Automated recruitment marketing

Automated Recruitment Marketing Campaigns Guide.

Today, managers and executive leadership teams understand that employees are the most valuable resource within an organization. On the flip side, top-tier employees value organizations that recognize and appreciate their personalities, passions, and skillsets. The demand for A-Players has every hiring manager wondering how on earth they will fill all of their open positions, in addition to how they can get to the right talent before their competition. With the help of automated recruitment marketing campaigns, recruiters can seamlessly attract the right candidates and effectively spread the word (to the right people) about their company and job postings.

What is an Automated Recruitment Marketing Campaign? 

Automated recruitment marketing involves outreach across different channels to engage with ideal candidates, nurture talent pipelines, and maintain contact on a consistent basis. Recruiters can achieve this in many ways. Some include scheduling content or email campaigns, sharing career opportunities, sending newsletters, or having company hiring events. Building an automated recruitment marketing campaign is essential to developing your employer brand, getting candidates' attention, and making sure top talent is consistently engaged. Recruitment marketing follows the basic principles of marketing. Here are four stages in the marketing recruitment funnel: 

Creating Awareness 

Not every candidate is actively looking for a job. Many are most likely content at their current positions, and actively sitting at their desk as they receive your first email or text. How can you get their attention? It would help to identify which platforms these candidates most active and engaged on. Which sites and social media platforms do they frequently use? What content are they most occupied with? With these things in mind, tailor-make materials and outreach initiatives to get their attention, stay in front of them, and keep them engaged. 

Stirring Interest 

Now that you have their attention, however, it becomes essential that you maintain interest and intrigue going forward. Automated recruitment marketing campaigns can not only help recruiters stay in front of top candidates, but also keep them connected to their company and the positions available. 

Building out robust content calendars that align with your brand and candidate's interests will enable you to stay relevant and fresh in your candidates' minds. As a result, once the right position for that candidate opens, they will be quick to start the conversation with you.

Taking Action 

For your ideal candidate to choose you and your open role, you must be able to act quickly and break through the noise of recruitment. For instance, most recruiters use the same cookie-cutter outreach across the same platforms. Top candidates get flooded with LinkedIn InMails, generic emails, and canned messaging. Because of this, most recruiters face difficulties getting a response from top candidates. 

Being proactive with your outreach campaign can not only help you break through the noise of other recruiters, but also give candidates original and personalized outreach messaging that sticks with them. We've already created awareness of our roles and stirred interest for the candidate, so now is the time to take action and quickly get in front of the candidate with the right messaging on the right platform.


At this point, you have to help your ideal candidate make a decision. What differentiates you from other organizations? Why is your open position better than the next? How will you be able to help them achieve their full potential? Be specific with any open positions and professional development opportunities. Let them know what values drive your organization, and how you are making strides to ensure a great working environment. What are your terms once employed? What are the benefits? Find a sure way to be distinguished from the sea of other positions, companies, and recruitment firms out there.

From there, candidates will have a clear understanding of the role, expectations, and will have established rapport with the company right from the start - thus ensuring a successful hire.

Here is a step-by-step guide on how to build the perfect automated recruitment marketing campaign: 

#1. Define Your Recruiting Marketing Goals

What are your recruitment marketing goals? Are you just trying to spread the word about your position? Mostly, you want the right candidate to apply for the job or to interact with your team. It may seem simple to define, but there are many goals for a recruitment marketing campaign. Some include creating awareness, establishing a company or firm brand, driving engagement, and staying in front of your talent pipeline. All of these goals can require different strategies to fulfill, but all can be fulfilled with the help of automated marketing campaigns.

Whatever your goals may be for this campaign, above all, it is essential that they are both measurable and objective. Therefore, you can have a clear understanding of the success of your campaign and iterate accordingly to ensure optimum results. 

#2. Identify Candidate Persona 

A candidate persona is crucial for your recruitment marketing campaign. Your candidate persona must capture more than the relevant data, as it involves both soft and hard data. Because of this, it is essential to dig deep into your ideal candidate's goals, motives, and habits. To do this, you have to create a list of things that the perfect candidate would have—the level of experience, education, current title, current salary range. This will help you get in front of candidates that fit this description and are a good fit beyond what is on paper. 

#3. Tailor Outreach To Your Goals and the Candidate

Now that you understand your objective and the persona of your target candidates, it is then time to tailor your outreach to these variables.

Build automated campaigns across multiple touchpoints, but stay focused on the platforms that your target candidates are most active on. Tailor your outreach to the candidates' interests and needs, and provide relevant insights into your organization and the role you are recruiting for. While these outreach campaigns may be automated, that does not mean that they can not be strategic, personalized, and best tailored to the individual.

#4. Create Recruitment Content 

Content is always king, regardless of the channel. Content promotes your brand to potential employees and the world. You must create high-quality content that makes your brand, your open position, or yourself interesting and pertinent to your target candidates.  

Resources must be available to help your team come up with captivating and relevant content. A content calendar can be instrumental in helping your team publish the right content and remain consistent. Please work with your clients and hiring managers to ensure their employer brand content is of the highest quality. 

Here are types of content you can use: 

  •  Blogs 
  •  Videos 
  •  Webinars 
  •  Emails 
  •  Newsletters 
  •  Case studies 
  •  eBooks 
  •  Quizzes 
  •  Games 
  •  Checklists 

#5. Optimize Your Career Site 

When it comes to your career site, keeping it short and simple is critical. Simplicity is great for your talent pool to navigate through the multitude of job openings and opportunities. Optimize your site or help your clients with their career pages and make it mobile-friendly. This way, you increase your chances of being found by the ideal candidate and making a placement.  

#6. Use Social Media 

Social media is a great tool to reach your candidate. Paid advertising is even better. Recruitment firms often spend a lot of time and money creating meaningful ad campaigns to spread the word about open positions. An excellent candidate persona is necessary to reach your perfect candidate and make investing in social media ads worth it. 

  • Social media requires constant engagement with witty, informative, and educative content. Facebook, LinkedIn, and Twitter are excellent platforms for recruiting firms to utilize. Memes, too, can get you the right candidate! 
  • After each successful recruitment campaign, re-target your ads to reach even more potential candidates. 

#7. Develop Employee Brand Ambassadors 

Let your employees help with your recruitment marketing campaigns. What better person to sell your brand and company other than your own employee and brand champions? Please encourage them to blog about the organization, culture, engagements, or job openings. It will speak directly to the ideal candidate. 

#8. Build and Manage Talent Pool 

Use CTA's to pull in your ideal candidates and generate a pool of talent for future recruitment needs. Attracting your talent pool is one thing, but managing and maintaining candidates can be a whole other ball game. It would be best to stay in touch with those you contact and source, engaging them until they apply for job openings or interact with you over Linkedin or email. You can do this by sharing relevant and useful content to their inboxes, like newsletters and relevant social media messages, and valuable thought leadership assets. 

#9. Evaluate and Measure Your Results 

By evaluating and measuring the key metrics of your automated recruitment marketing campaigns, you can understand what has worked and what needs improvements. The best way to improve is to test, and most automated marketing campaigns enable you to gain a holistic overview of the successes and failures within. From there, your team can make adjustments, change the strategy as a whole, or keep doing what works. By paying attention to the KPIs of your campaign and iterating accordingly, you will be best set up for your campaign to succeed over time.

The good news is that today's recruitment marketing tools are automated. Loxo has automated recruitment marketing campaign features across multiple touchpoints ranging from email, call, text, LinkedIn, and voicemail drop engagement tools. Building out automated recruitment marketing campaigns can be essential for recruiters to find and engage with top talent at a fraction of the time and resources. 

For more information on how you can build your tech stack for a multi-channel approach, ​click here​ for more details about this tool.

Finding the Best LinkedIn Recruiter Alternative: Loxo

There is no question that LinkedIn Recruiter remains the most popular platform for recruiters to source and engage with candidates. Almost every recruiter on the planet has and uses this tool in some capacity. For a while, it was revered as a necessary resource to be an effective recruiter. That sentiment has slowly transitioned from a "necessary resource" to a "necessary evil," and the slope is only getting more slippery. With so many new sourcing tools on the market, there are plenty of options should recruiters want to search for the best LinkedIn Recruiter alternative. 

Given many of LinkedIn Recruiter's shortfalls - from limited sourcing, saturated outreach, and high price points, customers are actively looking for new solutions to supplement their efforts. The search for the best LinkedIn Recruiter alternative has become a common challenge for many recruiters as they look to find a platform with better functionality at a lower price point. 

Loxo has emerged as the clear frontrunner for the best LinkedIn Recruiter alternative - where recruiters can source top candidates, break through the noise of LinkedIn InMails, and track their candidate pipeline all under one roof. 

Here we make a head-to-head comparison between LinkedIn Recruiter and Loxo. This comparison will help recruiters make more informed decisions when choosing the best platform for their company's unique needs. The criteria for comparison include:

  1. Size of Talent Pool
  2. Candidate Response Rates
  3. Ease of Sourcing
  4. Candidate Tracking
  5. Pricing

Round 1. Size of Talent Pool

LinkedIn boasts over 740 million users on its platform with more joining every single day. However, quantity does not always equate to quality. Loxo's current database holds over 650 million candidates - but there are some interesting insights to look into here when determining which talent pool wins out.

In the first half of 2019 alone, LinkedIn blocked or removed 21.6 million fake accounts from its platform. This is a continued struggle for LinkedIn and troubles recruiters in identifying which profiles are real within the site. So while LinkedIn's figure of over 740 million profiles is impressive, it must be taken with a grain of salt when evaluating how many of these users are legitimate and active. 

On top of this, LinkedIn's entire database stems from the information put in by the user. No external data sources or providers help to supplement this userbase. LinkedIn uses just one source: Itself. So not only can information be skewed by the user, but recruiters are also forced to find candidates from a narrowed talent source based on limited information and data. This leaves a massive pool of talent unearthed and untouched by recruiters who solely use LinkedIn to source candidates. 

Loxo utilizes over 100 different data sources to build out its proprietary database of candidates. This leads to an entirely new talent pool for recruiters to gain access to (on top of LinkedIn). What did Robert Frost say? Take the road less traveled? By finding new sourcing alternatives, recruiters can uncover top talent that their competitors may not even have on their radar. Recruitment professionals are reassured that all candidates are legitimate and that information is continuously updated on a daily basis. 

Round 2: Candidate Response Rates

On average, LinkedIn InMails produce a 10-25% response rate from prospects. This number can vary based on the individual and industry, but the average response rate is low compared to that of Loxo. Top candidates on LinkedIn are becoming increasingly overwhelmed with recruitment InMails and connections. Since every recruiter is on LinkedIn and uses InMails as a primary source of outreach, it is safe to assume that top candidates are not just receiving your outreach, but your competitors' as well. 

It is challenging to set yourself apart when using LinkedIn InMails, and it is only getting harder to engage through standard outreach. As this medium has become increasingly saturated, candidates are moving away from acknowledging LinkedIn InMails as a proper channel for legitimate recruitment purposes.

Loxo helps recruiters break through the noise of LinkedIn InMails by getting in front of candidates across multiple touchpoints. By immediately accessing candidates' phone numbers and emails, recruiters can market their open positions to candidates across email, SMS, phone, voicemail drops, manual tasks, AND still LinkedIn InMails. SMS Messages alone have over a 98% open rate. So by adding these additional touchpoints, you are more likely to stand out and grab the sought-after candidate's attention. Recruiter's response rates can quickly jump to over 70% with a complex, multichannel approach.

Round 3: Ease of Sourcing

LinkedIn restricts recruiters to access up to 1,000 candidates with each search made. Through standard searches, Boolean strings, and specific keywords, recruiters can search through LinkedIn to find their ideal candidates. But, these searches have limitations. Not only are you sourcing from one individual pool of candidates, but your results are defined to meet LinkedIn's narrow guidelines. As a result, restrictions on connection requests and the threat of "LinkedIn jail" handicap recruiters in maintaining their peak effectiveness.   

What happens if you don't find the ideal candidate within the limited search that LinkedIn Recruiter provides? - - The short answer is that you will most likely need to use additional tools to supplement your efforts.

Loxo provides recruiters with unlimited sourcing capabilities within its proprietary database of over 650 million candidates. There are no limitations here. Recruiters can source to the ends of the earth using any number of Boolean strings, filters, and keywords. 

Finally, with the help of Loxo's proprietary AI-sourcing technology, recruiters can seamlessly source, filter, and rank top talent, all with the click of a button. Like Netflix or Spotify, the platform continuously gets better at finding and matching the best candidates specific to the organization. This type of deep learning AI grows with you based on the information you put into your database. As time goes on, the platform will be a master talent matchmaker.

Round 4: Candidate Tracking

LinkedIn boasts its own Applicant Tracking System, but it has failed to pick up much traction within the industry. Few recruiters use LinkedIn to track applicants and thus resort to paying for an additional third-party vendor for their candidate tracking needs.

LinkedIn Recruiter also does not allow you to export your talent pools and data from the platform. Because of this, most recruiters who look to leave LinkedIn cannot take their sourced candidates with them, leaving them trapped.

On the flip side, Loxo has a built-in ATS/CRM that enables recruiters to seamlessly track candidate pipelines and pull reportings relevant to their recruitment efforts. The candidates sourced within Loxo's platform can immediately be enriched with contact information and exported on an as-needed basis.

Round 5: Pricing

If you are reading this, most likely you have encountered the steep prices that LinkedIn Recruiter offers for its services. As highlighted at the beginning of this article, most recruiters feel that LinkedIn Recruiter is a "necessary evil" and thus are open to paying for such a high price point. 

However, the tides are turning. Certainly, high-performing recruitment teams regularly face detainment in LinkedIn's jail. With limits on connection requests and rigid guidelines on outreach, LinkedIn does not provide the level of service you would expect at such a high price point. On top of this, most recruiters are still forced to pay for additional applications to supplement their recruiting efforts. This further pushes out the price point and cuts into their bottom line.

Within Loxo, recruiters can receive all of the functionalities that LinkedIn Recruiter can provide, along with a state-of-the-art ATS/CRM, AI-sourcing, access to personal contact information, and automated outreach functionalities at a fraction of the cost.

Interested in receiving a quote? Request a demo of Loxo here. 

Final Verdict: Loxo is changing the Status Quo and is the best Linkedin Recruiter Alternative.

LinkedIn Recruiter has had a great run in helping recruiters find and engage with top candidates. However, as the platform began to corner the recruiting market, prices rose, and functionality flatlined. Because of this, recruiters are starting to look elsewhere. Now, the focus has shifted towards finding the best LinkedIn Recruiter alternative that can provide better functionality at a fraction of the cost.

Loxo is revolutionizing the way the recruitment space operates. No longer will recruiters have to work across a myriad of different platforms. No longer will recruiters need to pay absorbently high price points to source talent. Loxo is here to help recruiters and talent acquisition professionals reach their peak potential. Through Loxo, recruiters can finally find the best LinkedIn Recruiter alternative they have been so desperately searching for. 

Recruiting Team

The Best Recruiting Tools of 2021, Invest in The Future

It is no secret modern-day talent acquisition experts deal with various hiring tasks, most of which cost them their precious effort and time. As a result, they don't get time to focus on other core tasks. It's imperative, then, that they find the best-recruiting tools. Thankfully, modern recruitment technologies and innovations are reshaping talent acquisition and boosting the productivity of recruiting professionals. New age recruiting tools make finding and placing candidates more seamless and fun! From sourcing to placement, new age recruitment tools help with every stage of the hiring process. 

What are the best-recruiting tools to give a shot in 2021? 

With hundreds of different solutions and vendors out there, how do you determine which talent acquisition platform is ideal for your business? This piece reviews Loxo, the #1 hiring and recruitment platform. Loxo ensures recruiters have a smooth experience while hiring and recruiting. So, how does Loxo guarantee a smooth experience for your business?

Cut about 80% of the work with the best-recruiting tools. 

Relying on traditional hiring methods to source and connect with top-notch talents is tedious, mundane, and time-consuming. Imagine your recruitment team going through hundreds of resumes or CVs. Loxo does the heavy lifting, making it easier for you to fill each position with the perfect fit candidate. Essentially, Loxo sources the most suitable matches for each open job, ranks them, and further ensures you remain connected with them through complex and human-like automation. 

Integrated Talent Sourcing 

Sourcing is a very complicated and strenuous process. It is so intricate that you might end up losing track of your progress if you're not careful. Imagine repeating some recruitment cycles because of your business's inability to track progress. Loxo automated solutions ensure you are aware of where you are at any given moment in the recruitment. 

You get smarter. 

Every business continuously strives to get better each day. Loxo's state-of-the-art technologies help your recruitment team get more intelligent each day. These technologies ensure you find the right candidates for your job with every search, making it easier and fast to fill any position. Think of that moment you urgently needed to acquire new talents, but you couldn't because you had to swim through a sea of resumes. Take the best-recruiting tools and use Loxo! 

The best recruiting tools give you a bigger, smarter pool of potential candidates 

Sourcing for the right talents isn't as easy as it seems. Even with the right technologies, sometimes it isn't seamless to get suitable matches for the openings. Consider this: you urgently need to fill a position in your company. You search the web and get hundreds of potential candidates to consider. Where do you start? Loxo gives you verified information (phone, email & social profiles) of over 500 people. Furthermore, Loxo provides you with a perfect match every time. Why trouble yourself to find the right talents while a reliable solution for your business exit? 

A global solution 

Loxo's solution has no limitations to where you can be. Recruiters from all over the world use and love and use the platform. Over 125,000 talent acquisition experts across the globe use them to consolidate their tech stack. So be sure to use AI-powered recruiting solutions that have captured the attention of many agencies and executive search firms. Select Loxo today and find out why other recruiters love using it. 

Getting started 

It is easier to become a hiring machine with Loxo talent recruitment solutions. Schedule a demo to learn how you can meet and exceed your goals with these products. 

Wrap up

Choosing the best-recruiting tools can feel like a daunting task, even more so when you are unsure which one to invest in. All of your recruitment needs are well addressed with Loxo. Loxo's highly rated support team is an extension of your team. Go today and supercharge your workflow. 

diverse recruiting 2021

Diverse Recruiting in 2021: Trends and Best Practices

2020 has been a year of growth and learning, and diversity has become a scorching topic. This article seeks to outline trends we should see for diverse recruiting in 2021 and things you can do to increase diversity within your organization. Most organizations now seek to hire a diverse workforce not only as a way of progress and equality but also 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 the growth of revenue from new products and services. 

What does diverse recruiting in 2021 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 for 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 2021.

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 absolutely necessary to perform the role.

One way of increasing diverse recruiting in 2021 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 words like committed, considerate, cooperative, honest, and trustworthy 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 peoples. 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 bias 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 diversity 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. If you want to see how Loxo can increase your access to a diverse talent pool, sign up for a free demo.

text recruiting software

5 Key Benefits of Using Text Recruiting Software

For both recruiters and candidates, the hiring process can sometimes be drawn out and feel like a never-ending ordeal. Current recruitment practices can lead to wasted time, resources, and inefficient processes for all parties involved. Nowadays, businesses are looking for more effective ways to speed up their recruiting efforts and reduce their hiring time. 

Over the years, the use of text recruitment software has increasingly become a favorable outreach method for recruiters. But why is that? According to one study by the Society For Human Resource Management, 79 percent of candidates between 18 and 44 have their phones on them for 22 hours a day. Beyond this, text messaging boasts a 98 percent open rate. As mobile phones only become more ubiquitous and integral to virtually every aspect of life, it will only become more essential for recruiters to capitalize on this important touchpoint. 

Interested in seeing how essential texting can be for your recruitment efforts? Check out the 5 key benefits of text recruiting software below:

It is faster and more direct.

Candidates receive an overwhelming amount of spam emails every single day. It can take days for them to respond or even to open your email. Sometimes, you may get lucky if they even glance at it! There is no denying that people read and answer text messages far more frequently and instantaneously in this day and age than they do their emails. Your message will get immediate attention and a far greater chance of receiving a prompt response by sending a text. Adding text recruiting software to your repertoire will be a massive boost in driving faster and more direct outreach to your candidates.

Text recruiting software ensures a better candidate experience.

Within a candidate-driven market, it is essential to keep job seekers engaged throughout the entire recruitment process. With text recruiting, it has never been easier to send personalized and tailored messages to your targeted candidate. 53 percent of candidates say they feel more connected and trusting to organizations that communicate directly and reach out quickly. Recruiting the best candidate begins with creating a good experience for them. Once they develop a connection to your business, you are halfway to making the hire. So, while drafting your next text messages, keep this in mind. 

It is a better tool for reaching younger generations.

Currently, over 56 million Millennials are in the US workforce, and this generation will make up to 75 percent of the workforce by 2025. Millennials are glued to their phones like never before. Because of this, it has become increasingly clear that text recruiting is the best way to reach candidates within this demographic. To communicate effectively to this massive talent pool, text messaging must be at the core of your recruiting strategy. While this is a common trend for Millennials, it is limited to just this demographic. Even the older generations are familiar with the basics of receiving and sending texts. 

It is flexible and scalable.

With text recruiting software, you have the power to create text messages the way you want them to appear.  You can tailor your messaging to adapt depending on your current target candidate. You can leverage it to notify job seekers of an open position, invite individuals to an event, thank them for participating in a conference, and more! The point here is you can scale your text to suit the current purpose and communicate more effectively.

It is cost-effective

Every recruiter wants to use minimum resources for maximum gain. Text messaging is one of the cheapest ways to communicate with potential candidates and job seekers. For instance, you can send one text to multiple candidates to inform them of a job opening. This way, you use little time and money but still get your message across. While texting is an ideal way of recruiting, it achieves even better results when paired with other tools such as emails and LinkedIn, and the infamous cold call!

The takeaway

Text recruiting goes a long way in improving the recruiting process, allowing better engagement with candidates. With an open rate of almost 100 percent, you only need text recruiting software to enjoy all the benefits. It would be best to familiarize yourself with TCPA guidelines to be on the safe side of the law. To learn more about texting practices and how Loxo helps you engage top talent, click here.

Recruitment using ATS Software

Selecting the Right ATS Software for Active Recruiting

Recruiting is an incredibly competitive industry. Everyone is fishing from the same talent pool, and the race to get in front of the most qualified candidates can be cutthroat and strenuous. Any tools or solutions that can give you an upper hand are essential in getting to your top candidates before your competition. With the right ATS software in place, you can start actively recruiting through passive automation. By doing this, you can ensure you are getting in front of the best talent at a fraction of the time and resources. This, in essence, is the importance of advanced ATS software. It can be the difference between the perfect talent match and a mediocre hire.

The differences between active and passive recruiting:

The term "active recruiting" refers to when recruiters actively seek out the best talent and get them to apply for open positions through outreach and marketing initiatives. It is not simply posting on job boards and praying for the best candidate to apply. That is "passive recruiting" and is a thing of the past. Active recruiting is how to win in this day and age and involves getting in front of the best talent before the competition. 

While passive recruiting is becoming more and more ineffective in finding the right talent, recruiters still like this style as it is easier and less manual. However, that is no longer the case. With the right ATS software, you can now actively recruit the best talent available through passive automation. This saves significant time and resources on your end so that you can focus on what matters most: ensuring the perfect talent match.

Why is active recruiting better than passive recruiting?

Seventy percent of all recruits are passive candidates. Meaning, if you aren't actively looking for these candidates, you won't find them. These candidates are not currently looking for new opportunities and have not applied to any open positions. So if you are just passively recruiting those who apply to your open positions, you may miss out on the perfect candidate for that role you are looking to fill. By relying solely on passive recruitment methods, you will be losing:

● Control: You have more control over your hiring process. Active Recruiting allows you to spearhead the perfect person and build talent pools of qualified candidates to contact quickly.

 Accuracy: Through active recruiting, you have a 270% better chance of finding a perfect candidate as you will no longer be waiting for the right person to apply.

● Time: Time is money. Instead of wasting your time going through resumes and waiting for the right person to come across your job posting, you can be actively targeting precisely the candidate you want and getting them to apply.

● Talent: Most of the A+ talent is already working. If you want the best possible candidates for your position, you will have to widen your reach to those who may already be employed. 

How the right ATS software can help:

Loxo's ATS software can help you engage top prospects that are not actively looking for new positions while also managing those already within your database. Having a strong ATS enables you to organize your candidates ahead of time and decide when to engage them through automated outreach. You will be the one to initiate the outreach, whether that is by phone, text, or e-mail. However, once initiated, this outreach will be on autopilot, and you will only be notified once the candidate responds or applies. You can manage your candidate database, organize your resumes, and find candidates that might have gone through the process of being placed without success. A strong ATS enables you to find candidates quickly within your database to build a shortlist of qualified candidates for any job you are looking to full. 

Most importantly, all this information is centralized under one roof. This leaves no chance of choice candidates slipping through the cracks. You have complete control over your search.

The decline of job boards:

The use of generalist job boards is declining. If you need proof of this, you need to look no further than the rapid decline of Monster's stock. Job boards force potential candidates to answer questions that do not give a full picture of their skillset. Only a small percentage of candidates upload their CV or resume to the board, as they feel they've already had their information processed, leaving you with inadequate information.

Niche job boards are a little better, but there are hundreds. How much of your time do you want to spend staring at niche job boards hoping to find the right candidate? You'll have more luck actively reaching out to the candidate you wish than waiting for them to come to you.

Loxo ATS software is the best tool to engage passive candidates actively. The perfect candidate won't just pop into your lap - you have to go out and get them! It will give you an upper hand over your competition as you actively search for the right person for the job. For more information on how we can help you make a perfect talent match every time, click here.

recruiting software; recruiting software

7 Recruiting Software Trends We See for Hiring in 2021

Recruitment History and Today's Trends have come a long way in a short period. From the simple methods of earlier years to today's sophisticated recruiting software, the journey has carried us toward greater and greater efficiency and purpose. Not so many decades ago, companies simply posted a sign in their window when they needed an additional worker. They hoped the gesture would attract someone qualified for the position, as they happened to pass the location. Later, newspaper ads and articles became available. They made it easier to attract a larger pool of applicants. Eventually, job boards allowed access to thousands of resumes from applicants on the lookout for their next position.

Then algorithms came along, allowing us to find the perfect job/candidate match with minimal effort. Today, we have applicant tracking systems (ATS). Ninety-nine percent of Fortune 500 companies and a growing number of smaller businesses use an ATS to filter through groups of resumes efficiently. But not all ATS systems are created equally. First-generation software, or legacy ATS systems, are built on old code and cannot keep up with modern recruiting trends. Loxo and our 3.0 artificial intelligence (AI) based recruiting platforms are far more advanced, much more flexible, and functional than old legacy ATS systems. Those who want to keep up with modern tech in recruiting must become familiar with and acquire the latest software available, like that offered by Loxo, to follow today's recruiting trends:

1. Outreach Tools

Since there are so many pros and cons regarding various means of contacting prospects: calling, texting, emailing, LinkedIn messaging . . . an ATS system that allows you to touch base via any form of communication offers the best chance of connecting with top job prospects. Sales teams utilize outreach tools to fill the sales pipeline, so why shouldn't recruiters use it to fill the candidate pipeline? It's easy to regulate detailed outreach plans with Loxo's outreach tool.

2. Recruiting Software with Automation

The ease of automation should be a key component of your recruiting software. Automating your company's recruiting process doesn't mean leaving hiring decisions up to machines. It means automating mundane tasks to save valuable time, like sorting resumes by boolean keywords, including such aspects as location, experience, or tenure, and automating follow-up and recruitment marketing campaigns. Allowing AI-based software to hone in on applicants who meet the specified criteria for open positions on your company's staff roster simplifies the process of selecting the best possible prospects; people perfectly matched to lead the company to continued success. Chrome extensions can help you find candidates via LinkedIn profiles and check to make sure they're not already in the system. Automating the recruiting process further streamlines the search for the perfect employee for the position you are looking to fill.

