how do recruiters find clients

How Do Recruiters Find Clients

New and repeat clients are essential for the survival and success of recruitment agencies, and finding new clients and new ways to serve clients should be high on your priority list.   

By finding new clients who are perfectly suited for your agency’s focus and finding new ways to provide value for existing clients, you can increase the size of your clients served portfolio and increase industry/overall stature of the clients you serve.

Whether you are an independent recruiter or run a large agency, focus on finding clients who are especially suited to your company’s focus, who have a good level of stature in your industry or who contract you repeatedly will contribute to your long term success.

[Learn More: Recruitment Marketing Software]

This way you can present faster time to fill, new hire performance and higher client satisfaction metrics to new clients, further increase your ability to sign new clients and your number of inbound leads.

This post will give you ideas for finding new clients and give you answers to common client finding questions like:

  • How do recruiters get clients?
  • How to get clients for job consultancy?
  • How to get clients for recruitment agency?
  • How to get clients for recruitment consultancy?

How do Staffing Agencies Get Clients

If you have been finding clients for years or read our last post on how to get into the recruiting industry [internal link], then many of your initial questions on the nuts and bolts of finding clients for your staffing agency have likely been answered.

So, how do recruiters find clients? There is no magic bullet for finding new clients, but there is also no limit to the strategies you can employ for finding more business for your agency.

For a client to feel confident in contracting your agency’s there’s a few things clients must know:

  • That your agency has the expertise, resources, technology and track record to deliver a high quality hire they can’t source themselves.
  • That your assigned recruiters are highly qualified for the candidate search.
  • That you will deliver a hire in their required time frame
  • That you are respected and recommended highly in your industry

However a potential client arrives at all of these conclusions (your website, a recommendation in their professional network, a direct pitch, etc.) all are must be met before a client will feel confident in contracting you, not just reasonably comfortable.

If a client has a great first impression which is backed up by great results (because you closed a client with recruiting needs in your agency’s wheelhouse), they will be more likely to:

  • Recommend you.
  • Agree to providing written/video testimonials.
  • Assist with case studies .
  • Contract your agency again.
  • Get your agency on retainer for recruiting, executive coaching and other services.

So, what is the best way to get clients for your staffing agency in the most efficient and successful way possible? Playing to your strengths

It may seem daunting when you're first starting out, but just remember that for every question you have, there is an equal amount of resources, platforms, and guides out there to help you along the way.

How to Find and Approach Clients for Recruitment

As great as it would be for businesses to approach you with their recruiting needs, you will more often than not find yourself needing to find with new clients.

Here are several of the most common answers to the question, how do recruitment agencies get clients?

Job Boards and Aggregators

A good way to see who's hiring in your area is to look at the various digital job-posting platforms and identify businesses that put repeated listings.

Companies with high turnover or within a rapidly growing market, like software for instance, that are posting on these websites, are more than likely going to be receptive to a pitch that offers to help mediate and facilitate the process of hiring new talent.

When scanning these sites, look at industry-specific job boards. These will help narrow your search, thereby allowing you to hone your pitch, and lead you to companies that best match your recruitment specialties.

If you have focused on recruited in a specific industries, roles and skill sets, you will have a leg up in pitching clients on your ability to deliver talented candidates. This is an effective method of sourcing clients, especially if you are exploring  how to get clients for software companies, or how to get clients for a temp staffing company, or any other skill-specific market you are hoping to establish a foothold in.

Note: while not as cutting edge, applying this same method to the job listings in your local paper can open you up to clients that are locally-focused and may otherwise slip under the radar.

Social Media

We are living in a time where over 90% of surveyed businesses acknowledge that social media plays a fundamental part in their marketing and sales models. Because of this, almost any business, in any market, you can imagine will have a presence on social media. Don’t be afraid to source prospects from sites like Facebook, Instagram, Twitter, etc. as these platforms are some of the ripest grounds for making connections. Just be sure to check out which social platforms potential clients are the most active one to find your best contact channel.

If you were hoping to make a more formal introduction than through social media, LinkedIn is an invaluable resource. The reason why so many recruiters use LinkedIn to find candidates is that you are able to list your qualifications on your public profile for everyone to see, reach out to potential clients in a more professional context, and also source candidates from the same. As far as recruiting in the digital age goes, there aren’t many better places to start than on LinkedIn.


