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The Ultimate Guide To Building An Engaging Talent Community in 2023.

March 24, 2023

Recruiters spend a lot of time building a strong talent pool with qualified candidates. But this strategy of passive hiring has one significant drawback. Talent pool means one-way communication, implying that the recruiters communicate and engage with candidates at their convenience. On the other hand, candidates might only get a reply or an update if they are fit for the job. 

A talent community is another passive sourcing strategy that covers up all the loopholes of the talent pool and acts as a two-way communication channel between recruiters and candidates. Candidates have more freedom to discuss the company and their respective fields openly. There is more belonging and a better environment for collaboration.

But what is a talent community? In today’s blog, we will discuss what a talent community is, and how to build one to reap maximum benefits.  

What Does the Talent Community Mean?  

A talent community is a sourcing strategy to tap qualified talent and nurture them till a vacancy opens. Recruiters provide candidates with a platform to network and get valuable information while engaging with them as a form of passive recruitment. 

But how does it help?

Recruiters communicate about company values and culture while building a self-feeding talent pool to attract top talent. They tap qualified talent through multiple channels like social media, newsletters, candidate portals, etc., to keep them engaged and interested in the company. 

What is the Purpose of the Talent Community?

Recruiters spend a lot of time managing the hiring process and engaging with passive candidates. They have a lot of tasks like- forecasting needs, creating JDs, drafting SOPs and documents, providing an amiable work environment, etc. So, why will they spend extra time on building a talent community? 

  • Save Cost Per Hire- The community includes interested candidates who wish to work with your organization and have an idea of company culture. This provides recruiters with pre-vetted qualified candidates, saving their marketing and other hiring costs. They will spend less on posting job ads and finding candidates from their network easily. 
  • Reduce Time To Hire- A talent community is a place for job seekers to find job opportunities. The community members are engaged and willing to work with the company, saving recruiters time to match candidates with the open roles. Moreover, the vacancy will be filled quickly, reducing the impact on business revenue. 
  • Improve Quality of Hire- The community offers qualified candidates who are fit for the job and familiar with company culture.  This ensures that the candidates understand the company values and role better. Moreover, they are genuinely interested in the organization, improving the quality of hire. 
  • Increase Job Offer Acceptance Rate (OAR)- Recruiters often need more qualified candidates when they choose another company and reject the offer letter. This leads to resource wastage and ruins the hiring efforts. With community, recruiters can share company values and job perks while building a strong rapport with candidates. This increases the OAR, leading to minimal waste and hiring the desired candidate.
  • Offer Better Candidate Experience- The community allows recruiters to connect with candidates, leading to open communication and transparency. This ensures that candidates receive clear feedback and there is two-way communication. 
  •  Attract Passive Candidates- Recruiters can spend their time on something other than sourcing and engaging with passive candidates. With a talent community, they are building a self-feeding talent pool with qualified candidates. Talent communities will offer valuable resources and networking opportunities, automatically enticing top candidates to join the community. 
  • Diversify Talent Pool- The talent community enables recruiters to tap a larger pool of candidates, including underrepresented candidates. This is because the members don’t go through a screening process or aren’t interviewed, mitigating the chances of bias. Hence, the recruiters get a group of qualified candidates from diverse backgrounds.

How Do You Build a Talent Community? 

Recruiters believe that bringing all the passive candidates into a single group to share company updates and vacancies can serve as a talent community. This leaves hundreds of companies with an email list of people who aren't the top talent in the industry and serves no purpose. 

Recruiters need to spend more time nurturing their community members and treat the community as a community pool. They need to plan their activities and use them to share company information and provide a networking platform. Hence, they often end up with a group of unqualified candidates who are not the perfect fit for the company. 

Here is a 3-step process to create a valuable talent community that serves its members and your organization. 

Step 1: Choose a Platform

The first step is planning and understanding the business capacity. Recruiters shall analyze the resources available to them. This involves estimating the budget, forecasting business hiring needs, researching available CRMs and their suitability, and much more. This information allows recruiters to pick a platform that integrates seamlessly with their existing tech stack and brings together valuable community members.

The recruiter estimates the business hiring needs and their budget to invest in a dedicated CRM (candidate relationship management). A CRM helps the recruiters to manage the community efficiently by using automation for messages and following-up. 

They will spend time engaging but need a platform that blends well with the remaining HR tools. It becomes the core hub for bringing potential and old qualified candidates to one place. 

Some of the best platforms are Discord, Slack, Facebook Groups, Reddit, etc. Some of these provide valuable features in the paid version, making running and managing the community easier. 

Step 2: Create a Candidate Network 

Once you decide on the platform, you must invite the desired target audience to join your community. However, now we have two questions to address:

  • Who is our target audience? Who do we want to join the community?
  • Where do we find these people?

