talent acquisition strategy and planning

Talent Acquisition Strategy and Planning

A robust talent acquisition strategy is central to the success of any recruiting firm or HR team. In fact, according to this study posted on LinkedIn, more than 80% of recruiting leaders said that talent acquisition was their #1 priority in 2017.

While recruiting focuses on the short term tactics recruiters employ to fill spots on a weekly or monthly basis, talent acquisition is utilized as a long-term, strategic approach that will define the ways you nurture relationships and build a sizeable candidate pool for the future.

With a steady pool of top talent, you can build trust with your clients, successfully match candidates to open positions, and build a reputation for your organization as a leading competitor in the recruiting world. 

Defining Goals With your Talent Acquisition Strategy and Planning

Before establishing the concrete steps required to bolster your talent acquisition strategy, you want to assess your long-term goals, benchmarks, and greater business vision. 

One simple and concrete way to do this is by establishing a set of goals you’d like to reach in the next one-to-five years. Once you know where your company needs to be in the long-run, you can start evaluating your strengths, weaknesses, and current recruiting model. 

Things to consider in planning your talent acquisition strategy:

  • Are you planning on expanding your client-base to other regions, states, or countries? If expansion is part of your plan, considering hiring a team that has connections in the location you plan on expanding to.
  • Part of your long-term strategy might be to integrate AI solutions to your recruiting process. Evaluate how you’d like to implement AI solutions and start looking for the right software to match your needs. 
  • If you have a surplus of top talent but lack the client-base to find open positions, you’ll likely need to develop a more robust marketing and sales strategy. 

Utilize Data and Analytics in your Talent Acquisition Strategy

When it comes to making hiring decisions and finding compatible matches between candidates and clients, no successful recruiters base their decisions off of hopeful guesses. 

Recruiters with proven track records make informed, data-driven decisions when assessing compatibility between open positions and viable candidates. And they’re able to make smart decisions because they have a robust and comprehensive database to compliment their acquisition strategy. 

One of the central analytic features to any talent acquisition strategy is a CRM+ATS solution. An advanced CRM solution will merge your entire workflow under one recruiting platform, allowing you to draw connections between the various steps in the recruiting process and identify patterns with successful and unsuccessful hires. 

With valuable analytic insights, you can learn about who you hire, the way you’re hiring them, and their history as a client or candidate. 

AI and Machine Learning Talent Acquisition Strategy

Investing in AI and machine learning technology will allow you to scale and diversify your candidate pool. 

The short-term benefits of AI applications are hard to go unnoticed: recruiters can streamline long and tedious processes like sourcing and screening, reach dozens of talent pools with the click of a button, and improve recruiting practices by eliminating human bias in the hiring process. 

When it comes to the strategic benefits, however, AI applications are all about allocating resources and scalability. By eliminating time-consuming processes with the help of AI solutions, how do you plan on relegating all that “free” time to your staff? 

Because it’s likely that you’ll have access to a more diverse and high-quality talent pool, it’s important to have the clients and positions to match your candidates. Marketing you company, building your brand, and scaling your overall reach to match your candidate pool are all great ways to refocus efforts away from tedious steps in recruitment and continue moving forward. 

Developing a comprehensive gameplan, utilizing powerful data analytics to gain valuable insights, and investing in the right technology to streamline and automate tedious steps in the recruiting are three important aspects of any successful talent acquisition strategy. 

With Loxo, you’re getting the cutting-edge of AI solutions, CRM applications, and features of automation that will bring you the best candidates while cutting out 80% of the work. Loxo Outreach, Loxo Source, and Loxo Profiles are just a few of our solutions that will help you achieve your long-term goals.

Build your recruiting vision for the future and and sign up for a FREE Loxo account today.


hiring practices that avoid discrimination

Hiring Practices to Avoid Discrimination

Discrimination in the recruitment process, or allowing non-meritocratic factors such as gender, race, and age to influence your hiring decisions, has always been an issue in the hiring world.

