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What are the new ways in Recruitment

March 18, 2024

What Are The New Ways in Recruitment?

Is your recruitment strategy stuck in a rut? Generic job descriptions, endless resumes, and a lack of candidate engagement – sound familiar? It's time to ditch the outdated approach and embrace the exciting new trends transforming the recruitment landscape in 2024.

2021 Recruiting Trends Shaped by the Pandemic

New ways in recruitment

The traditional recruitment dance of generic job descriptions and endless resume reviews is getting a major makeover in 2024. Today's competitive talent market demands innovative, engaging approaches creative recruitment ideas that prioritize candidate experience and leverage the power of technology.

Explore the hottest recruitment methods that are:

  • Boosting efficiency
  • Enhancing candidate experience
  • Unleashing the power of technology

Get ready to:

  • Humanize your ATS
  • Leverage AI for deeper insights
  • Embrace strategic automation
  • Incorporate video and text-based interviews
  • Harness the power of social media (the right way)
  • Prioritize candidate experience for lasting impact
  • Stay up-to-date and embrace continuous learning

Humanize the ATS

While Applicant Tracking Systems (ATS) can streamline the initial screening process for job seekers, relying solely on them can lead to overlooking qualified candidates who don't perfectly match predefined keywords. Instead, utilize the ATS to filter resumes efficiently, focusing on relevant skills and experience. Then, take a human-centric approach by reviewing resumes and cover letters thoroughly, looking beyond keywords for potential and cultural fit.

Saturday Ats Sticker by ATSTHELABEL for iOS & Android | GIPHY

Leverage AI for Deeper Talent Insights

Artificial Intelligence (AI) can be a powerful tool to complement your ATS and enhance your recruitment efforts. Utilize AI for tasks like:

  • Resume Parsing: AI can extract key skills and experience from resumes, enriching your ATS data for further analysis and candidate matching.
  • Predictive Analytics: AI can analyze historical hiring data to identify patterns and predict successful candidate profiles, informing your recruitment strategy.
  • Bias Detection: AI can help identify and mitigate bias in your recruitment process, ensuring a fair and equitable experience for all candidates.

Invest in an applicant tracking system

You may also reduce employee turnover by investing in applicant tracking systems. ATS is a software program to help you find qualified job candidates using AI. The service usually involves a job posting on several websites with just one click, applying for sorting, automated interviews, and more. Some of ATS functionality is integrated into the HR solution Bamboo HR. You can find separate software such as JazzHR if only need an app or the ability to track an applicant to the next level.

Develop a clear employer brand

Branding is not a simple way to get a new client but also essential to any successful hiring campaign. Your company name affects a person's impression of your job role by showing you the best reason to do something that you don't like doing. The corporate branding of a company should reflect its mission and value. Here is Bolt's best case: When you are developing your next job description and application you should think about the following:

Coach hiring managers

Recruitment | meensat

Many recruiters lack formal training college recruiting. HR managers should train their employees in writing compelling job descriptions, providing timely feedback passive candidates, and setting realistic expectations regarding how many applicants will meet their needs. Make it clear that the person is evaluating candidates without looking for diversity. Think about the use of a modern hiring platform for the visualization of how applicants shrink when you adjust the qualities of ideal candidates.

Embrace Recruitment Automation with a Strategic Focus

Recruitment automation can handle repetitive tasks like resume screening and scheduling interviews, freeing up your time to focus on building relationships with potential hires. However, don't over-automate the recruiting process yourself. Use automation strategically to complement your ATS and AI workflows, but ensure authentic and personalized interactions remain at the core of your recruitment strategy.

Measure recruiting results for better insights

Looking at the numbers can reveal how the channels and recruiting strategies of agencies are working the needle in your career. Consistent measuring of your results allows for faster repairs to the problems you are experiencing and expands the talents of the hiring team more towards the desired outcome.

Humanize New Methods: Embrace Video Interviews and Text-based Interviews

Video interviews offer a convenient way to connect with geographically dispersed and diverse candidates. They also allow candidates to showcase their personalities and communication skills more effectively than traditional phone interviews. However, don't rely solely on video interviews. Use them in conjunction with your ATS and AI tools for initial screening, and recruitment ideas but always follow up with human interaction like phone calls or in-person meetings to truly assess cultural fit and potential.

Measure recruiting results for better insights

Looking at the numbers can reveal how the channels and recruiting agencies are working the needle in your career. Consistent measuring of your results allows for faster repairs to the problems you are experiencing and expands the talents of the recruiting team, toward the desired outcome.

Leverage the Power of Social Media, but Integrate with your ATS

Go beyond posting generic job descriptions on job boards. Utilize social media platforms like LinkedIn to:

  • Target specific talent pools: Reach out to niche communities and individuals who align with your company culture.
  • Showcase your company culture: Share employee stories, behind-the-scenes glimpses, and company values to attract individuals who resonate with your brand.
  • Engage directly with candidates: Respond to questions and comments promptly, fostering a sense of connection and transparency.

Prioritize Candidate Experience for Lasting Impact

Remember, the candidate experience doesn't end after an offer is accepted. Keep candidates informed throughout the entire interview process, provide timely feedback, and ensure a smooth onboarding experience to turn them into brand advocates who will attract future talent. Integrate candidate feedback loops into your ATS to continuously improve the experience and attract top talent.

Stay Up-to-Date and Embrace Continuous Learning

The recruitment landscape is constantly evolving. Stay ahead of the curve by:

  • Attending industry events and webinars: Stay informed about the latest trends and innovations.
  • Connecting with other recruiters: Share best practices and learn from others' experiences.
  • Experimenting with new technologies: Don't be afraid to try new tools and strategies to see what works best for your organization.

By embracing these new methods and prioritizing a human-centric approach creative recruitment, you can transform your recruitment strategy, attract top talent, and build a strong employer brand that stands out in the crowd.

Tips for Recruiters to Maximize Recruitment

Hiring in 2023: How Talent Leaders Are Navigating a Changing Market

1. Personalized Outreach: Craft emails and messages tailored to each candidate, highlighting their specific skills and experiences relevant to the role.

2. Content Marketing: Create engaging content (blogs, videos, social media posts) showcasing your company culture, employee stories, and career development opportunities.

3. Build an Authentic Employer Brand: Share your company, hiring team's values, mission, and purpose to attract candidates who align with your culture.

4. Leverage Employee Advocacy: Encourage your employees to share their positive experiences on social media and professional platforms.

5. Partner with Universities and Industry Associations: Build relationships with academic institutions and professional organizations to tap into a wider talent pool.

6. Host Engaging Events: Organize virtual or in-person recruitment events, like mock interview workshops, career fairs, or company tours to connect with potential candidates and showcase your work environment.

7. Stay Up-to-Date with New Technologies: Continuously learn and implement new recruitment strategies and technology like AI-powered screening tools or virtual reality simulations for a more immersive candidate experience.

Bonus Tips: Integrate candidate feedback loops into your ATS and social media strategy. This valuable feedback allows you to continuously improve the candidate experience and attract the best talent for niche job boards in your organization.

Design an effective careers page

Your Careers webpage will extend your brand and you should also make your job fairs and UI simple by presenting relevant information and streamlined applications. Use this sample career site for high quality job opportunities. Several organizations rely on social media instead. It's okay if candidates understand your work environment and have an easy way to submit an application. The survey found 59% abandoned online job applications because their careers page had no contact information.

Creating recruitment videos

The video for recruitment will show how the employer is communicating its purpose, its values and its workplace culture. How do we develop an effective recruitment video that is engaging for aspiring recruiters and attracts the most skilled and best candidates around?

Video Resume - Topical Trends of Recruitment In Digital Landscape

Expanding your reach on social media

Social media can be a very good tool for recruiters. You can showcase the culture of a company on Facebook, Twitter and LinkedIn and give potential customers insight into how they feel when working in the same company's office. Use targeted advertising or job postings for aspiring candidates and encourage candidates to apply. Social media can be a very efficient tool for expanding and increasing your visibility quickly at very affordable rates.

Importance of a Good Recruitment Strategy

A well-defined recruitment strategy provides essential information on how to find the best candidate to fill open positions and provides consistency for recruiting processes in hiring. A recruiter strategy can help boost branding awareness and attract more candidates for job openings and recruitment. The hiring process is much faster with the ability to build an effective staff that meets business needs.

By focusing on candidate experience, building relationships, and utilizing innovative methods, you can attract top talent, build a strong employer brand, and stand out in the competitive recruiting landscape.


The future of recruitment is a fusion of human connection and technological innovation. By embracing new methods like AI-powered tools, video interviews, and social media engagement, recruiters can attract top talent and create a positive candidate experience that fosters lasting relationships. However, it's crucial to remember that technology is a tool, not a replacement for human interaction. Prioritize personalized communication, build genuine relationships, and focus on creating a positive experience throughout the entire recruitment journey.

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

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

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

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

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

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

What is The Role of a Content Marketer?

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

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

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

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

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

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

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

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

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

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

Top Must-Have Skills in a Content Marketer

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

  1. Excellent Writing Skills

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

  1. Audience Research

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

  1. Keyword Research

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

  1. Data-oriented Content

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

  1. Project Management, Planning, and Publishing –

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

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

  1. Content Promotion

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

  1. Performance Analysis

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

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

Step 1: Create a Candidate Persona

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

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

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

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

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

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

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

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

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

Step 3: Prepare a Content Marketing Job Description

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

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

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

Content Marketer Job Description Template


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


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


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

Soft Skills

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

Step 4: Source Candidates

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

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

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

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

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

Step 5: Evaluate Candidates and Interview Shortlisted Ones

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

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

Step 5: Make the Hire

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

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

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

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

Supercharge Your Hiring for Content Marketer with Nurturebox

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

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

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

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

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