November 16, 2022
Most companies believe that a strategic plan for recruitment is building a quality talent pool. The methods of recruitment have had a tremendous change in the past few years. From an immediate approach, recruitment has become more of a strategic plan. Recruitment means identifying the need for talent and planning how to fulfill the roles. Recruitment is much different from considering long-term measures and relying on facts.
Today recruiters believe in creating a strategized recruitment plan. Taking a look at the candidate-driven market, you must know that if you start planning on recruiting only when the need arises—you’re already behind. Candidates need an engaging and continual experience from an organization. Right from the time when they apply or show interest in a job to the time they want to get hired—recruiters must engage continuously.
Gone are the days when recruiters responded late to an email coming from a candidate. What works best is to respond instantly to engage with a candidate. Continuous & meaningful interaction is key to maintaining relationships with candidates.
Talent Candidate Relationship Management or talent CRM builds the context of relationships with candidates. Most recruiters view talent CRM interchangeably—either as a concept or a software.
As a concept, talent candidate relationship management refers to consistently engaging with candidates or talent outside the organization. This simply means reaching out to talents to increase possibilities with them. The aim behind doing so is to forge a long-term relationship with top candidates in your radar—build a good impression of your employer brand.
On the hand, talent CRM, also known as recruitment CRMs as a software help create a profile containing candidate information. It acts as the only source of enriched candidate information.
Now, you may ask what contains candidate information? Candidate data is usually of two types—
In sales CRM software, teams depend on the data to improve relationships with customers. Similarly, talent CRM software is developed for recruiters or hiring managers to maintain communication with candidates all throughout the hiring process.
Moreover, using talent CRM solutions recruiters can easily manage talent resources, categorizing, and prioritizing information.
We understand that recruitment is a busy task. Recruiters need to be smart in managing multiple tasks in a short time. For that, tools that make the work easier are ideal. A few features are pretty important when it comes to having a talent CRM.
It is essential for every recruiting team to be aware of the requirements of the company. Every hiring manager should brush up on the necessary hiring processes with the teams. When you know the requirements well, establish the priorities. As you plan to move into the process of hiring, setting priorities helps you to keep sight of what is important. In the middle of multiple tasks, you may forget to set aside time for your priority task. That’s why having a talent CRM to help you through is ideal.
To answer this question, you need a talent CRM simply to make candidate relationships easier to manage. Having a robust talent CRM makes candidate interaction faster than you think. Without the talent CRM in place, recruiters may not be able to achieve recruiting goals within the stipulated time. Having personalized communication with candidates is considered prime when it comes to maintaining meaningful relationships with them.
Recruiters must carry out interaction with candidates in the talent pipeline & in other platforms. Hiring managers can easily segment talent pools and manage them accordingly. A smart way to handle the tactical talent pool of candidates is to keep them ready always. Prepare your talent pool with candidates and keep them engaged. Best ways of engaging with candidates is to send them regular updates of your product.
An ideal talent CRM must have enriched data of your current and previous candidates. Searching through a database is much easier while trying to find candidates. For an even seamless experience, try using tools that help in the process. An all-in-one recruitment tool like NurtureBox gives you an upper hand in the recruitment process. With multiple integrations in place, recruiters do not have to juggle in between tools.
For every organization, it’s essential to invest in a talent CRM—budget must be allotted separately for that. However, how much you set aside for the CRM depends on a number of factors. The foremost factor is how important does hiring stand for your organization? You need to think of these few factors that contribute to the budget. Talk with your hiring team and know what you need to prioritize.
NurtureBox plugin is a great tool if you want your recruitment to go seamless. It comes with multiple integrations such as Greenhouse, recruitee, lemlist and more. Every recruiter can make their hiring process simpler with the NurtureBox plugin in place.
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: