Man Reading about Recruiter email statistics

Recruitment Email Statistics Should Should Know

The email has been around since the 1970s, yet it is still highly influential today, even with the younger generation. It is one integral part of marketing that has passed the test of time and will likely excel in the future. We know this from the candidate email statistics that prove any business can easily use emails to achieve their marketing goals.

Here are the marketing statistics that show how essential email is to marketing, and marketing needs an email.

82% of World Marketers Use Emails Consisting Of Less Than 60 Characters Subject Lines

Research conducted by Aweber analyzed about 1000 emails coming from top 100 world marketers to see how the experts craft their success emails. 82% of the experts sent out emails with less than 60-character subject lines from the study. It is a fact because most email service providers don't show complete subject lines exceeding 60.

The average subject line for these top marketers was about 43.85 characters in length. Marketers can note the importance of using short and catchy subject lines from this state. As an email marketer, it is best to try as much as possible to restrict yourself to the 60 subject lines mark to succeed immensely.

Also, remember that most recipients use their mobile devices to access emails on the go. Therefore, long subject lines would be infuriating to view small screen sizes, with other materials in the same tiny space. 

People Spend an Average of 2.5 Hours on Weekdays Checking Personal Emails during Work Hours

Research by Adobe studied the ways white-collar employees use emails in their daily life. They reported that people usually spend an average of 2.5 hours checking their inboxes and take even more time to deal with work-related emails. Some people check their inboxes before starting their day, especially before they get out of bed.

Marketers can realize from this state that most people have included checking emails as part of their lives. They can do it anytime without separating personal emails from their work. Therefore, there is no need to wait long to send your non-work-related emails outside business hours as a guarantee that the target will view them.

To ensure you maximize the traffic, make your email skimmable. Most of the time, employees view these emails by simply scanning and may not take action until after work.

The Current Average Number of Email Accounts to User Ratio Is 1.75 and Still Rising Steadily

Many people now use more than one email account simultaneously, increasing the global email usage rate steadily over the past few years. Radicati Group specializes in market research, specifically in the technology domain. They conducted a study and established that the average email account to user ratio is currently at 1.75, and the index may grow to 1.86 at the beginning of 2022.

The study also suggested that these numerous emails that consumers create have well-defined purposes. Some are strictly for communicating with family members and friends, while others are for buying things online.

Since it is easy for people to create new emails for specific purposes. Marketers need to remember to update and remove any updated emails that add no value. Also, ensure you provide incentives to your consumers when they keep you in the loop after updating their emails.

You can use these candidate email statistics effectively to maximize your email marketing strategies. Loxo enables corporates to find top talents in the broad global and competitive market. Join us to take the first step to a fruitful AI recruiting program.

Interviewing Passive Candidates

Interviewing Passive Candidates Versus Active Candidates

Getting top talent is a full-time job in itself. The few qualified people most of the time are happily employed elsewhere or self-employed. It becomes an uphill task to woo the employed ones away from their jobs as they are not actively seeking a job. These candidates are known as passive candidates.

According to statistics from a LinkedIn report,  70% of the workforce is passive. They are not looking for jobs but are willing to discuss relevant opportunities that come their way. Hence, employers have to work twice as hard to get good talent.

Covid-19 has seriously impacted the job market. As the world recovers economically, there are more jobs than there are qualified people to fill them. While finding talent is hard, it is even more challenging to convince someone to leave a stable position in a new company, especially in the Covid-19 era.

Here are a few tips to guide you when interviewing passive candidates.

1.    Ask Open-Ended Questions

If the candidate makes it to the interview process, they are interviewing you as much as you are them.  Ask open-ended questions, then listen to what they have to say. Don't rush them, but note any gaps and pain points in their current role, such as salary, company culture, benefits, etc. Tell them how your offer or position will accommodate their current job's shortcomings. In short, offer them what their current job is not.

2.    Improve Your "Wooing" Skills

When interviewing passive candidates you have to acknowledge that you are the one who needs the candidate. Let them know the value they will bring to your company and what you are willing to offer them for their value.  The remuneration could be in terms of benefits, perks, money, flexibility, or anything they lack in their current job.  Never make the mistake of treating them like active candidates, or they will lose interest.

3.    Be Flexible

When you are wooing a passive candidate, you have to be flexible and work with their time, not yours. Accommodate them and their schedule, and if they are totally unavailable for a physical interview, don't fret. Consider using technology by doing a video interview on Skype or other means.

4.    Integrity

Do not promise the candidate things you know you cannot deliver. Remember, you are enticing this person from a job where they are happy. Making them leave their job, only to find you gave them empty promises is the height of unprofessionalism and lack of integrity. Be upfront about what you can afford in terms of payment and the other perks and benefits.

The employment industry is talent-driven, and candidates, whether passive or active, always have options. Listen to the candidate, tell them the best you can offer, discuss what they want, and tell them where you can make compromises. In the end, honesty wins.

5.    Make The Interview Process Short

The candidate has a job, which means they are already short on time. They are not willing to go through the tedious process since they are not looking for a job. You are the one looking for a candidate, so make the process as painless as possible for them. This is a key distinction when interviewing passive candidates. You already know their worth, so the interview process should be automatically cut in half.

When the candidate expresses interest, act fast as they may quickly lose interest. If they reach out concerning the position, set up a meeting immediately at their convenience. However, while you rush things, be sure to go through the hiring procedure before making an offer. Don't act in haste and regret at leisure.

Conclusion about Interviewing Passive Candidates

Hiring passive candidates is a tricky affair. It isn't easy to entice someone to take a job offer when they were not looking in the first place. The adage the Pied Piper calls the tune rings true here. You need them more than they need you, so you have to be strategic about the whole issue.


Once they express interest, move in haste. Make the interview pleasant. The interview mood will tell the candidate a lot about your office culture. Nobody wants to work in a stressful environment, so make it worth their while.

Interested in learning more about how Loxo can help you engage and interview more passive candidates? Check out our website here.

A Diverse Recruiting Strategy is needed for hiring a diverse workforcehave fun talking, happy multiethnic diverse applicants speak and chat joke laugh before hiring process, employment concept

Create a Diversity Recruiting Strategy That is Strong

The January 2020 report from the U.S. Bureau of Labor Statistics found that more job openings in the current job market are available than people searching for work. As a result, businesses in all industries face the tightest labor market in nearly 50 years, requiring employers to adapt.

In addition to a shortage of applicants, rapidly changing workplace demographics have been a struggle for many businesses. Workplace demographics continue to evolve fast, and they won't slow down anytime soon. In addition, experts predict that people of color will become the majority in the next few decades, making workplace diversity and the development of a diversity recruiting strategy critical.

What Is a Diversity Recruitment Strategy and Why Is It important?

A diversity recruitment strategy attracts, engages, assesses, and hires a diverse and talented workforce. Companies that invest in improving their DE&I to benefit from diverse backgrounds, experiences, and perspectives. A well-defined diversity recruitment strategy creates and defines goals, actionable items, and measures of success.

Often, a diversity recruitment strategy is part of a larger plan of inclusion that ensures that the company workforce reflects the communities they operate in and serves the needs of their customers. Many leading companies recognize the business benefits of workplace diversity and its effect on job satisfaction, community impact, and innovation.

With a rapidly shrinking labor pool, workplace diversity is more important now than ever before. Talented job candidates have more options than ever and can search out companies that proactively promote inclusion. Trends in populations by age, sex, race, and ethnicity create a challenge for many businesses that require direct, measurable actions that a diversity recruitment strategy provides.

How To Get Started

A diversity recruiting strategy, like many business plans, is a constantly evolving process. When creating or revising your strategy, it is essential to carefully consider factors outside of your business and how they will affect your recruiting efforts.

Current events in the news, such as pay equity, the #metoo movement, and BLM, affect employees directly and create reasons for a company to be deliberate about diversity and inclusion. It is also critical to consider your competition and how your diversity initiatives compare to evaluate your strategy and success efforts.

As part of a larger plan to foster inclusion, your diversity recruiting strategy is related to how your company will respond to advancing technology, the skills gap, training and development, and career planning. While pay and benefits were once the primary motivation for job seekers, talented applicants today are also concerned with company culture and employee resources. These factors can affect how your brand is perceived, impacting diversity, recruiting, and retention.

Define your Goals

Once you have examined these factors, present them to crucial decision-makers for input and develop a shared starting point and vision to ensure support. Your diversity recruiting strategy should align with your company's mission and goals and reap the business benefits that come with addressing the needs of a workforce that includes men, women, people of many ethnic backgrounds, veterans, young, old, and more.

As you work with your key people to define and set your goals, establish and record the main objectives of your diversity recruiting strategy. Define your specific goals utilizing the company and job seeker data to reduce the gap between what's important to potential employees and the company. Meeting the expectations of job seekers concerning diversity will place you at the forefront in many applicant's job searches.

Create and Execute Your Diversity Recruiting Action Plan 

With well-defined goals established and the support of your leadership team, it's time to create and execute your plan. Examine each phase of your process and determine what steps are required and who is responsible for implementation. As you begin to execute, consider your hiring processes and policies and tailor them to job applicants' values. When creating and managing your plan, there are several vital things to consider.


Examine how your company defines diversity and how that definition equates with job seeker expectations. Position your brand to reflect a commitment to diversity by clearly communicating this message throughout your organization, in public forums, and in your marketing efforts to attract a diverse pool of talented applicants.


Your recruitment communications should be as diverse as your potential candidates, with unique messages targeting specific demographics. Choosing the right message and channel of communication can help you increase brand awareness and reach a diverse group of qualified applicants.


Often we fall into the habit of doing things the same way we've always done it, which can be costly. As the workforce has evolved, so have the resources that potential candidates use to search for jobs. Ensure that your efforts enable you to source from the most desirable applicant pools.


To attract the most qualified candidates, you should write your job descriptions in a way that attracts a diverse group. In addition, be aware of unconscious bias during the screening process by utilizing technology to keep your talent pool diverse.


To remove any possible bias during the interview process, develop standardized interview questions. Additionally, your hiring team should reflect the diversity of your company. A properly trained hiring team is capable of effectively interviewing applicants from a diverse range of backgrounds.


Different assessment types are suitable for diversity.  Moreover, one assesses with a standardized evaluation, created with a focus on eliminating subconscious bias. When communicating with applicants, use the communication form that their demographic group prefers.

Offer and Hire

After narrowing down your choices, it's time to present your candidate with an attractive offer. This includes employee benefits that are attractive across demographic groups. Additionally, your proposal should consist of employee resources that will help your new hire acclimate and succeed.

Measuring Success

Measuring the success of your diversity recruiting strategy is crucial to its effectiveness. One of the best ways to measure the success of your plan is to define key performance indicators or KPIs. By tracking KPIs monthly or quarterly, you will begin to notice a correlation between company-wide KPI progress and diversity metrics.

Join us for our daily webinar to learn more here. You can also learn more about Diversity recruitment in this blog.

Attract passive candidates

How to Attract Passive Candidates in This Market

The days when recruiters could sit and wait for candidates to apply are gone. 70% of the workforce is not looking for another job right now, yet many would jump ship if given the right offer. Instead, you need to reach out and proactively look for these valuable passive candidates.

The perfect candidate for your role probably doesn't need a new job. But they might be open to an offer that is better than what they are getting from their current employer. So, how do you attract these candidates?

Employee Referrals

Having an employee referral program is number one. Work with hiring managers to get a list of employee referrals. This will help recruiters build a talent pool of people who are already a good culture fit to reach out to. Employee referrals consistently have a high ROI, with 82% of employers considering it to have the best ROI of all hiring methods. Employee referrals also reduce time to hire and increase the quality of applicants. On top of that, you can be sure that a referred candidate will be a good match for your company culture.

Managing Qualified Candidates You Did Not Select

When you have an open position, you will inevitably turn down some highly qualified candidates. While some of the candidates you didn't select are poor fits, others may just not be quite as good as the competition.

Too many hiring managers send these candidates a generic form letter (or worse, nothing at all) and then leave it be. Six months later when you have a similar role open, those candidates are unlikely to apply again.

Instead, list out the candidates that were "near misses" and send them nice, polite, personal notes. You don't necessarily have to tell them why they didn't get the job. Then keep engaging those candidates. Keep them on your mailing list. Proactively reach out when you have another position.

Improve Your Social Media

Work with your client on employer branding. Getting good passive candidates is an intricate dance, with a combination of good benefits, good employer reputation, salary, culture, and reaching out at the right time on the right day. Encourage your clients to place well-targeted ads on Facebook, Instagram, and LinkedIn to showcase their open positions and talk about their company culture. Instagram "Stories" can be particularly valuable, especially if you are trying to find younger candidates.

You can even use retargeting ads, which keeps your brand top-of-mind, although you should not overdo it, as it can also become distracting and annoying. Make sure you are not over-selling your clients.

Make the Application Process Easy

Remember, these people don't need a new job. You are trying to convince them that they want a new job, with your company. Making people jump through extra hoops makes them have second thoughts about leaving their current company. You have to be way ahead of the game when it comes to snagging a candidate from their current role.

Make sure that your career site is mobile-friendly. Avoid extra steps such as "Please upload your resume, now answer all of these questions that should be answered on your resume" or making people create accounts. Avoid personality quizzes. You might add these things later in the hiring process, but definitely steer clear of them in the future.

Keep the lines of communication open and make sure there's a way for prospects to directly contact the hiring manager or recruiter.

Emphasize Your Culture and Growth Potential

Finally, make sure that in all communications with potential candidates you emphasize what makes your company unique, showing both the company's potential for growth and the candidate's career progressing and growth there. Paint a picture for the candidate of what their life could look like if they switch to your company or your client's company. Many people feel that they have to change jobs to advance; by emphasizing the potential for growth you can attract those candidates, but more importantly, keep them longer.

Millennials also place a high value on cultural fit when choosing an employer. Be honest about the kind of culture and work environment you are building in your company and what kind of candidates fit the bill. This helps you attract not just high-quality candidates, but ones that will work with you on your goals.

Attracting passive candidates is not easy, almost by definition. Loxo can help. Our professional recruiters know how to locate and attract valuable passive candidates and can help your company find the talent you need to grow in this competitive market.

diverse recruiting 2021

Diverse Recruiting in 2022: Trends and Best Practices

2020-2021 have been years of growth and learning, and diversity has become a scorching topic even as we head into 2022. This article outlines trends we can expect to see for diverse recruiting in 2022 and things you can do to increase diversity within your organization. Most organizations now seek to hire a diverse workforce as a way of progress and equality and as a way to increase innovation and grow revenue. Research backs up this trend as a study of 171 European companies indicated that creating diverse management teams leads to revenue growth from new products and services. 

What will diverse recruiting in 2022 look like?

Diversity involves hiring managers and upper-level executives from different backgrounds, parts of the world, nonlinear career paths, various races, ethnicities, sexes, and age groups. Creating a culture of diversity means hiring folks from all walks of life and allowing more participation in executive meetings. A diverse workforce brings new perspectives and novel solutions into the mix and helps organizations meet their goals. Millennials seek a diverse workforce and prefer to work for companies that make an effort to hire diverse candidates, so recruiters need to make an effort to source diverse talent. Companies doing what they can to create a workforce environment that encourages diversity and inclusion will attract better talent overall.

More importantly, recruiters need to increase diversity when seeking leadership positions. Did you know that only 6% of the top-level CEOs are women, and Overall, racially marginalized people account for less? Furthermore, most job seekers want to join organizations with an inclusive culture. This article outlines how companies and recruiters can ensure they are broadening their network and hiring more diverse candidates for 2022.

Broadening Job Requirements

Of course, we are not talking about hiring underqualified people, but we are discussing broadening the requirements for the positions you are looking to fill. You can teach software, process, and technology on the job. You cannot, however, teach communication, values, or time management skills. Firms should eliminate some of the "must-have" skills that can be trained on the job to encourage more candidates to apply for complex positions. "Must-haves" are a huge turn-off for women, as research indicates that women only apply for jobs where they meet 100% of the requirements while men will apply even if they meet only 60% of the qualifications. Instead, emphasize that your organization is committed to diversity and inclusion as a way of assuring diverse candidates to apply for jobs. Reduce the requirements to only those that are necessary to perform the role.

One way of increasing diverse recruiting in 2022 is to broaden job requirements to include candidates with different skill and education levels. For instance, some corporations such as Google and Apple no longer require a 4-year degree for certain positions. Several organizations have also reduced their work experience requirements and instead focus on the candidate's potential when hiring. Firms are looking for candidates who may not yet be experts in their fields but are teachable. They go for candidates with soft skills, abilities, and cultural fit. This approach increases workplace diversity and helps underrepresented groups get more opportunities. 

Using Inclusive Language in Job Posts and Messages

The language recruiters use in job descriptions means a lot to potential candidates. For instance, one organization realized that only two percent of their coders were women. After investigation, they found that they were using the word ''hackers" when describing developers. This word would then turn off women applicants. Small details in a post, such as a description, can prevent an organization from attracting a diverse talent pool. Recruiters should avoid discriminatory language when writing job descriptions. Recruiters should use inclusive keywords when writing job titles and descriptions because most of them use overly masculine terms.

Studies indicate that words with subtle masculine connotations such as aggressive, ambitious, determined, and dominant turn off female candidates. Others like ninja, guru, and rock star are outrightly masculine and project the image that the recruiter is looking for alpha males and do not appeal to women candidates. Instead, recruiters should use committed, considerate, cooperative, honest, and trustworthy words to appear more inclusive of feminine candidates. However, just being conscious and using neutral and inclusive terms will make a difference in the candidates that apply. Firms should also avoid using corporate jargon such as KPI and SLAs in their advertisements. Doing this is a turn-off for talented candidates from applying for entry-level positions. Such language makes them feel like outsiders and like they are under-qualified.

Recruiters should instead use general terms when writing technical job descriptions. Ensure that your job descriptions connect with the applicant you are appealing to, such as women and racially marginalized people. Engage marginalized candidates by joining culturally diverse groups on LinkedIn. Further, encourage your clients to embrace inclusive workplace policies to attract and retain a diverse workforce.

Diversity, Equity, and Inclusion

Employers should ensure that accommodating diverse candidates does not end at the recruitment level. The diverse recruiting trends indicate that employers should embrace diversity training in their workplaces as most employees lack these skills or are entirely unaware that they exist. Training includes creating exercises to promote team dynamics and a culture of diversity and inclusion. The training can consist of different methods, such as cross-cultural training and sharing of ethical best practices.

Organizations should ensure that all their training and development programs are fair, impartial and provide equal opportunities for diverse candidates to achieve excellent performance. They should create a culture that embraces diversity by introducing friendly policies such as female-friendly maternity leave, flexible work schedules, and inclusive benefits. Firms can also partner with minority institutions to offer training and internships for minority groups. These training initiatives will equip them with the skills they need to perform in their jobs and excel professionally. For instance, PepsiCo works with minority colleges and sponsors diversity recruitment conferences. This approach has enabled the organization to have women and minorities, making up 54% of its workforce.

Diversity Sourcing Tools and The Help Of AI Technology

Recruiters can also use software such as Unitive to detect unconscious bias before it can cause damage. It helps to track preference in job descriptions, resume screening, and performance reviews. It also detects biased words and other biases that are irrelevant to job performance. Other tools like Textio Hire analyze job descriptions and propose improvements that make the post more appealing to diverse applicants. Meanwhile, the Gender Decoder tool can automatically tell if your post leans towards male or female candidates.

You can also work with automated sourcing platforms, such as Loxo to enhance your candidates' diversity. Loxo has diverse settings and filters to comply with regulations and allows recruiters to present diverse candidates to clients. This helps find candidates that may be outside your network. As the AI learns from these placements and sourcing trends, it will recommend more diverse candidates in the future.

Loxo is a leading talent intelligence platform and a global leader in artificial intelligence in recruitment. Sign up for a free demo if you want to see how Loxo can increase your access to a diverse talent pool.

rRduce your time to Hire

Five Proven Ways to Reduce your Time to Hire

Did you know that only 30% of organizations can effectively fill a role within 30 days? All the remaining companies take between 1-4 months to hire a suitable candidate. Therefore, it is only natural to start thinking about ways to reduce your time to hire.

You might be asking yourself why the time to hire metric matters in today's recruitment world. For starters, you risk increasing the cost per hire by taking too long to find the right person. It also means you are potentially losing high-quality candidates that are being targeted for other positions by the competitions.

However, speeding up time to hire doesn't mean you should skip the screening process. A bad hire can cost your company more money and resources in the long run. What you need are effective ways to reduce your time to hire without compromising on quality. Here's how:

Have Accurate Job Descriptions

Reducing time to hire does not always come down to your recruitment process. A lot of the time, all you need to get top talent is an accurate job description. Doing this will help you attract suitable candidates because it showcases the available job and its expectations.

Therefore, it will help to provide potential candidates with all the information they need about the opening. Ensure you include salary range, core skills needed, level of experience, and how you will measure success. This information will help candidates effectively evaluate their skills to determine whether they are a good fit for the job.

Finally, generate job listings that have an exact closing date to help encourage prompt applications. You can only start the hiring process when you get timely applications from potential candidates. If you are frequently advertising for similar positions, periodically update your listing.

Automate Sections of Your Hiring Process

Scheduling interviews and screening candidates usually consumes a lot of time and resources. According to Yellow, 67% of recruiters take about 30 minutes to a couple of hours to schedule an interview. The numbers are even worse when this task falls to an employee who is juggling other responsibilities.

Automating the interview scheduling and screening steps can reduce your time to hire suitable candidates. For example, sending a short form can help pre-qualify candidates before scheduling an initial call. Scheduling tools are also a huge time saver. They ensure both the interviewers and candidates find acceptable time slots with as little phone tag as possible.

According to a 2016 Research Report by Talent Board, 17% of candidates withdraw their applications when the recruiting process takes too long. Therefore, automating a few of these processes can help increase your talent pool. You will also find it easier to weed out unqualified candidates from the hundreds of applications you receive.

Integrate Effective Interviewing Practices

You have to carry out individual interviews after screening your candidates. However, numerous organizations lose top talent at this stage due to bad interviewing practices. Here is a comprehensive look at how to improve interviewing process:

  • Keep It Small and Simple

Do you need all the department heads when interviewing a candidate for a secretarial position? For starters, all these individuals will not unanimously agree on a single candidate. Therefore, it is quicker and much more effective to have a small group make the hiring decision.

  • Have a Structure

In addition to using technology to eliminate unconscious bias at the sourcing level, providing structure also helps. Start by preparing a comprehensive list of questions before you start the interview. Therefore, you can easily rank each candidate using scorecards.

  • Build Rapport

Connecting with potential candidates is possible when the tone of the interview is that of friendliness and helpfulness. Creating a rapport will put the interviewee at ease, thus getting you an honest assessment of their personality. However, doing this is only possible when you respect their privacy and take away any distracting interruptions.

  • Guide the Conversation

Did you know that you can steer an interview conversation along more productive channels? Because the candidate is sensitive to your reactions, something like a simple voice change can offer encouragement. Therefore, use non-verbal communication to evaluate the candidates better.

Keep in Touch with Potential Candidates

It can be rather frustrating for potential candidates to receive zero communication after an interview. These candidates are likely going to apply for positions at different companies. Thus, you risk losing top talent because you took a while to respond after the interview.

It will help to keep the communication channels open during the entire hiring process. Ensure each candidate knows when to expect feedback. Therefore, have a transparent hiring process timeline when looking to fill a position in your company.

Please get back to all potential candidates, regardless of whether they got the job. The interviewing process can be rather stressful, and all of these individuals need to feel appreciated. Doing this ensures you build your brand reputation and increases your talent pool.

Offer Excellent Candidate Experience

Always maintain a healthy and positive relationship with every candidate that applies for a job at your organization. Although you will not hire a majority of these individuals, doing this will help you maintain a talent pipeline. Therefore, you get to cut your time-to-hire by almost half since you have a constant pool of pre-screened candidates.

Having several qualified candidates on your waitlist ensures you don't advertise for vacancies, screen applications, or vet hundreds of applicants. The hiring process becomes significantly shorter because all you need to do is reach out to people already on your speed dial.

Let's say you were looking to fill a managerial position a few months ago. If all the screened candidates walk away with a positive experience, they will look to increase their relationship with your company. You can quickly reach out to all qualified candidates and get the right hire if an opening becomes available.

Reduce Your Time to Hire Today

Are you looking to get in front of top talent before your competitors? At Loxo, we can help you make the hiring process shorter without compromising on the quality of the candidates. Ensure you contact us today to stay ahead of your competition while saving money and time.

Recruiters finding tech talent

Tech Talent Statistics and a Hiring Guide

Everybody knows hiring tech talent is hard. The race to get to talent is on, and those with aggressive hiring goals are scrambling to get to candidates. The unique aspect of tech talent is that companies lack innovation and creativity without them, negatively impacting their bottom line. So the question stands, what can HR professionals and recruiters worldwide do to ensure they meet their hiring targets? This article will dive into the challenges, the top hiring stats and teach how to hire the best tech talent in this ever-changing recruitment landscape. 

Challenges of Hiring Technical Talent

Hiring tech talent is a struggle for all companies and HR professionals. According to Indeed's survey, 86% of the respondents in a study accounting for every nine out of 10 companies say they are struggling with this. The challenges they face are as follows:

  • There is a shortage of talent in general.
  • The landscape and technology are always evolving and finding someone who can remain up-to-date with their skillset.
  • The candidate wants a too high of a salary & benefits since they are in high demand. 
  • Competitors are getting to talent first, making it harder to make a placement. 
  • The suitable candidates are not in your geographical area, solved by remote working, but it is not yet efficient.

Technical and Developer Statistics

The top hiring statistics in the world right now are:

  1. Stack Overflow Developer Survey in 2019 shows that only 6.4% of developers are unemployed and looking for a job among the 90,000 population surveyed.
  2. From the Indeed survey mentioned above, 86% of companies say they find it challenging to hire technical talent, whereas 36% of the same population say it is complicated to find technical skills.
  3. The Bureau of Labor Statistics predicts that by 2028, the need to hire software developers will increase by 21%.
  4. Stack Overflow Research found out that 73% of developers are interested in looking for new job opportunities.
  5. Codility reports that 55% of developers feel that professional development is more critical when choosing an employer. Salary seekers were second at 52% of the reasons for selecting an employer, and third place at 43% was an opportunity to work on exciting projects.
  6. Dice carried out a survey and found that most tech job seekers are looking for two things: excellent healthcare benefits and the ability to work remotely.

How to Attract Great Tech Talent

Around 70% of today's workforce is not actively looking for new employment, tech talent is no exception. Currently, many of the top performers have positions and are not looking to make any changes. Subsequently, this leaves the recruitment firm responsible for attracting them to their clients. Here are some tips for attracting the talent your clients need. 

  • Understand the skills you want: tech positions are varied, and you need to be very specific about the skills and experience you require from the tech employee. After that, craft a well-detailed job description and use it for fishing for the right person.
  • Understand our candidate: You can find the right talent you need by understanding who they are and what they are looking for. You need to know who the ideal candidate is to guide you into convincing them to join your organization.
  • Know your tech talents' goals and motivations: Hiring is two-sided. Also, Ensure you understand what your candidate wants to be sure if you can offer them or not. 

Automate Your Hiring Process and Uncover Talent Before the Competition

Loxo, is revolutionizing the way recruitment firms find and place tech talent, with half a billion people within our candidate database, we ensure to help you find the perfect fit candidate in half the time. Moreover, you can simply enrich your candidate's personal contact information to get in touch with them directly. Lastly, you can drop them into a quick recruitment cadence that is multichannel for the best results.


Learn more about how we are helping our clients place tech talent and more!

office workers tossing face masks during post-pandemic

Recruiting in a Post-Pandemic World: Heres what to Expect

Recruiting in a Post-Pandemic World: What to Expect

There's no sugarcoating it; COVID-19 has changed the way we live our lives! But what can we expect in recruiting in a post-pandemic world?

In the beginning, it was hard to see the Brightside and the good that could come out of this, but as the months went by and "normal life" started resuming, we could finally see the light at the end of the tunnel. 

Aren't we all so thankful to feel the economy's pulse again? Thanks to vaccine rollouts, we are starting to see the job market stabilize again. But the way candidates and jobseekers view work has changed drastically in this post-pandemic (if we can call it that) era. 

Employees got a taste of what work-life means when they are not forced to be in the office or commute for 1.5 hours one way on a stuffy bus to get to work. Workers were to complete their day-to-day tasks from home, showing them they didn't need to be in the office to get things done as long as there was a solid internet connection. Things can still move forward without face-to-face interviews, and people enjoy the freedom of working from home. 

What does this mean for recruitment processes in the post-pandemic world? Let's dig in!

Recruitment Habits Adopted During the Pandemic that Aren't Going Anywhere.

As we all know, the recruitment space is ever-changing and adopting new screening, interviewing, and sourcing for candidates. But this is the first time in history that some of the more traditional aspects of recruitment had to change altogether. If you have spent your entire career recruiting, you most likely feel like a whirlwind of change has hit you, and you are not wrong. Many of the changes are most likely here to stay, even if it becomes more of a hybrid of in-person and virtual!

Take, for example, the heavy reliance on virtual interviewing and remote work. If you look at it from the pre-pandemic world, it sounds preposterous that all interviews would be conducted remotely. How do you gauge a person's excitement if you cannot read their body language in an interview? How can you tell their professionalism if there's a chance they are wearing sweatpants with their button-down shirt? If you hire somebody to work remotely, can you trust them to adhere to the 9 to 5 working schedule so they can rightfully earn their pay?

The truth is you can't, and it may make you feel out of control. However, remote work and virtual interviewing are here to stay. Employers are already having a hard time getting their employees to go back to the office. Like Bloomberg says, people aren't ready to give up remote work and processes just yet. They'd rather just quit. 

Benefits of Virtual Interviewing

Although the vast adoption of virtual interviewing began as a counter-crisis measure, it brought some hidden benefits to the fore. Here's what you stand to gain.

Virtual interviews eliminate traveling hassles. It's strenuous for candidates to move back and forth from one interview session to another. Virtual screenings save the candidates and the interviewer the time and money used in travel.

  • It takes much less time and effort to schedule interviews. You only need to schedule an online meeting, and rescheduling is easy if anything comes up. On-site reschedules disrupt more than the people who are directly involved.
  • You get to choose interviewers based on time and expertise rather than locations.
  • You don't have to arrange for on-premise protocols like badges and security approvals.

The idea with virtual interviews is not to move the entire recruitment process online. The last bits of the discussion will be face-to-face, while most parts of the interview remain virtual.

The Benefits of Remote Work

If you thought online interviewing was convenient, working from home has proven to be too beneficial to give up, and it could help boost your talent acquisition and retention strategy.

It turns out a healthy chunk of your employees won't like it very much if you tell them they need to get back to the office. According to the same Bloomberg article, 39% of them are ready to quit if they choose that route, and the figure goes up 10% among the millennials and Gen Zers in your team.

It's not hard to imagine why they won't give it up. Except for skipping subway discomforts, traffic, and commute times –depending on how they get to the office –about 33% of remote work lovers interviewed said they save up to $5000 annually.

There's more: remote workers limit exposure to COVID-19 way more than their counterparts who work from the office. Other than that, they get to be around their family and pets more and multitask to take care of their kids. These perks may be why 70% of America's workforce will work remotely by 2025.

Why Employers Should Be Open to the Remote Work Package 

It may sound like the work-from-home idea was solely meant to cater to employee needs. Well, it may not be such a bad idea to make it part of the work package in the post-pandemic world.

Employees have been quitting at a 2.7% rate in 2021 -the worst this country has seen since 2000, and remote work has everything to do with it. It's like employees are saying, 'it's nothing personal, but I can't afford to be inflexible, and work remote allows employees that flexibility.'

With that said, it's time for recruiters to gravitate more toward ensuring that the job market is candidate-driven.

How? Feeding the need for flexibility among candidates, including working from home, allows candidates to gain an advantage in the hiring process and a robust recruiting strategy. These things are required if organizations are to meet their hiring and staffing needs.

 What Should Employers Expect at Interviews as Organizations Open Up?

The future of recruitment is not remote or onsite either-it's hybrid. Recruitment in a post-pandemic world will have candidates that expect the following.

  • A hybrid work package. Although remote work has worked tremendously for some employees and organizations, some believe in-person work is also essential. A hybrid offer will help attract top talent with different views.
  • Job candidates will repossess their power in recruitment processes. Job seekers had to take whatever the package had during the pandemic. As the tide changes, job seekers have more say about what they want.
  • Video interviews for most of the interviewing process. By now, everybody knows that an online interview is more efficient than traveling for interviews. Top talent will be more open to being interviewed online than traveling as the recruitment process draws to a close.

