Recruiters evaluating a Legacy ATS

Is Your Legacy ATS Hurting Your Firm?

Rise of the ATS

When the ATS emerged in the 1990s, it seemed to be the solution to every recruitment problem. These digital systems collected and stored data from both online and physical applications. The ATS allowed recruiters to sort and filter candidates. They also began to provide basic candidate screening. The ATS gave recruiters a manageable set of candidates to choose from before looking at applicants.
Yet, the ATS has its flaws. For one, it is still difficult for teams to collaborate. Most ATSs don't allow recruiters to share candidate profiles or notes. Some of them replace one type of busy work with another: inputting data from applications into the system. Recruiters who once spent all day filing applications spend the same time shifting data from one set of boxes into another. If this sounds like you, it might be time to ditch your legacy ATS and move on to the next stage of candidate recruitment.


 Twenty years ago, CRM meant "customer relationship management." CRM referred to services that tracked customers' ratings of a company's performance. As online job applications became the norm, companies began to consider candidates as customers. Like customers, candidates have experiences to be curated and optimized. After all, candidates don't learn about vacancies from the classifieds and hand the recruiter a resume in person. It's much easier to find jobs through job boards and social media, but applying can be complicated. Most candidates have quit the application process out of frustration, confident that another dream job is just down their feed. This is why companies have started worrying about candidate relationship management.
CRM software makes recruiters' lives more manageable than an ATS despite its focus on candidates. A significant advantage is that a CRM can parse a resume, cutting down on the manual data entry your legacy ATS requires. Finally, the CRM automates alerts and messages within a team. This makes it easier for team members to share applications.
The most significant difference between the ATS and the CRM is their focus. CRMs don't view candidates through the lens of their application to a single job. Instead, candidates are considered holistically. CRMs nurture your relationship with candidates. The new systems create a talent pool that you can return to, even once you've filled a particular position.

How Loxo can help

 Loxo is an AI recruiting tool with cutting-edge CRM software that makes it easier for your company to find, track, and engage top talent. Unlike legacy ATSs, Loxo cuts down on busy work and gives you data on every aspect of the recruitment process. It also makes collaboration and documentation a breeze. For more information on how Loxo can work for your company, visit our website today or request a demo here!

Recruiters using AI sourcing tools to find and place candidates

AI Sourcing Tools and their Top Benefits

In the world of recruitment, you need an edge. It would also help if you had a way to reduce the time spent uncovering talent. According to Express Employment Professionals via Visual CV, the hiring process took an average of 27 days in 2020. Read on to learn about how artificial intelligence (AI) sourcing can positively impact your business, saving time and money.

What is AI sourcing?

Have you ever listened to Spotify or used dating apps like Hinge? These platforms utilize artificial intelligence (AI) to suggest songs and partners. In the case of AI sourcing, the system recommends candidates for jobs. You can also use the software to send text messages and emails to automate recruitment conversations. You'll save time and limit the number of fruitless conversations.

What is an AI sourcing tool?

AI sourcing tools allow you to create your own parameters. For example, if the job you need to fill requires lifting 50-pound boxes, you may list that as a criterion. The AI scans resumes for you to find the candidates that list "hand carrying" or "lifting 50-pound boxes."

You'll only look at the most relevant candidates who already meet your requirements. You can also automate essential communications, such as invitations to apply, offer letters, and more.

Benefits of Using an AI Sourcing Tool

AI sourcing tools can help you make the recruitment process more efficient. The benefits include automatic candidate sourcing, reducing recruitment bias, and better candidate matching. You'll develop better employee value propositions, improve engagement, and analyze facial expressions during interviews.

Automatic candidate sourcing: You can develop a pipeline to identify talent that meets minimum qualifications drawn from resume databases, newspapers, social media, and discussion forums. You can also program the AI to contact recruits with personalized messages that keep them in the pipeline.

Lower Risk of Bias: Using AI automation can reduce discrimination in the recruitment process. AI ignores gender, gender identity, race, creed, and age. Computers only care that the candidate performs well. This addresses the discrimination more than 44 percent of job applicants have experienced.

Candidate Matching: You can set parameters to choose the top candidates. This saves you time since you can skim only relevant resumes rather than weeding through many. You can set keyword matches, such as those that signal management experience and job skills.

Improved Employee Value Propositions: AI analyzes resumes to determine which benefits mean the most to a candidate. For example, a recruit's last two jobs allowed two work-from-home days per week. If your company doesn't offer that, it may not be a good match.

Improved Engagement: AI can automate more than 75 percent of recruitment process communications. You can program the software to answer common questions, verify qualifications, and send updates.

Facial Expression Analysis: Conducting video interviews is necessary these days. Many hiring managers have avoided virtual interviews because they cannot see the candidates's body language. You can overcome this problem by using AI. The AI algorithm analyzes candidates' self-presentation, energy, confidence level, facial expressions, and other factors.

How will AI change the recruitment role?

You can headhunt without hiring a headhunting firm. You can contact the 73 percent of candidates in the passive candidate pipeline, rather than sifting through many sites. AI reduces the time spent getting the highest-quality candidates into your pipeline.

You can use AI to uncover talent and find potential employees that you wouldn't have due to bias. According to Express Employment Professionals via Visual CV, 63 percent of employers said they had trouble filling positions in 2020. At the time of the survey, 31 percent reported having open positions they couldn't fill.

2021 AI Sourcing Tools Impact the Labor Market

The availability of talent shrank for some sectors of the economy. This hurt businesses' efforts to rebuild in the wake of COVID-19. Still, companies leverage AI sourcing tools to attract passive candidates. It isn't just tough to find good people in the 21st century. Keeping talent is a whole other challenge.

According to the Bureau of Labor Statistics, the days of "the company man" are over. Today, the median employment tenure of an employee sits at 4.1 years. Younger employees stay even shorter periods with a company. On average, those aged 25 to 34 remain with a company for 2.8 years.

Due to COVID-19, those who had jobs at the beginning of the year didn't typically leave. Rather, they practiced "sheltering in a job," hunkering down in place and keeping what they had. By February 2021, 52 percent of employed adults had begun a job hunt.

This gives your business (especially if you're rebuilding) a new use for AI recruitment tools. You can cherry-pick those that fit your company culture and provide the benefits that resound with them, such as remote work.

Looking for an AI sourcing tool?

Most products in the AI sourcing sector address only a piece of the problem. According to Select Software Reviews, Loxo created "a fully-fledged recruitment CRM that has also done a good job at leveraging AI technology when it comes to helping recruiters find the best talent." Loxo earned the only AI recruitment CRM honors in its field of top AI-related recruitment software applications. 

To stay ahead in this competitive market, you need to use the best AI sourcing tools available. You can use tools like Loxo to cut down on time spent managing talent. Learn more about how Loxo's AI Sourcing tool can reduce your workload and find top candidates faster.

What is RPO recruitment and what are the benefits?

Recruitment Process Outsourcing (RPO) services have emerged as a new facet of the outsourcing industry. Recruitment outsourcing is a commercial procedure in which recruitment is outsourced to a third party. Much like when a company outsources its manufacturing or production. This process alleviates a significant amount of the burden on the organization. Now, businesses have the option to delegate recruitment to a third party to increase success and decrease the risk. RPO is gaining traction in the current recruitment realm. So you may be asking yourself, what is RPO recruitment? read on to learn more.

Advantages of RPO

Similarly to Business Process Outsourcing (BPO), Recruitment Process Outsourcing (RPO) has risen in popularity in recent years as a result of the following advantages:

  • Outsourcing recruiting efforts to a third party allow employers to improve their overall performance while focusing on their primary business activities.
  • The Best RPO is able to offer high-quality results because their labor is limited to a single activity.
  • RPOs guarantee that the most qualified resources are used. They invest sufficient time and expertise in identifying and employing the most qualified candidates for their customers.
  • RPOs are capable of transforming fixed investment expenses into variable costs.

When should you use RPO services?

When looking for ways to save money

It is reasonable to believe that corporations will find the recruitment procedure to be cost-effective if its use is limited. However, when the need for new applicants grows, the recruitment procedure becomes more expensive as the whole process must be repeated multiple times. Companies may effectively save costs by using RPO services. Positioning companies provide attractive terms and discounts in exchange for a large number of hires. RPO must thus be adopted by businesses if their top objective is to minimize expenses. Additionally, when considering the costs of job boards, job listings, social media marketing, and other recruitment-related expenses, it is more cost-effective to employ RPO services.

When access to cutting-edge recruiting technology and tools is essential

The primary role of recruitment process outsourcing (RPO) is to discover qualified, appropriate candidates for firms. They use a variety of technologies and tools to increase efficiency and manage the whole recruitment process. As a result, RPOs keep up with new cutting-edge tools. 

When prioritizing essential functions

A company's recruitment strategy is crucial to its success. When they conduct hiring operations to fill the roles, the company is shifting its focus away from its key competencies to the recruitment process. While recruitment is a small percentage of the business, every company has a mission. If businesses want to concentrate on their core activities rather than spending time searching for qualified people, outsourcing is the best option.

When a high level of talent is required

RPO services have in-depth expertise in the screening, interviewing, and hiring of applicants. They also have a massive database of potential applicants on hand. As a result, they recruit better employees. If organizations want high-quality personnel that cannot be obtained via the traditional in-house hiring process, they should consider outsourcing their recruitment.


Check out our website. If you are looking for the best RPO software, talk to our team and get a demo! - 

Recruiters using recruiting software for their day to day

5 Ways to Save Time with Recruiting Software

Time is a precious resource, especially in the recruitment space. You have to have a tech stack held together by integrations to save time nowadays. What if that didn't have to be the case with recruiting software? What if you could get all the functionality you need for your everyday efforts under one roof, helping you save time and money overall? 

Loxo is a one-stop shop that combines a CRM, ATS, and an automated outreach tool. Plus, there's also an AI sourcing tool and contact information finder built in! Our software is the closest you'll get to HR tech perfection. This article will learn how a recruiting software like Loxo can save you time and enhance efficiency. 

Source Contact Details with Ease

Sourcing applications manually in a candidate's market is challenging and time-consuming. You can waste whole days manually scrolling profiles on LinkedIn or going through hundreds of submitted resumes.

That's one of the first signs you need a new ATS. Loxo's proprietary search engine provides an invaluable talent map. The system allows you to source candidates seamlessly within your database, but it also allows you to find and pull candidates in from our database. Each profile has about 120 different data sources, complete with personal contact information. 

With Loxo, you will have around a billion candidates at your fingertips with powerful AI sourcing and deep machine learning capabilities to cut the time it takes to make a placement in half!

Automate Your Recruitment Workflows to Increase Efficiency

Loxo's multichannel outreach platform is fully automated to ensure you and your team stay on top of daily tasks. Our AI for recruitment allows you to build out email, phone, and LinkedIn tasks in advance to ensure maximum efficiency. 

Creating drip campaigns and bulk emails have never been easier. Our recruiting software puts your recruitment CRM on autopilot by personalizing sequences and follow-ups through unique email and automation triggers.

Nurture Your Client and Candidate Relationships

Loxo's CRM capabilities allow you to build an adequate pre-hire talent pool. You can keep track of candidates in the pre-hire process before bringing them to the ATS and recruitment pipelines. Developing talent pools for specific skills and roles is a serious time saver.

Nurturing prospect and candidate relationships is one of the most time-intensive aspects of the hiring process. 

It requires that you source clients and then maintain contact to stay top of mind. Loxo's CRM gives you access to AI-driven sourcing and ranking software in around a Billion people database. You can schedule calls, messages, and emails to keep tabs on prospects and candidates. 

Loxo also gives you the ability to track your prospect and talent engagement. It keeps track of previous emails, phone calls, and outreach, enabling you to see where your relationship stands and pick up the conversation you left off. 

Building Recruitment Pipelines Has Never Been Easier

Loxo allows you to build an effective recruitment pipeline. You can create jobs, add candidates, and view their status in our kanban view - drag and drop them into a new stage or send a bulk message to everyone in that stage of the interview process.  

You may be in the market for a developer who knows Ruby and Java but is not a DevOps engineer, lives in Denver but not Boulder, and has a current "senior" title. No problem. Use our dynamic filters to narrow the search or create a complete boolean string in our boolean builder. 

Loxo allows you to search for this candidate, flash their LinkedIn profile, and drop them into your recruitment pipeline. From this pipeline, they can receive automated outreach and email communication. 

This doesn't only apply to prospective candidates; you can also keep track of engagement and position with existing candidates.

Get It All Done with a Chrome Extension

Loxo's Chrome attachment brings all these features to your browser for automatic uploads. Say goodbye to manual data entry for these candidates.  

Loxo's widget allows you to add top candidates to your database from the browser extension. Our recruiting software does the heavy lifting, including data mining, profile creation, and contact information enhancement. Our built-in VoIP functionality allows you to call any candidate right from the chrome extension. You can also seamlessly drop that candidate into an outreach campaign or a talent pool for a role you want to fill. 

How Loxo Gets It All Done

Our database spans over 100 data sources and encompasses over a billion records.  

Our data acquisition measures fall into three main categories. The first is publicly available information from profile sites like LinkedIn, Healthgrades, GitHub, Twitter, MeetUp, Google Scholar, etc. These are accessible via public search engines like Google.  

We have a dedicated team focused on testing, acquiring, enriching, and structuring publicly available datasets. 

The second category is through API-enrichment partnerships that clean, refresh and structure disparate data records into one rich contact record. Moreover, these partners ensure that those contact records are compliant with local data privacy laws.

Finally, we have established a network of trusted premium commercial data partners to handle data acquisition and compliance in markets with complex data privacy and regulations like GDPR.

Let Loxo Make this Year Better!

You deserved it if you were in HR and had an excellent first quarter. If you didn't, there's still a chance to improve as we head into Q2

One of the best ways to assure yourself of a better 2022 is by bringing AI, automation, and productivity to your HR department.

This starts with embracing Loxo. Reign in the capabilities of an all-in-one ATS, CRM, automated outreach, and talent sourcing. For more information on the best AI sourcing tool, contact us today.

Recruiters using AI sourcing tools to find and place candidates

Make the Right Hire Every Time

Making the right hire can be a rather daunting task. Recruiters and HR professionals need to consider several aspects – from skills to personality and work ethic. Equally, hiring the wrong person is time-consuming and expensive.

However, how do you ensure you always make the right hire? Are there any tested and trusted hiring or recruiting tips? Well, today is your lucky day because here they are:

Analyze Your Business Growth Plan

It is vital to consider the future of your business when creating a job description. An excellent candidate is someone whose aspiration fits within your growth plan. Ask potential candidates what they expect to achieve career-wise in the next four years. How can the job in question help get them closer to their career goals?

The right hire will grow into the role you are trying to fill. Someone who fits within your business growth plan will offer maximum productivity. Aligning your employees with your company goals will ensure you enhance the organizational culture.

Enhance Your Vetting Process

Evaluating references should never be an optional step in your hiring process. It might be tedious and time-consuming, but it is worth it in the long run. You get to determine how a candidate interacts with leaders and peers.

Always vet all potential candidates thoroughly during the hiring process. It will help you determine how they work and who they are as employees or co-workers. Requesting samples of previous work will also help you pick the right hire from a large pool of potential employees.

Involve Your Current Employees in the Hiring Process

The right hire is someone who matches your company culture. It needs to be an individual that will work well with other employees within their time. Therefore, you can improve productivity from the start and safeguard your bottom line.

Getting your current employees involved in the hiring process will help you pick such a candidate. For instance, ask them to refer individuals who they think suit the job. Doing this ensures you get excellent candidates that understand and value your business.

Be Clear About Your Expectations

Clearly state what you expect from your prospective hires right from the start. It is especially vital for early-stage start-ups because employees may be expected to wear several hats. Equally, small businesses need employees that can go over and above.

Being clear about what you expect from new hires allows the candidates to evaluate whether they fit the task. Those not up to the challenge will drop out of the hiring process – leaving only motivated candidates on your list. Thus, you will get candidates that are willing and ready to meet your expectations.

Patience is Key

Do not rush to fill a role within your business. It is better to take three to four months to find the right hire, rather than hiring the wrong employee who will quit within a year. As stated earlier, turnovers are rather costly – from training to customer frustration and service errors.

Slow down your hiring process to guarantee you find the right candidate. Your current employees will also appreciate your efforts in trying to find suitable candidates that mesh with the company culture. Gaining the respect of your current and new hires starts by showcasing that you care about who they are and what they do.

Leverage Modern Technology

Thanks to recent advancements in technology, you can now use recruitment software to help you hire the right candidates. At Loxo, our best-of-breed recruitment automation software lets you hire the perfect fit at a fraction of the time and cost. Ensure you contact us today to safeguard your bottom line by hiring the perfect candidates.

Great Resignation

Great Resignation - What is it and how do you Navigate it?

The balance of power is shifting toward employees, taking many managers and employers by surprise. As the "Great Resignation" sweeps through the nation, local companies are facing competition from out-of-state work remote opps. The sentiment is that companies need to adapt to the requirements of the evolving workforce to keep the lights on (in the office to which no one is going). Here is everything you need to know about the Great Resignation. 

What is the Great Resignation? 

Americans are leaving their jobs in droves. In August, 4.3 million Americans quit their jobs. While some people have left the workforce entirely, job security and better pay are top concerns for others. The quit rate rose to a series high of 2.9% in August, according to the Labor Department's Job Openings and Labor Turnover Survey.

In the UK, the number of open jobs surpassed 1 million for the first time ever in August. There are several reasons why workers are walking away – poor working conditions, fears of contracting Covid-19, and existential epiphanies among them – and researchers are discovering more as they continue to collect and mine data. In other words, employees are resigning at very high rates than ever witnessed before. 

What has Sparked the Great Resignation?

The Great Resignation is propelled by three forces: the changing generation, the economic crisis, and the realization people have had that they can have a different social contract, spend more time with family when they work remotely, and skip the commute. 

Many employees planning to quit before COVID-19 pressed pause on their resignations amid job market uncertainty. During the past year and a half, they have had a chance to evaluate what matters to them and shift their work priorities.  It's not surprising that as the job market recovers and employees regain confidence, they're ready to take the leap.

As COVID-19 vaccination rates increase and restrictions loosen, some employers are calling employees back to the office. But employees have grown accustomed to remote work flexibility. Employees are ready for a reset on what work looks like – not a return to 2019 normal. As a result, employees are open to new opportunities that afford them the ability to work remotely, as well as offer better benefits and incentives to keep them - inflation is up, healthcare is of the utmost importance, and people will not settle.

What can employers do about the Great Resignation? 

Here is what employers can do about the Great Resignation to mitigate adverse effects:  

Be Prepared for Change 

Employers need to prepare themselves for change. Employees are no longer happy with the status quo. Employers can no longer stay in their comfort zone and attempt to keep things on an even keel of the old saying "If it ain't broke, don't fix it" mentality. As the leader of your company, you to prepare yourself to create a culture that faces those changes head-on and embraces them. 

Encourage Innovation and Openness

On the way to resolution—and seeking to maintain employee satisfaction—creating an environment that fosters innovation and encourages openness will get you far. So, employees need to know that they are safe when speaking up. The only way to know if your workforce is happy, is to ask them - and get their feedback. Ask what they need, what would make their lives easier.

Create a learning culture 

Your people want to grow their skills and stretch their brains. And if you aren't helping them do that, they'll go somewhere that will. Furthermore, The best way to retain employees during the Great Resignation is to make learning the core of your people's everyday work.

Learning can be a core tenant of your organization, but that doesn't mean much if people aren't learning in ways that benefit them and your organization. The number one reason people leave their jobs is lack of career development. Also, companies need to start investing more than hard dollars into their workforce. Training and development go a long way.

At Loxo, we believe that you should not allow the Great Resignation to put your business down. Our best-in-class applicant tracking system serves as the backbone of your recruiting business processes. With Loxo's automated recruitment solutions, your business can access top talents in a competitive business world. Request a demo today to learn more and get started.

recruiting status report

Recruiting Status Report Tips

Recruiting status reports ensure a positive and transparent relationship between recruitment agencies and clients.

However, often, these reports help clients quantify their progress and manage deliverables to keep them in a good place.

Status reports ensure that clients and agencies are on the same page, ensuring that no candidates slip through the cracks.

What is a Recruiting Status Report?

A recruiting status report details the progress made on a project over a given period. 

Reports help clients feel good and organized when reviewing, interviewing candidates, and making hiring decisions. 

Whether weekly or monthly, status reports need to guide clients and build confidence in your company's abilities.

Here are some Datapoints that your status report should have.

  • The recruitment project's stage is currently in (sourcing, interviewing, offer negotiation, etc.).
  • Interviews completed and scheduled: candidates interviewed, interviewers present, and outcomes of these interviews for each candidate.
  • The activities performed and deliverables completed since the last progress report by individual recruiters assigned to the client's search project.
  • The client's hiring team (interviews performed, candidates approved, etc.), the dates of performed actions, and the people responsible.
  • Satisfying client demands. Example (sourcing for X and Y skills, sourcing a candidate from a competitor, beginning interviews by X date, etc.)
  • Meeting of SLA (Service Level Agreement) requirements: communication practices agreement, minimum candidate quality/quantity, time per interview, etc.
  • Job advertising spends vs. total budget.
  • Shortlist of top candidates (candidates with X and Y experience).
  • Research indicates an update to the client's candidate requirements (if this is the case).
  • Giving the client explanations why no candidates have met the criteria for the position (if this applies).

Including all of the data points we've listed in your report will make your clients happy. However, the more detailed the information and the more frequent, the more time you are not spending time working on the project. 

When deciding how thorough your agency's status reports should be, always balance clients' desires with the time you and your recruiters demand to prepare these reports.

Are Recruitment Status Reports Still Necessary?

Recruiting status reports help ensure good client relationships by giving them essential information on your progress, but they can be a challenging time suck for your recruiters when prepared manually.

Ultimately, Recruiters write status reports instead of completing tasks to move the recruitment project forward.

The procedure will eat away at recruiters' efficiency and the hiring process's speed if they are preparing weekly reports for multiple clients.

