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.
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.
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:
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.
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.
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.
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:
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.
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.
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.
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.
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:
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:
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: