September 14, 2023
Recruiting has evolved into a high-stakes game, with top talent in high demand. In this fiercely competitive landscape, traditional recruitment methods often fall short. That's where unconventional ninja hacks come into play, offering a fresh perspective and innovative approaches to achieve recruiting success.
In this article, we'll delve into a treasure trove of unconventional recruiting hacks that will help you tap into the best talent, whether you're a seasoned recruiter or an HR enthusiast looking to up your game. Get ready to harness the power of GitHub, email magic, PeopleGPT, Boomerang for Email, and LinkedIn content to secure the finest candidates.
GitHub, the epicenter of the coding universe, is where tech wizards showcase their coding prowess and collaborate on projects that shape the digital world. But it's not just a platform for sharing code; it's a goldmine for recruiters looking to connect with top tech talent.
Before you can reveal hidden email addresses, you'll need to locate the GitHub profiles of your desired candidates. GitHub offers an advanced search feature that lets you hone in on profiles based on location, name, followers, and more. Imagine you're on the hunt for the elusive email of Ryan Dahl, the creator of Node.js. GitHub's advanced search is your trusty map.
Once you've identified a potential candidate's GitHub profile, look for non-forked repositories. Forked repositories are essentially copies of someone else's work, and they won't lead you to the treasure you seek: the candidate's email.
Within the chosen repository, click on the "commits" link. More commits mean a higher likelihood of striking gold. In our hypothetical quest for Ryan Dahl's email, spotting 151 commits would be like discovering the "X" that marks the spot on a treasure map.
Now, here's where the magic happens. Add ".patch" to the end of the URL and hit "enter." Voilà! You've uncovered the candidate's email address. It's a simple yet powerful trick that can unveil the most closely guarded emails.
But be vigilant; some users may have privacy settings that cloak their email addresses. If you come across an email that reads like "email@example.com," it's a dead end.
If manual detective work isn't your style, fear not. NurtureBox has your back, with AI-driven sourcing capabilities that extend beyond GitHub to LinkedIn, Facebook, Twitter, and more. It's like having a sourcing sidekick that works tirelessly on your behalf.
In the world of recruiting, GitHub isn't just a platform; it's a treasure trove waiting to be conquered. Add this ninja hack to your arsenal, and you'll be unearthing email gems like a pro.
PeopleGPT, a rising star in the world of recruiting, has harnessed the magic of ChatGPT to transform the way we source LinkedIn profiles. Forget hours of manual browsing; now you can describe the candidates you're seeking in plain language, and PeopleGPT will do the rest.
Imagine you need Node.js engineers with experience at top SaaS companies like Stripe and Dropbox, leading teams of 3+ to build backend platforms, all located in the United States. PeopleGPT understands your requirements and delivers profiles that match your criteria with precision.
It's like having a search engine that speaks the language of recruiting, purpose-built to find your ideal candidates.
Under the free plan, PeopleGPT generously offers a hundred profiles for your perusal. But there's a catch: no exporting profiles. But fear not, for there's a clever workaround.
The secret sauce is a tool called "Web Scraper," available as a plugin in the Google Chrome store. This versatile tool is your Swiss Army knife for data scraping—a must-have for any recruiter worth their salt.
After installing the "Web Scraper" plugin, check out a video tutorial that guides you through using it to scrape data effectively. Once you've mapped out your selector graph, you'll be able to collect platform details in a flash.
With PeopleGPT and the "Web Scraper" plugin in your arsenal, you're ready to elevate your sourcing game in 2023, all while in autopilot mode.
In the fast-paced world of recruiting, effective communication is key, but it can also be time-consuming. Enter Briskine, a turbocharged tool that's a superhero sidekick for recruiters seeking to supercharge their productivity.
Imagine creating templates for your frequently used text and sending them with lightning-fast keyboard shortcuts. Briskine takes this concept to the next level.
This tool seamlessly integrates with Gmail, Outlook, Facebook, LinkedIn, and more, making it an all-in-one solution for streamlined communication.
But the real magic lies in the keyboard shortcuts, or "snippets," as they're called. Picture typing "connect" and then hitting the trusty "TAB" key. In an instant, your default connection request template to candidates appears on the screen, as if summoned by a digital genie.
Briskine doesn't restrict you to predefined templates; you can create your own magic by saving repetitive text bits and turning them into templates. Your shortcuts become spells that weave enchantment, placing your templates exactly where you need them in a flash.
This tool isn't just another widget; it's your golden ticket to making candidate messaging a breeze across multiple channels. With Briskine, you'll be messaging candidates like a pro, with efficiency and precision.
Email communication is a cornerstone of recruiting, and Boomerang for Gmail has taken it to the next level with Respondable—an AI-powered email assistant built as a Chrome plugin.
Respondable provides real-time, actionable advice as you craft emails, ensuring your messages hit the mark. It analyzes millions of messages to optimize your communication strategy, offering insights into what influences candidate response rates.
With Respondable, you can:
As you type, Respondable guides you with suggestions, ensuring your emails resonate with candidates. It's like having a personal email coach that helps you craft compelling and effective messages.
Real-time predictions on response likelihood provide instant feedback on the effectiveness of your email, helping you make data-driven decisions in real time.
Whether you're emailing your boss, seeking crucial information, or reaching out to potential hires, Respondable ensures your emails strike the right chords.
Elevate your email prowess, revolutionize your candidate outreach, and unleash the power of AI to make each candidate interaction count.
In the dynamic world of recruiting, innovation and creativity are the keys to success. These unconventional ninja hacks have the potential to revolutionize your recruitment efforts, from uncovering hidden email addresses on GitHub to leveraging AI-powered sourcing with PeopleGPT and streamlining communication with Briskine. And, of course, predicting responsiveness with Boomerang for Gmail's Respondable.
By incorporating these ninja-inspired strategies into your recruitment toolkit, you gain a significant advantage in identifying, engaging, and securing top talent. These hacks are more than tricks; they are powerful tools that can give you an edge in a competitive market.
As you embark on your journey to recruit the best candidates, remember that the recruiting landscape is ever-changing. Embrace innovation, stay adaptable, and always be open to new and unconventional approaches.
The future of recruiting is here, and it's ninja-inspired. So, equip yourself with these ninja hacks, and may your recruiting efforts be fruitful and efficient. Before you go, consider sharing these ninja hacks with your fellow recruiters. Together, we can elevate the recruiting game for everyone. Remember, in the world of recruiting, magic beans do exist, and these ninja hacks are your key to unlocking their power. Happy recruiting!
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: