October 27, 2022
Sifting through resumes and cover letters, sourcing candidates, screening them for skills and experience, making a selection process for your team, and hiring a candidate– just to hear the next day that they’re leaving for another job? It’s not something you expected. Still, it’s a problem you see more and more as the job market continues to tighten.
It doesn't have to be an ordeal, though. You can streamline the process and find a great employee—all in less time than it would've taken otherwise! The secret is to offer better candidate engagement!
In fact, more than 80% of candidates surveyed said that a positive experience with the company affected their decision to accept an offer.
This means that how you interact with candidates can help you find the best fit for your company and ensure that they accept your offer.
Here are five tools that can help you to improve candidate engagement and streamline your hiring process and make quality hires;
Candidate engagement tools are designed to help you retain candidates and provide them with the information they need to decide. This can anything from interview scheduling to providing more information about your company.
When you keep the candidate engaged throughout the recruitment process, you can acquire the best talent for your organization. In fact, companies that took the time to develop a positive candidate hiring experience reported an improvement of 70% in the quality of hires compared with those that did not.
Thus, it’s essential to leverage candidate engagement to attract the best talent. And here are the top reason why candidate engagement matters the most during the recruitment cycle,
Think from the candidate's perspective. If they are actively searching for a job or a job change, they would probably have applied to multiple job openings. Thus, you are not the only organization that slides to their inbox and offers the chance to appear for the recruitment stage.
If you don’t notify them of their application status or further schedule, they will fall into the hands of your competitors. On top of that, you may miss a bright talent just because of poor candidate engagement. So, put yourself ahead of your competitors by keeping the talents engaged with all the actions happening throughout the recruitment cycle and keep them excited to work with your company.
With passive candidates outnumbering active ones, it's becoming harder and harder to find quality talent, as nearly 70% of the candidates are passive. This puts a question mark on acquiring in-demand candidates for a company.
You have to enhance your candidate engagement strategies to gain an edge over other companies hunting for the best talents. When doing so, you can outperform competitors and gain candidates' trust.
A strong sense of trust in your brand makes it easier for you to attract new talent and increases your chances of retaining the talent you already sourced. By providing a candidate with information about the company and ensuring they have all the resources needed to make an informed decision, you will improve their experience. This will lead to happier and more satisfied employees in the long run.
Notably, the average time to hire is three to four weeks, and only 25% of respondents say they can fill open roles in less than two weeks. But if you have a strong recruitment brand backed up by solid candidate engagement, you can reduce your time to rehire and fill your openings shortly.
If your recruitment brand appeals to job seekers and aligns with the company you are hiring for, it can directly impact their decision-making process. When you leverage this, you can match the perfect professionals to the company that you are hiring for –while trimming up the time to rehire talents.
When a business engages candidates, its hiring initiative becomes more compelling and organic—rather than the traditional approach that puts off applicants. On top of that, it creates a better candidate experience, leading to higher retention rates, lower turnover costs, and greater employee satisfaction.
By taking a more modern approach to recruitment, you’re also setting your company apart from the competition. You can attract top talent by being creative and leveraging technology in new ways while making the job search experience pleasant for everyone involved.
It’s important to map, monitor, and review your recruitment process to ensure that you are identifying the most efficient ways of attracting new talent.
Now tools can do all the heavy lifting for you, helping to streamline your recruitment process and save you time.
Technology can help streamline the process of engaging with candidates by offering solutions, tools, and platforms. Here are the top five tools you should consider to hand out better candidate engagement:
Nurturebox helps you put your candidate outsourcing and engagement on autopilot and lets your TA team concentrate more on other matters. With a single-browser extension, you can export vetted candidate profiles to your ATS in no time. On top of that, it helps you create automated campaigns to keep the candidate engagement string throughout the recruitment loop.
Nurturebox gives you the advantage of contacting your candidates on multiple platforms without sitting in the same inbox and praying for the candidate to open and respond to your schedules. To keep your team on top of everything, it provides analytics that helps you pinpoint what’s working and what doesn’t base on the candidate’s behavior with your efforts.
Notably, with the automated workflows and simplified activity log, you can even track what has previously happened with your candidate preventing the error of contacting the same person twice.
Features of Nurturebox
Jobvite can wear multiple hats and helps you find and stick to the best talents. Jobvite helps you craft a career site and offer exceptional candidate experience by narrating the story behind the brand with personalized content. With the availability of multichannel requirement campaigns, you can get the word out of your job opening and attract the best talents via multiple channels.
Armed with intelligent AI sourcing, you can get into the inbox of qualified candidates and invite them to apply for the job. Moreover, it lets you engage with candidates through multiple platforms ensuring no messages remain unseen. With the analytics feature, you can focus on how candidates engage throughout the campaign and make informed decisions.
Features of Jobvite
Personio combines all core HR tasks, like personnel administration and recruiting, in one software application. It ensures cross-departmental processes by seamlessly integrating with other systems so that employees can access the information they need to do their jobs more effectively.
With a few clicks, you can spread the news of your job opening across 600 job boards and fill your pipeline with qualified candidates. Personio’s corporate career pages give candidates a first look at your company and its culture, helping them decide if it’s the right fit. Moreover, it offers people workflow automation that lets you manage multiple tasks simultaneously.
Features of Personio
Phenom covers everything a talent acquisition team needs, from candidate sourcing to analytics analysis. It comes with AI intelligence that pinpoints the talents by prioritizing their top skills needed for the job opening.
By leveraging the personalized career page and chatbot, Phenom helps you capture talents without losing them at your fingertips. You can also run automated campaigns that help you to convince candidates to apply for the job opening. It also has the SMS feature with automated interview scheduling tools to enrich candidate engagement, which helps you eliminate repetitive tasks.
Features of Phenom
Talenthub helps companies build a positive reputation in the eyes of prospective employees. It offers a platform for candidates to share their experiences working with your company, which can be accessed by other candidates looking for opportunities. This allows you to learn about what works well in your recruiting strategy and where improvements need to be made.
They collect candidates' data, analyze job ads, confirmation emails, and rejection emails, and present the results to others. This can help you make more informed decisions about your recruiting efforts, which leads to better hires.
Features of Talenthub
The competitive marketplace, shortage of talents, and the need to build a creative workforce put the pressure to beef up the hiring process. The only way to hook the talents until the end cycle is to provide them with better candidate engagement. Even though you can narrow down the software available in the market, it’s tough to find and stick with the right software that exactly solves your issue with candidate engagement.
To narrow it further and pick the best, look at each software's features along with its pros and cons. When you weigh features' pros and cons, the best software is Nurturebox. The reason?
It acts as the one-stop solution with multiple features you need. From sourcing candidates from multiple platforms to keep them engaged throughout the process, it got you covered which only selective software can offer. With notable features and a simple interface, you can differentiate your organization between candidates and make the best talent yours!
Still, wondering whether Nurturebox serves your needs? Test it yourself by starting with free credits or booking a demo to explore its potential. Remember that candidate engagement is the key to your recruitment success, and Nurturebox will give you that edge!
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: