← Back

The Ultimate Guide to Applicant Tracking Systems (ATS)

August 16, 2023

Are you tired of submitting countless resumes and never hearing back? Do you want to understand how the hiring process works behind the scenes? Well, look no further! In this comprehensive guide, we will explore the world of Applicant Tracking Systems (ATS) and how they revolutionize the recruitment process. Whether you're a job seeker or a hiring manager, understanding how ATS works is crucial for success in the competitive job market. So, let's dive in and uncover the secrets of ATS!

Table of Contents

1. Introduction to Applicant Tracking Systems

  • What is an ATS?
  • Evolution of ATS

2. How ATS Works

  • The Four Steps of ATS
  • Importance of Keywords
  • Resume Parsing and Ranking

3. Benefits of ATS for Employers

  • Streamlined Hiring Process
  • Efficient Candidate Screening
  • Improved Communication and Collaboration
  • Enhanced Candidate Experience

4. Benefits of ATS for Job Seekers

  • Increased Job Visibility
  • Improved Resume Optimization
  • Enhanced Application Tracking
  • Enhanced Candidate Experience

5. Common Features of ATS

  • Resume Parsing
  • Advanced Search Capabilities
  • Candidate Sourcing and Engagement
  • Email Templates and Communication Tools
  • Analytics and Reporting

6. The Role of ATS in the Recruitment Industry

  • ATS Adoption among Companies
  • ATS vs. CRM: Understanding the Difference

7. The Future of ATS

  • Artificial Intelligence (AI) Integration
  • Social Media Integration
  • AI-powered Chatbots

8. How to Optimize Your Resume for ATS

  • Tailoring Your Resume to Job Descriptions
  • Keyword Optimization
  • Resume Formatting Best Practices
  • Avoiding Parsing Errors

9. Top ATS Providers in the Market

10. Conclusion

1. Introduction to Applicant Tracking Systems

What is an ATS?

An Applicant Tracking System (ATS) is computer software designed to automate and streamline the hiring process. It serves as a centralized database for collecting, managing, and tracking job applications. ATS allows employers to efficiently screen and evaluate candidates, saving time and resources. It has become an essential tool for both large corporations and small businesses in today's competitive job market.

5 Benefits of ATS Integration | Applicant Tracking System
The ATS Process

Evolution of ATS

The use of ATS has grown rapidly over the years as companies strive to improve their recruitment practices. In the past, manual processes and paper-based resumes were the norm, making it challenging for employers to manage large volumes of applications. With the advent of technology, ATS emerged as a solution to automate and simplify the hiring process. Today, ATS has evolved to incorporate advanced features such as resume parsing, keyword optimization, and AI integration, revolutionizing the way companies recruit talent.

2. How ATS Works

The Four Steps of ATS

ATS follows a systematic process to manage job applications effectively. Let's explore the four key steps of how ATS works:

  • Job Requisition: The hiring manager creates a job requisition in the ATS, specifying the job title, desired skills, and experience requirements.
  • Candidate Profile Creation: The ATS uses the information from the job requisition to create a profile for the ideal candidate. This profile serves as a benchmark for evaluating applicants.
  • Resume Parsing and Ranking: As candidates submit their resumes, the ATS parses and analyzes the content, extracting relevant information such as contact details, work history, and skills. The system then ranks the resumes based on their compatibility with the job requirements.
  • Candidate Screening: Hiring managers can efficiently screen and evaluate candidates using the ATS. They can search for specific keywords, skills, or job titles to filter applications and identify the most qualified candidates. The ATS also allows for collaboration among team members, ensuring a smooth hiring process.

Importance of Keywords

Keywords play a crucial role in the ATS screening process. Recruiters often filter resumes by searching for specific keywords that match the job description. To increase your chances of moving forward in the hiring process, it's essential to identify and incorporate relevant keywords into your resume. Analyzing the job description and tailoring your resume accordingly can significantly improve your visibility to ATS. Tools like Jobscan's resume scanner can help you identify missing keywords and optimize your resume for ATS.