Recruiters often skip this step and create a big pool of unqualified members who neither add value nor serve any purpose. They remain in the community to keep an eye on the vacancies but need to be the right fit for the role. 

How Do You Create a Candidate Network?

First step: Identifying the right audience! 

Recruiters shall analyze business needs to forecast and map out the hiring requirements. This will give a starting point to choose the sourcing channels for the community members. Recruiters can set criteria and invite/ reach out to qualified candidates only. 

For example, if the company is projecting future needs for more tech specialists, recruiters will spend more time capturing that audience. They wouldn’t want to bring in a pool of people from marketing or accounting. 

Generally, each talent pool has people from various departments with varying experience. The recruiters have minimal control over the audience they reach. However, with a dedicated strategy, they will have a better chance to attract the industry’s top talents. They can create a community of:

  • Passive Candidates 
  • Referrals (Candidates referred by employees or other networks who might be a better fit for future roles)
  • Qualified Candidates (The ones who are fit for the job, but the company doesn’t have a vacancy)
  • Previously Interviewed Candidates (These performed well in the assessment process but didn’t receive the offer letter. Alternatively, this includes candidates who are fit for a different role, not the one they applied for)

Choosing the target audience gives clarity over the sourcing channels. For instance, recruiters who are looking for experienced candidates will have success through referral or networking platforms instead of career fairs. So, here are 9 sourcing platforms that will help you to find the best candidates to nurture the community. 

  1. Contact Forms (Career Pages)- This includes a form to submit emails with relevant details to add candidates to your email list and entice them to join the community. You can send job alerts and be assured that these candidates are well-suited since they have gone through JD on the website. They have a high-level understanding of company expectations and are interested in working in the organization.
  1. Candidate Portals- This includes job boards or portals like Naukri.com or Indeed, where recruiters can find candidates by posting job vacancies. You can screen the applications and invite qualified candidates to be part of the community.
  1. Employee Referral- This includes tapping the employee network to reach qualified candidates from a similar background (as the current employee). They will be qualified and willing to work since an employee is the biggest ambassador of the employer brand. 
  1. University Career Fairs- This includes on-campus recruitment or fairs to meet new talent for the company. This will be apt if the company hires people for entry-level jobs. Recruiters can network and invite them to join the community to update them about job opportunities.
  1. Social Media- This includes sourcing passive candidates who are interested in switching jobs or passively looking for new job opportunities. Recruiters can leverage channels like LinkedIn, Twitter, and Facebook to find qualified candidates to entice them to become community members.
  1. Talent and Career Fairs- Talent and career fairs are great opportunities to network on a large scale and book bulk interviews. This will help you find qualified candidates who can be enticed to join the community and update them on job opportunities.
  1. Past Employees- This includes alumni network and boomerang employees who would join the company again. Recruiters can ask past employees to be part of the community to hire them again later or tap through their referrals. These employees fit well for another job role to match their skill set.
  1. Old Candidates- This includes candidates in the grey area who interviewed but were not the right fit at that time. This means they might be apt for another role and make the cut in case of more open positions. 
  1. Email Subscription- This includes job seekers interested in the company or want to work with them. They get a glimpse of company culture and value via the community and networking opportunities to meet like-minded people. Moreover, they get valuable resources to advance their career. You could add the subscription pop-up on the company website or via social media content. 

Step 3: Segment Members 

Before the recruiters jump ahead on filling vacancies through the diverse pool of candidates created, they must spend some time segmenting the members to make their job easier. Finding the right candidate from a community of hundreds of thousands of members will be hard. Hence, it is important to choose some basis to define and segment the members. 

Segmenting gives recruiters three benefits. First, they can better understand and cater to the needs and desires of the community members. This is critical to strengthen the employer brand and optimize the hiring process. Second, the content and message can be personalized to align with the members’ needs, leading to a better candidate experience. Third, it will be easy and quick for recruiters to match and find the right candidates, removing all the hassle. 

But what basis can be used to segment the audience?

  1. Occupation- The members can be segregated into different categories based on their industry and occupation. All the marketers and marketing-related professionals are in one category, while all the tech specialists have a separate space. 
  1. Experience- The experience shall influence your content and messaging drastically. Experienced professionals need to be fed with basic industry knowledge and insights. They need more high-level up-to-date knowledge to advance their career. Moreover, it will help recruiters find or get referrals from the community quickly and easily. 
  1. Geographical Background- The members shall get a separate space based on their geographical location. This will help them find like-minded people easily and make it easy for recruiters to offer relevant updates and insights.

In addition to these three, recruiters can segment members based on prior history with the company or other bases based upon the business needs. But what matters is to provide relevant information and a pleasant experience to strengthen the employer brand and leverage the value of community. This requires the recruiters to engage and provide value to the members actively. 

Among thousands or millions of communities, the most critical part is to engage with the members and not convert the community into a group of inactive members. 

How to Keep the Community Engaged?

