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How Sourcing Automation Tools can Improve Your Hiring Efficiency?

August 10, 2022

Keeping your talent pipeline filled with quality candidates isn’t enough anymore. The last decade has been testing for recruiters – talent shortage, competitive heat and growing demands being the most constant roadblocks. Even continuous pivot in strategies and exceptional efforts couldn’t deliver efficient hiring in numerous cases. Apart from all the external challenges, you are consistently racing against time when it comes to sourcing, engaging and evaluating prospects. 

There’s only one path towards recruiting better - act smart and act fast! The need of the hour is to optimize the most human-centric tasks (interacting) and get rid of the iterative tasks. Candidate sourcing automation enables your team to hire smartly and efficiently by primarily focusing on understanding and qualifying the talent.

Contrary to popular belief, AI (or automation) is not used to hire candidates on our behalf. Intelligent sourcing automation tools infact help us to hire better and streamline the recruitment process. The most beneficial outcomes of automation in hiring include saving time (67%), removal of human bias (43%), matching with the best candidate (31%) and saving money (30%).

It should be kept in mind that the core strength of a recruitment team lies in their ability to engage and interact with talent effectively. No doubt the tough competition has forced a few changes to the recruitment practices, but even then the objectives remain the same.

Candidate sourcing automation can be trusted to streamline the top-of-the-funnel tasks including – sourcing, outreach, engagement and ATS management. Hence, you would be able to manage your talent pipeline without any hassle and whenever a requirement arises, you know where to go for the best options.

Let’s now dive deep to discuss in detail sourcing automation and how such tools make hiring better, faster and easier. 

What is Candidate Sourcing Automation?

Automated candidate sourcing is aimed at scaling the discovery, outreach and engagement of talent. With continuously rising demand for top talent, candidate sourcing automation is clearly becoming a ‘need’ rather than a ‘nice-to-have’ for recruiters. Saving time, reaching diverse talent pools, boosting engagement efficiency, and analyzing sourcing insights are just a few top-level benefits of automated sourcing, the process allows recruiters to optimize the hiring journey in numerous ways.

A survey by Deloitte found that finding qualified candidates is the biggest challenge for 61% of the recruiters. And around 80% of executives believe AI and automation will boost recruitment productivity while considerably improving performance.

Tasks like finding contact details, adding each candidate to your ATS manually, multi-channel outreach, and engaging and nurturing consume a majority of your time. With candidate sourcing automation, all of these along with pre-screening of candidates can be taken care of by the sourcing automation tool. 

The recruitment industry has transformed and the dominance of enterprises is hardly relevant now. To hire top talent, you need to follow a candidate-centric approach. Although employer brand does play a significant role in attracting the best candidates, whether or not you will successfully hire them depends on the interaction, engagement and the overall recruitment experience. So as a recruiter, you need to maximize your focus on the quality of hiring and recruitment experience.

Why is it important to Automate Candidate Sourcing?

What comes to your mind when you hear candidate sourcing? Reaching out to a number of passive candidates and connecting with them to know if they’re interested and fit well into your organization – all of this to hire the most talented people and save capital and time. Candidate sourcing automation helps scale this approach so that your recruitment team can drive growth and help in scaling your organization. 

Here are three reasons why automated candidate sourcing is important for enhancing  your hiring efficiency:

#1 To Build a Great Talent Pipeline

Hiring requirements are almost never known well in advance to any of the recruiters. Unrealistic deadlines are common in SMBs and you need to cope with the rapidly growing demand. The ideal road to redemption? Keep your talent pipeline filled with top-quality talent. 

Regular sourcing of candidates, especially for the verticals with frequent demand for hiring, is vital. On average, recruiters spend around 30 hours every week sourcing candidates. Undoubtedly, manual sourcing takes a majority of your time. And candidate sourcing automation enables you to build a talent pipeline through minimal efforts and in less time.

#2 To Enhance Productivity

Sourcing automation is directly linked to your productivity as a recruiter. With help of AI and automation, you can get so much done within a limited time and work continuously on optimization of your processes as well. Additionally, leveraging technology in sourcing candidates removes the potential bias that humans usually tend to have.