Resume Parsing and Ranking

Resume parsing is a key feature of ATS that extracts data from resumes and organizes it into a structured format. This process enables recruiters to quickly review and compare candidate information. ATS can parse both digital and hardcopy resumes, converting them into searchable and easily accessible data. Additionally, ATS ranks resumes based on their compatibility with the job requirements, allowing recruiters to focus on the most qualified candidates. It's crucial to format your resume properly and include relevant information to ensure accurate parsing and ranking by ATS.

3. Benefits of ATS for Employers

13 ATS benefits and what they mean for your business - Workable

Streamlined Hiring Process

ATS simplifies and accelerates the hiring process, saving employers time and resources. It automates manual tasks such as resume screening, application tracking, and interview scheduling, allowing recruiters to focus on evaluating qualified candidates. ATS centralizes all applicant data, making it easily accessible to hiring managers and streamlining communication among team members. With ATS, employers can efficiently manage high volumes of applications and expedite the hiring process.

Efficient Candidate Screening

One of the primary advantages of ATS is its ability to streamline candidate screening. Through advanced search capabilities, recruiters can filter applications based on specific criteria such as skills, experience, and education. This enables them to identify the most qualified candidates quickly. ATS also allows for collaboration among hiring team members, ensuring a comprehensive evaluation of applicants. By automating the screening process, ATS reduces human bias and ensures a fair and objective assessment of candidates.

Improved Communication and Collaboration

ATS enhances communication and collaboration within the hiring team. It provides a centralized platform for sharing candidate information, interview feedback, and hiring decisions. Hiring managers can easily communicate with team members, share notes, and track candidate progress. ATS also facilitates communication with candidates through email templates and automated responses, ensuring timely and professional communication throughout the hiring process. Improved collaboration and communication lead to faster decision-making and a more efficient recruitment workflow.

Enhanced Candidate Experience

ATS plays a crucial role in providing a positive candidate experience. It allows candidates to apply for positions easily and track the status of their applications. ATS enables personalized communication with candidates, keeping them informed about the hiring process and next steps. Additionally, ATS ensures that no candidate falls through the cracks by tracking their progress and sending automated reminders. A seamless and transparent candidate experience not only reflects positively on the employer but also helps attract top talent.

4. Benefits of ATS for Job Seekers

CRM vs ATS: What's the Difference?

Increased Job Visibility

ATS expands job visibility for job seekers by allowing employers to post job listings on various platforms, including company websites, job boards, and social media. ATS enables job seekers to discover and apply for positions more easily, increasing their chances of finding suitable opportunities. By optimizing your resume for ATS, you can improve your visibility to employers and increase your chances of being selected for an interview.

Improved Resume Optimization

ATS prompts job seekers to optimize their resumes by using relevant keywords and tailoring their content to match job descriptions. By aligning your resume with the specific requirements of each job, you can increase your chances of getting past ATS screening. Tools like Jobscan's resume scanner can help you identify missing keywords and highlight areas for improvement, ensuring that your resume stands out to ATS and recruiters.

Enhanced Application Tracking

With ATS, job seekers can easily track the status of their applications. ATS provides a centralized platform where applicants can view the progress of their applications, from submission to evaluation and interview stages. This eliminates the need for manual follow-ups and allows job seekers to stay informed about their candidacy. By leveraging ATS, you can stay organized and ensure you don't miss any updates or opportunities.

Enhanced Candidate Experience

Just as ATS improves the candidate experience for employers, it also benefits job seekers. ATS simplifies the application process, allowing candidates to apply with a few clicks and easily upload their resumes. It provides transparency by keeping candidates informed about their application status and next steps. Additionally, ATS allows candidates to showcase their skills and qualifications effectively, increasing their chances of being selected for interviews. A positive candidate experience can significantly impact your job search success.

5. Common Features of ATS

ATS software offers a wide range of features to streamline the recruitment process. These features vary among different ATS providers but generally include:

Resume Parsing

Resume parsing is a core feature of ATS that automatically extracts relevant information from resumes and organizes it into searchable fields. This eliminates the need for manual data entry and speeds up the screening process. Resume parsing technology identifies key details such as contact information, work history, education, and skills, making it easier for recruiters to assess candidate qualifications.

Advanced Search Capabilities

ATS provides advanced search functionalities that allow recruiters to filter and search for candidates based on specific criteria. Recruiters can search for keywords, job titles, skills, experience, education, and other parameters to identify the most suitable candidates. Advanced search capabilities enable recruiters to quickly find qualified candidates and efficiently manage large applicant pools.

Candidate Sourcing and Engagement

ATS enables recruiters to proactively source and engage with potential candidates. Recruiters can search for candidates across multiple channels, including job boards, social media platforms, and employee referrals. ATS also facilitates communication with candidates through email templates, personalized messages, and automated responses. This ensures consistent and professional engagement with candidates throughout the hiring process.

Email Templates and Communication Tools

ATS offers customizable email templates that recruiters can use to communicate with candidates at various stages of the hiring process. Email templates ensure consistent messaging and save time by automating communication tasks. Recruiters can send personalized emails, interview invitations, and automated notifications, enhancing the candidate experience and streamlining communication.

Analytics and Reporting

ATS provides robust analytics and reporting capabilities that enable recruiters to gain insights into their hiring processes. Recruiters can generate reports on key metrics such as applicant flow, time-to-fill, source effectiveness, and candidate quality. These insights help recruiters assess the effectiveness of their recruitment strategies, identify areas for improvement, and make data-driven decisions.

6. The Role of ATS in the Recruitment Industry

ATS Adoption among Companies

ATS has become increasingly prevalent among companies of all sizes. According to research, over 98.8% of Fortune 500 companies use ATS in their hiring process. Additionally, a significant number of small and medium-sized organizations have adopted ATS to streamline their recruitment efforts. The widespread adoption of ATS reflects its effectiveness in improving hiring efficiency and ensuring a seamless candidate experience.

ATS vs. CRM: Understanding the Difference

While ATS focuses on managing the hiring process, Candidate Relationship Management (CRM) systems are used to build relationships with potential candidates who haven't yet applied. ATS is reactive, managing candidates who have already applied, while CRM is proactive, targeting potential candidates for future job openings. Many companies utilize both ATS and CRM systems to cover all aspects of talent acquisition and relationship management.

7. The Future of ATS

Artificial Intelligence (AI) Integration

AI is transforming the recruitment landscape, and ATS is no exception. AI-powered ATS systems are increasingly being used to automate resume screening, identify potential candidates, and even conduct initial interviews. As AI technology continues to evolve, ATS software is expected to become even more sophisticated, leveraging AI algorithms to select the most qualified candidates and improve the efficiency of the hiring process.

Social Media Integration

The integration of ATS with social media platforms like LinkedIn is on the rise. This integration enables recruiters to identify and engage with both active and passive candidates who match their job requirements. By leveraging social media data, ATS can provide recruiters with a broader pool of potential candidates and enhance candidate sourcing strategies.

AI-powered Chatbots

AI-powered chatbots are emerging as a valuable tool in the recruitment process. Chatbots can interact with candidates, answer their queries, and provide information about the application process. This automation reduces the administrative burden on recruiters and ensures timely and consistent communication with candidates. AI-powered chatbots have the potential to revolutionize candidate engagement and improve the overall candidate experience.

8. How to Optimize Your Resume for ATS

How to Check if Your Resume Is ATS-Friendly

Tailoring Your Resume to Job Descriptions

To increase your chances of getting past ATS screening, it's crucial to tailor your resume to match the specific job requirements. Analyze the job description and incorporate relevant keywords and phrases into your resume. Highlight your skills, experience, and qualifications that align with the job description, ensuring that ATS identifies you as a strong candidate.

Keyword Optimization

Keywords play a vital role in ATS screening. Identify the keywords that recruiters are likely to search for and incorporate them strategically into your resume. Use both long-form and acronym versions of keywords to maximize searchability. Tools like Jobscan's resume scanner can help you identify missing keywords and optimize your resume for ATS.

Resume Formatting Best Practices

Proper resume formatting is essential for accurate parsing by ATS. Avoid using tables, columns, headers, and footers, as they may cause parsing errors. Stick to a standard resume format with clear section headings and bullet points. Choose a professional resume font and save your file in a compatible format like .docx.