Even if recruiters take some precautions and are aware of their biases, there’s still a good chance that unconscious bias and discrimination of some sort will find its way into at least one step in the hiring process. 

This is important because the goal of every recruiter is to find the best possible candidate for a particular position, and if your decision-making capabilities are skewed by any kind of bias, you might be missing out on top candidates. 

It’s also important to your clients because diversity is one of the ways to enhance candidate experience, bolstering a company’s reputation as a welcoming place to work. 

Below are some important hiring practices to help you avoid discrimination.

Educate and Inform your Staff on Discrimination in Recruiting

One of the first steps to avoiding discrimination in the recruitment process is to build an awareness of hiring biases and the detriments that come with discriminaiton. 

This might seem like a tedious or trite thing to discuss in a staff meeting, the The Office may come to mind, but addressing the issue head on is really the only way to open the discussion on discrimination in hiring the process. 

You can start by informing your team of some of the anti-discriminatory AI innovations that are sweeping the hiring world and proceed to listing the benefits of removing bias from the hiring process.

Here are a few ways that avoiding discrimination will bolster your recruiting efforts. 

  • According to a Glassdoor study, two-thirds of candidates stated that they’d prefer to work in a diverse working environment, making clients more attractive with a more diverse team.
  • Diverse leadership leads to creativity and innovation
  • Inclusion in the workplace leads to higher rates of candidate engagement.
  • This study on Harvard Business Review shows why diverse teams lead to greater profits.

Utilize AI to Remove Discrimination from the Hiring Process

Innovations in AI are sweeping almost every step of the recruitment process, and there’s no exception to AI’s effectiveness when it comes to removing bias and discrimination from the hiring process. 

One of AI’s most common uses in recruiting is in resume parsing and candidate screening. The appeal of this is, of course, the vast capabilities of powerful software to sift through thousands of resumes at accelerated speeds, streamlining a good portion of the hiring process.

What AI screening can also ensure, however, is that factors like gender, race, age, and even a candidate’s name will not be assessed in the evaluation and ranking of candidates. AI can do this because it’s you, the recruiter, who is able to set the algorithm and machine-learning conditions that train AI to look for things that you want in an ideal candidate.

While some may argue that the technology isn’t quite where it needs to be for recruiters to implement a fully automated and intelligent hiring software, the industry should expect to see AI innovations as a central part of any recruiting team in the near future. 

Removing Bias from Interviews

There are several practices that recruiters can follow to eliminate discrimination and bias from interviews. This is extremely important to recruitment because, despite what a resume and work experience say about a candidate, the face-to-face time that an interview provides is an imperative factor to any hiring process. 

So how do recruiters remove bias from the interview process?

  • Conduct panel interviews: Panel interviews, especially when the panel is made up of a diverse set of leaders, will help mitigate and filter out individual bias.
  • AI Applications: Another way AI is helping us interview smarter is through voice-capturing technology that can draw connections between what the interviewee is saying and how they’re saying it. 
  • Select Trusted Interviewers: Be sure that your interviewers are trusted, experienced, and well-informed on anti-discriminatory hiring practices.
  • Keep Records of your Hiring Decisions: Keep records of every interview process that takes place. Evaluate them on a quarterly or annual basis and check for patterns or potential red flags in your hiring process. 
  • Interview Script: Starting with an interview script before leading into a more informal questioning platform will level the playing field for each candidate. Interviewees will receive the same questions in the same order, allowing everyone an equal chance to answer your carefully selected questions.

 

While it’s impossible to completely eliminate unconscious bias from the recruiting process, there are steps you should be taking to avoid discrimination and expand your candidate base. 

Loxo’s advanced, state-of-the-art hiring technology relies on powerful AI applications to source, screen, and present you with candidates based on the merits of their skills and qualifications. Our proprietary directory contains more than 500 million people across 95 data sources, ensuring that your candidate pool will be diverse, expansive, and comprehensive. 

