applicant database for recruiting

Making Your Applicant Database a Strategic Advantage

It’s not enough to simply integrate a database into your recruiting firm and expect your metrics to start improving. 

Yes, certain things like organization and efficiency will happen relatively seamlessly with a competent ATS or CRM. It’s up to recruiters, however, to maximize their technology and delegate tedious roles in order to turn your database into a real strategic advantage.

This article will overview how you can utilize your databases in order to streamline steps in the recruiting process, maximize productivity, and provide your team with more time towards the human aspects of recruitment. 

What is an Applicant Database?

So, what is an applicant database? 

An applicant database usually comes in the form of an Applicant Tracking System (ATS) and Customer Management Relation (CRM). A competent applicant database will store valuable information on candidates, streamline tedious tasks in the recruitment process, track candidates’ activity rates, allow you to create and post jobs, and move candidates through every stop in the hiring process with ease and simplicity.

The best way to maximize your use of your database is by integrating your ATS with your CRM. By doing so, you’re ensuring that you aren’t wasting time on streamlining tasks that don’t add value to the recruiting process in the long run. 

Here are some of the functions of an ATS/CRM:

  • Store and collect candidate information and resumes.
  • Track passive and active candidates.
  • Identify the best ways to contact candidates.
  • Provide valuable data on seasonal hiring trends with an industry.
  • Rank and list candidates.
  • Match job openings with candidates in your database.
  • Build talent pools for future growth.
  • Streamline recruiting processes by making data easier and quicker to access.
  • Free up time for recruiters to tend to essential, human tasks of the recruiting process.

How Does an Applicant Database work?

Applicant databases gather and store resumes for recruiters and hiring teams to access and reference. Because most recruiters take only six seconds to review a resume, an applicant database, like an ATS, is an excellent space to efficiently store resumes in a way that you can review them quickly and seamlessly. 

With the help of automation and artificial intelligence, smart candidate sourcing tools and databases can rank your candidates for you, eliminating the time-consuming process of ordering and ranking the candidate list on your own. 

Additionally, applicant databases streamline time-consuming processes with the keyword search capabilities and resume formatting algorithms that keep every candidate organized and in order.

Turning your Applicant Database into a Strategic Advantage

When your ATS and CRM are working in unison, you guarantee that you maximize the efficacy of your applicant database. 

When you facilitate and optimize the hiring process with your ATS, you’re going for short-term gains in the recruiting process. An ATS will help you source, screen, and move your candidates through the recruiting process without having to manually intervene in every step of the recruiting process. Already, you’re improving key metrics like cost per hire, time to hire, and quality of hire with an ATS.

By integrating a CRM, however, you’re ensuring that all the benefits you’ve gained in the hiring process can be used for long-term strategies. A CRM can help you identify trends, hiring patterns, and keep track of active and passive candidates. By relying on your CRM, you make sure that every piece of data in the hiring process can be stored and used later down the line.

With a fully integrated ATS/CRM, recruiters can make smarter and well-informed hiring decisions, build talent pools, create long-term strategies, and develop outreach campaigns by utilizing the contact information and activity rates in their databases. 

Applicant Database AI and Automation

Loxo’s proprietary sourcing technology and innovative ATS+CRM applications give you all the tools you need to turn your applicant database into a strategic advantage. Loxo’s leading the way when it comes to database technology, and we want to make the recruiting process as simple and enjoyable as possible. 

Leveraging Loxo's AI you can easily source your existing applicant database for candidates for your latest jobs, or use the AI name generator to create a net-new source of candidate profiles.

It’s not enough to streamline limited aspects of the recruiting process; Loxo’s intelligent database will support your long-term strategic goals while simplifying the day-to-day recruiting tasks and needs. Maximize your technological capabilities and try Loxo today.

role of talent pools

The Role of Talent Pools

Building a size-able and high-quality talent pool is one of the most effective long-term recruiting strategies. In fact, in today’s competitive recruiting world, talent pools are essential to maintaining an edge over the competition. 

Talent pools are defined by the databases that recruiting agencies acquire in order to store all current and potential candidates. 

Having a solid database of top talent will allow you to source candidates at faster and cheaper rates, giving your more control and leverage in the long-run. 

Below is everything you need to know about the role of talent pools and how to develop an effective talent pool strategy. 

What is a Talent Pool?

As stated above, a talent pool is a database that stores all current and potential candidates. This refers to all candidates that you’ve been tracking or have reached out to you, including direct applicants, sourced candidates, referrals, and candidates who have entered your database inbound. 

Talent pool strategies are more than just collecting names into a list, though. They’re about building relationships, overtime and in a proactive manner, in order to constantly contact the most talented and high-quality applicants before they’re ready to enter the workforce. 

Talent pool acquisition, through the proactive lens, is really about developing a high quality database by maximizing your candidate experience, CRM, communication methods, and candidate engagement metrics. 

By utilizing all of these things, you’re ensuring that your talent pool strategy is holistic, recognizing the importance of brand recognition and candidate relations just as much as the actual data that a talent pool is made of. 

Why Is Building a Talent Pool Important?

So why go through all the trouble of building a talent pool and engaging all of these candidates for job postings that don’t already exist?

Even if you don’t have any immediate client demands or open positions to fill, building talent pools early on will ensure that you’re getting a head start on improving all the important recruiting metrics and best practices.

When you engage in proactive recruiting and develop talent pools early on, you’re making efforts to reduce time to hire and cost per hire, while at the same time increasing quality of hire and your rate of hire. 

With more candidates at your disposal, you’ll have the leverage and options to pick the best candidates for the most demanding positions. At the same time, you won’t need to waste time sourcing candidates and culling together resumes from scratch. 

You want the best candidates for every job position that opens up, and building talent pools will make that way easier down the road. 

How do you Build a Talent Pool?

Building a talent pool is all about utilizing your resources and relying on proactive recruiting to seek out the best candidates. While there isn’t a catch-all strategy to finding top talent, there are a number of recruiting strategies that agencies should rely on. 

  • Sourcing Automation: One of the fastest and most cost-effective ways to source candidates is through sourcing automation tools. Sourcing automation tools allow recruiters to input their needs into a database and, within a day, receive a list of top talent that fits their job description. Sourcing AI will do all the work while you’re busy with other tasks or simply taking a break. 
  • Referrals: Referrals are often some of the best candidates that recruiters can acquire. Obtaining referrals comes down to  developing your candidate experience. If a candidate gets a good job that fits their needs and is happy with you as a recruiter, they’re more likely to refer a qualified friend or associate. Communicating with your candidates, engaging candidates, and improving candidate experience are all ways to increase referral rates. 
  • Utilize a CRM: Having a competent CRM is essential to long-term success if you’re going to develop talent pools. A competent CRM means you’ll be able to store data and keep tabs on any candidates that you come across in the recruiting process. Not only that, a CRM will make it easier to reach out to those candidates, distinguish whether they’re active or passive, and give you the information to create your talent pool strategies in the present and future.

In this day and age, it’s not a question of whether or not you need to build talent pools, it’s how best to do it. Loxo’s proprietary sourcing automation technology, advanced CRM, and innovative ATS will provide you with everything you’ll need to store candidates, proactively seek them, and build quality talent pools.

Loxo’s state-of-the-art features will make building your talent pools more efficient and cost-effective than ever. Ensure long-term success and try your Loxo demo today.

rise of talent intelligence

The Rise of Talent Intelligence

Artificial intelligence has taken large strides in recent years and shifted the way that recruiters find talent and interact with the recruiting process. AI recruiting has allowed recruiters to source candidates more efficiently, eliminate bias, and streamline tedious and time-consuming tasks in the recruiting process.

Talent Intelligence has emerged out of this digital shift and has distinguished itself as a central aspect of intelligent recruiting. Talent intelligence is, in short, the process of data collection and analytics as a means to assess and improve talent quality, candidate experience, and key recruiting metrics.

Talent intelligence is about minimizing the tedious tasks that computers can handle and giving your team more time to make connections, develop strategies, and deal with the “human” aspects of recruitment.

Below is everything you need to know about the rise of talent intelligence recruitment. 

What is Talent Intelligence?

Talent intelligence isn’t simply about the data that recruiters gather; it’s about understanding which areas of the recruiting process can be delegated to technology and how best to utilize that information. 

With talent intelligence, you’re relying on things like your CRM to identify recruitment patterns, trends, and to track candidates. If you need to source candidates, you can utilize AI candidate sourcing automation technology so that you don’t have to spend hours to come up with a few viable candidates. 

 With talent intelligence applications, you can streamline the tedious processes of screening, sourcing, and evaluating talent quality with a click of a button, saving you both time and money. Talent intelligence relies on technology, databases, and analytics to improve the important recruiting metrics at the fastest and cheapest rates.

What is talent intelligence? Talent intelligence is about refocusing time and energy spent on tasks that technology can handle and shifting that energy to the human aspects of recruiting--interviews, meetings, candidate experience, and long-term strategy development, among others.

Talent Business Intelligence

Over the past ten years, business intelligence has become one of the most talked about and anticipated terms in business and recruiting. In fact, 85% of business leaders across the world have said that big data will dramatically change the way companies do business. 

Business intelligence is an umbrella term that describes the way in which companies analyze, sort, and access key business information in order to identify insights from the data that they store. 

When it comes to recruiting, this is more than just talent acquisition. Talent business intelligence will help recruiters develop benchmarks, KPIs, and evaluate the big-picture decisions of where their company is heading. You can evaluate not only important hiring metrics, but also performance and overall efficiency. 

Business intelligence relies on data from website traffic, closed deal analyses, and interaction analytics. The first step to understanding and building from the data is having the right tools, like a CRM, to store and make sense of the data. Beyond that, companies should weigh up their potential business solutions in order to see if their long-term goals are in line with quarterly data reports. 

Talent Intelligence Recruitment Best Practices

When applying any new technology or shift in practices, it’s important to do so in a way as seamless and comprehensible as possible. In order to make the transition simple enough for your employees and team members, you’re relying on two important aspects: ease of technology and ease of integration.

  • Technology: When it comes to technology, you need software that will be easy to use and simple to manage. This means that it needs to have an appealing design, simple navigation features, and a reliable system. There’s no use in integrating a powerful CRM/ATS if the software is too complicated for your team to pick up..
  • Compatibility: Decide which departments will most likely rely on talent intelligence recruitment and are most compatible with its applications. Additionally, you should look into any existing technologies that you already use and see if the software can integrate easily into your system. Even with an outdated data storage system, you don’t want all the information you’ve culled together to go to waste.
  • Implementation: How many teams will utilize the new technology? If enough departments rely on using the technology together, exchanging information throughout the recruiting process, it might be worthwhile to have a week of training where the technology can be implemented throughout the various departments.

It’s only a matter of time before talent intelligence recruitment practices become ubiquitous in the recruiting world. Getting a head start on integrating AI recruiting applications into your agency will help make for a smoother transition and allow you to begin building a foundation of information to build upon.

Loxo is leading the way when it comes to innovations in sourcing automation and recruiting AI. Our state-of-the-art ATS and CRM is a simple, comprehensive system that will allow you to store and manage data with ease. Get up to speed with the industry’s technological advancements and get your Loxo demo today.

ai sourcing

How AI Sourcing Works

Unlike other recruiting trends in technology and innovation, it looks like AI recruitment practices and recruiting automation are here to stay.

This is especially true in an industry that continues to expand its growth, potential, and level of competition. In order to maintain an edge in today’s recruiting climate, recruiters are going to have to utilize many of recruitment automation’s applications, like AI sourcing.

Loxo’s AI sourcing technology will help recruiters cut out costly, time-consuming, and tedious processes so they can streamline their operations and leverage more time towards other important elements of the recruiting process. 

This article will tell you everything you need to about how AI sourcing works, and how Loxo AI, the world’s first intelligent sourcing assistant, can you help you source candidates faster and smarter than ever.

What is AI Sourcing?

If sourcing is the procurement of names, candidates, and resumes for a specific job, then AI sourcing is the ability to expand, streamline, and automate all of the tedious steps in that process. 

One of the big advantages of AI sourcing is the ability to refer to hundreds of databases in a short amount of time. AI sourcing will allow you to unearth top talent across hundreds of sources to find the best possible matches for you while you’re setting up meetings, contacting individual candidates, or sleeping. 

While, traditionally, you might need various departments that take on different roles in the candidate sourcing process--for example an initial team for name procurement, followed by a series of other teams that cover qualification, interviews, and matchability--AI sourcing will automate most of those steps and allow you to focus on the human elements. 

How Does AI Sourcing Work? 

So how does AI sourcing work? If you’re trying out Loxo AI, the process is as simple as a few easy steps. 

First, you tell the sophisticated AI what you’re looking for in the perfect candidate by filling out a simple, quick, and easy form.

Second, redeem your existing AI credits or purchase credit to complete your request. Once your credits have been registered by the system, Loxo AI will begin its search. 

Third, get your results. Loxo AI will do all the work by culling together approximately 50 of the best candidates for your role. Within 24 hours of your request, you will receive an email with a list of the 50 candidates.

AI sourcing takes advantage of the available databases online, providing you with a much greater candidate pool to refer to when assessing matchability. The only thing the recruiter has to do is make clear the roles and skills that they’re looking for. If the system knows what to look for, it can screen resumes and evaluate candidates quickly and seamlessly.  

Why is AI Sourcing Important? 

According to a LinkedIn Talent Solutions study, 46% of talent acquisition leaders have found it consistently difficult to attract qualified candidates. As markets continue to become saturated and the ability to parse out top talent from the crowd becomes more difficult, it’s up to recruiters to adapt to these challenges in order to meet their clients’ needs. 

AI sourcing is one simple but effective way to integrate automation to the recruiting process and help improve important metrics like cost-to-hire, time-to-hire, time-to-fill, quality-of-hire, and so on. By allowing recruiters to focus on things like interviews, meetings, and connecting with top talent with personal emails, it’s not hard to imagine how you can save time and money by cutting out manual sourcing. 

Loxo AI™ is an automated sourcing assistant that identifies and ranks the best possible candidates for your open role. The goal is quality over quantity. Loxo AI™ works on each position by using either your own internal database or you can choose to use Loxo Source™ our brand new proprietary directory with nearly half-a-billion people, and 12 million companies across the globe.

Whether you sourced someone from LinkedIn, uploaded a resume, manually created a person, or added them into your database from Loxo Source™, you can use Loxo AI™ to automatically find the very best possible matches to a specific job. Forever gone are the days of endless Boolean search strings or applying countless filters. Simply create a job like you would today and let Loxo AI™ do the work for you! Request a demo of Loxo to get started.

ai talent acquisition

Artificial Intelligence and Talent Acquisition

In today’s recruiting climate, it shouldn’t be a question of whether to utilize AI talent acquisition practices but when to utilize them and it to what extent. 

As data becomes more accessible, more platforms adjust to AI, and the need to expand continues to grow, its incumbent on any recruiting firm to adapt to the changes of AI to keep ahead of the competition. 

When it comes to talent acquisition, there’s more than one way that AI has proven useful. While the benefits of cutting time-consuming tasks are valuable, AI applications can do far more than simply streamline tedious operations. 

Here are some of the benefits of artificial intelligence and talent acquisition

Why is AI Talent Acquisition Important?

For any HR team, the challenge of talent acquisition is twofold. In one sense, you want to fill the spots that are needed for your clients, and you want to do so in a timely manner. On the other hand, you need to ensure you provide top talent and qualified candidates so your clients are satisfied with their new hires. 

Against a competitor who’s using AI talent acquisition practices to their best ability, it’s hard to stay competitive if you aren’t utilizing the same tools of automation. As the advent of technology and AI continues to expand, clients are going to start expecting their recruiters and HR teams to refer to sophisticated AI in order to find the best talent out there. 

Increase Efficiency with AI Talent Acquisition 

The most obvious benefit with artificial intelligence and talent acquisition, like most things with automation, is the boost in time and efficiency. 

With AI sourcing, the resume and screening process becomes as simple as a few clicks. While your recruiting team is focused on improving the candidate experience, sending personal emails, and scheduling meetings--all things that have a human touch to them--your powerful AI will be referring to hundreds of databases to create a list of top talent for you to reach out to for interviews.

If you’re using a powerful AI system, you should see improvements in time-to-hire, cost-per-hire, time-to-fill, and other key metrics. 

Artificial Intelligence Talent Acquisition: Removing Bias

While most companies consider themselves free of bias, there’s really no escaping the unconscious bias that all humans carry with them. And the numbers show that a lack of diversity in the workplace is more than just a nice thing to have; it’s directly correlated to success. According to Forbes, diverse executive teams are 33% more profitable than their non-diverse counterparts. 

This has less to do with the efficacy of diverse backgrounds being stronger in the workplace and more to do with a hiring team being open to and taking advantage of top talent, regardless of their background. 

Unconscious bias in recruiting isn’t simply about race, gender, or nationality, either. Issues of education bias arise if a candidate went to the same university as you or someone close to you. Additional forms of bias come in affinity bias, past performance bias, and beauty bias, among others. 

This is where AI talent acquisition comes in. When screening or evaluating the efficacy of a candidate, sophisticated AI will look only at the concrete metrics of their work experience, skills, and education to make an objective qualitative assessment of their capabilities in the workplace. 

There’s no way to ensure you’re removing subconscious bias completely unless you integrate AI talent acquisition technology. 

Artificial Intelligence and Candidate Experience

Artificial intelligence introduces recruiters to a completely new method of improving the candidate experience. While it may seem unlikely that automation, a non-human thing, can improve candidate experience, there are actually a number of practical ways that automation is making things easier on candidates.

Automated chat boxes are a cost-effective and efficient way to answer questions to large numbers of visitors to your website. Finding a job is often a stressful and anxious time, and candidates will surely have questions along the various steps in their hiring journey. An automated chat box with instant answers will set their nerves at ease and provide them with the valuable information they’re seeking. 

Faster response times, greater matchability, and improved communication are just a few ways you can bolster candidate experience with AI talent acquisition.

Loxo has developed and introduced the world’s first intelligent sourcing assistant, providing recruiters with valuable AI applications that they need in today’s recruiting climate. 

Loxo will help you reach your contacts quicker, source candidates, and stay on top of key recruiting metrics. Don’t let your technology hold you back and try your free Loxo demo today.

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.

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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.