October 27, 2022
Contrary to the times when organizations would have an upper hand—tables have turned & the job market has become candidate-centric. Candidates have more options now than ever before to choose their preferred roles. Even though the current job market is booming with possibilities for talented candidates. Unfortunately, there aren’t enough candidates to fill in the vacancies.
Taking a look at the shortage of candidates in the job sphere—we can tell you how the dynamics have changed over the last few years. Candidates think differently now about the roles they want to fill. In addition, there are numerous factors involved in how candidates perceive themselves in a position & the organization they’d be working for.
In order to ascertain talent engagement, it’s vital to have clear succession plans & near future goals ready. With a sudden freeze in hiring, recruiters are stuck in a state of limbo. The talent pipeline surely is a wreck amidst the dearth of candidates around.
As a matter of fact, 86% of candidates evaluate & research thoroughly before applying for a job. Why? It’s because candidates now emphasize more the quality & the overall well-being that comes with a role. Therefore, building the talent pipeline must be based upon having only the desired, talented, & suitable candidates.
Even if you aren’t hiring now, it’s a good thing to build your talent pipeline. Aim to include the best possible candidates in your team! Having a robust talent pipeline means having your resources ready to be used when the need arises.
Over the pandemic times, we have noticed a trend—drop-offs by candidates. The biggest mistake that you can do with candidates in your hiring pipeline is not engaging with them enough. Even though we have spoken of that above, we need to tell why there has been a rise in candidate shortage around the industry.
According to a report by U.S Labor Department, roughly 47 million people have left their jobs last year. Organizations are making every effort to retain candidates.
Now to consider the most pressing concern—why is there an increase in the drop-offs by candidates? We will answer it for you.
Hiring becomes seamless and faster when you automate the process. The technology involved in the hiring process can automate job posting, applicant tracking, candidate hiring, etc. Make use of tools such as NurtureBox that optimizes the recruitment process with sourcing automation.
Candidates dropping out during the hiring process is the last thing you want. For that, you need to get rid of any roadblocks on the way. The complicated application process, elaborate steps, paperwork, and lack of communication—are a few reasons why candidates lose interest in the job. By streamlining workflows, you’ll be able to retain candidates till the end.
Checking the background of each candidate is crucial before you hire them. It’s one of the many touchpoints in the candidate's journey. Without proper background checks, companies face the trouble of losing candidates earlier than expected. Screening of candidates' backgrounds can be done easily with automation.
Think about having integrated partners to reduce candidate drop-offs. The new age workspace allows multiple integrations & collaboration for improved performance. The best idea forward is to deploy platform-related capabilities that promise assured results. Take NurtureBox as an example of an automated tool with integrations as support.
You cannot go wrong by investing in automation. It’s surprising yet amazing to know how much automation impacts candidate hiring. It helps in an overall reduction of candidate drop-offs, improves the quality of recruitment, and increases engagement—all is done in a seamless manner. In order to deliver a better candidate experience, automation is a must-have now. Tools that offer automation are best to have.
Much like a sales funnel, a talent pipeline moves potential candidates gradually to hiring through various engagement stages. The top of the funnel for a talent pipeline is to make a passive candidate turn into a successful hire! Therefore, talent engagement is essential.
Imagine this scenario: you’re a hiring manager that needs to fill a highly-valued position that has been vacated recently. As we know, hiring typically takes about 34 days on average, you don’t have that time. But when you have a talent pipeline ready, it takes much lesser time to pick candidates that fit into a position.
Typically, all talent pipelines are created with one goal— to have talented & skilled candidates handy. Candidate engagement is crucial in the talent pipeline because it’s always not about filling roles. The talent pipeline is focused on engaging with candidates & building better relationships with top talents to meet future needs.
Chatbots are a great way to keep the conversation going with candidates, enabling them to know an organization better. Candidates may have many questions about the positions available, the application process, & what benefits the role brings them. For organizations that are packed with a whole lot of tasks & recruiters don’t have enough time to answer your questions, consider having chatbots.
In order to answer all the common queries of your candidates, deploy a chatbot on your website. In this way, you can avoid candidates from getting frustrated about no replies from your side. With the help of chatbots, candidates will be able to get answers to some of the basic information about your organization.
Keep no doubt about how well candidates are going to embrace chatbots, as most websites have them already & individuals are quite well aware of the concept (thanks to Alexa and Siri!).
Being responsive to candidates earns you brownie points. Every candidate wants to receive a confirmation email saying their ‘application has been received’. There are about 96% of candidates who apply for jobs stay wary of whether their application has been received or not. Making use of automation, send email verification to candidates on time. Personalization even in automated emails is doing quite well. Candidates read through it & look forward to working with an organization that values communication.
Further into the application process, even with candidates that do not make it to the next round—sending out a ‘thank you’ message tells a lot about your organization. The point is to add value to each candidate. With automation, you can create a great employer brand reputation!
We’ve spoken before about the advantages of keeping talented candidates in the talent pipeline. But, keeping them there isn’t the end of it all. Typically, there might be numerous talents around the industry who are open to opportunities. At this point, you may not be the one who is looking to hire. Having candidates in the pipeline and nurturing them is the best way to prevent them from getting cold.
Keep the candidates in your talent pipeline always engaged. Send them newsletters, and keep them updated with the latest press releases. The target is to keep them in the loop so that they don’t forget you exist! Basically, keeping the communication lines open. A great way to do this is to post on social media regularly. Stay connected with candidates through motivational quotes, a few words from your CEO, fun activities at the workplace, & more.
The aim of reducing drop-offs in the hiring pipeline is to keep a resourceful workforce. You may not be hiring every month, but make sure that your talent pipeline is ready. Engage with the candidates that you keep in the talent pipeline. Top talents are tough to catch, mostly because either they’re not willing to switch or they have better opportunities in hand. Ask yourself, what makes you a better option for them? Why should they join your organization?
Talent engagement begins from the time a candidate shows interest in an organization and continues even after a candidate is hired. This means talent engagement is a consistent process and must continue till the time you think a candidate is significant to the organization. Techniques in carrying out talent engagement are not that difficult to follow. All you need is consistent efforts in retaining a candidate for as long as you want.
Let’s take a look at the benefits that talent engagement brings in—
A candidate or an employee needs nurturing—constantly reminding them of your organization is a good practice. For a candidate in the talent pipeline, it’s easy to forget about your organization. Sending them newsletters, personalized emails, and sharing fun activities of your company is a good way to be in their minds. Similarly for an employee, appreciating their efforts through rewards, benefits, and accolades work best to make them feel they’re important. In the first case, there are more chances of candidates turning into employees. And, candidates who feel important, become even more productive in their duties.
You’ll notice a difference when communicating more with your employees. Increased interaction improves relationships with employees. Interact with candidates or employees to let them know about the latest news about your organization and more. We all know interaction with candidates or employees on a regular basis is important. Sending emails from time to time, personalized emails, and even interacting on popular messaging platforms like WhatsApp. Easy way to do it is through NurtureBox—a tool that comes with amazing features!
A workforce that is motivated will be more dedicated to the organization. The best way to earn more profits is to nurture the employees that work for your organization. Ensure that you take care of your employees, know what they need, and offer them an amazing work environment. When these things fall in place, profitability is guaranteed. Make more profits with a bunch of motivated employees.
Imagine having a tool in hand that can act both as a talent engagement and sourcing automation tool. Well, that’s NurtureBox for you! This tool makes hiring so much easier. For talent pipeline only, the AI-powered tool can do wonders. When it comes to talent engagement, the tool allows you to send personalized emails, carry on conversations on WhatsApp, and do a lot more. Moreover, as a sourcing automation tool, it allows integrations such as Greenhouse and recruitee that fetches candidate data to make reach out easier.
Track candidates, send emails & messages, and engage with them like never before! NurtureBox is an all-inclusive tool with integrations that make recruiting seamless. Unique features like approaching candidates via WhatsApp messaging are game-changer when it comes to engagement.
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: