recruiting email template examples

Email Templates for Recruiters (Examples)

Email is the number one channel that recruiters rely on to contact potential candidates. And they can often be the initial make-or-break moment when it comes to sourcing top talent - a recruiting email has to be informative, professional, personal, and engaging to ensure a response from desirable potential hires. 

As a recruiter, you might send out hundreds of emails a day. It’s unrealistic to expect each one to be custom-tailored for every new contact, however it’s important to avoid a monotone and formulaic voice which is likely to blend in with all the other recruiting emails a candidate will find in their inbox.

The secret to a successful recruiting email which is easy to use but still fresh and personal is starting out with a template you love. A fill-in-the-blank format allows you to spend more time researching your candidate and filling in personalized info that will be sure to grab their attention, without sacrificing efficiency. 

Below, we’ve outlined some best practices for using recruiting email templates, and provided you with a few samples to get you started. 

Top Tips for Recruiting Email Templates

A good outreach message is clear, concise, and personal. One study at IBM found that people who enjoyed or were happy with their candidate experience were 38% more likely to accept a job offer at a hiring company than those candidates who were dissatisfied or felt unclear at any point during the recruiting  process. Candidate satisfaction starts well before the application is submitted, and may be facilitated by an excellent recruiting email.

  • Use a human voice. Recruiting emails which are overly formal come across as generic and impersonal. The language used in your message should be professional and well-edited, but friendly.
  • Do your homework. Take a minute to check out a candidate’s LinkedIn page and gather some personal details to utilize in your outreach. Mention an article they wrote, cheer on their college sports team, or ask a casual question about their volunteer work.
  • Be clear. You don’t need to go into an intensive description about the job for which your company is hiring, but do ensure a candidate has the crucial details.

Email Template Examples

The precise requirements of a recruiting email will differ depending on the kind of candidate, and the circumstances of the outreach. Leveraging individual email templates for each incident will help recruiters maintain an efficient workflow as well as an appropriate tone.

Cold Email Templates for Recruiters

Cold recruit emails are those sent to candidates sourced on LinkedIn, Facebook, Indeed, or other job-seeker social media platforms. These emails should seek to establish an initial relationship with the candidate, as well as extend an offer for an interview. 

Email subject: [JOB TITLE] position at [COMPANY NAME]

Email body: Hi [FIRST NAME],

My name is [YOUR NAME], and I’m recruiting for a [TITLE] position here at [COMPANY NAME]. I came across your professional profile on [WHERE YOU FOUND THEM], and I thought based on your prior experience that you would be an excellent fit for this role at our organization. I am particularly intrigued by your work at [PREVIOUS POSITION].

I would love to fill you in on the details of this available position. Are you available for a quick phone call on [DATE]?

I look forward to hearing from you,

[YOUR NAME]

[YOUR POSITION]

 

Warm Email Templates

A warm email is sent to a candidate with whom your company already has an established relationship, either because they are a past candidate, or they were referred for your available position. These emails should address the connection between the candidate and your company with a sincere personal memo.

Email Template 1

Email Subject: Looking to Reconnect

Email Body: Hi [FIRST NAME],

My name is [YOUR NAME], and I’m a recruiter for [COMPANY NAME]. We met last year when you interviewed with our organization for [PREVIOUS TITLE]. Our conversation was excellent, and I remember your propensity for [SKILL].

I’ve been reviewing your resume, and although we elected to hire a more experienced candidate for [PREVIOUS POSITION], I think that you would be an excellent fit for [CURRENT POSITION]. I would love to tell you more, if you are interested. 

Please respond to this email with your availability and we can set up a time to talk.

I look forward to hearing from you,

[YOUR NAME]

[YOUR POSITION]

Email Template 2

Email subject: Recommended for [JOB TITLE] position at [YOUR COMPANY]

Email body: Hi [FIRST NAME],

I’m recruiting for a [JOB TITLE] position at [YOUR COMPANY], and my colleague [NAME OF RECOMMENDER] suggested that I take a look at your LinkedIn. 

After reviewing your experience, I think you would make an excellent fit, and I’d like to extend to you an invitation for an interview. Are you available for a phone call on [DATE]?

Thanks,

[YOUR NAME]

[YOUR TITLE]

P.S., [NAME OF RECOMMENDER] says “Hi!”

 

Rejection Email Templates for Recruiters

A rejection email should honestly and empathetically convey to your candidate why you have chosen to eliminate them from candidacy, while remaining professional.

 

Email Subject: Regarding Your Application to [YOUR COMPANY]

Email body: Hello [FIRST NAME],

Thank you for your interest in working with [YOUR COMPANY].

At this time, we are choosing not to move forward with your candidacy for this role. [JUSTIFICATION FOR REJECTION AND FEEDBACK.] 

We will keep your information on file in case a position which you might fit becomes available. Please do not hesitate to apply with our company again in the future. 

Best regards,

[YOUR NAME]

[YOUR POSITION]

Loxo is a comprehensive hiring platform dedicated to making your job easier, from initial outreach to onboarding your latest hire. To see how Loxo can help you, sign up today at Loxo.com.


ai-recruiting software

AI Recruiting Software: Features, Benefits and More

Recruiters have been leveraging technology to simplify the recruiting process and make their jobs easier for decades. While one of the first waves of recruitment technology came in the mid ‘90s with the ATS, AI recruiting has been the dominant trend in the 21st century. 

The shift to AI, however, doesn’t have to do with only technology. With a labor climate that continues to move towards transitory projects and short-term contracting, the demand to fill in positions with high-quality candidates has increased accordingly. And since earning a Bachelor’s degree has become a necessity for most industries, it’s become harder for recruiters and companies to identify top talent among the masses.

AI recruiting software has helped recruiters identify candidates of a higher quality at a higher pace, and because of the competitive nature of the current job market, it’s become more of a necessity for recruiters to integrate AI software into their recruitment strategies.

AI Recruiting Software Features

When looking for your own recruiting AI technology, you want to make sure that the software in question has the appropriate features you’ll need to accelerate your recruiting process. 

Here are some of the things you want to look for in a state-of-the-art AI recruiting software.

  • Sourcing Automation: Sourcing automation will allow you to find top talent at rates the humans simply can’t match. The steps for an innovative sourcing automation features are simple: first, let the AI know what kind of candidate you’re looking for by filling out a simple form, and, second, go about your busy schedule and complete other tasks while the system unearths top talent and compiles a list for you.
  • ATS+CRM: A smart CRM will bring together data from your ATS and provide you with innovative tools that automate data entry and compile information in an organized manner. Like with much of AI’s appeal, the key here is to provide a fast and smart, all-in-one solution to otherwise time-consuming and disparate programs. You can tracking candidates across every step in the recruiting process, including through talent pools that you wouldn’t otherwise have access to. 
  • AI Talent Matching: . AI-based recruiting technology also leverages talent matching to help you fill jobs faster-than-ever before. It does this by going through your candidate database and matching talent to your open roles. This helps you to decrease your time-to-hire and increase revenue as a result.
  • Job Sharing: Smart job sharing features will allow you to make posts for job descriptions on several job websites. Job sharing technology will also look to relevant job-searching social media platforms and post job descriptions as needed. 
  • Database Refreshing: One of the most time-consuming and tedious tasks that, with the help of technology, is no longer a part of the recruiting process is constantly updating your candidate database with verified contact information. Not only does recruitment AI software automatically find and update candidate information, it is more accurate than data you'll find from list providers. 

AI Recruiting Software Benefits

Recruiters should expect to simplify their workflow and streamline tedious steps in the recruiting process with the utilization of AI recruiting software. But how, specifically, will implementing AI into your hiring process improve your life as a recruiter?

  • Rate of Hire: With the help of resume parsing and sourcing automation, you can expect a significant increase in your rate of hire. The hiring climate has reached a point where candidates expect quality candidates within days of their request. The various capabilities that AI recruiting provide will help you fill those needs in quick time.
  • Quality of Hire: Because AI sourcing and candidate evaluating technology is based on the objective metrics that you input into the system, you can be assured that the system will source candidates objectively and accurately. This means eliminating bias from the screening process, utilizing more data pools to reach higher-quality hires, and relying on accurate measurements of skill and talent. 
  • Candidate Experience: AI is improving candidate experience in several ways. Chatbox automation provides candidates with instantaneous answers to their questions so recruiters can get to other important tasks, and a CRM will make it easier to organize contact information for when recruiters need to make a direct call. Additionally, candidates will notice more accurate and successful match rates with your clients, thus becoming more satisfied with their hiring experience. 
  • Streamlining Other Key Metrics: With more tools to streamline and simplify tedious work tasks, you can expect other key metrics, such as cost-per-hire, time-to-fill, and candidate retention rate, to improve.

Why Loxo AI Recruiting Software?

Loxo is leading the way in recruitment AI and automation. Loxo is the industry's only solution that leverages the capabilities of AI to match talent to open positions, automatically source candidates with AI, and completely improve the hiring life cycle. 

Stay ahead of the competition with today's best recruitment AI technology. Stay ahead of the competition and see a live demo of Loxo.


artificial intelligence ats

Artificial Intelligence ATS: The Latest Innovation in Recruiting

Applicant Tracking Systems have been around for almost three decades and are an integral part of any recruitment process. The innovations they offered to recruiters when they first appeared were industry-changing and have had a lasting effect on the industry.

Today, we are seeing another innovative period in the industry of recruiting: artificial intelligence and automation. AI has made it easier to connect with candidates, organize data, and streamline key metrics, taking the pressure off of recruiters by eliminating tedious steps in the recruiting process. 

So what does this mean for the efficacy of applicant tracking systems?

What Does an AI Powered ATS Look Like?

While ATS software has been used for decades in order to organize, track, and update information on candidates, artificial intelligence has helped to automate and streamline several of these steps. 

Here are some of the ways that AI has improved ATS capabilities.

  • Smart Resume Parsing
  • More Efficient Communication
  • Automated Sourcing
  • Increased Tracking Power

Artificial Intelligence ATS: Resume Parsing

While resume parsing has been a part of the ATS recruiting strategy for a while now, AI has transformed the way your ATS will rank and organize candidates.

Traditionally, an ATS will hone in on certain keywords in a resume to provide you with a list of candidates that fit your search inquiry. This is an overly simplistic and unintelligent approach to ranking that lets countless quality candidates slip through the cracks. Instead of only relying on specific keywords that candidates may or may not include in their resumes, an AI-powered ATS will rely on a more comprehensive and intelligent algorithm.

Intelligent ATS software asks for more information on your side, providing your system with several key concepts to help influence its ranking decision. Additionally, a smart ATS can evaluate thousands of previously successful candidates and identify key features of their resumes that overlap, allowing it to refer to various methods of ranking to find possible top talent that gets overlooked by keyword searches. 

Artificial Intelligence ATS: Communication

AI has made automated messaging and chatbots more human, and this aspect will continue to improve at an accelerating pace into the future. This, of course, helps take time off of recruiters’ busy schedules, but it also improves candidate experience because the messaging will feel more human and personal. 

Additionally, most smart ATS software is now working in conjunction with Customer Management Relations. The combined data of a CRM and ATS will help bring client data, candidate data, and the history of your communication points into an all-in-one, easy-to-use platform. This will make scheduling interviews and evaluating the needs of both clients and candidates easier to manage. 

Artificial Intelligence ATS: Automated Sourcing

Automated candidate sourcing, like with resume parsing, has become smarter and more efficient with the help of AI. AI is helping inform systems on how to track, rank, and objectively match candidates with potential job openings. Automated sourcing eliminates bias from the sourcing process and relies on comprehensive ranking metrics that, like a smart resume screening software, identifies trends in successful sourcing procedures. 

On top of being more accurate, AI makes sourcing easier and simpler than ever before. Instead of spending several hours to come up with ten or so viable candidates, sourcing technology will automatically unearth dozens of top talent over the course of a day. All recruiters have to do is let the AI know what you’re looking for, and the software handles the rest. 

Artificial Intelligence ATS: Smarter Tracking

Because your CRM and ATS will be compiled into one location, tracking candidates through every step on the recruiting process will become easier and more efficient. Updates on job postings as well as candidate progress will be made in unison, providing you with relevant information on changes in job openings and availability. 

Powerful analytics, smart data collection, and perennial updates on your key deadlines and dates are all more readily available to you with AI tracking features. 

When it comes to benefiting from recruiting AI’s most recent innovation, you want to make sure that you have the very best intelligent ATS software. Loxo AI is dedicated to helping you find the very best talent for even the most difficult matches. Our comprehensive CRM, sourcing capabilities, and intelligent features will bring you top hires like never before. 

Accelerate your hiring capabilities and see a live demo of Loxo today.


machine learning hiring

Machine Learning for Hiring: Changing the Way Your Recruiting and HR Teams Operate

Machine learning, as a part of the wave of artificial intelligence, has changed the ways developers test automated driving, create video games, and, as this article will chart, optimize the recruiting process.

Part of what makes AI so significant in the recruiting world has a lot to do with the capabilities that come with machine learning. Machine learning is a subfield of AI that allows the system to analyze data in order to autonomously learn without being specifically programmed into each update. 

Machine learning has been utilized in several steps of the recruiting process, and it’s incumbent on recruiters to integrate machine learning into their model as AI becomes more prevalent in the recruiting world. 

Machine Learning for Hiring: Job Postings

One of the most time-consuming steps for HR teams is manually writing and posting job advertisements. Additionally, depending on who’s writing the post, your messaging may not be effective enough to attract the kind of candidates you’re looking for. 

Machine learning technology analyzes and identifies patterns between language and successful job postings. Sophisticated algorithms are able to find common denominators between successful posts and rely on the efficacy of those findings to create their own advertisements. 

Not only will this free up time for you, but it will also help your HR team write clearer descriptions for job openings. If you want to write the posts yourself, the software will provide you with a description of the kind of language that has been most successful within a certain posting space, even specifying what kind of language is more beneficial for a diverse group of candidates. 

Machine Learning for Hiring: Resume Screening and Sourcing 

Resume parsing and sourcing is one of the most clearly affected areas of machine learning technology. 

With standard AI applications, intelligent ATS software will help you parse through resumes and source candidates at a much faster rate. What machine learning provides, however, is the ability for you to identify certain patterns that come with successful and unsuccessful previous applicants. Machine learning sifts through thousands of hiring cases to assess what key factors, based on the resume, led to a successful hire. 

Machine learning utilizes key words, traits, experiences, and necessary skills in a smart, comprehensive manner that will help identify top talent that might otherwise slip through the cracks.

Machine Learning for Hiring: Employee Retention

Machine learning AI provides recruiters with one of the more controversial uses of intelligent software by analyzing data that predicts how long a candidate might stick with a job. 

While some call it invasive, machine learning applications allow AI bots to sift through a candidate’s history online via email, messages, documents, and search history in order to identify certain outliers that might suggest someone will quit their job. 

Machine learning technology can identify certain cues in language, providing employers with an update when specific keywords have been identified in the candidate’s relevant meta-data entries. Dystopian similarities aside, much of this technology is already being used in several industries and trends suggest that it could be a widespread part of the recruiting process in the near future.

Part of what makes machine learning so interesting is how fast and powerful the intelligent software can become overtime. For HR teams, utilizing machine learning technology is quickly becoming a necessary part of the hiring process, and implementing such technologies will make it much easier to adapt to further changes in the industry. 

With Loxo, you’re sure to get the most advanced machine-learning, AI recruiting technology for all of your sourcing, resume parsing, and data-retention needs. Loxo AI helps you source and retain candidates at faster rates and by smarter means.

 Loxo’s sleek and simple design make it easy for any team to follow. Change the way you do recruiting with Loxo today.


hr automation ideas

HR Automation Ideas Your Company Needs to Use

HR teams are an integral part of any business and ultimately decide, based on their hiring methods, the future of the company’s workforce. Part of what makes HR so important and difficult are the number of tedious, time-consuming tasks and procedures that come with the hiring process.

Recruiting automation and artificial intelligence is paving the way for a new age of recruitment where HR managers can streamline and simplify their workflow, eliminate tedious steps in the recruitment process, and focus on the important, human tasks that define the future of a company. 

Below are some HR automation ideas your company needs to use today. 

HR Automation Ideas for Employee Onboarding and Offboarding

Whether you’re onboarding or offboarding employees or future candidates, features in automation have helped HR teams eliminate repetitive tasks related to formal documentary procedures. Because the process of onboarding requires a significant amount of paperwork, digitizing the documentation process and utilizing automation will make it easier to integrate new employees and manage their information.

Some onboarding and offboarding steps that can be simplified via automation include the application process, contract signing, distribution of important documents, and relevant timetables.  

HR Automation Ideas for Screening and Sourcing

When it comes to both screening and sourcing candidates, automation has made some significant improvements in its efficacy to acquire top talent at faster rates and with smarter means. 

When screening resumes, HR teams can rely on machine learning features that will identify commonalities among previously successful candidates. With machine learning capabilities, you don’t have to worry as much about having top talent slip through the cracks. Artificial intelligence’s ability to rely on keywords, important traits, and machine learning will allow you to sift through thousands of resumes at incredible rates. 

With sourcing, it’s pretty much the same deal. Instead of spending hours trying to source a dozen candidates, you can rely on sourcing technology to access more talent pools at faster rates and in short time. 

On top of this, you’re going to be eliminating biases that are simply unavoidable with human interaction. Biases come in many shapes and forms, and by relying on objective, merit-based traits and characteristics, things like names, familiar hometowns or universities, gender, and ethnicity won’t have the subconscious effect that does it on human HR members. 

HR Automation Ideas for Employee Analytics

Automation can expand your capacity for employee analytics and provide HR teams with valuable insights from organized data sets. Intelligent software solutions can provide employee reports and insights at a moment’s notice, improving your employee experience by eliminating prolonged annual reports. 

A CRM will help you organize this data so that you can keep up with deadlines, client and candidate needs, and contact information for all the important people you need to reach in the recruitment process. 

Consistently updated performance reviews, deadline notifications, and important data analytics to help you understand which candidates to focus on will help bolster your HR team’s long-term strategies and make the information your employees want to see more accessible.  

HR Automation Ideas for Communication and Meetings

Scheduling meetings has come a long way with the help of automation. Under a comprehensive software, the schedules of all relevant employees can be included in the computer’s diagnostics. Instead of sending a group email and trying to identify times that work best for all your leaders, automated scheduling will evaluate the best time to set a meeting based on the schedules inputted into its system, leaving you with several options to choose from. This becomes especially useful when you have team members who are out of the office and working on-site. 

You can extend the meeting to individuals within departments, companies, or even third-parties overseas. Automated scheduled meetings will provide you with the scope and flexibility to connect with more employees and leaders with more convenience.

HR teams deal with a lot of paperwork, lengthy processes, and communication demands that eat away at their busy work schedules. These automation ideas, among others, will help simplify those processes and allow you to get to work on other important tasks in the recruiting process.

Loxo’s sophisticated and intelligent AI provides recruiters with several of the features that will improve their efficiency and make their lives easier. Loxo is an all-in-one recruiting solution that will help you screen, source, communicate, organize, and ease through the tedious steps of the recruiting process via our sleek and simple platform.

Sign up for a free live demo of Loxo to see how recruiting AI technology and automation can help you today.


ai powered recruitment

AI Powered Recruitment - Disrupting the Industry

Like with most industries in today’s increasingly technological world, AI powered recruitment continues to disrupt the hiring industry. 

A 2018 study shows that 38% of companies utilize artificial intelligence, and by the end of 2018 that number shot up to 62%.

This isn’t all that surprising in an economy with high employment rates and a need for top talent. In fact, according to a glassdoors survey, talent acquisition was the most challenging aspect of the recruiting process for 76% of hiring decision makers. With a scarcity in available talent, recruiters are turning to AI to find smart, cost-effective solutions for identifying top talent.

Loxo is leading the shift in AI recruitment, introducing a number of innovative recruiting features.

Below is an overview of Loxo’s state-of-the-art hiring technology that’s helping recruiters make smarter and more cost-effective hiring decisions today. 

Loxo’s Proprietary Sourcing Technology for AI Powered Recruitment

Part of the desire to shift to AI, among all industries, is technology’s ability to reduce errors and eliminate tedious, time-consuming tasks. With proper AI sourcing technology, recruiters have faster and more accurate means to reach top talent. 

Loxo’s proprietary AI powered sourcing technology works in three steps.

  1. Tell our sophisticated AI what you're looking for in the perfect candidate by completing our simple, quick and easy form.
  2. Purchase a Name Generation credit or redeem existing credits to complete your request. Once submitted, Loxo will begin the search.
  3. Let Loxo Name Generation™ do the work, and within 24 hours we'll email you approximately 50 of the best candidates for your roll.

Instead of wasting hours of your team’s time to source a handful of possible candidates, Loxo’s automated sourcing technology can do all the work, freeing up your hiring team’s time and attention to other human aspects of the hiring process.

Loxo’s intelligent sourcing feature can also help you:

  • Eliminate human bias from the recruiting process.
  • Utilize hundreds of databases to search for top talent that humans couldn’t possibly access in such a short amount of time. 
  • Rely on intelligent algorithms that sort, rank, and match candidates into a comprehensible list. 
  • Compile top talent while your team is away from the office, on break, or sleeping. 
  • Increase accuracy when determining the suitability and qualifications of a candidate. 

Loxo’s Smart Database Drives AI Powered Recruitment

While CRM and ATS technology have been around for some time, only state-of-the-art databases will be able to optimize intelligent features and work with your sourcing software. 

The power of Loxo’s AI is that it combines and utilizes several of its recruiting features at the same time. It’s combined CRM+ATS automatically transfers information from one pool to the next. Additionally, Loxo will organize any new candidates that come into contact with your team and automatically sort, organize, and place them into your database for present or future use. 

One of the most overlooked features of a competent CRM is its efficacy to develop long-term recruiting strategies. Loxo’s database ensures that you can easily track and contact candidates, wherever they are in their recruiting process. Loxo will help you identify passive and active candidates, giving you the tools you need to develop a talent pool and have qualified candidates for both present and future demands. 

Improving Candidate Experience with Loxo

Loxo’s AI recruitment features will change the way you interact with candidates, ultimately improving candidate experience which will lead to more referrals and increased brand recognition. 

Loxo’s AI will make keeping candidates informed and up-to-date with key information easier than ever. You can maintain important checkpoints, organize a candidate’s steps in the hiring process, and be in a position to inform candidates of any updates along their journey to hiring. 

Additionally, candidates will be happier when you’re able to match them more accurately with job openings. By eliminating human bias and relying on objective, intelligent hiring methods, you can guarantee that your candidates are being accurately sorted into positions that they’re truly qualified and meant to work in. Loxo’s intelligent sourcing and matching algorithm is they key to this process.

Whether you’re ready for it or not, the future of recruiting has arrived and Loxo is leading the charge.

Try your Loxo demo today and ensure that you’re getting access to top talent with less hassle, time, and cost than ever before.


applicant database for recruiting

Making Your Applicant Database a Strategic Advantage

It’s not enough to simply integrate a database into your recruiting firm and expect your metrics to start improving. 

Yes, certain things like organization and efficiency will happen relatively seamlessly with a competent ATS or CRM. It’s up to recruiters, however, to maximize their technology and delegate tedious roles in order to turn your database into a real strategic advantage.

This article will overview how you can utilize your databases in order to streamline steps in the recruiting process, maximize productivity, and provide your team with more time towards the human aspects of recruitment. 

What is an Applicant Database?

So, what is an applicant database? 

An applicant database usually comes in the form of an Applicant Tracking System (ATS) and Customer Management Relation (CRM). A competent applicant database will store valuable information on candidates, streamline tedious tasks in the recruitment process, track candidates’ activity rates, allow you to create and post jobs, and move candidates through every stop in the hiring process with ease and simplicity.

The best way to maximize your use of your database is by integrating your ATS with your CRM. By doing so, you’re ensuring that you aren’t wasting time on streamlining tasks that don’t add value to the recruiting process in the long run. 

Here are some of the functions of an ATS/CRM:

  • Store and collect candidate information and resumes.
  • Track passive and active candidates.
  • Identify the best ways to contact candidates.
  • Provide valuable data on seasonal hiring trends with an industry.
  • Rank and list candidates.
  • Match job openings with candidates in your database.
  • Build talent pools for future growth.
  • Streamline recruiting processes by making data easier and quicker to access.
  • Free up time for recruiters to tend to essential, human tasks of the recruiting process.

How Does an Applicant Database work?

Applicant databases gather and store resumes for recruiters and hiring teams to access and reference. Because most recruiters take only six seconds to review a resume, an applicant database, like an ATS, is an excellent space to efficiently store resumes in a way that you can review them quickly and seamlessly. 

With the help of automation and artificial intelligence, smart candidate sourcing tools and databases can rank your candidates for you, eliminating the time-consuming process of ordering and ranking the candidate list on your own. 

Additionally, applicant databases streamline time-consuming processes with the keyword search capabilities and resume formatting algorithms that keep every candidate organized and in order.

Turning your Applicant Database into a Strategic Advantage

When your ATS and CRM are working in unison, you guarantee that you maximize the efficacy of your applicant database. 

When you facilitate and optimize the hiring process with your ATS, you’re going for short-term gains in the recruiting process. An ATS will help you source, screen, and move your candidates through the recruiting process without having to manually intervene in every step of the recruiting process. Already, you’re improving key metrics like cost per hire, time to hire, and quality of hire with an ATS.

By integrating a CRM, however, you’re ensuring that all the benefits you’ve gained in the hiring process can be used for long-term strategies. A CRM can help you identify trends, hiring patterns, and keep track of active and passive candidates. By relying on your CRM, you make sure that every piece of data in the hiring process can be stored and used later down the line.

With a fully integrated ATS/CRM, recruiters can make smarter and well-informed hiring decisions, build talent pools, create long-term strategies, and develop outreach campaigns by utilizing the contact information and activity rates in their databases. 

Applicant Database AI and Automation

Loxo’s proprietary sourcing technology and innovative ATS+CRM applications give you all the tools you need to turn your applicant database into a strategic advantage. Loxo’s leading the way when it comes to database technology, and we want to make the recruiting process as simple and enjoyable as possible. 

Leveraging Loxo's AI you can easily source your existing applicant database for candidates for your latest jobs, or use the AI name generator to create a net-new source of candidate profiles.

It’s not enough to streamline limited aspects of the recruiting process; Loxo’s intelligent database will support your long-term strategic goals while simplifying the day-to-day recruiting tasks and needs. Maximize your technological capabilities and try Loxo today.


role of talent pools

The Role of Talent Pools

Building a size-able and high-quality talent pool is one of the most effective long-term recruiting strategies. In fact, in today’s competitive recruiting world, talent pools are essential to maintaining an edge over the competition. 

Talent pools are defined by the databases that recruiting agencies acquire in order to store all current and potential candidates. 

Having a solid database of top talent will allow you to source candidates at faster and cheaper rates, giving your more control and leverage in the long-run. 

Below is everything you need to know about the role of talent pools and how to develop an effective talent pool strategy. 

What is a Talent Pool?

As stated above, a talent pool is a database that stores all current and potential candidates. This refers to all candidates that you’ve been tracking or have reached out to you, including direct applicants, sourced candidates, referrals, and candidates who have entered your database inbound. 

Talent pool strategies are more than just collecting names into a list, though. They’re about building relationships, overtime and in a proactive manner, in order to constantly contact the most talented and high-quality applicants before they’re ready to enter the workforce. 

Talent pool acquisition, through the proactive lens, is really about developing a high quality database by maximizing your candidate experience, CRM, communication methods, and candidate engagement metrics. 

By utilizing all of these things, you’re ensuring that your talent pool strategy is holistic, recognizing the importance of brand recognition and candidate relations just as much as the actual data that a talent pool is made of. 

Why Is Building a Talent Pool Important?

So why go through all the trouble of building a talent pool and engaging all of these candidates for job postings that don’t already exist?

Even if you don’t have any immediate client demands or open positions to fill, building talent pools early on will ensure that you’re getting a head start on improving all the important recruiting metrics and best practices.

When you engage in proactive recruiting and develop talent pools early on, you’re making efforts to reduce time to hire and cost per hire, while at the same time increasing quality of hire and your rate of hire. 

With more candidates at your disposal, you’ll have the leverage and options to pick the best candidates for the most demanding positions. At the same time, you won’t need to waste time sourcing candidates and culling together resumes from scratch. 

You want the best candidates for every job position that opens up, and building talent pools will make that way easier down the road. 

How do you Build a Talent Pool?

Building a talent pool is all about utilizing your resources and relying on proactive recruiting to seek out the best candidates. While there isn’t a catch-all strategy to finding top talent, there are a number of recruiting strategies that agencies should rely on. 

  • Sourcing Automation: One of the fastest and most cost-effective ways to source candidates is through sourcing automation tools. Sourcing automation tools allow recruiters to input their needs into a database and, within a day, receive a list of top talent that fits their job description. Sourcing AI will do all the work while you’re busy with other tasks or simply taking a break. 
  • Referrals: Referrals are often some of the best candidates that recruiters can acquire. Obtaining referrals comes down to  developing your candidate experience. If a candidate gets a good job that fits their needs and is happy with you as a recruiter, they’re more likely to refer a qualified friend or associate. Communicating with your candidates, engaging candidates, and improving candidate experience are all ways to increase referral rates. 
  • Utilize a CRM: Having a competent CRM is essential to long-term success if you’re going to develop talent pools. A competent CRM means you’ll be able to store data and keep tabs on any candidates that you come across in the recruiting process. Not only that, a CRM will make it easier to reach out to those candidates, distinguish whether they’re active or passive, and give you the information to create your talent pool strategies in the present and future.

In this day and age, it’s not a question of whether or not you need to build talent pools, it’s how best to do it. Loxo’s proprietary sourcing automation technology, advanced CRM, and innovative ATS will provide you with everything you’ll need to store candidates, proactively seek them, and build quality talent pools.

Loxo’s state-of-the-art features will make building your talent pools more efficient and cost-effective than ever. Ensure long-term success and try your Loxo demo today.


rise of talent intelligence

The Rise of Talent Intelligence

Artificial intelligence has taken large strides in recent years and shifted the way that recruiters find talent and interact with the recruiting process. AI recruiting has allowed recruiters to source candidates more efficiently, eliminate bias, and streamline tedious and time-consuming tasks in the recruiting process.

Talent Intelligence has emerged out of this digital shift and has distinguished itself as a central aspect of intelligent recruiting. Talent intelligence is, in short, the process of data collection and analytics as a means to assess and improve talent quality, candidate experience, and key recruiting metrics.

Talent intelligence is about minimizing the tedious tasks that computers can handle and giving your team more time to make connections, develop strategies, and deal with the “human” aspects of recruitment.

Below is everything you need to know about the rise of talent intelligence recruitment. 

What is Talent Intelligence?

Talent intelligence isn’t simply about the data that recruiters gather; it’s about understanding which areas of the recruiting process can be delegated to technology and how best to utilize that information. 

With talent intelligence, you’re relying on things like your CRM to identify recruitment patterns, trends, and to track candidates. If you need to source candidates, you can utilize AI candidate sourcing automation technology so that you don’t have to spend hours to come up with a few viable candidates. 

 With talent intelligence applications, you can streamline the tedious processes of screening, sourcing, and evaluating talent quality with a click of a button, saving you both time and money. Talent intelligence relies on technology, databases, and analytics to improve the important recruiting metrics at the fastest and cheapest rates.

What is talent intelligence? Talent intelligence is about refocusing time and energy spent on tasks that technology can handle and shifting that energy to the human aspects of recruiting--interviews, meetings, candidate experience, and long-term strategy development, among others.

Talent Business Intelligence

Over the past ten years, business intelligence has become one of the most talked about and anticipated terms in business and recruiting. In fact, 85% of business leaders across the world have said that big data will dramatically change the way companies do business. 

Business intelligence is an umbrella term that describes the way in which companies analyze, sort, and access key business information in order to identify insights from the data that they store. 

When it comes to recruiting, this is more than just talent acquisition. Talent business intelligence will help recruiters develop benchmarks, KPIs, and evaluate the big-picture decisions of where their company is heading. You can evaluate not only important hiring metrics, but also performance and overall efficiency. 

Business intelligence relies on data from website traffic, closed deal analyses, and interaction analytics. The first step to understanding and building from the data is having the right tools, like a CRM, to store and make sense of the data. Beyond that, companies should weigh up their potential business solutions in order to see if their long-term goals are in line with quarterly data reports. 

Talent Intelligence Recruitment Best Practices

When applying any new technology or shift in practices, it’s important to do so in a way as seamless and comprehensible as possible. In order to make the transition simple enough for your employees and team members, you’re relying on two important aspects: ease of technology and ease of integration.

  • Technology: When it comes to technology, you need software that will be easy to use and simple to manage. This means that it needs to have an appealing design, simple navigation features, and a reliable system. There’s no use in integrating a powerful CRM/ATS if the software is too complicated for your team to pick up..
  • Compatibility: Decide which departments will most likely rely on talent intelligence recruitment and are most compatible with its applications. Additionally, you should look into any existing technologies that you already use and see if the software can integrate easily into your system. Even with an outdated data storage system, you don’t want all the information you’ve culled together to go to waste.
  • Implementation: How many teams will utilize the new technology? If enough departments rely on using the technology together, exchanging information throughout the recruiting process, it might be worthwhile to have a week of training where the technology can be implemented throughout the various departments.

It’s only a matter of time before talent intelligence recruitment practices become ubiquitous in the recruiting world. Getting a head start on integrating AI recruiting applications into your agency will help make for a smoother transition and allow you to begin building a foundation of information to build upon.

Loxo is leading the way when it comes to innovations in sourcing automation and recruiting AI. Our state-of-the-art ATS and CRM is a simple, comprehensive system that will allow you to store and manage data with ease. Get up to speed with the industry’s technological advancements and get your Loxo demo today.


ai sourcing

How AI Sourcing Works

Unlike other recruiting trends in technology and innovation, it looks like AI recruitment practices and recruiting automation are here to stay.

This is especially true in an industry that continues to expand its growth, potential, and level of competition. In order to maintain an edge in today’s recruiting climate, recruiters are going to have to utilize many of recruitment automation’s applications, like AI sourcing.

Loxo’s AI sourcing technology will help recruiters cut out costly, time-consuming, and tedious processes so they can streamline their operations and leverage more time towards other important elements of the recruiting process. 

This article will tell you everything you need to about how AI sourcing works, and how Loxo AI, the world’s first intelligent sourcing assistant, can you help you source candidates faster and smarter than ever.

What is AI Sourcing?

If sourcing is the procurement of names, candidates, and resumes for a specific job, then AI sourcing is the ability to expand, streamline, and automate all of the tedious steps in that process. 

One of the big advantages of AI sourcing is the ability to refer to hundreds of databases in a short amount of time. AI sourcing will allow you to unearth top talent across hundreds of sources to find the best possible matches for you while you’re setting up meetings, contacting individual candidates, or sleeping. 

While, traditionally, you might need various departments that take on different roles in the candidate sourcing process--for example an initial team for name procurement, followed by a series of other teams that cover qualification, interviews, and matchability--AI sourcing will automate most of those steps and allow you to focus on the human elements. 

How Does AI Sourcing Work? 

So how does AI sourcing work? If you’re trying out Loxo AI, the process is as simple as a few easy steps. 

First, you tell the sophisticated AI what you’re looking for in the perfect candidate by filling out a simple, quick, and easy form.

Second, redeem your existing AI credits or purchase credit to complete your request. Once your credits have been registered by the system, Loxo AI will begin its search. 

Third, get your results. Loxo AI will do all the work by culling together approximately 50 of the best candidates for your role. Within 24 hours of your request, you will receive an email with a list of the 50 candidates.

AI sourcing takes advantage of the available databases online, providing you with a much greater candidate pool to refer to when assessing matchability. The only thing the recruiter has to do is make clear the roles and skills that they’re looking for. If the system knows what to look for, it can screen resumes and evaluate candidates quickly and seamlessly.  

Why is AI Sourcing Important? 

According to a LinkedIn Talent Solutions study, 46% of talent acquisition leaders have found it consistently difficult to attract qualified candidates. As markets continue to become saturated and the ability to parse out top talent from the crowd becomes more difficult, it’s up to recruiters to adapt to these challenges in order to meet their clients’ needs. 

AI sourcing is one simple but effective way to integrate automation to the recruiting process and help improve important metrics like cost-to-hire, time-to-hire, time-to-fill, quality-of-hire, and so on. By allowing recruiters to focus on things like interviews, meetings, and connecting with top talent with personal emails, it’s not hard to imagine how you can save time and money by cutting out manual sourcing. 

Loxo AI™ is an automated sourcing assistant that identifies and ranks the best possible candidates for your open role. The goal is quality over quantity. Loxo AI™ works on each position by using either your own internal database or you can choose to use Loxo Source™ our brand new proprietary directory with nearly half-a-billion people, and 12 million companies across the globe.

Whether you sourced someone from LinkedIn, uploaded a resume, manually created a person, or added them into your database from Loxo Source™, you can use Loxo AI™ to automatically find the very best possible matches to a specific job. Forever gone are the days of endless Boolean search strings or applying countless filters. Simply create a job like you would today and let Loxo AI™ do the work for you! Request a demo of Loxo to get started.