Finding Writers for Your Blog Isn’t Easy—Use Our Expertise!

Before Workello was conceived, we ran a content agency with a small team of dedicated content writers and editors. In 2019, we launched an ambitious project that would eventually turn into one of the most successful SEO campaigns ever.

Through high-volume output of top-notch content, we managed to grow our client’s online traffic to 1,000,000+ organic visitors monthly by scaling our content team from 1 to 45 people in under 2 years.

As our company started expanding, we had to hire more and more people to keep with the increasing demand for content. Applications were coming in day in and day out—that’s when we realized that our hiring system wasn’t optimized to handle such a large number of job applications.

Since we lacked an effective hiring funnel, we decided to muster all our resources and invest hundreds of hours into coming up with an original solution. After countless iterations and a tedious trial-and-error process, what we produced was a fully automated hiring system—Workello!

In the next 10–15 minutes, we’ll show you where you can hire blog writers and how to optimize your hiring channels so you can bypass all the issues we had to face.

Where To Find Professional Blog Writers for Hire—Best 15 Job Boards

Below is a selection of some of our favorite hiring platforms to find blog writers:

Continue perusing this article, and you’ll learn about an additional 25 job boards that are excellent for hiring blog writers.

Hiring Writers for Blog Content—The Difficulties We Faced

Job boards are flooded with blog writers looking to get hired—the problem is that a great majority of those candidates will be inexperienced or underqualified. Skilled candidates get hired in the blink of an eye—that’s because good blog writers are in great demand among all companies looking to establish an online presence. 

The main issue is how to identify and reach out to top-performing blog writers before other companies snap them up. You’ll need to find capable candidates, assess their portfolios, and test their abilities quickly and efficiently. This is a difficult task since it can be easy to lose track of every received application and follow up on each candidate in a timely fashion.

At first, we sought candidates on UpWork and LinkedIn, but we soon expanded to other websites—yet the same problems persisted, no matter the platform we used:

• Most platforms didn’t have an automated candidate tracking system
• There usually weren’t any options to sort out candidates by role or status
• Applicants’ portfolios weren’t a good gauge of their actual skills

It was obvious that no website could provide only qualified candidates, so we decided that our only viable option was to test and evaluate as many as possible to get to the good ones. It would be a time-consuming endeavor, but it was necessary if we wanted to hire blog writers who can perform the job well.

The Issues Only Multiplied

To find a hiring website that would suit us best, we moved to and from various different platforms, including Facebook, Craigslist, Indeed, Glassdoor, and Fiverr. Regardless of what job board we used, the problems only intensified with each fresh job ad we posted. Applications came in by the dozens, and it was difficult to keep track of them all.

We tried to make some adjustments to our hiring channels, but it was still hard to:

• Track each applicant’s status in the hiring funnel
• Answer every candidate’s question manually via email
• Filter out unskilled applicants
• Spot top-performing candidates we would like to hire

There was no easy way to address all these hiring issues at once, so we embarked on a long quest to find the ideal solution to our problems. We invested much of our company’s resources and spent hundreds of hours devising a fully automated system that would help us receive and keep track of applications, as well as test, interview, and ultimately hire a blog writer who excelled at their role.

Use Pre-Hire Testing To Find the Best Writer

Regardless of what job boards you advertise on, you’ll always end up with more unqualified candidates than top ones. No applicant will admit they don’t know what they’re doing, and their portfolios will inevitably paint a positive story.

If you don’t want to hire someone and discover they’re underqualified the hard way, you need to enhance your hiring process and introduce pre-hire testing.

Tests will let you gauge the candidates’ writing quality first-hand. The issue is—with hundreds of applicants to deal with, you’ll quickly lose control and won’t know where in the funnel each candidate is. You need skill assessment software to sort that out for you. 

Workello automates the entire hiring process and provides support for hassle-free testing. You only need to create a free account and:

1. Set up your hiring funnel in under 3 minutes with the pre-configured settings
2. Add a Workello link to all your job ads (existing or new)
3. Wait for applications to arrive
4. Send tests to filter out poor candidates with impressive portfolios
5. Interview, reject, and hire candidates from your dashboard

Streamline Your Candidate Assessment Process With Workello

Workello is high-volume recruiting software that will help you set up your job post, assess candidates, send and log tests, and review them. You’ll be able to reject candidates, invite them for an interview, and extend offers without ever leaving your dashboard.

Workello can help you test content writers, regardless of your specific needs. With our pre-hire assessment software, you can test copywriters, SEO copywriters, SEO writers, and technical writers. Need to fill other roles on your content team? Test content marketers and related roles in Workello effortlessly.

Sign up for Workello for free and streamline your hiring process effortlessly.

Hiring Funnel of a Top 1% Hiring Agency

The problem didn’t lie in any of the hiring websites we used—it was our entire recruitment strategy. Before we could create a new, more efficient hiring system, we first had to review the old one and understand which features worked and which didn’t.

We broke down our hiring funnel into separate components and inspected each one. After careful analysis, we deduced the following:

1. To increase our blog traffic, we need a consistent output of high-quality blog posts
2. Creating excellent blog content requires us to hire a professional blog writer
3. To find a proficient blog writer, we need to assess hundreds of resumes and test just as many candidates
4. If we are to have any chances of finding an excellent applicant, we need to filter out the bad ones fast
5. We didn’t have an effective solution for eliminating unqualified applicants

From the very beginning, we had no issues receiving applications—the problems arose when they arrived, and we didn’t know how to handle them. There was no catch-all system that could immediately solve all our hiring issues, so we rolled up our sleeves and decided that we had to invent one.

What Features Our New Hiring System Introduces

We required a fully automated system that would streamline our hiring funnel. By automating repetitive manual tasks, it would allow us to review and assess candidates with greater speed.  We had a fair idea of the components necessary for the new system to function, so we noted the most important features:

1. A unified platform that could receive applications from various different job boards
2. An automated system that could help us track our applicant’s progress through each phase of the hiring process
3. An intuitive, single-page dashboard with a drop-down toolbar that can be used to update a candidate’s status
4. A well-tuned testing system that would help us distinguish good blog writers from bad ones
5. Email automation that ensures all candidates are swiftly notified via automatic messages, which would also lower the risk of human error

At first, we worked with Google Sheets + Google Forms + Zapier. Our hiring process got marginally better, but it was far from flawless. After countless cycles of trial-and-error, we gradually perfected the process—it evolved into Workello!

An Excellent Job Description Will Land You Better Blog Writers!

Regardless of your approach to finding a blog writer for hire, bad candidates will always outnumber the good ones—no matter what you do, you’ll have to trudge through dozens of sub-par applications before you find even a single qualified blog writer. 

Despite this, you can reduce the number of bad applicants by composing a thorough job description that meticulously lists every requirement and responsibility of the blog writing role. For blog writing, it is especially important to state the required experience in a specific niche—if you’re ambiguous, everyone will apply! The more specific you are with your job description, the better—unskilled candidates are more likely to be discouraged from applying if they know their chances of getting the job are slim.

It is also prudent to state the benefits of working for your company—ambitious, goal-oriented blog writers will appreciate the possibility of promotion, for example. Listing all the advantages of your workplace will increase the likelihood of a top candidate choosing your company instead of the competition.

If you’re looking for a premade job description, Workello’s knowledge base offers a selection of templates you can use with minor adjustments:

• Blog Writer
• Content Writer
• Technical Writer
• Copywriter
• Freelance Writer
• Senior Writer
• Catalog Writer
• Course Writer
• SEO Writer
• Business Writer
• Senior Copywriter
• Research Writer
• Instructional Writer
• Staff Writer
• Fashion Writer

Distribute Your Job Ad Across the Internet

When Content Distribution.com started out, we didn’t have a specialized hiring role in our company—our managers and editors had to handle the hiring process instead. It wasn’t that tough, but it was tedious and it distracted them from performing their main roles.

To avoid such mishaps, you could hire a Recruiting Coordinator, but you’ll have to document the hiring process beforehand and provide them with step-by-step instructions. Don’t fret—we already have the whole process documented, so you won’t need to sink countless hours into R&D!

Sign up for Workello for free, and we’ll send you our recruitment documents so you can relegate the job to someone else!

A Single Dashboard For All Your Hiring Needs!

A well-optimized dashboard with an integrated Workello-hosted application form allows you to post on multiple job boards without worrying about how you’re going to track your candidates. After all, every application will be sent to the same place—your Workello dashboard! With Workello, you won’t have to worry about the ideal blog writer slipping through the cracks of your hiring funnel! No matter the job board they’re using, every candidate will submit the job application in the same format, ensuring uniformity across all hiring networks—and you won’t need to waste time going back-and-forth with candidates due to miscommunication.

You can check out an example of the application here.

Watch Candidates Stream In

The Workello dashboard integrates all the features you’ll need during each phase of the hiring process, which includes assessing, testing, interviewing, and finally extending a job offer to the most successful candidate.

You can change an applicant’s status in the hiring funnel with a simple press of the appropriate button in the drop-down menu. The following is a list of statuses your candidates can have in each corresponding stage of the hiring process:

1. Application Received
2. Application Rejected
3. Test Candidate
4. Test Complete
5. Reject Candidate
6. Invite for Interview
7. Offer Sent

Since the statuses are differentiated by color, you can tell at a glance how many applicants you have at what stage.

Reject Unqualified Blog Writers

Upon receiving a candidate’s application, your managers and editors can log in to Workello and assess their portfolio.

If an applicant just doesn’t meet your company’s hiring criteria, you can change their status to Application Rejected. Workello will automatically send them a rejection email and politely inform them that your company won’t be extending a job offer.

This will streamline the process of informing candidates that they have been rejected.

Point, Click, Test

A candidate’s portfolio tells only half the story—to gauge their capabilities accurately, it is necessary to implement a well-rounded written assignment that will put their key blog writing abilities to the test. Don’t let a resume fool you—it’s most likely been edited, and it can’t show you the raw qualities of a blog writer’s first draft.

Back when we first started, we relied solely on applicants’ portfolios since we didn’t have any tests prepared. This ended up ricocheting our wallet, and we had to throw away thousands of dollars on third-rate content that our editors had to edit heavily or rewrite entirely.

That’s what gave us the resolve to implement an automated testing system. If you’re satisfied with an application, you can immediately update the applicant’s status to Test Candidate. Workello then sends them an automatic message that will:

1. Congratulate them on passing the first round of the hiring process
2. Send them a link to the written test along with instructions 

Once they select the link, they will be show the following page:

How To Make a Good Test

A self-confident blog writer will be more than glad to complete a short written assignment that will hopefully show them in a good light to their prospective employer. That doesn’t mean you should overdo it—regardless of their patience or experience, every applicant would be disinclined to complete a 2,500-word test for a job they may not even get. A good test is a balanced one—reasonably long while still being challenging.

When composing a test, make sure that it can precisely gauge the following skills:

1. Linguistic abilities (proper grammar, spelling, etc.)
2. Knowledge of formatting types (AP, MLA, etc.)
3. Ability to carry out independent research

Since the hiring process is so streamlined and time-efficient, Workello allows you to be much more thorough with your tests while still remaining transparent about the qualities you’re looking for. This will appeal to many blog writers who’ll jump at the chance to work for a professional company that values their time as much as its own!

If you’re not sure what a written test should look like, just swipe up the one we use when hiring blog writers—you can use it right now with minimal changes!

Interviewing Candidates

When an applicant submits the finished test, their status will be automatically changed to Test Complete. You can then notify your managers and editors that they can proceed to evaluate the quality of the first draft. Depending on whether or not your candidate passes the test, you can update their status to:

1. Reject Candidate—This triggers an automatic message that informs the applicant about the rejection
2. Invite for Interview—This sends them an email congratulating them on passing the test and including a link to Calendly, where they can set up a Zoom meeting with your HR department

The Candidate Status Page

To help your candidates keep track of their application status, Workello has a dedicated Candidate Status page, where they can check their progress through the hiring funnel. This simple feature also removes the need to manually reply to each applicant while simultaneously letting them know what they can expect next during the selection process.

The Candidate Status page will provide the candidates with all the information they need, and your recruiters won’t have to waste time answering dozens of emails daily. You’re also guaranteed not to miss a top candidate because of a communication error!

Check out the Candidate Status page here.

Our Investment Paid Off Big Time

Hiring blog writers is a breeze with Workello, but when we first started out—there was no such system to help us along! Our hiring process was in complete disarray—it was a hit-and-miss ordeal that required tons of effort just to find a single qualified candidate.

As applications came in every single day from multiple different websites, we had a hard time keeping track of who they were from or their sources. As a result, we missed out on many blog writers who had great potential due to our faulty hiring system.

Our managers and editors had their hands full posting job ads and designing tests instead of focusing on their primary responsibilities. The whole process was a mess, and we knew there had to be something we could do about it.

After investing countless hours and more than $100,000 into continuous research, we finally came upon what looked like the ideal solution—and so Workello was born! With the new, refined, fully automated hiring funnel, we managed to:

1. Scale our content team from 1 to 45 people in less than 2 years
2. Lower the cost of content production by 75%
3. Drive one of the most successful SEO campaigns ever
4. Untie our managers’ and editor’s hands, allowing them to focus on their roles instead of managing the recruitment process

Workello was a huge investment, but it paid off big time! You can now use it for the paltry price of a single content page!

Log in to Workello for free! The platform is pre-configured so you can start hiring candidates in record time!

Where To Find Writers for Your Blog—Check Out 25 Other Job Boards!

Using Workello, you can cast as wide a net as you’d like—after all, every application will end up in your Workello dashboard regardless of its original source! If you’re looking to extend the range of your job ads, try out these additional 25 hiring websites:

• Pod Reacher
• Scripted
• Virtual Assistant Finder
• FinCon Community
• CloudPeeps
• Craigslist
• WriteLife Facebook group
• Muck Rack
• Skyword
• Scribewise
• ASJA
• PeoplePerHour
• The Writer Finder
• Mediabistro
• Editorial Freelancers Association
• Staffing agencies
• WriterAccess
• Pitchwhiz
• Clarity
• NASW
• Muck Rack
• Skyword
• Scribewise
• ASJA
• PeoplePerHour