Productivity is driven by your management and candidate sourcing automation drives your hiring journey. How? By taking care of continuous database updating and candidate engagement. As a result, you reach out to more people, book more interviews and hire far better talent than when you source a few candidates manually. Optimization of workflows and automating the repeatable tasks allows recruiters to boost their productivity and connect with top-quality candidates.

#3 To Reduce Time and Cost to Hire

Making your recruitment journey faster can be pivotal for your organization and its growth. On average, a tech talent takes 49 days to hire and it’s clearly way more time than what executives expect from recruiters. And more time simply means the high cost of hiring, but we already know where the majority of the time goes when you need to manually manage each step of the sourcing to hiring cycle.

Another point to be noted is a bad hire cost a company 30% of the employee’s yearly pay – which again brings us back to sourcing better through automation. It’s crucial that we don’t leave any stones unturned when it comes to sourcing the best possible candidates, to save precious resources and grow seamlessly.

Top Automated Candidate Sourcing Techniques 

Recruiters today have a range of choices when it comes to candidate sourcing techniques and strategies. From AI to automated candidate database sourcing solutions, the possibilities are endless. Here are a few of the best strategies for candidate sourcing automation:

  1. AI for pre-screening candidates

An intelligent sourcing automation technique is based upon an AI algorithm that helps you decide if a candidate is fit for your open position or not.

Primarily for sourcing active candidates, AI for pre-screening makes sure that all the applications are being considered equally. It’s a great approach to ensure all of the CVs and resumes are being checked unlike recruiters when done manually. 

  1. Sourcing and Hiring Chatbots 

Another technique powered by AI, chatbots can be a real game-changer as they enable real-time conversations. Effective candidate engagement is the key to converting your candidate talent pool to your employees.

A chatbot gives the convenience of an instant valuable solution to any problem asked over it. It is evident that candidate experience matters immensely too.

  1. The Recruitment Funnel

You have heard about funnels before, but it was about sales, right? Recruitment funnel automation functions in a way somewhat similar to what sales funnels do but here you’re selling to talented candidates instead of your target buyers. 

A recruitment funnel technique of sourcing candidates involves targeting the top experienced talent through ads, personalized email campaigns and website landing pages – all automated. 

  1. Automated Outreach and Engagement

Intended for sourcing passive candidates, automated outreach and engagement techniques are getting immensely popular. This automation approach allows to scale candidate sourcing and explore diverse talent pools through multi-channel outreach. 

An automated candidate sourcing tool following this technique allows you to add prospects to your campaigns, automate outreach through multiple channels and engage with them continuously. The best part – you don’t need to maintain the candidate database and update it manually but you still get valuable insights to optimize your sourcing performance.

Why Candidate Sourcing Should not be Done Manually?

If you have been in the recruitment space for more than a year, you probably know how frustrating things get when you don’t have tangible results (successful hires) even after weeks of brainstorming, planning and executing.

Why does it happen? Because you cannot focus on the most critical parts of the recruitment journey including interacting with candidates and evaluating them. Here are the top reasons why you should not source candidates manually:

  • You cannot hire at scale when sourcing manually
  • Unlocking diverse talent pools is blurry 
  • You end up investing a lot of time for a rather small candidate pipeline
  • It does not allow you to focus on more important tasks
  • Gets immensely hectic at times due to a variety of tasks and maintenance
  • Prone to errors and inefficient engagement

How NurtureBox Solves Candidate Sourcing?

NurtureBox enables recruitment teams to automate and scale multi-channel outreach to identify, evaluate and hire top talent for their organization. From finding candidates to adding them to your campaigns with a single click and analyzing your performance insights, the comprehensive platform allows you to execute personalized sourcing campaigns. 

As we are headed towards a candidate-centred recruitment culture, NurtureBox helps you interact and engage with your target prospects on their preferred channels. More importantly, our Chrome extension allows you to connect your existing ATS within a few seconds and offers numerous plugins for a fully automated candidate sourcing and engagement experience. 


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.

  1. 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.

  1. 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.

  1. 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.

  1. 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..

  1. 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.

  1. 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.

  1. 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


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.


  • 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


  • 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.

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