In Summary 

Granted, the pandemic-induced changes in how we recruit employees won't be the last ones we see -but change is the nature of the world. It's better to move with it, especially when the benefits are glaringly apparent. Plus, there's always a host of intelligent tools you can use to hire the clever way. You can get the best AI and machine learning hiring tools at Loxo. Contact us today to learn more.

ai sourcing

How AI Sourcing Works in Recruitment

The Term AI Sourcing seems to be a buzzword in the recruitment world, and it is not going anywhere. Unlike many of the fad innovations that occur in HR tech, AI is 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 match ability--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 AI what you’re looking for in the perfect candidate by filling out an 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 match ability. 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 it Important? 

According to a LinkedIn Talent Solutions study, 46% of talent acquisition leaders have found it consistently difficult to attract qualified candidates. Recruiters need to adapt to market changes to stay ahead of the curve in an increasingly saturated market.

AI sourcing is one simple but effective way to integrate automation into the recruiting process and help improve important metrics like cost-to-hire, time-to-hire, time-to-fill, quality-of-hire, and so on. AI allows recruiters to focus on engaging and placing top talent instead of mundane tasks. 

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 helps you source through your database and our proprietary database of over 1/2 billion candidates. This deep machine learning grows with your team to recommend better fit candidates over time the more you use it. 

Loxo automatically finds the best possible person no matter what source they came from. Forever gone are the days of endless Boolean search strings or applying countless filters. Simply create a job as you would today and let Loxo AI™ do the work for you! Request a demo of Loxo to get started.

Best Books for recruiters in 2021

Books for Recruiters, Must-Read List for 2021

If readers are leaders, then those who recruit leaders certainly are no exception. Setting aside time every day to read books will give you a competitive edge and help you refine your skills. Stay at the top of your game, and check out the latest trends with these must-reads books for top recruiters in 2021.

A Guide to Diversity Talent Sourcing

Companies with diverse leadership teams report a higher percentage of innovation revenue than ones that are not diverse. Companies with a diverse workforce have 19% more revenue than their non-diverse competition. 

Jonathan Kidder's A Guide to Diversity Talent Sourcing: How to Attract and Hire Diverse Candidates Using Boolean Strings and Tools Online is an excellent tool for developing a Diversity Talent Sourcing Strategy. With this book, you can learn strategies to help meet Diversity and Inclusion goals intelligently and effectively. 

With our world growing smaller than ever and diverse teams bringing added benefits to the markets, this book is an absolute must-read for recruiters in 2021 to remain ahead of the curve. 

Full Stack Recruiter

When you're trying to level up in recruiting, who better to learn from than a professional?

In Full Stack Recruiter: New Secrets Revealed, author Jan Tegze brings new and updated material to his previous offering, Full Stack Recruiter: The Modern Recruiter's Guide. As a top recruiter and a sourcer, Tegze speaks from a wealth of knowledge and personal experience. This book isn't just a theory: it is a practical guide to show you how to put an idea into practice. 

Learn best practices and how to succeed in today's recruitment industry, take what you need, and put it into practice in your career. 

Think Again

Sometimes we focus more on what we do know than what we don't. And that can be a big mistake, especially in the recruitment space. This industry is continuously evolving, and the modern recruiter has to roll with the punches. 

Adam Grant's Think Again: The Power of Knowing What You Don't Know helps you push past intelligence plateaus, rethink past assumptions, unlearn misconceptions, and move forward in new ways. 

Written by a behavioral psychologist, Think Again gets at the root of why people get entrenched in their behavior and gives readers tools and techniques to grow and change.

If you're going to keep progressing as a recruiter, it's helpful to take time to reexamine and relearn by literally thinking again.

How to Spot a Liar

Lying can wreak havoc on the recruiting process.

In How to Spot a Liar: Why People Don't Tell the Truth...and How You Can Catch ThemGregory Hartley and Maryann Karinch delve into the psychology of why people lie.

Who needs How to Spot a Liar? Anyone who relies on interpersonal interactions every day and people who work with others regularly, so almost everyone! Also, If you want to become just a bit more aware, in business, in life, even at the poker table!

That list includes recruiters. 

This book will help recruiters read people better and make better hiring decisions overall.   


Moneyball: The Art of Winning an Unfair Game, by Michael Lewis, is a rare book that becomes a household name.

Though non-fiction, it follows the narrative of the Oakland Athletics baseball team under general manager Billy Beane. However, because Oakland had a comparatively small budget, they had to re-evaluate their recruitment strategy to win major leagues.

For recruiters, Moneyball is a masterclass in flipping the script on conventional wisdom and pre-existing systems. Moneyball is on the top list for excellent books for recruiters and is a must-read for any recruiter.

Check out our website or our blog page for more recourses for recruiters.