Rely on smarter technology and honest recruiting practices by getting started with a FREE Loxo account today.


enterprise talent acquisition strategy

Enterprise Talent Acquisition Strategies and Management

The success of an exceptional company is almost always a result of extraordinary talent. The quality of any business’ employees will make or break an organization, and it pays to prioritize talent acquisitions as the heart of a company’s operational body. 

For enterprise, Human Resources and Management must be able to walk hand in hand in order to not only source and hire top talent with enough skills to hit the ground running, but also to provide them with a clear avenue for growth once they land at your company. The best hire is one which is made for longevity -- when you acquire the right talent, it’s easy to manage them.

The general consensus among enterprise organizations is that talent acquisition should be centered as a top priority, and strategizing your company’s process will result in fast, efficient hires for quality candidates who are in it for the long haul, and the ultimate benefit of your business. 

Enterprise Talent Acquisition Strategies and Management

Here are seven factors to consider when building your talent acquisition and management strategy for enterprise:

Build a strong employer brand for enterprise talent acquisition.

More than ever, a workplace manages to become integral to the identity of its employees. A job is more than a paycheck: it is a lifestyle. Implementing an employer marketing program to project a detailed picture of your company’s values, culture, and extracurricular staff benefits can be a great way to source especially passive contacts to build an employee base which is not only highly skilled, but also aligns with your business’ philosophy.

Utilize succession planning for your enterprise talent acquisition strategy.

The cost of filling a vacant seat in your organization can be exponentially more expensive than the salary of a present employee. While you should always be on the lookout for external talent, it is cost and time effective to keep an eye out for internal candidates who may be ideal replacements for priority roles.

As part of your organization’s long-term strategy, pay attention to those promising internal potentials who demonstrate strong competence in your organization, and identify relevant possible pathways for growth which they may take in the future.

Hire for the win.

Of course you already do this, but it is worth reexamining your interview process, and the standards to which you hold candidates. Identify qualities which to your organization make a potential really stand out, and design questions, homework assignments, and post-interview evaluations which measure and test these qualities in interviewees.

Building this set of standards should be a collaborative effort with input from managers of multiple departments. A promising candidate may be converted into a long-term worker if ideal characteristics for specific positions and the needs of the company as a whole are determined in advance, using all sources available.

Make room for freelancers for your enterprise talent management strategies.

Contemporary work culture sees Millennials and Gen Z-ers embracing a gig economy style of employment which is flexible, short term, and sometimes less expensive. Gone are the days of the job-for-life baby boomers, and businesses should get used to an employee base populated by quality temps.

One benefit to hiring freelancers for part time or temporary positions is that this allows business to factor in a quick turnaround for short projects or during a momentary need to bulk up employee numbers. Additionally, if managers see someone they like, acquisitions can add them to the talent pool as a potential future full-timer.

Employ novel recruiting sources to ramp up talent acquisition for your enterprise.

It’s like catching fish in a barrel. Top quality talent is easy to find with little to no effort. From dedicated sourcing sites, to social media pages; internet mining, to old-school techniques like job fairs and on-campus college recruiting. And if you’re leveraging hiring solutions which collect candidate profiles at the click of a button, finding talent is frankly ridiculously easy.

But don’t let this ease-of-access allow you to miss out on potentials that you might find through weirder means. One avenue you might try is to recruit from your pool of consumers - who better to represent your product than loyal customers who already love what you do?

Leverage hiring solutions for the enterprise.

Enterprise organizations have unique hiring and retention needs which dictate specific talent acquisition and management strategies that prioritize high-volume projects, and are able to cast the widest net possible in the shortest amount of time. Sourcing solutions such as Loxo Profiles enable talent acquisitions to input high-priority traits to look for in a potential hire, and then receive a comprehensive list of only best-fit candidates who match with the company’s express needs. Using HR technology to the benefit of your business boosts efficiency, and facilitates better hires.

Engage your talent.

Employee retention begins the moment you reach out to your candidate. Customizing each “candidate journey” to the specific skills of your potential, as well as the requirements of the position their filling, not only intrigues top talent, but also allows you an invaluable opportunity to sell your business and company culture to the talent.

But don’t let it end there. The onboarding process can be the difference between retention and turnover - design your onboarding strategy to support your new employee in becoming a long-term and productive member of your team. 

Loxo is a comprehensive hiring solution that enables enterprise talent acquisitions to quickly source top talent in a sea of potentials. See how Loxo can benefit your business by signing up for a free ATS account today.


talent sourcing strategy

Talent Sourcing Strategy

Organizations wanting to stay ahead of their competitors need to think about strategizing their talent sourcing methods. In an ever-evolving business culture, successful companies implement recruiting plans that are proactive, forward thinking, and leverage HR solutions to their advantage. 

What a Talent Sourcing Strategy Is, and Why it Matters

Strategic sourcing differs from passive recruiting in that it aims to stockpile promising and best-fit candidates in an expansive talent pool, rather than only reaching out to active job seekers for specific open roles. 

Strategy in this case not only means having a well-defined procedure for talent sourcing, but also keeping an eye on the future, and aligning talent acquisitions with the company’s broader business plan to facilitate the holistic achievement of an organization’s goals. 

Strategic sourcing:

  • Builds relationships with quality candidates early-on by leveraging marketing and deliberate outreach.
  • Targets identified quality candidates, rather than relying on high-volume, passive recruiting strategies.
  • Anticipates hiring needs well in advance, and continually improves sourcing speed and efficiency.

Implementing formulaic and strategic sourcing methods increases predictability and quality of the hiring process, and reduces risk and time used. This ultimately results in elevated productivity for any organization. 

Strategies for Talent Sourcing

In this section, find tips, practices, and products designed to improve talent sourcing strategies for any business.

 

  • Align your strategy with your overall business goals. Of course you want to hire the right people to meet the requirements of your organization as a whole. Your initial strategy should involve identifying goals, then analyzing your hiring requirements which would enable you to meet those goals. You should determine what talent you need, at what level, and exactly when in your business plan you will need them.
  • Isolate your talent acquisition team’s sourcing function. Think of your sourcers as scouts. Proactive talent acquisition teams which plan for the future should be constantly funneling candidates into the talent pipeline, whether or not a business is actively hiring. A separate source function also means that sourcers can collaborate effectively with different aspects of the business to address the need for specialized or ultra-specific talent in varying departments.
  • Determine your target talent. In general, you should have an idea of what qualifications talent should have to meet the needs of your company. Creating an ideal candidate persona detailing skill sets, academic background, internal vs. external hire, and so on will set the parameters for your talent search, and simplify the process.

    Loxo Name Generation can then help you find best-fit candidates to meet the requirements of your open positions. You can input your ideal candidate details into this automated AI talent matching platform and receive a comprehensive list of target candidates who match your specific needs.  
  • Watch time spent on passive candidates. While potentially a great resource, talent which are not actively seeking work pose a risk to productivity if sourcers dedicate too much time and energy to these cold contacts. If a passive candidate is consistently responsive, enthusiastic, and interested then they’re worth a little effort. If not, funnel this contact into the talent pool for a later date.
  • But keep them happy. Passive leads make up the base of a healthy talent pool and pipeline. It is vital to maintain an active relationship with these quality candidates. Every six months or so, your recruiting team should reach out to passive talent with updates, interview offers, or friendly holiday greetings, to let them know that they’re still on your radar as a potential hire.
  • Identify source location. Talent is everywhere. The current digital age has delivered a smorgasbord of sourcing sites and platforms to choose from, and there are high-quality candidates available on each one. But not all platforms are created equal, and you may have to filter through less-than-ideal targets and cold contacts if using boots on the ground sourcing strategies.

    Loxo Source is the ideal solution for finding top talent with minimal effort. This proprietary directory contains 510+ million people across 95 data sources with verified phone and emails. Loxo AI technology continuously refreshes billions of data attributes, creating the world's most valuable talent map.
  • Use sourcing solutions to your advantage. Talent sourcing no longer requires recruiters to have side jobs as private detectives. Relying on old-school methods to find contacts for top candidates only slows things down, meaning you lose productivity as well as  quality hires.

    Loxo Profiles allows users to find verified emails, phone numbers, and social profiles for anyone. Loxo's search engine combines over 95 data sources including the entire social web, publicly available data sets and premium data we've acquired via commercial partnerships.
  • Don’t let your strategy stagnate. Business models, technology, and the world at large are constantly changing. This means that the role and needs of a talent sourcing team will evolve just as quickly. Analyze and review data frequently, experiment with different methods and resources, and update your strategy to meet the requirements of the future. 

 

A strong talent sourcing strategy will improve productivity, help build the future of your business, and keep you relevant and competitive in the modern field. By leveraging our list of top strategy tips, you can begin to fine tune your own high-performance recruiting team. 

Loxo is a comprehensive hiring solution that helps businesses streamline their talent sourcing strategies. To find out how Loxo can work for you, sign up for a free account here.


cold calling for recruiters

Cold Calling for Recruiters

Strong tactics for employee recruitment facilitate the success of any business. A recruiter’s contact repertoire must be supplied with a variety of tools and techniques to cast the widest net when sourcing top talent. In the age of social media, common procedures rely heavily on digital interventions, however there remains a place in the world for more conventional methods. 

Cold calling candidates endures as a foundational recruiting outreach technique. And like any other approach, the cold call merits a deliberate and well-considered execution. In this article, you will find tips and strategies for creating a more effective cold-call plan. 

Planning a Successful Cold Call

A productive recruiting call requires forethought and advance preparation. Here’s what you can do ahead of time to make the most of your outreach:

 

 

  • Identify desired outcomes. Why are you calling the candidate? Is your aim to fill a vacancy, make an appointment, or offer an interview? Know the purpose of the call, and set goals before you dial.
  • Write a script. Everyone gets stage fright, even extroverted recruiters. Effective cold calls should touch on a number of different subjects including who you are, why you’re calling, where you’ll calling from, and validation of your interest in the candidate. To keep this relay of information concise and organized, work with a pre-written text or plan.
  • Practice. Alone or with a colleague, rehearsing the call will help you not only improve your delivery, but also your ability to react to the nuances of a real-time conversation. Prepare answers to potential questions, have alternative offers on hand in case of a conflict, and have your recitation of the job description play-perfect.
  • Get the timing right. One of the more difficult aspects of cold-calling is knowing when to dial your candidate. People are busy during the day, and unavailable at night, so a recruiter’s timing must be strategic in order to gain the best chance at a response.

    According to one source, the best time of day to call a potential hire is between 8 and 9 AM -- before their work day is in full swing -- and between 4 and 5 PM -- just as their shift is beginning to die down.
  • Warm up your cold call. Dialing a candidate out of the blue runs a certain amount of risk -- if your timing, delivery, or judgement of their level of interest is in any way off, you may not get a response, and lose time and energy in the process.

    Starting the conversation before you call allows you to maximize the effectiveness of your conversation. Have a look at the candidate’s LinkedIn page, and shoot them a quick email briefly stating your company’s interest in their candidacy, and potential times for an initial phone conversation. 