Avoiding Parsing Errors

To ensure accurate parsing by ATS, avoid any formatting or content elements that may cause errors. Use simple and consistent formatting throughout your resume. Proofread your resume to eliminate spelling and grammar mistakes that could confuse the parsing algorithm. Following formatting best practices reduces the chances of your resume being overlooked or misinterpreted by ATS.

9. Top ATS Providers in the Market

Finding the right talent is paramount to a company's success. To streamline the hiring process and manage candidate applications efficiently, Applicant Tracking Systems (ATS) have become indispensable tools for modern HR teams. Two of the most popular and feature-rich ATS platforms on the market are Recruitee and GreenHouse. In this comprehensive comparison, we delve into the strengths, weaknesses, and unique features of both systems to help you make an informed decision when choosing the best ATS for your organization's needs.

  1. Recruitee: Recruitee is an innovative and user-friendly ATS that empowers HR professionals and recruiters to optimize their hiring process. It offers a wide range of features designed to enhance collaboration, automate workflows, and attract top talent.

Key Features:

  • Intuitive and customizable interface: With a sleek and easy-to-navigate interface, Recruitee ensures a smooth user experience. Tailor the platform to suit your specific recruitment requirements.
  • Talent sourcing and candidate pipeline management: Simplify candidate sourcing by integrating with various job boards, social media platforms, and employee referrals. Manage candidates effectively with drag-and-drop functionality.
  • Team collaboration and communication: Enhance collaboration among team members by allowing them to score, comment, and review candidates together.
  • Advanced reporting and analytics: Make data-driven hiring decisions using Recruitee's insightful reports and analytics, helping you identify bottlenecks and optimize your recruitment process.
  • Extensive integrations: Seamlessly integrate with various HR tools, including payroll, video interviewing, and background screening services.
  1. GreenHouse ATS: GreenHouse ATS is renowned for its robust and comprehensive approach to talent acquisition. The platform offers powerful features to source, engage, and hire top-notch candidates efficiently.
Recruitment Software & Recruiting ATS | Greenhouse

Key Features:

  • Structured interview kits: Create customized interview templates that ensure consistency and fairness during the evaluation process.
  • Collaborative hiring: Foster collaboration among hiring teams, enabling them to provide feedback and evaluate candidates collectively.
  • Data-driven recruiting: Leverage advanced reporting and analytics to gain insights into your hiring metrics and identify areas for improvement.
  • Candidate engagement: Create personalized communication with candidates, keeping them engaged throughout the hiring journey.
  • Compliance and diversity management: Ensure fair hiring practices with tools that help maintain compliance with regulations and promote diversity in the workforce.

Conclusion: Both Recruitee and GreenHouse ATS are exceptional solutions that cater to the needs of modern recruitment. While Recruitee stands out for its user-friendly interface and flexibility, GreenHouse shines with its comprehensive approach to data-driven hiring and structured interviewing. Ultimately, the choice between the two will depend on your organization's specific requirements and priorities. By evaluating the key features and benefits of each platform, you can make an informed decision that will elevate your recruitment process and lead to the acquisition of top talent.

Key Features and Pricing

Each ATS provider offers unique features and pricing plans tailored to the needs of different organizations. It's essential to evaluate your specific requirements and choose an ATS provider that aligns with your recruitment goals and budget.

10. Conclusion

In today's competitive job market, understanding Applicant Tracking Systems (ATS) is essential for both job seekers and employers. ATS streamlines the recruitment process, enabling efficient candidate screening, improved communication, and enhanced candidate experiences. By optimizing your resume for ATS, you can increase your chances of getting noticed by recruiters and securing job interviews. As technology continues to advance, ATS is set to play an even more significant role in the future of recruitment. Stay ahead of the game by leveraging the power of ATS and unlocking new opportunities in your career journey.

Remember, ATS is your ally in the job search process. Embrace its functionalities, optimize your resume, and let ATS amaze you with its ability to connect you with your dream job!

Now that you're armed with the knowledge of ATS, go forth and conquer the job market with confidence and precision. Good luck on your journey towards career success!

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.

Recruitment insights you won’t delete. Delivered to your inbox weekly.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.