end to end recruiting process

How to Streamline the End-to-End Recruitment Process

With the help of technology, artificial intelligence, and automation recruiting, recruiting agencies and HR teams now have a myriad of ways to streamline each step in the recruiting process.  

The end-to-end recruiting process can be laid out in six steps. The six steps in chronological order are preparation and planning, sourcing candidates, screening, selecting, hiring, and onboarding. 

Loxo will be with you along every step of the way, showing you how our various automation and technology functions has all the tools you need to improve key recruiting metrics and streamline otherwise tedious and time-consuming tasks.  

Preparation: Step 1 of the End-to-End Recruiting Process

The first step in the hiring process is to establish and define the ideal candidate and or candidate persona that you’re trying to reach. Once you’ve established your ideal hire, you need to create a detailed job description. Loxo will connect your post to several job search websites and share your description across social media channels. 

One way to streamline this process is by referring to the valuable data in your CRM. Loxo’s CRM provides you with details on candidates and seasonal trends so you know when and where to extend your post to reach the best candidates. 

 By reviewing the kind of skills and experience that successful candidates had in the past, you can create a thorough and accurate description of the kind of candidates you’d like to attract in the future. 

Sourcing: Step 2 of the End-to-End recruiting Process

Loxo provides recruiters with the world’s first intelligent sourcing assistant. Loxo’s sophisticated AI gathers candidates from hundreds of databases, giving you more reach and access to top talent. 

Rather than spending hours culling together 10 or 15 candidates, Loxo’s AI candidate sourcing will give you the freedom to focus on other aspects of the recruiting process while it gathers 50 top candidates for you. 

The process is as simple as telling Loxo what kind of candidate you’re looking for, submitting your credits, and letting Loxo take care of the rest. Within 24 hours, you’ll receive an email with 50 top candidates and plenty of time on your hands to take on other important tasks. 

Screening: Step 3 of the End-to-End Recruiting Process

Once you’ve sourced a number of resumes and candidates, Loxo will help you parse through resumes to screen your remaining candidates.

Loxo’s powerful CRM+ATS technology provides you with tools to augment the resume and create insights. A powerful ATS will include automated screening, eliminate data entry, simplify your workflow, and maximize your productivity. 

Selection: Step 4 of the End-to-End Recruiting Process

The best and most tested method for selection has been and remains to be interviews. Despite how a candidate may look on paper, seeing them face-to-face will be the best way to evaluate their suitability and work readiness.

While it might be difficult to integrate technology into the interviewing portion of the recruiting process, you can keep your knowledge of your candidates neatly organized in your database with your CRM. Additionally, you can refer to your CRM for other valuable data that could help you form questions in your interview and act as a reference point to draw information from. 

Hiring: Step 5 of the End-to-End Recruiting Process

This part of the hiring process has most do with organizing and ensuring a positive candidate experience. You want to follow up with your candidates, be available to them for questions, inform them of important dates and deadlines, and cull together any last-minute documentats or items necessary for their employers.

Again, referring to your CRM to keep deadlines, contact information, and other valuable data close at hand is a great way to stay on top of the hiring process. 

Onboarding: Step 6 of the End-to-End Recruiting Process

Onboarding is one of the most overlooked but important steps of the recruiting process. If you can’t get it right at the end of your recruiting cycle, then all of the effort and time spent on the previous 5 steps will have been to no avail.

What scares off candidates most at this point in the hiring process is a lack of guidance. If you’re an independent recruiter, there’s little you can do at this point as its up to your clients to take the client in and integrate them into their company. What you can do, however, is keep them posted, follow up weeks into their job, and maintain a steady line of communication.

If your recruiting in-house for your company, ensure that there’s a welcoming orientation or introductory path that familiarizes your new hire with the company culture and team members.

Loxo is dedicated to making recruiting easier for you, your clients, and your candidates. Our sophisticated technology will back you up every step of the way and make the recruiting process is simpler and easier to manage than ever before.

Streamline every step of your recruiting process and try the Loxo demo today.


AI based recruitment using hiring tools

Best-in-class AI Based Recruitment and Hiring Tools

One of the biggest challenges with the advent of technology and AI based recruitment is not necessarily finding quality hires, but finding quality hires at increasingly faster rates. 

Whether you’re an inhouse recruiting department or a third-party partner, hiring managers are expected to provide quality candidates within days if not hours of the initial request. This puts an enormous weight on hiring teams and creates an environment difficult for recruiters to survive in if they’re not utilizing AI hiring tools.

What recruiters need is a reliable, modern, and sophisticated AI partner to help them accrue top talent quickly. Loxo’s proprietary technology introduces the world’s first intelligent sourcing assistant, state-of-the-art hiring functions, a powerful CRM+ATS, advanced job sharing opportunities, and other innovative recruitment tools. 

Below is a list of Loxo’s AI based recruitment functions and hiring tools, showing why is Loxo is the most advanced and modern hiring partner in today’s recruiting world. 

AI Hiring Tools and Sourcing

Sourcing is frequently underscored as one of today’s key hiring steps because it’s something that hiring teams can adequately control and present to their clients.

Tim Sackett, an HR/recruitment talent professional and blogger, sees recruiters putting the most effort into improving how fast they acquire talent. 

While he believes that both a high quality and quantity of candidates can be achieved, he also acknowledges that to achieve both “takes a really great process, supported by great tech, supported by high expectations and performance management.” 

This is where Loxo comes in. Loxo’s AI sourcing allows you to create high-quality talent pools. The three-step process is simple: you submit a description of the role and skills you’re looking for, certify your order, and 24 hours later Loxo will send you an email with approximately 50 high quality candidates.

Loxo’s AI sourcing capabilities remove 90% of the time spent by sourcing manually and recommends only the top candidates across hundreds of databases. With the help of Loxo’s advanced automation, you can cut costs from maintaining ineffective sourcing teams and reach top talent quicker than ever.

AI Based Recruitment Marketing

Loxo has several automated marketing features to help you reach candidates in a cost-effective and timely manner.

Below are some of the ways you can utilize Loxo’s marketing AI hiring tools.

    • Automated Emails/Drip Marketing: Loxo’s automated email feature will give you the power to save time and reach a large number of candidates at the same time. Our email automation technology allows you to send personalized emails to every candidate with our bulk email feature. You can increase your candidate experience and save time simultaneously. 
    • Job Sharing: With Loxo, you can post unique job openings and opportunities to multiple job sites and share your job descriptions across several social media platforms. 
    • Voicemail Drop: The best way to reach a large number of candidates is by utilizing all the communication lines at your disposal. Like with emailing, voicemail drop marketing gives you the power to automate personalized voicemails and ensure you’re reaching out to as many candidates and Loxo user as possible. 

 

Loxo’s ATS+CRM AI Hiring Tools

Integrating AI hiring tools will not only create faster and better quality hires, they will make your life easier. 

Loxo’s CRM technology will remove the need for you to scour the internet for candidates’ contact information. With Loxo Connect, our technology will find professional phone numbers and emails for you, culling together a list while you’re busy with other important tasks. 

Additionally, finding sourced candidates will also become as simple as a click with Loxo’s state-of-the-art ATS. Our smart-grid search tool allows you to instantly find candidates and contacts that you’ve already sourced into your ATS.

Loxo’s advanced CRM will help you retain valuable data, access contact information, simplify your workflow, and maximize productivity. 

As a generational and technological transformation continues to develop, it’s up to hiring teams to make the switch to the best hiring tools and recruiting AI technology.

Loxo is dedicated to providing the best and most modern hiring tools and recruiting functions out there. Connect with the most effective recruiting technology out there; connect with Loxo today.


recruiting ai

Recruitment Automation: The Next Wave of AI

The next wave of AI has finally made its way to the world of recruitment. For decades, recruiters have been utilizing technology to organize, manage, and facilitate their routine tasks and daily needs. 

In the age of automation, recruiting AI software has been able to streamline each step in the hiring process, effectively facilitating key hiring metrics and providing recruiters with increased time and control. Recruitment automation is not only a benefit on the recruiting side, but it’s also made the process much quicker and simpler for candidates and clients. 

As the advent of automation and AI continue to expand in the recruiting world, it’s incumbent on any modern recruiting agency to utilize the new tools that automation presents to get an edge over the competition.

Recruiting AI for Screening and Sourcing

According to Readwrite, 52% of recruiting leaders said that screening a high volume of candidates was the most difficult aspect of the hiring process. Utilizing an applicant tracking system (ATS) can rapidly process and sift through thousands of resumes and applicants for screening. With a competent system and with the help of AI, relevant qualifiers can be introduced to filter candidates and increase compatibility between clients and candidates. 

Recruiting AI software  can learn about the job requirements and organizes resumes based on past hiring decisions. Using previous resumes and their eventual outcomes as a model, AI can identify patterns and qualities that lead to successful hires and use that data to rank candidates.

Sourcing is another time consuming yet necessary task in the hiring process. Most sourcing comes from having an online and social media presence. Today, there are applicant tracking apps that can post job openings on several websites from a single location. 

Remove Bias with Recruitment Automation

There’s a lot of optimism that recruiting AI software can help remove bias when it comes to making hiring decisions. 

The key with removing bias with the use of AI is that recruiters can filter their metrics to indicate skills, experience, and job-readiness as opposed to the subconscious and subjective factors such as race, gender, name and other non job-relevant metrics that can affect a recruiter’s hiring decision.

Recruiting AI software uses large quantities of data when learning about what makes a successful candidate and ranking their candidates. With the help of an algorithm, the software uses the data points to predict the best candidates from a given pool of talent. 

Because of the expanding size of candidates that recruiters have to deal with, it’s difficult to avoid letting bias affect a hiring decision. Utilizing recruitment automation will help streamline the long, arduous process of screening while at the same time ensuring for an objective, unbiased approach to evaluating thousands of potential candidates. 

The only danger with AI when it comes to subjectivity is that it might identify previous biases in your hiring decisions and try to emulate them. This means that some human oversight is necessary to ensure that previous bias isn’t learned and implemented by existing AI. 

Recruiting AI Software and Loxo AI

Loxo AI is the world’s first intelligent assistant. Loxo’s proprietary technology will help you discover talent across hundreds of different data sources and matches you with the best candidates for your needs. 

Unlike the ATS and recruiting software that was introduced in the 90’s, Loxo’s recruiting AI software utilizes an ATs+CRM that eliminates data entry and streamlines time-consuming procedures. On top of eliminating routine procedures, Loxo’s sophisticated AI can also help you find contact information within seconds and automatically source the top 10% of candidates from every market.

With Loxo AI, you can input what you want from a candidate and within 24 hours we’ll send you a list of approximately 50 top candidates that fit your description. Loxo’s design is elegant, its platform is simple, and its functions are easy to use.

The next wave of recruitment AI and automation is here with Loxo. Don’t limit yourself with outdated technology; schedule your free Loxo demo today.


high volume recruiting strategies to build internal work teams

High Volume Recruiting Strategies

As the capabilities of recruiting agencies, with the help of technology, continues to expand, so will their need for high volume recruiting strategies.  

With more applicants and job opening moving to the online platform, recruiters need to be ready for higher volumes of clients and talent turning to their services to fill demands. 

What this means for recruiters is the implementation of high volume recruiting strategies, a shift to automation, and using innovative software to help assist them as the industry grows and shifts. 

Here are some of the most effective high volume recruiting strategies.

Sourcing and High Volume Recruiting

Sourcing is the first and most basic step when it comes to high volume recruiting. The advantage of candidate sourcing tools, especially early on, is that you can quantify candidates and streamline the recruiting process until you acquire the right amount of talent.

Using AI for recruiting will allow you to source thousands of applicants by allowing your technology to learn the requirements for each position and find qualified candidates using an external database or CRM. 

One of the biggest challenges when it comes to high volume recruiting is the cost-per-hire metric; if you have hundreds of job openings to fill, how can you evaluate thousands of candidates in a cost-effective manner? Using technology and sourcing strategies is the first step to overcoming this hurdle. 

Talent Rediscovery High Volume Recruiting Strategies

Another cost-effective strategy when it comes to high volume recruiting is talent rediscovery. 

When recruiters collect hundreds to thousands of resumes for a series of job openings, they typically only hire a fraction of the talent pool. After a few months or years of acquiring a high volume of applicants, it’s easy for those file to get lost in the data archives of previous client orders. 

For recruiters, this means that most agencies have goldmines of previous talent that they can refer to at anytime. And as with sourcing, the help of AI technology can often streamline the process of sifting through thousands of previous resumes and candidates. 

With a competent ATS, AI for talent rediscovery can refer to your database and automatically find previous talent that fits a current job opening.Talent rediscovery will allow you to utilize cost-effective automation practices and maximizes all of the resources in your high volume recruiting strategies. 

Automate Resume Screening

One of the biggest issues in the initial hiring and sourcing process is the problem of unqualified candidates. Allowing unqualified candidates to get into your screening process will hurt the client you’re working with as well as your brand name in the long run. And if your client ends up rejecting or letting go of the client early on, that means your cost-to-hire just went up by at least double the cost for that client since you’ll have to replace them. 

So how do recruiters properly screen a high volume of candidates? Like much of the other challenges that arise with high volume recruiting, automation and AI implementations are often the most cost-effective and practical steps to take. 

AI will analyze resumes, assess their compatibility with a particular job opening, and begin to rank candidates from best to worst fit. Your team can utilize the screening to take a deeper look into the rankings and find a suitable match for the appropriate client. It’s important to note that AI won’t solve everything, but it will organize a daunting amount of potential talent into a more manageable and organized list.

Brand Awareness in High Volume Recruiting

While brand awareness should always be a relevant metric to develop, it’s especially important when it comes to high volume recruiting. Having a brand presence, especially online and in social media, will attract candidates for you. While their might be marketing costs associated with brand awareness, building a reputable and familiar brand can bring you top talent at very little cost. 

Especially with high volume recruiting, building a pipeline of candidates from passive job seekers will be essential to filling all your job openings. Brand awareness and company familiarity will increase the amount of passive job seekers that reach out to your firm and decrease cost-to-hire and time-to-fill by large margins. 

If you’re going to introduce automation and AI applications to your firm, then you’re going to need a powerful and easy-to-use CRM+ATS software to store your data. Loxo’s sourcing automation, CRM technology, and recruitment marketing strategies will allow you to maximize productivity at minimal costs and with ease.

Manage thousands of applicants today and schedule your free Loxo demo.


learn how to use proactive hiring processes to build collaborative work teams

Proactive Hiring Processes

While reactive hiring methods are useful for short-term goals, they won’t provide you with a steady pipeline of qualified candidates that you can present to new clients and job openings when they emerge.

Proactive hiring is all about having foresight and anticipation. Proactive hiring is, in short, having a steady pipeline of candidates ready for job openings before those job openings present themselves. 

With proactive recruitment strategies, you can stay ahead of the competition, become a reliable resource for valuable clients, and be ready to provide for your clients when they need you. Proactive recruitment will provide your recruiting firm with the flexibility to take on shortages in staffing or an increase in client demand with less hassle and more confidence.

Here are some of the most important steps in the proactive hiring procedures and processes. 

Proactive Recruitment Plan

Proactive hiring procedures aren’t just about connecting with as many qualified candidates as possible; you need to have a plan.

The most important component of your proactive recruitment plan should be your monthly, seasonal, and yearly projections. You should be able to identify hiring seasons throughout the year and have the available candidates to meet demands when hiring is busiest.  

Additionally, this is a great opportunity to reach out to clients and discuss their needs. By reaching out to clients, you not only get an accurate assessment of what future demands might be but you also indicate your interest and value with those clients. 

Proactive recruitment is about building relationships and networking just as much as it’s about have a ready pool of valuable candidates ready to fill roles. 

Proactive Recruitment Sourcing 

Sourcing potential hires and resumes into an active and comprehensive talent pool will give you the ability to make strategic decisions as opposed to reactive ones. This means that having a capable and competent CRM+ATS are a given for any recruiters looking to go from reactive to proactive recruitment.

 A state-of-the-art CRM and ATS will allow you to simplify and automate data entry and maximize productivity when it comes to organizing large pools of clients. Additionally, one of the best ways to retain a steady pipeline of candidates is by referring to old talent. A competent CRM will give you all the tools you need to refer to and track down old talent. 

Proactive Recruitment and Nurturing Candidates

Once you’ve made your connections and reached out to a substantial amount of potential hires and talent, you need to develop and nurture those relationships. While it’s important to acquire a large amount of candidates to have ready in your talent pool, you also need to ensure that those candidates stay in your pipeline of talent and feel like their best interest is in your hands.

Utilizing your CRM to track candidates, send periodic emails and messages, and refer to important upcoming dates and events will cover the basics of nurturing your relationships with candidates.

Beyond the basics, you should be trying to actively engage candidates with things they’re interested in. Introducing a talent pool to an online talent forum where candidates can pose questions, start discussions, and build a community is a great way to engage potential hires under your brand. 

Reaching out to candidates with a talent newsletter is another great way to provide information that is relevant to your candidates. This not only instills a greater sense of value and connection between you and your candidate, it provides them with valuable information that they can associate with your firm and brand name. 

Proactive Recruitment Strategies

There are several proactive recruitment strategies that all firms should be considering in their long-term plan. What they all have in common is they 1) further to enrich and deepen your recruiting firm’s stance within the hiring community and 2) engage clients and candidates directly. 

Her are some ways recruiting firms can diversify their proactive sourcing strategies. 

 

  • Social Media/Online Presence: It’s essential that any and all recruiting firms in the 21st century have some kind of online and social media presence. One of the largest sources for new candidates are recent college graduates, and most recent college grads can be found perusing Facebook, Instagram, Twitter, Reddit, and several other social media platforms. Having a presence on these platforms will give recruiters direct access to build their brand, make contact with candidates, and get ahead of the competition.
  • Recruiting Events: By hosting a recruiting event, you can interact and network with clients, candidates, and important members of your industry. Recruiting events also provide for a bit of flexibility and creativity when it comes to what kind of event you’re hosting. Hackathons, keynote speeches, technology forums, and debates are all excellent ways to engage the community in a fun and exciting way. 

 

Having the drive to turn from reactive recruitment to proactive recruitment is only half the battle. In order to succeed, you’ll need the right tools to manage, organize, and track your candidates along the way.

Loxo provides recruiters with the most innovative and easy-to-use CRM+ATS technology to manage all of your candidate-acquisition needs. Loxo’s candidate sourcing automation will unearth top talent, ensuring that you not only have a steady pipeline of ready candidates but that they’re available to you at the highest quality. Become a proactive recruiter today and schedule your free Loxo demo.


Strategies for screening executive candidates

Strategies and Methods for Screening Executive Candidates

According to a  2013 Management Research Group survey, when executives were asked to select the leadership behaviors that were most critical to their organization’s future success, 97% of the time they chose being strategic. It’s easy to understand why. Leaders and those in executive positions have to be able to strategize in order to maximize their organization’s success. A an ideal executive plays the board with the next five moves already mapped out. Unfortunately, ones’ ability to strategize is a bit harder to test than just a general aptitude evaluation.

Let’s take a look at some time-tested methods to make sure you are picking the best possible candidate for an executive position.

Screening Strategies

The Resume

Looking at resumes is one of the oldest methods of determining if someone is the right fit for a position. They aren’t the most effective ways of gauging skill, but there is still useful information that can be gleaned from candidate CVs.

Length – Ideally, the CV should be 1-2 pages long, with the most relevant information about the candidate. If the resume is any longer than that, it indicates a candidate may be indecisive or unable to be concise. A good candidate for an executive position knows, strategically, what to include and what to cut out.

Organization – If the resume is a mess, what hope is there for the candidate to be organized anywhere else?

Language – Resumes are meant to be brief and to the point. Make sure you choose a candidate who can succinctly convey the necessary information to you  

Passive Candidate Recruitment

In today’s market, the best candidates won’t be coming to you, it’ll be your job to come to them. Given how competitive the field is, chances are that much of the top talent already have executive positions with other companies. To combat this, many recruiters are tapping into passive candidates to fill future vacancies. The philosophy behind this technique is to actively communicate with qualified potential candidates in your industry who may be interested in switching companies down the road. While a drawback of this is that you aren’t likely to see a quick turnaround, a benefit is that you are tapping talent with a proven track record of success in an executive position.

There is an inherent risk to this approach, but a high reward. Luckily, platforms like an ATS can help you keep track of these passive candidates so you can strike when the time is right.

Applicant Tracking Systems

Applicant Tracking Systems (ATS) are essential for any serious recruitment strategy plan in the modern workforce. An ATS gives recruiters access to a broad array of candidate information that can be utilized at every stage of the recruitment process.

Your ATS should act should sit at the center of your recruitment strategy and talent management methods. By funneling all applicant data through an ATS, recruiters are able to not only quickly push candidates through the funnel, but also pull insights from previous recruitment campaigns to guide future ones.

Data-driven recruitment

As companies increasingly adopt different Applicant Tracking Systems to help the efficiency of their hiring pipelines, data-driven recruitment will help eliminate human bias and error as well as create new strategies for finding and screening candidates. These platforms allow recruiters to manage candidate data securely, ad platforms, screening practices, onboarding and talent management all at once.

One such data-driven platform is Loxo. Loxo is an ATS that utilizes advanced machine learning to not only compile data on potential candidates but analyze and filter it as well. With Loxo you will be able to track candidates both passive and active through the recruiting process, and consistently choose the best candidates for the job with less hassle than ever before.