 

Executing a Successful Cold Call

A high caliber delivery will make all the difference in determining the effectiveness of a cold-call strategy. Here are some tips to help you orchestrate a flawless conversation with your candidate:

 

  • Go for it. Don’t hesitate to launch right into your information download. Let your candidate know who you are and why you’re calling, immediately. A clear statement of purpose and interest will start you off on the right foot.
  • But be professional. The first thing you should ask is whether it’s a good time to call. Courtesy will help get the candidate on your side, and you should help them understand that they’re the one steering this conversation. Maintain an enthusiastic tone, but allow your potential room to set boundarie.
  • It’s a dialog, not a speech. One of the worst things a recruiter can do on a cold-call is to exclude the candidate from the conversation. Your job is to keep them interested and engaged, and one of the ways you can leverage your phone call to this effect is by allowing an organic and friendly interaction to unfold. Right away, ask them how they’re doing, try to get an idea of their interest and motivation, and ask lots of open ended questions that prioritize their comprehension of your offer.
  • Be specific. Let the candidate know exactly why you’re calling them, out of the myriad other potentials in the world. Give a detailed description of the responsibilities of the available position, the unique values of your company, and what makes you think this candidate would be an excellent fit.
  • Take notes. Anything the candidate says to you has the potential to be leveraged in a future conversation. Maintaining a record of your dialog will help you design a successful second call, and cultivate a more personal relationship with your talent. 

 

 

Final Thoughts: Cold Calling for Recruiters

The cold-call is a classic recruiting strategy that, when done correctly, can be an effective tool in drafting top-quality talent for your organization. Use our tips to your advantage to craft a winning cold-call plan, now.

Loxo is a comprehensive hiring solution that allows recruiters to cast a wide net and reel in top talent with every phone call. To find out how to make Loxo work for your company, sign up for a demo today at Loxo.co.


recruiting email template examples

Email Templates for Recruiters (Examples)

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

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

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

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

Top Tips for Recruiting Email Templates

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

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

Email Template Examples

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

Cold Email Templates for Recruiters

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

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

Email body: Hi [FIRST NAME],

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

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

I look forward to hearing from you,

[YOUR NAME]

[YOUR POSITION]

 

Warm Email Templates

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

Email Template 1

Email Subject: Looking to Reconnect

Email Body: Hi [FIRST NAME],

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

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

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

I look forward to hearing from you,

[YOUR NAME]

[YOUR POSITION]

Email Template 2

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

Email body: Hi [FIRST NAME],

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

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

Thanks,

[YOUR NAME]

[YOUR TITLE]

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

 

Rejection Email Templates for Recruiters

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

 

Email Subject: Regarding Your Application to [YOUR COMPANY]

Email body: Hello [FIRST NAME],

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

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

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

Best regards,

[YOUR NAME]

[YOUR POSITION]

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


ai-recruiting software

AI Recruiting Software: Features, Benefits and More

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

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

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

AI Recruiting Software Features

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

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

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

AI Recruiting Software Benefits

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

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

Why Loxo AI Recruiting Software?

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

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


artificial intelligence ats

Artificial Intelligence ATS: The Latest Innovation in Recruiting

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

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

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

What Does an AI Powered ATS Look Like?

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

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

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

Artificial Intelligence ATS: Resume Parsing

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

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

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

Artificial Intelligence ATS: Communication

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

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

Artificial Intelligence ATS: Automated Sourcing

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

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

Artificial Intelligence ATS: Smarter Tracking

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

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

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

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


machine learning hiring

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

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

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

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

Machine Learning for Hiring: Job Postings

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

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

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

Machine Learning for Hiring: Resume Screening and Sourcing 

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

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

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

Machine Learning for Hiring: Employee Retention

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

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

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

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

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

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


hr automation ideas

HR Automation Ideas Your Company Needs to Use

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

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

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

HR Automation Ideas for Employee Onboarding and Offboarding

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

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

HR Automation Ideas for Screening and Sourcing

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

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

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

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

HR Automation Ideas for Employee Analytics

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

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

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

HR Automation Ideas for Communication and Meetings

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

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

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

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

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