So, are recruiting status reports still necessary?

Yes and no.

Should you update your clients with data demonstrating your progress with their recruiting project?


Is it necessary for this data to be prepared manually and input into a template labeled "recruiting status report?


So, while the information provided in a recruiting status report is indispensable for keeping clients satisfied, collaborative, and up-to-date, the writing format is secondary.

The Future of Recruiting Status Reports

There will be no recruiting status reports, only recruiting project status data that are easy to share with your clients.

Loxo is an all-in-one recruiting platform that eliminates the time-consuming process of preparing recruiting status reports by creating sharable reports in minutes.

With Loxo, exporting a status report from your dashboards is easy!

Instead of dropping what you're doing to start an impromptu report for an impatient client, you can provide the information your clients want the minute they ask for it.

To see how easy it is to prepare sharable recruitment project data for clients, schedule a demo of Loxo, and we'll show you how it's done.

Signs you need a new ATS

5 Signs You Need a New ATS

It's that time again. We're quickly approaching the end of yet another calendar year. As you prepare to say goodbye to 2022, you may count yourself among those who are looking for new opportunities to grow both personally and professionally in the coming year.Chances are, if you're reading this, you may have found yourself questioning whether it's time to invest in a new ATS finally. You may have even begun researching your options, even asking trusted friends for referrals; however, you may not have been ready to make the switch in 2022

While time is the solution to many life's problems, it's unlikely to solve your recruiting pains. Instead, use the current holiday lull to revisit the switch. If you're still doubtful, here are the signs it's time to make the switch.

You still Rely Primarily on Your Inbox & Spreadsheets.

If your whole recruiting process is built upon your inbox, spreadsheets, or even worse, paper to manage candidates, it's undoubtedly time for a change. There is no denying these methods serve their purpose in the early days of any agency. They allow you to move quickly, offer familiarity, and are a convenient option for those with limited budgets.

But, these tools quickly outgrow their usefulness. Inboxes become bloated, spreadsheets become unmanageable, and papers get lost in the shuffle. A good ATS quickly solves these pains and allows you to manage all of your work from one platform.

You Plan on Growing Your Team

Are you planning on growing your team in the coming year? If you are, it's important to remember that what works at your current size may be unscalable as your team grows.

Nothing is more frustrating to owners and employees alike than feeling stalled because you don't have the resources to scale your growth. Your ability to be proactive will be instrumental to how quickly and easily you navigate each phase. Instead of waiting until you start experiencing growing pains, be bold and choose the right tool, an ATS, that will scale up with growth.

You Spend More Time Entering Data than Recruiting

Data entry is a fact of life for anyone who spends at least part of their day working on a computer. It doesn't matter where you are on an org chart. We all have our fair share to do. However, improvements in technology have automated the amount of data entry required of us, if not almost eliminated.

If you spend most of your day copying and pasting between screens, it's time for an ATS. Modern ATS dramatically cut down on the amount of time you spend entering information, freeing you up to focus on what you do best — recruiting.

You Don't Have Real-time Status Updates into Your Recruiting.

Take a moment and think about your current recruiting efforts. How many open roles are you currently working on? How many candidates are you engaging for each position? It's incredible how quickly the numbers add up. Now, imagine if your clients we're to calling you at this exact moment asking for updates on the status of each role, including information on individual candidates. If the thought of this happening induces anxiety at spending hours manually compiling data, it's time for a change.

You never have to spend hours on this task again with an ATS. Instead, run a report on your open roles or check out your hiring pipeline to quickly find the information you need.

You Don't Have Any Visibility Into Your Business.

Imagine driving a car on a dark road late at night without headlights. Hopefully, it's difficult to imagine because you would never take that risk. Each turn, hole, or change in direction presents new challenges that are difficult, if not impossible, to navigate.

While a lot less complicated, recruiting without visibility into the overall performance of your efforts is essentially the same. You'll navigate a few roadblocks successfully, but your overall performance will suffer. There will be multiple inefficiencies, and parts of your process will be ineffective. An ATS allows you to easily identify these obstacles so that you can quickly address them and move forward without spending more time on a task that is failing to produce results.

Your Legacy ATS System Is more trouble than it's worth!

If your current system can't keep up with the trends and functionality that the modern recruiter needs, then it is time to make a change. The days of the need to integrate a million different tools to get the full functionality you need for your everyday efforts are long gone, and now you can get ONE solution to manage your entire workflow and sourcing efforts. Why pay for more software when you don't have to? Add Loxo to your wish list this holiday season and treat yourself to a shiny new ATS!

