July 13, 2022
It’s a regular day at work. Your team decides to start connecting with candidates who stand appropriate for your job role. After a whole day of sending out emails, you sit back and wait for the candidates to respond.
Fast forward to today, recruiting has changed drastically. With every recruiting manager trying to hire the best candidates—there’s no room for waiting until candidates reciprocate!
We’re living in a different time—where recruiting has taken over many areas. The recruiting process has changed for the better. Companies no more rely on the traditional recruiting strategies that used to take days or even months to hire a candidate.
What has really changed the picture for recruiting is—collaborative hiring! The concept has become a popular alternative to age-old traditional practices.
Not familiar with collaborative hiring? Here’s what it means—
Collaborative hiring is based on the simple fact that recruitment cannot be done in a vacuum. Breaking down the traditional hiring practices in order to adapt to the fast-moving & highly-competitive market scenario. This type of hiring has emerged because of the challenging work pressure that recruiters usually have.
Collaborative Hiring Explained
Collaborative hiring requires the involvement of other team members for interviewing, screening, decision-making, & others. Such a setup would mean working with various teams & agreeing to hire the ideal candidate.
Even though the interview process is relatively longer—the whole process is more evaluative than ever before. With deeper communication with the candidates—the hiring teams score each candidate & take decisions accordingly.
Such a process usually involves in-depth communications & more involvement of the hiring professionals. After a detailed analysis based on the feedback of interviews, specific candidates would be hired.
Collaborative hiring is different from the other ways of hiring because candidates get to interact with more people than ever before. Unlike previous times, they can easily interact with hiring managers for any queries they may have during the interview process.
The ultimate goal of collaborative hiring is to add more people to hire a more well-rounded set of candidates for the company.
Why should you check out Collaborative Hiring?
Looking at the ever-changing landscape of hiring—each candidate wants to acquire well-defined and positive experiences from their interviews. A bigger responsibility lies in the hands of companies if they want to hire the best candidates for their roles.
Anchored on the idea of modern recruitment—collaborative hiring is the new age way of hiring talented candidates so that they showcase the best of their skills. It acts as an effective tool to streamline the hiring processes of the company—there’s more clarity with a strategy in hand.
With collaborative hiring, organizations get a deeper understanding of the candidates and collect more information for further steps in future.
Effective strategies and powerful decision-making tools make candidates more known to the company. Hiring becomes easier with the right candidates in the loop.
Collaborative hiring help organizations meet high-quality candidate hiring possible. We can tell you a number of factors that have led to difficulties in finding the right candidate for every candidate—
Let’s take a look at the benefits of collaborative hiring—
Who are the ones to be involved in collaborative hiring?
In order to carry out the ideal collaborative hiring, it’s important to have effective hiring teams. For each hiring, you’ll need to set up different hiring teams as the requirements of hiring candidates will be different.
To make things more scalable, it’s essential to define the purpose of each hiring team at all times.
You must be thinking, who all should be included in the hiring teams?
How to effectively put together a collaborative hiring strategy?
As we put together the tips for this one, we would like to remind you that it’s not going to work for every scenario. It’s not a one-size-fits-all approach! Many factors such as size of the company, role that’s being hired for, etc will determine the strategy—and it’ll be different every time.
However, keep these tips in mind while you’re putting together a collaborative hiring strategy—
Collaborative hiring is making the hiring process easier than ever before. It’s already here and is impacting the recruitment world in a major way!
Even though it’s a time-consuming process, it comes with a lot of benefits. If done in the right way, you’re sure to be highly successful in the hiring venture. If you haven’t already embraced collaborative hiring in your recruitment process, it’s time you do it now.
Explain the benefits of collaborative hiring to your team members. Discuss what works for you & your team to proceed further with a better way of 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: