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The power of flexibility in ATS

November 21, 2023

What is an Applicant Tracking System (ATS)? | Bullhorn

The advent of Applicant Tracking Systems (ATS) has brought about a transformative shift in how recruiters manage and streamline their hiring processes. ATS systems have become indispensable tools for recruiters, enabling them to sift through vast pools of candidates, schedule interviews, and make data-driven decisions. However, what sets the best ATS systems apart is their flexibility—a crucial feature that not only benefits recruiters but also significantly enhances the candidate experience. In this blog, we will delve into the power of flexibility in ATS, exploring how it revolutionizes recruitment for both recruiters and candidates.

The Evolution of Recruitment and the Rise of ATS

Recruitment, once a manual and time-consuming process, has seen a radical transformation over the years. The digital age ushered in a new era of recruiting, and the advent of ATS systems in the 1990s revolutionized the industry. These software solutions were developed to help recruiters manage the deluge of resumes they received, with features such as resume parsing, keyword matching, and automated tracking.

ATS systems have evolved significantly since their inception. They are no longer just databases for storing resumes. Today, they are sophisticated platforms that can manage the entire recruitment lifecycle, from job posting and candidate sourcing to interview scheduling and offer management. This transformation has been driven by the need for increased efficiency and effectiveness in recruitment.

The Role of Flexibility in Modern ATS

How To Simplify the Recruitment Process Using ATS - Spiceworks

Flexibility is the cornerstone of any modern ATS system. It allows recruiters to adapt their recruitment processes to the unique needs of their organization and the specific requirements of the positions they are hiring for. Here are several key aspects of flexibility in ATS:

  • Customization: One of the most powerful features of a flexible ATS system is the ability to customize the system to align with your organization's unique workflow. Recruiters can configure the system to match their specific hiring stages, allowing them to automate tasks, notifications, and reminders as needed. Customization ensures that the ATS adapts to your processes, not the other way around.
  • Integration: A flexible ATS system can seamlessly integrate with other software tools and platforms, such as job boards, social media, and email. This integration enhances the reach and efficiency of your recruitment efforts, enabling you to source candidates from a wide range of channels and manage communications more effectively.
  • Scalability: The flexibility of an ATS system allows it to grow with your organization's needs. Whether you're a small startup or a large enterprise, a scalable ATS system can accommodate your evolving recruitment demands. This adaptability ensures that the system remains a valuable asset as your organization expands.
  • Mobile Accessibility: In a world that is becoming increasingly mobile-oriented, a flexible ATS offers mobile accessibility. Recruiters can access the system on their smartphones or tablets, making it easier to stay connected and manage the recruitment process on the go. Additionally, candidates can interact with the system from their mobile devices, making it a more user-friendly experience.
  • Data Insights: Flexibility in data collection and reporting allows recruiters to gain valuable insights into their hiring processes. Customizable reports and analytics tools help in making data-driven decisions, identifying bottlenecks, and optimizing recruitment strategies for better results.

Benefits for Recruiters

The Benefits of Using an ATS Tracker for Recruitment

Recruiters stand to gain numerous advantages from the flexibility of ATS systems. Let's explore some of these benefits:

  • Time and Effort Savings: Customizable workflows and automation features in a flexible ATS system reduce the time spent on administrative tasks. Recruiters can focus more on strategic activities like sourcing, interviewing, and relationship-building.
  • Enhanced Collaboration: With an adaptable ATS, recruiters can collaborate more effectively with team members, hiring managers, and other stakeholders. Customizable permissions and access controls ensure that the right people have the appropriate level of access to the system.
  • Improved Candidate Experience: The flexibility of an ATS extends beyond the recruiter's desk. Candidates benefit from a smoother application process, more straightforward communication, and better access to interview scheduling.

Benefits for Candidates

A flexible ATS system doesn't just serve recruiters; it greatly enhances the candidate experience. Here's how:

  • User-Friendly Applications: Customized application forms and processes are more user-friendly for candidates. They can quickly complete applications, upload documents, and track their progress within the system.
  • Efficient Communication: Flexible ATS systems allow for automated communication and reminders, ensuring candidates are kept informed throughout the recruitment process. This reduces uncertainty and anxiety, leading to a more positive candidate experience.
  • Simplified Interview Scheduling: One of the standout features of a flexible ATS is the ability to offer candidates convenient interview scheduling. With integrated calendars and scheduling tools, candidates can choose interview slots that work best for them, reducing scheduling conflicts and making the interview process less stressful.
8 Major Features to Look for in an Applicant Tracking System

A Win-Win for Recruiters and Candidates

In the dynamic world of recruitment, where every second counts and every hire is crucial, the power of flexibility in Applicant Tracking Systems (ATS) shines brightly. As we conclude our exploration of this pivotal feature, it becomes abundantly clear that flexible ATS systems have the potential to revolutionize recruitment in a manner that benefits both recruiters and candidates.

Recruiters, the driving force behind talent acquisition, find themselves reaping the rewards of adaptable ATS systems. The time and effort saved through customizable workflows and automation can be reallocated towards more strategic tasks, such as candidate sourcing and relationship-building. Enhanced collaboration, enabled by customizable permissions and access controls, ensures that teamwork in recruitment is more seamless and efficient. The recruiter's role is, without a doubt, made easier and more productive by the flexibility of ATS.

However, the impact of flexible ATS systems extends beyond the recruiter's desk, ultimately benefiting the lifeblood of recruitment—the candidates. In today's competitive job market, a user-friendly application process can be a defining factor. The adaptability of ATS systems allows for custom-tailored application forms, making the candidate's journey smoother and more intuitive. Automated communication, another fruit of flexibility, ensures that candidates are kept well-informed throughout the recruitment process, reducing uncertainty and anxiety, and fostering a positive candidate experience.

One of the standout advantages for candidates is the simplified interview scheduling offered by flexible ATS systems. The integration of calendars and scheduling tools allows candidates to select interview slots that work best for them, reducing scheduling conflicts and making the interview process less stressful. This not only streamlines the process but also showcases the organization's commitment to providing a candidate-centric experience.

In conclusion, the power of flexibility in ATS represents a true win-win for recruiters and candidates alike. As the recruitment landscape continues to evolve, the adaptability of ATS systems ensures that organizations remain agile in their talent acquisition efforts, accommodating unique processes and scalability needs. This flexibility not only streamlines recruitment but also greatly enhances the candidate experience, making it a key differentiator in the highly competitive world of talent acquisition. With flexible ATS systems at their disposal, recruiters can nurture talent more effectively, while candidates can embark on their professional journey with greater ease and confidence. It's a transformative force that sets the stage for the future of recruitment, where the marriage of efficiency and candidate-centric practices is the ultimate goal. Embrace the power of flexibility in ATS, and unlock the full potential of your recruitment endeavors.

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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