Well, if you read this far, I think it's safe to assume you can relate to one or more of these signs. Don't keep putting off the inevitable. Put a new ATS on your holiday wish list and check off one of your New Year's resolutions. And, if you're not sure where to start your search, why not schedule a demo with a member of our team and learn how 2022 can be your best recruiting year yet.
Learn more by checking out our website at or request a demo to speak with a sales consultant!

Group picture of multiethnic job applicants; improve diversity recruiting concept

Improve Diversity Recruiting in 5 Actionable Steps!

Most CEOs and recruiters would agree that a diversified workforce helps companies achieve better results. Companies that have diverse teams have 19% higher revenues. Having employees from different perspectives and backgrounds in your group will bring newer and more varied ideas to innovation and solve problems in your company. It makes sense then why more companies around the globe are focusing on improving their diversity recruiting.

However, diversity recruiting goes past just improving business results. Diversity recruiting is a noble cause for every business to go for as it has enormous benefits. Building teams from qualified candidates regardless of their gender, race, background, sexual orientation, or socio-economic background is a big step toward accomplishing true equality at the workplace.

Why Is Diversity Recruiting Important?

Workplace diversity is a fast-growing trend in the business world for a good reason. Apart from being a good moral choice, diversity recruiting improves innovation, performance, and productivity. Some of the key benefits of diversity recruiting include the following:

  • A broader range of skills and experience on your team
  • Increased cultural and language awareness
  • More extensive and more diverse candidate pools

These benefits have proven that diverse workforces effectively solve problems, avoid bias mentalities, and drive more creativity and innovation at work. In addition, diversity allows teams to debate the advantages of different methods and come to a possible best conclusion using a much more comprehensive range of information. As a result, your team can make better decisions and achieve the overall best results.

How to Improve Diversity Recruiting

Below are proven-to-work steps to recruit a more diverse workforce:

Review Your Job Descriptions

While job specifications include equal employment opportunities, most recruiters do not often consider incorporating an all-encompassing skill set to encourage more people to apply for the position. In most cases, recruiters write job descriptions with rhetoric that is limiting. Using inclusive language is a foolproof way to get more diverse candidates to apply for your position. 

In their practice, long-time recruiters have noticed that, unlike men, women are more reluctant to apply for jobs if they feel like they miss out on the requisite job skills. HBR reports that women only apply for jobs that they are sure to meet 100% of the criteria, while men apply for jobs they think meet 60% of the requirements. So, if your job advert says you need someone with six years of experience, be 100% sure you cannot hire someone with five years of experience because you will turn some female candidates away.

In addition, studies have found out that the language you use in your job descriptions can attract or turn away candidates from applying. For example, if you want to attract female candidates, avoid using ''masculine-type'' words such as ambitious, challenging, or aggressive.

Eliminate Bias at the Sourcing Stage

Bias can enter the searching and sourcing stage in terms of race, gender, and socio-economic background. A case study found that when most recruiters search for candidates on LinkedIn, they are more likely to view male candidates' profiles regardless of the profession or job role. Arguably in every profession seniority level, there are more males than females.

The best way of eliminating bias at the sourcing stage is to learn more about Loxo's diversity filters to help in your quest to eliminate discrimination.  A recruiter may now enter a list of female names to search for female candidates. Then they can add other parameters like skills, years of experience or, job titles. Or add ethnic names to reach diverse candidates.

Eliminate Bias in the Screening Process

Bias is most likely to come into play during the screening stage. However, unconscious bias training can significantly help. Empirical evidence reveals that most hiring managers rate males as more competent and hireable than their matching female candidates for STEM positions. Worse yet, women find job adverts that use masculine wording less appealing.

To avoid bias at the screening stage, you can also use techniques such as;

Blind hiring- This means anonymizing or ''blinding'' the candidate's information from the recruiting manager that can lead to bias. Fortune 500 companies prefer this type of hiring not to judge a candidate based on name, address, etc. 

Artificial intelligence in resume screening- Using AI technology is another way to remove bias at the screening stage. You can pre-program your system to filter for specific skills and experience and let the AI technology analyze those parameters. AI will help you shortlist the best candidates to improve diversity at your workplace.

Improve Your Diversity Hiring in Your Candidate Shortlisting

Whether the priority is more diversity based on gender, race, ethnicity, or other dimensions, it pays to have a more diversified interview slate. An organization looking to hire more women may not want to bring more male candidates than females in an interview.