Dynamic Interviewing

Beyond the compiling and analysis of data, one of the most effective ways to screen a potential candidate for an executive position is in the interview. The interview is, presumably, your first formal face-to-face with a candidate, and is an opportunity for you to gauge what he or she will be like in a leadership position. Ask a candidate to list their capabilities from most to least important, and you can get an understanding of how important they think strategic capabilities are as well as other qualities you believe to be essential to an executive role. Ask them to list a few ideal or dream projects they’d like to work on in the future. Present them with an open-ended problem scenario, give them a few minutes to consider it, and then see how they’d respond. Feel free to break away from the standard interview script. The more you can engage a candidate’s critical thinking, the better you’ll be able to gauge their qualifications.

Final Thoughts: Strategies for Screening Executive Candidates

Executive positions can make or break a company, and so it is important that you are getting the best possible candidates for the job. By adding in these techniques and executive recruiting software to your process, you can ensure your best odds in finding the right person for the job.


customer retention strategies for recruiting firms

Customer Retention Strategies For Recruiting Firms

Staffing and recruiting is a competitive industry. With corporate pipelines relying more and more on recruiting agencies to bring potential candidates into a client’s talent-pool a larger number of firms are popping up to meet the demand. We’ve written several posts on how to successfully obtain clients in this field, but now we are going to look at the equally important element of retaining clients to your staffing agency. Hopefully, this article will help you stand out and stay competitive in the recruitment field.

Why Is Client Retention Important?

This may seem too common sense to even cover, but it is beneficial to really break down the benefits of effective client retention. While it is always a good idea to invest in prospecting and signing new clients, there are hidden costs to this process that come from marketing, research, and man-hours that will inevitably affect your bottom-line. Put simply, it is demonstrably more profitable to retain a stable of clients than it is to continuously have to source new ones.

Tips For Retaining Clients For Recruiting Firms

Take a look at the following list of retention strategies and ask yourself if your agency could benefit from fortifying or incorporating them into your pipeline.

Get To Know Your Clients Personally

No two clients are the same.  Each has their own vision for their brand, which in turn comes with a host of unique needs and pain-points.  Cultivate a rapport in which they feel welcomed, and not just like numbers on a sheet. Don’t ignore or rush them, make sure you are making time to check in with them throughout your tenure. Be friendly, while maintaining professional decorum. Clients who feel as though they are receiving personalized services are more likely to be loyal and stick around for the long-haul.  To retain these clients, your team should spend more time getting to know who they are, what they do, what they want, and their business challenges.

Stay In Touch

Often, a plan to connect with clients starts and stops with prospecting and closing the sale, but what about afterward? Reaching out on a regular basis will indicate to clients that they are more than just a revenue stream. This dovetails with the previous tip as well, as you can stay in touch outside of standard business communications via birthday and holiday cards, invitations for lunch, or sending an email to simply stay in touch. Adding a personal flair on top of delivering quality candidates will ensure that your clients stick around, and possibly spread the word to other prospects about your top-notch service. Amicability and consistent communications are a win/win for recruiting agencies.

Set Clear Expectations With Clients, Then Meet Them

This one also has to do with effective communication. Setting expectations with your clients, clearly and early, is essential to client retention. Ask your clients to list their expectations with your agency, and make sure that they include actionable and demonstrable goals. If you are able to follow through, you will immediately impress your clients and keep them around. Instead of telling a client what they need, listen to what they have to say.

Be Proactive

Client loyalty and good customer service are inseparable, and great customer service comes about when you are able to anticipate a client’s needs or any potential problems that may arise. You and your team should always work towards being able to anticipate any problems that might occur in a client account, and stop them before they happen. This can only come about from building a relationship with your client, but doing so will prove invaluable to your firm.

Specialize

Know your organization’s specific strengths to help your team further their expertise in specialized market sectors. Having a well-trained staff in a specialized field will make your firm all the more desirable to clients, and if you can establish a track record of successful candidate recruitment will make you indispensable.

Automate

Bringing in an automated system for candidate tracking, client data, and infrastructure management will free up you and your staff to invest further in developing unique relationships with clients that will ensure retention at your firm.

Loxo is a management software platform that utilizes cutting edge machine learning technology to streamline almost every aspect of your firm’s pipeline. Moreso than just being an infrastructure tool, its AI capabilities allow it to be an adaptive platform that can cut away a lot of the busy work involved in running a company.

