirements
- Proven content marketing, copywriting, or SEO experience
- Working knowledge of content management systems like WordPress
- A well-maintained portfolio of published articles, blogs, copy, etc
- Proven experience of working under pressure to deliver high quality output in a short span of time
- Proficiency in all Microsoft Office applications, Google Suite
- Fluency in English or any other required language
Soft Skills
- Excellent verbal and written communication skills
- Excellent writing and editing skills
- The ability to work in a fast-paced environment
- The ability to handle multiple projects concurrently
- Strong attention to detail and the ability to multi-task projects and deliverables
Step 4: Source Candidates
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.
- Begin with what to expect from the role at your company?
- Why should candidates apply for the position?
- Highlight the growth opportunities
- State the company vision and mission
- Briefly describe the recruitment process
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:
- LinkedIn
- Indeed
- Instahyre
- ZipRecruiter
- Monster
- GlassDoor
- CareerBuilder
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.
Step 5: Evaluate Candidates and Interview Shortlisted Ones
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.
Step 5: Make the Hire
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.
- Get the required documents and set up the offer agreements with candidates
- Organize an orientation session for the onboarded candidates
- Introduce them to the entire team and the marketing teams they will be working with
- Guide the new candidates about your company management tools and communication channels
- Provide candidates with forms for benefits and perks like Health Insurance.
Supercharge Your Hiring for Content Marketer with Nurturebox
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:
- Install the Nurturebox Chrome plugin and sign up.
- On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
- Add the qualified candidates to your sourcing campaign pipeline with just a click
- Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.