 A study featured on HBR found out that if there are four candidates and three are women, there is a 75% probability an organization will hire a woman. But if there are three males and one female, there is a zero percent chance a company will hire a female.

The study also found out that if there are at least two female candidates on the shortlist, the odds of hiring a female candidate are 79 times greater, while the odds of hiring a non-white person are 194 greater. In addition, using AI to automate your shortlisting can help improve diversity recruiting.

Be Careful of What You Do or Say During Interviews

Having a diverse interviewing panel is an integral part of setting the right interview tone. This is an opportunity to assure candidates you hire people like them too. However, it would be best to be careful what you say or do in the interview to improve diversity recruiting. 

In addition, giving compliments to female candidates in an interview activates a ''stereotype threat,'' and they will do less well in the discussion. Give everybody the best chance to perform well in the interview.

 Improve Diversity Recruiting With Loxo AI

Workplace diversity is a top priority in the business world today. Diversity recruiting helps a team become more innovative and productive. In addition, a diverse team can make better decisions benefiting the company. Using automation software in sourcing, screening, and shortlisting candidates helps in improving diversity recruiting at your company.

Wouldn't you want to improve your diversity recruiting without breaking the bank? Loxo is the AI-powered platform you need for sourcing and recruiting candidates. You will easily attract and recruit diverse top talents in no time while saving your time and resources.

Contact us today to schedule a demo.

Women using the rise of talent intelligence to make more placements.

The Rise of Talent Intelligence and Modern Recruitment

Believe it or not, recruitment as we know it today originated as a product of World War II. The war left significant gaps in employment. There were so many vacancies in the workplace, which gave birth to staffing agencies. The modern recruitment agency is a bi-product of history, and finding the right person to fill roles has always been hard for companies. Let us take a walk down memory lane to learn more about recruitment history and the rise of talent intelligence. 

A History of Recruitment 

Recruitment and staffing have existed for millennia. Ancient Egyptians and the classical Greek and Roman cultures employed recruiters to find soldiers for military service. Conflict sculpted what we know today as the modern recruitment agency. During World War II, employment agencies boomed in the West to staff the vacant workplaces by those conscripted to take up arms. 

Upon the surrender of Axis forces, servicepeople returned to their home nations. however, recruiters became overwhelmed, this time to fill public and private sector roles with veterans. Thanks to the technology boom powered by vast public R&D investment during the war, many were equipped with novel and valuable skills, e.g., plastics, computing, aerospace, and energy.

During the following decade:

A new practice emerged: the creation of resumes that showed the applicants' profiles and skills. Staffing companies at this stage became even more focused on efficiently linking qualified applicants with the right jobs. However, recruiters only had newspapers at that time. Due to the lack of technology, recruiters struggled to keep up with hard copy resumes.

By the late 1970s and early 1980s, candidate databases emerged. These new Databases helped recruiters make better placements and made it easier to find and invite talent into the hiring process. 

In 1994, the first public job search engine went live. Innovators created the Monster Job board, where job seekers could search the job database with the web browser. Monster Job disrupted the recruitment industry with its vision and ease of use. With the explosion of job boards and recruitment movement from print media to online channels, print ads for job requirements have almost become outdated.

Talent Intelligence 

In the past couple of years, we have seen the rise of an emerging breed of tools. These tools combine data from their recruitment CRM's and ATS to help them make strategic decisions around hiring. We call the solutions in this emerging category "Talent Intelligence."

Some Talent Intelligence tools are optimized to provide significant picture insights, such as which markets have more female software engineers or whether your pay rates are below the market (potentially handicapping your talent acquisition efforts). Other Talent Intelligence tools provide a rich view at the individual talent level, answering questions such as which candidates are most likely to succeed in a role or which high-performing internal employees might also be a high potential flight risk.

How Talent Intelligence Impacts the Whole Organization 

Managing talent may fall under the umbrella of Human Resources, but the entire organization feels its impact. Hiring accuracy, decreasing time-to-fill, and retaining talent are integral to an organization's bottom line. When leveraging Talent Intelligence, you use a data-backed approach for engaging with your workforce across the employee lifecycle.

Workforce strategies need to be aligned with business strategies to create a cohesive ecosystem. With the power of machine learning, automated processes, and the ability to visibly connect data points, recruiters can make faster and more accurate hires. Global organizations must adapt to new technologies faster than ever before if only to keep up with their competitors.

At Loxo, our best-in-class applicant tracking system is the backbone of your recruiting business processes. With Loxo's automated recruitment solutions, your business will have a talent-intelligence advantage in a competitive business world. Request a demo today to learn more and get started.