3. Candidate Matching

When selecting new employees, with long term staff stability in mind, matching candidate and company values is of primary importance. Locating the best candidate for the position and the company and culture is key to success in any placement. But how much time can you spare to evaluate potential candidates intricately? Technology can do this for you today. With deep learning and AI advanced algorithms, it is no longer necessary to parse through your entire database to compose a shortlist of candidates. Technology can do this at a fraction of the time and cost.

4.Personal Contact Information

You need personal phone numbers and emails to connect with prospective candidates directly. Yes, you can find their profile on LinkedIn, but too many people are messaging them through that platform. It's much more challenging to break through the noise and grab the attention of a sought-after candidate. The ability to collect essential data must be built into your software program, or you will have to pay a separate subscription and integrate the two programs. Why not purchase a recruiting software program that already offers personal data and contact information collection features?

5. Recruitment Management

CRM Versus ATS Candidate Relationship Management systems do so much more than traditional Applicant Tracking Systems. Basically, an ATS model is designed to create recruitment plans and collect input from prospective candidates. A CRM system maintains a pool of information about active and passive prospects, including previously active applicants in the company's network. A system that combines both approaches is a choice that will ensure the best results. Many employees and freelancers are open to new job prospects yet fail to seek them actively. CRM helps a company maintain a relationship with potential clients, prompting them to consider coming on board and facilitating a smoother trip through ATS when they are hired.

6. True AI within your Recruiting Software

Is all AI identical in learning capabilities? Hardly. Consider the nature of Instagram or Spotify. They not only detect content compatible with your preferences and send it to your inbox, but they also get better as time goes by, as they learn which types of posts you like best. Not every software classed as AI goes beyond essential detecting and sorting, offering this type of real learning ability.

7.GDPR and Global Compliance

It's a global world, and top candidates for professional positions often come from other countries. Progressive companies create campaigns that attract the best talent, no matter what the applicants' current location. But the handling of sensitive personal information must comply with GDPR standards. It pays to purchase software with these compliances already built-in.

Getting to top talent quicker than the next company and finding tools that cut through the noise and directly reach the perfect candidate every time is a priority for CEOs, talent acquisition managers, directors of operations, and small business owners. It's also our focus at Loxo. Loxo offers to hire and recruitment automation that grows smarter with you. Utilize our complete and comprehensive recruiting platform to find the best talent from around the globe to fuel your company's success. Candidates that are a perfect fit for your culture are worth the cost of quality recruiting software that's fully functional and up to date on the latest trends. Sign up for a free account here.

Recruitment Automation

​5 Best Practices for Recruitment Automation

With the power of recruitment automation, you can reach thousands of candidates every day while simultaneously maintaining a personal touch. It may sound counterintuitive in a way - how can I automate my workflow and still keep the content specific to the individual? Thankfully, with new innovations breaking into this space, you can now do this with the click of a button. What used to seem like an unachievable goal has now turned into a logical and necessary objective. By automating tedious and manual tasks, recruiters can free up more time within their days to focus on what matters most: getting the perfect candidate match.

Here are 5 best practices for setting up your recruitment automation process that will help you work smarter, more efficient, and avoid coming off like a robot.

1. Use candidate personas.

Your sales team makes buyer personas for their target markets - assigning characteristics, biographies, and personalities to customer profiles. This should be no different for recruiters. By developing candidate personas, recruiters can easily generalize a candidate based on likes, dislikes, interests, and more. From there, you can effectively tailor your recruitment automation to that individual and ensure the highest rate of success. 

Make sure to do this for your candidates. Think of your ideal hire, give them a name, and then start thinking about how best to reach them, how to talk to them, and how to pique their interest.

2. Take a multi-channel approach.

A perfect approach would be not only multi-platform but multi-channel; never rule out the power of phone calls, texts, and emails. As professionals continue to be inundated with emails, it has now become more essential than ever to get in front of your candidates through multiple mediums and touchpoints. The best outreach and engagement strategies offer a variety of touchpoints through different channels. for example, the first steps in your cadence might be to call the candidate, leave a voicemail, and then send a personalized text message. With a multi-channel approach, you will always meet candidates where they are whether that be on Linkedin, their mobile phone, or their personal email. Loxo helps get that personal contact information to streamline the process further, ensuring you connect with top candidates as easily as possible. 

3. Track your progress.

Keep tabs on all your automated outreach campaigns. Notice which gets the most impressions, clicks, and conversions. Test your methodologies. Test it again and continuing testing it as long as you are running campaigns. This will show you where to focus your efforts in the future.  See what works best. Ultimately, keeping tabs on your outreach will enable you and your team to make smarter and more data-driven decisions in the future.

4. Choose an ATS that is best for you.

You can't talk recruitment automation without talking about its most common form, the ​ATS​. Applicant Tracking Systems enable you to keep track of candidates throughout your entire pipeline while evaluating your recruiting workflow. ATS platforms can be a huge boost for recruiters in terms of driving efficiencies and organization in their day-to-day. However, while there is a surplus of ATS solutions available on the market, it is important to note that they don't all have the same features.

Loxo's state-of-the-art ATS platform is the perfect solution to the dreaded ATS search. With a simple and intuitive user interface, Loxo's ATS is completely customizable to your specific workflow as a recruiter. Beyond that, it integrates with every available feature within Loxo such as candidate sourcing, personal contact info generation, and automated candidate outreach. If your company doesn't use an ATS, or if the one you use is poor, then it may be time to look into Loxo.

5. Ensure a quality candidate experience.

The most important thing to consider when automating your workflow is the applicants' experience. The last thing you want is for a candidate to know that they are receiving an automated message. With such an influx of information, people are quick to overlook outreach that may seem robotic and generalized. Put yourself in the candidates' shoes and think of what would lead you to respond. As highlighted earlier, make sure that you are tailoring the outreach to the specific individual and providing the necessary information tailored towards them. Don't just assume you're doing potential candidates a favor just by considering them.

Seamlessly integrate automation into your recruitment workflow using Loxo. We exist to help your company become the modern firm you've envisioned. For all-purpose recruitment automation solutions, visit ​Loxo ​today. We can provide you with all the tools you need to take your hiring process to the next level. You can also test it out for yourself and sign up for a free account! 


Person Using Boolean Operarors

The Ultimate Boolean Guide for Recruiters

A strong Boolean guide, when used intelligently, can be one of the most powerful assets within a Recruiter's toolbox. The ability to directly dictate through strings and operators the exact candidate profile you are looking to source can be a massive competitive advantage for Recruiters. As a Recruiter, it can be easy to look back and miss the good old day of recruitment. Back then, somebody would walk up to your store, and if you liked them, the job was theirs to keep. Sadly, those days are gone. Recruitment has become far more complex over the years, and, consequently, the stakes have become much higher. Now more than ever is it essential to hire the right teammates or you may cost your company big time. 

The good news, however, is that recruitment software is keeping up with the complexity. Over the years your toolbox has added a few exciting new features such as AI functionalities, big data, and machine learning to your repertoire. By capitalizing on these new innovations within the recruiting realm, along with the use of our Ultimate Boolean Guide to source top talent, it won't be long before you kiss the good old days goodbye and begin embracing the future of recruiting.

What Are Boolean Operators?

Have you ever searched for a coffee shop on google and got results with locations ranging from Mississippi all the way to Kansas? We all have. It is obvious that you are looking to find a coffee shop close to your location, so why do all of these other shops across the country show up? The reality is, search engines can provide too narrow or too broad of results based on the information you put into them. The same goes for sourcing across platforms and is why it is essential to use Boolean operators to ensure the cleanest and most effective results.

So what exactly are Boolean operators? This is a term that you may have once heard in your academic or professional life but has since then flown as far away from your mind as possible. Well, here you meet again. Boolean operators or connectors are special words or symbols that you can use to add context to your search.

The power of Boolean operators​ will help you widen, narrow, or define your search.

A Few Examples Of Boolean Operators In Use

Boolean operators are simple; they include words like AND, OR, NOT, and symbols such as asterisks and parenthesis. The first thing you should notice is that Boolean operators are all used in uppercase in theory, but in Loxo, you can use them whichever way you want. These words are among the first words you learn, maybe from your parents. If you are like me, phrases like "Go to sleep or else" were your first introductions to these Boolean operators.

But how are these used in recruiting software such as Loxo, and how do they make your work easier? An excellent point to start is their general meanings:


The symbol of AND is +. If you are ever in a situation where you need both words to be in your search AND is the Boolean connector for you. For example, let's say that you want to recruit a software engineer who is also an accountant. If you input "software engineer "AND account*in your Loxo field, you will get all results that have software engineering accounting, accountant, and accounts. The more you add AND to your search, the fewer results Loxo will give you back.

● OR

OR does not have a symbol in Boolean operation. Whenever you are looking for results in your Loxo search with at least one of the words mentioned, OR is the Boolean connector to use. If you want a specialist in Software engineering or Computer science, you can input ("Computer Science" OR "Software Engineering"). The results will bring you all applicants with software engineering and computer science. The OR operator in Loxo will bring you more results the more you use it. For the best experience using an OR operator, always use it in brackets.


Not is an exclusive Boolean connector. Remember when we mentioned coffee shops in Mississippi and Kansas. Its symbol is -. If you want to recruit an IT specialist who is not a software engineer, the NOT operator will work for you. You can punch in "IT specialist" NOT "Software Engineer," and you will get all profiles with IT specialists but exclude those with a software engineer.


The near operator enables you to bring in results that are used with words close to each other. If you want results of profiles where the words doctorate and Software engineer are used in proximity, the near operator has you covered. All you have to do is to punch in the words "Software engineer" NEAR doctorate, and all profiles that match that description will be within your reach.

Boolean Guide for Loxo

As we've seen above, using Boolean operators is an easy concept to grasp with powerful implications for Recruiters. We have also learned that Boolean operators are a must-have in your ​talent sourcing strategy​. There are very few recruitment software out there that enable you to take advantage of Boolean operations the way that Loxo does. So how does one use Boolean connectors on Loxo, you may ask. These are a few examples that can help you navigate your searches within the Loxo platform.

Creating Emphasis in your search

You can create emphasis in your Loxo search by using the ^ symbol. For example, if you consider the doctorate to be twice as important as computer science in your search, you can input "computer science" and "doctorate" ^2

1. Finding the stem of a root or a word

The asterisk helps you search for all results of a stem word. Let's say you want accounts, accountants, and accounting in your Loxo search; this is what you input account*.

2. Using the NOT operator

The not operator can help you exclude results you may not want in your Loxo search. You use it in upper case followed by a field of people you have tagged. For example, if you have people you have tagged "do not contact" in your database and you want to exclude them, you're NOT string will resemble something such as NOT_tag names: do not contact

3. Finding the people you had no contact with

If you want to search for entities in your database you are yet to have contact with, enter NOT_exists_:last_contacted_at

4. Finding all the companies blocked in your database

To find all companies that are blocked in your database, enter blocked: true

5. Searching for all people that have no global status

To search for people who have no status in your database, enter NOT _exists_:global_status_id on the Loxo field.

These are just a few examples of how Boolean operators can aid you narrow or broaden your search for recruitments in Loxo. There's ​more​ if you are interested.

What Makes Our Platform Different?

There are many platforms that offer Boolean operators, but what makes Loxo different? Loxo's Boolean operations are one of its greatest strengths and rightly so. This is because it has:

The Wildcard Operation "*."

Loxo is the only recruiting software that interprets the asterisk operation. You don't get to use the * with other recruiters such as LinkedIn. That subsequently means that you can't use word stems in your searches on other platforms.

The Stop Word Operation

Loxo is the only recruiting software that accepts stop words such as IN and WITH. The search engines of both Google, LinkedIn, and Bing do not offer this functionality. Other than stop words, there is no other operator than can refine your search from 3000 results to just 42. For example, let's say that you want to search for software engineers with scala in their profiles. In LinkedIn, you will have to search for just scala. With Loxo, you can punch in "in scala" OR "with scala" and get 90% fewer results.

Case Sensibility

Other platforms like LinkedIn require all your Boolean operators to be in uppercase, which can be cumbersome. Loxo, on the other hand, only requires the NOT operator to be in uppercase.

Broader Connector Compatibility

Loxo allows your Boolean strings to be broader and allows more symbols such as ^ and ~ that are incompatible in competing platforms such as LinkedIn and this Boolean guide shows you how!

The Take-Away

Boolean operators are a blessing for any recruiter who wants to make their recruiting processes less cumbersome. You can start your journey with Boolean operators in two simple steps. First, ​sign up for our free account or demo​, then ​watch this video​ and have all your questions answered!

Who We Are

Loxo​ is a Talent Intelligence platform and a global leader artificial intelligence recruitment automation software that has spent its last few years making the recruitment issues of the small, medium, and big firms a thing of the past. For more information or if you found this boolean guide helpful and would like to see more content like this, claim a free account or you can request an overview of the platform!

remote hiring guide

Remote Hiring Guide

The COVID-19 pandemic has had huge ramifications on the hiring industry, both within the US and globally. Recruiters have a huge role to play in the outbreak as millions of Americans are out of work and looking to get back into the job market. 

In order to face these challenges, however, recruiters need to adapt and transition to a remote hiring model. As businesses adjust to the changes, they’re going to need to start looking for candidates to work remotely, and they’re going to need recruiters to have competent remote hiring practices to fill those needs.

Below is a comprehensive remote hiring guide to help you transform the way you attract and retain top talent.

Remote Hiring Guide: Attracting Remote Candidates

Attracting new remote hires is not all that different from a pre-social distancing hiring climate. You’re still going to be posting ads on job boards and you’re still competing with other recruiters for top talent.

What will change, however, is how well you can effectively communicate, present your brand, and build trust and confidence in an otherwise precarious moment.

Here are a few ways you can attract remote candidates.

  • Rebuilding your brand: Recruiters will have to adjust their brand image to fit the growing needs of remote hiring. This means your online presence--whether it be on job boards, social media, or other online outlets--needs to clearly show that you’re ready to face the challenges of a remote job market. Providing guidance through informative videos, articles, and blog posts are just a few ways you can establish your brand as a reliable source in an otherwise trying period. 
  • Increased Job Posting: With more candidates returning to the hiring market, recruiters are going to need to increase their job posting capabilities. This means entering more job hiring websites and emphasizing, in the job descriptions and job titles, the need for remote workers. All of the established best practices still apply, but hiring teams should adapt their descriptions to fit remote needs.
  • Utilize your Database: This is the best time to utilize your CRM+ATS technology in order to reach out to candidates. A large percentage of passive candidates will become active, and you want to be there with a personal email to inform candidates of all the upcoming job openings. AI messaging technology will allow you to scale your emails while retaining a personal touch. 

Remote Hiring Guide: Virtual Screening

Virtual screening is not all that different for remote hires than it is for in-house hires. Utilizing the tools of recruitment automation in order to streamline the tedious process of screening resumes is still going to be an important part of an efficient screening model.

Recruiters can, however, utilize some new ways to get a closer look at a candidate’s remote work setting. One creative way to do this is to ask for video introductions.

Recruiters can ask remote candidates to submit short, self-recorded videos where they can introduce themselves. Not only will this give recruiters a better idea of who the candidates in review are, but it also allows recruiters to assess the candidate’s ability to complete a task from home. Recruiters can take a look at their at-home work setting, their ability to complete basic tasks from their computers, and their professionalism as a remote worker. 

Remote Hiring Guide: Video Interviews

Recruiters will need to become familiar with several video and chat applications as the market transitions to a remote environment. 

Phone calls and emails will still be necessary, but familiarizing your team with Zoom, GoToMeeting, Skype, and other popular video platforms will be important to maximize your ability to conduct interviews. Additionally, it’s also a good way to test your candidate’s on their ability to adapt to changes and utilize video platforms they may not be familiar with.

Questions to Ask Remote Workers During An Interview

  • Do you have access to a computer or laptop and a reliable internet connection?
  • Have you worked remotely before? What was your biggest challenge?
  • How do you schedule your work day from home? 
  • How do you avoid distractions from home while you’re working?
  • Do you have a reliable microphone, headset, or sound system?
  • What would you do if your internet disconnected in the middle of a meeting?
  • How would you go about storing important documents and files safely from home?

The transition to a remote national job market Is going to start with the recruiting process. Hiring leaders should utilize the need for remote workers as an opportunity to redefine their brand, build trust in the industry, and set a positive tone with both clients and candidates.

With the help of Loxo AI and automation, you can screen, source, and manage your remote hires and job openings. Loxo’s cutting edge CRM+ATS technology will allow you to adapt to today’s challenges and Loxo’s personalized AI messaging software will allow you to meet the demands of a high-volume job market.

Embrace your role as a leader in a remote hiring market and see a Loxo demo today.