Sign up for a demo today to see how Loxo can help you and your firm.

Final Thoughts: Client Retention Strategies

Above all else, your clients want to be reassured that they are in good hands. Their staff, margins, and reputation are on the line the same as yours, and it’s important to them that they are treated as equals. Make yourself invaluable to your clients by listening to them, engaging with them, being proactive, and streamlining your services and you won’t have any problems retaining their business.


ways to promote your recruiting business

How to Promote Your Recruiting Business

Recruiting firms offer a vital service and are constantly in demand, but with so many recruitment companies out there, it’s easy to get lost in the crowd.

To get more business for your agency and build greater awareness for your company, you can employ a variety of marketing strategies for staffing agencies to elevate your industry standing and get your name out to more companies who need your services.

We’ve listed below several promotional methods that can be performed in-house by your staff to boost your firms’ visibility to potential clients and candidates.

How to Promote Your Recruiting Business

Search Engine Optimization (SEO)

Most potential clients will use a search engine like Google when researching their options for a staffing agency. Because of this, search engine optimization, or SEO, is an important part promotional strategy.

SEO is the process of improving a website's pages and content so they appear in searches connected to specific keywords and phrases. This is an effective strategy for any marketing campaign, but for recruitment purposes, you can focus your efforts on optimizing for searches related to employment in your industry.

With SEO, you can discern the most common words and phrases people use when conducting searches within your markets. Then, you can work to improve your rankings for those keywords – making it easy for top applicants to find you.

Job Site Listings

Another common resource many people use along with search engines is job listing sites. These sites are useful because they eliminate the process of finding employment pages on different companies’ websites, and instead aggregate all relevant information into a central hub. Many also make it easy to tailor search options for open positions by job title, industry, and company.

As a recruiter, you can upload listings to these sites for free. Giving your agency potential exposure at no risk.

Additionally, most job listing sites give the option for sponsored listings, which will guarantee that your post is seen by a larger number of people. These paid listings use user data to show up for the users they’re most relevant to.

Social Media Marketing

Social media has become a one-stop shop for almost every promotional and marketing strategy out there, and recruitment is no exception.

LinkedIn is particularly valuable, because it’s the only social network intended specifically for professionals. In fact, Linked in profiles are essentially virtual resumes, so many companies use it to find and recruit top talent within their industries.

Similar to the job listing sites, LinkedIn also has the option of running paid and sponsored posts.

Beyond LinkedIn, there is a bevy of other social media platforms that you can promote through. Although platforms like Facebook, Twitter, and Instagram aren’t specifically tailored for job listings, you can still devise marketing campaigns and listings to run on them.

Create Compelling Content

One of the best ways to attract clients and candidates to your firm is to establish it as a reputable, knowledgable, and trustworthy institution. You can accomplish this by sharing you and your team's insight through webinars, vlogs, written blog posts, podcasts, and any other medium you can think of. Outside of content that you host on your site, you can also try to get articles published in industry publications. As helpful as a solid marketing campaign can be, it’ll only help if people view you as a credible source for recruitment.

The resources don’t have to be complex. Just break down elements of your industry. Talk about the best interview questions, the best methodologies for screening candidates, or how to best prospect new clients. These resources will help to establish you as an authority on recruiting and promote you as a viable firm for clients and potential candidates.

Optimize Your Firm’s Pages

Let’s say the SEO and listings worked, and you’ve caught someone’s attention. According to metrics provide by LinkedIn, there is a 75% chance that this person is going to go in-depth and research your firm’s reputation before reaching out. That being said, your agency’s social media profile is often one of the first places a new candidate or client will will go, whether it is on LinkedIn, Facebook or Twitter. It is essential that you make sure these profiles are up to date and reflective of your agency’s brand and voice.

Make Sure:

  • The imagery and tone of voice of your profile page are matches your website’s.
  • There is a link to your website.
  • You have an “About Us Section” that concisely lays out your agency’s mission and specialties.

Having a good social media page is one of the easiest ways to bring in new business.

Newsletters and Email Lists

At every point in your promotional campaign, give people who are interested in the option to sign up for a mailing list. A regular email, sent out bi-monthly or so, that includes recent blog posts, market information, testimonials from satisfied clients, and so forth is a brilliant way to consistently remind potential clients and candidates about your firm. This will also help to streamline your promotional process because as your mailing list grows so does your potential talent pool. Even if someone isn’t interested right now, the newsletters will keep them in contact with you until they are.

Final Thoughts: How to Promote Your Recruiting Business

To see how Loxo’s sourcing automation can improve your client satisfaction ratings and give you more time to market your agency, schedule a demo here.


recruiting crm adoption challenges

Recruiting CRM: User Adoption Challenges

With great power comes great responsibility, and with a great CRM system comes the many great user adoption challenges that all recruiting firms will encounter.

When integrating any kind of new technology, there are some notably familiar challenges that most teams confront: establishing a common language, extending applications to all departments, and going through an initial trial and error period, to name a few.

CRM adoption challenges, while also involving the familiar tech hurdles mentioned, have a unique set of functions that recruiters need to be aware of if they’re going to maximize the tool.

Here are some of the most common CRM adoption challenges recruiters face.

CRM Adoption Challenges with Training

The most difficult aspect of CRM training involves all of the functions that come with a CRM. From sourcing candidates to tracking your lines of communication and candidate activity rates, CRMs are an extremely thorough tool that requires users to understand all of its functions if they’re going to maximize its use.

This is why it’s important to introduce the CRM as an ongoing process that you build, step-by-step, over a long period of time. This will not only make the training more manageable for everyone involved, but it helps introduce the CRM as a continuous process as opposed to a pesky two-week training procedure that resistant participants have to put up with.

It should also be noted that CRMs change rapidly, increasingly so in recent years. Expect innovations and features of CRM technology to accelerate from yearly to quarterly rates, and make sure your training procedures reflect such changes.

Thorough CRM Adoption Integration

A CRM’s utility is maximized when universal adoption throughout your entire company or department is present. This means that you need the proper managing team to help facilitate collaboration throughout the various departments of your recruiting firm. Allocating enthusiastic and tech savvy managers in each relevant department is key in making sure all your departments are working together and communicating effectively.

This is especially important when developing your integrated talent strategy. HR departments might look to outsource candidates for certain positions without knowing that your company is already capable of filling that role, either through an inactive candidate lost in the cracks or a simple oversight. A CRM will organize and track all candidates and employees in one, easy-to-manage platform, giving hiring managers everything they need to make educated and efficient hiring decisions.

CRM Adoption and Participation

It’s natural for people to resist change, and integrating a CRM system is no exception. Similar to some of the issues with training, participation is often a recurring challenge with recruiting teams. Even after you go through the workshops, meetings, and training sessions, how can you ensure your recruiters will use your CRM system to its fullest capabilities?

Here are a few ways you can bolster CRM participation with your recruiters:

  • Make sure the system is easy to use. CRMs are designed to make life for recruiters easier, not harder. Make sure your CRM’s interface is sleek, simple, and doesn’t display unnecessary information.
  • Develop and share your CRM strategy. Developing and communicating your short and long-term CRM strategies will make an otherwise obscure technology palpable to your team.
  • Show how the CRM will help recruiters. Provide statistics, use examples from other companies, and show the efficacy of a CRM by demonstrating its capabilities.
  • What are some of the biggest challenges your recruiters face in their day-to-day work? Can a CRM help solve those issues? Identifying practical and desired solutions for your recruiters is an excellent incentive to boost CRM participation.

Measuring CRM Adoption Success

All of your efforts in thwarting the various CRM adoption challenges will be to no avail if you don’t measure your success. Measuring CRM outcomes is the only real way to ensure you’re maximizing the vast capabilities of your CRM technology. Identifying outcomes, automation of processes, and productivity are all important practices to measure.

Your CRM will make these measurements easy to track and analyze. Custom dashboards are often automated in your CRM, allowing managers and team leaders to access reports, log files, and audit user participation. Managers will easily and readily be able to tell if improvements are coming from your CRM or through other means.

Loxo’s ATS+CRM technology provides an elegant design that ensures a more productive and enjoyable recruiting experience. A simple design, smart software, and intuitive interface will guarantee that your recruiting firm integrates CRM adoption practices with ease and confidence. Make recruiting simple with Loxo.


creative recruitment strategies

Creative Recruitment Strategies You Need to Use

All recruiters want the same thing: more access to top talent and stronger candidates. The strategies your recruiting firm applies to reach those candidates, however, can make or break your edge over the competition.

While traditional recruiting methods have been proven to work and yield results, industries do change. New social platforms are introduced, technologies evolve, and the best ways to attract top candidates will change accordingly. Read more