Recruiters need help to invest time in a talent community. However, it is critical to understand that just like a talent pool, they must dedicate themselves to this community to nurture each member and get real value from the community. 

Recruiters have to focus on their messaging and how they cater to each member’s desires. Hence, they must spend extra time curating valuable content, communicating value, and using automation to engage with members efficiently. It isn’t possible to communicate with hundreds of members on your own without any assistance. Hence, there are 3 core areas to tap into to build an engaging community:

  • Content 
  • Strengthen Employer Brand 
  • Using CMS (Candidate Management System)

After all, recruiters must rely on something other than job vacancies to attract candidates. Moreover, it is impossible to have vacancies at all times.


Recruiters must offer valuable resources to the members to engage them and encourage them to stay active in the community. If the members don’t get any value, they leave the community or stop checking for updates. Hence, it is critical to provide curated content that helps the members. This could be in various formats and cover multiple arenas. 

  • Industry Trends & Updates- You can share news & latest industry trends depending on your target audience. This is where the segmenting helps to share relevant updates. For instance, sharing about emerging marketing tools will not interest tech specialists or accountants. 
  • Organization News includes news about new products or services, company successes, strategic partnerships, etc. This will help the members get an overview of the organization and its performance. 
  • Career Tips- You can spend time networking with industry experts to share tips for the members. This could include strategies, tips, or hacks for perfect resumes, passing job interviews, salary negotiation, accepting job offers, dealing with managers, etc. You can pick multiple formats and platforms to share this, such as blogs, social media posts, etc. Additionally, professional development articles turn out to be of real value when attracting top-quality professionals. 
  • Employee Testimonial- This includes a 1-min staff interview, a company tour, a pull quote, and other employee-related content. This aims to give a glimpse of the working culture and company values. Recruiters can share positive changes for employees using videos, quotes, social media posts, etc.
  • Company Events- You can announce upcoming career fairs & networking events relevant to each segment. This will entice members to check the group, regularly looking forward to such events. You can also share insights and reports based on these events as a unique curated resource. 

Employer Brand Strengthening

There are millions of communities out there. How will you make yours stand out? By building a strong employer brand. When the candidates know about your company and are genuinely interested, they will join the community willingly to stay updated. 

It will help recruiters to stand out in the crowded labor market. Here are 3 ways to strengthen your employer brand.

  • Dedicated Email Marketing Campaign- Recruiters shall use email marketing to share valuable resources, company updates, job openings, etc. This will capture top talents and improve company rapport. As they join the community, they will get a glimpse of company culture as you engage with them. All of this and a personalized experience based on segmentation will strengthen the employer brand. This will boost the familiarity and likeness towards the organization.
  • Social Media- Recruiters can opt for a dedicated “careers” page to share workplace information and job postings. This can further be used to showcase the work environment and work culture. The industry’s top talented candidates aren’t solely driven by the money but enticed by a healthy work culture too. This will help recruiters to attract and keep them engaged in the community. 
  • Leverage Current Employees- The current employees are the biggest employer brand ambassador. Hence, it is beneficial if the employees engage & share valuable content to build a good rapport. Moreover, this will create a healthy relationship between the current employees and community members, leading to a stronger employer brand. This will keep members engaged in the community!

Talent Management Software

Is it possible for a person to manage and moderate a community of thousands of members? It is advisable to opt for talent management software. It is tedious to manage a spreadsheet and emails via the existing tech stack as it is unsuitable for community management. Hence, recruiters must invest in a good talent management tool to enhance efficiency and extract maximum value from the community. 

But is it crucial to get a CRM (candidate relationship management) tool for community building?

A dedicated tool helps to separate the community from the traditional talent pool. You do not want to mix these because if the members feel the community is not adding value, they will leave and switch the community. This will also affect the employer's brand. Also, it is easier in the community to sort and match potential candidates if segmentation is done correctly. Moreover, a CRM comes with reporting and analytics features. This helps to track sources of candidate networks and optimize the sourcing strategy. 

The best way to choose a tool is by opting for a platform/ software that integrates with your current tech stack & eases the sourcing process. It should not be a hassle to add another tool. Instead, make sourcing candidates easy!

Become 10xRecruiter By Leveraging Talent Communities!

Talent communities can replace traditional talent pools and make finding the desired candidate easier for recruiters. With periodic reviews and active engagement, recruiters can build a self-feeding talent community to hire effortlessly. They can refer back to the community in case of vacancies with an assurance of finding qualified and interested candidates. 

Want to learn more about recruitment and hiring process optimization? 

Join our 10xRecruiter newsletter, which will help you advance your career with weekly snippets of industry updates, hacks, tips, strategies, and a lot more delivered to your inbox. Get a chance to network with industry leaders and learn from the top HR professionals. Find insights that aren’t available on Google from industry experts with years of experience.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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

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