Referrals are an underutilized method of prospecting new clients, but word of mouth is one of the most effective methods of getting new clients.  Having a previous client refer you to a new one is how recruiters find clients once they have started to build up their reputation and the number of client’s they’ve served in an industry. It will always be easier to close on a client if you were sent to them by someone they know and trust.

How do I Prospect for New Clients

The following section is a list of questions you can ask yourself when considering how to approach clients for recruitment. By answering these questions, you can create the building blocks of your client acquisition strategy.

Prospecting New Clients

If you can answer these questions definitively, then you are well on your way to knowing how to get clients in the recruitment business.

  • What industries do you focus on?
  • Which clients that you’ve served can be provide the most valuable referrals because of their business relationships or stature?
  • How many placements can you handle at once?
  • Have you had clients of their size/industry standing in the past?
  • Do you have the candidate connections/sourcing technology to present candidates who will meet a potential client’s skill/seniority/experience requirements?
  • How are you using your presence on Social Media and do you have access to groups and demographics that will yield quality clients?
  • What are some potential pain-points of potential clients you evaluate and what can your agency do to alleviate them?
  • What benefits will your agency provide that they won’t find anywhere else?

Closing New Clients

If you identify clients who have needs perfectly suited to your agency’s recruiters, tech stack and track record, then they will conclude that you’re the perfect agency to hire.

To help them reach this conclusion in your initial discussions and pitch, answer these questions to define what criteria this client has for this recruitment project and how to meet them.

  • What do companies in the client’s industry expect from recruitment companies in terms of technical/industry knowledge and role specific experience/knowledge? (if the type of role is newly created, a year or two year’s experience can easily make you an expert)
  • How will you differentiate yourself from competitors your prospects will be researching/meeting with?
  • What are some potential questions or concerns that your prospects may raise, and how will you respond to them?
  • Do you have any counter-offers prepared in case the prospect rejects the initial offer? How much can your prices be adjusted?
  • Which clients in your portfolio will be the most effective case studies for proving your ability to serve this new client or provide new services to an existing client?

We hope that this guide has helped to shed some insight on how recruitment consultants find clients, and will aid you in finding your next big client.

If you’re looking for tips on speeding up the time to fill for all of the new client’s you’ll be signing, check out our post : Executive Search and Placement: Ways to Speed Time-to-Fill

CRM for Recruiting

CRM for Recruiting: Tracking Client and Candidate Relationships

Relationship building and maintenance is key for any business, but none more so than recruitment agencies. As a service provider that creates relationships between great candidates and great companies, the tools you rely on to create these connections need to be suited to the task at hand.

By using a CRM for recruiting, one that tracks both client and candidate relationships in the same platform, you can streamline your client-candidate connection building process and save the time you used to spend bouncing from platform to platform.

What is a CRM for Recruiting?

The best way to facilitate the needs of both clients and candidates is to have constant, up-to-date information and communication lines between them at all times. If you have solid communication control between your firm and your client’s/candidate’s needs, you can ensure a steady relationship maintenance and nurturing, predict future services, and bolster your agency’s relationships for long-term success.

In recruitment, firms are able to maximize their technological efficiency by combining a customer relationship management (CRM) system and an application tracking system (ATS) into a single, all-encompassing tracking program. While a CRM will allow your firm to manage all your company’s interactions with current and potential clients, an ATS automates and organizes all recruiting and staffing operations, providing a central repository for your customer tracking system and candidate database.

Because recruitment depends entirely on managing relationships with candidates and clients, combining these platforms into a simple, overarching system will give you a huge advantage and strengthen your relationships on both sides of the recruitment equation.

Strong Relationships With Clients + Strong Relationships with Candidates = Successful Hires

Best Practices for  Recruiting CRM Software

Having a CRM for recruiting is a big advantage, but you still need to use communication best practices to ensure your investment in this tool pays off. Use these best practices to ensure that your CRM for reciting is being put to use effectively.

Stay in Touch

Utilize your CRM to stay in touch with clients and candidates, and track their activities. CRM tracking gives you insight into how and when you last reached out to your new, existing, and potential clients, as well as passive and active candidates. By tracking the last time you contacted a client or candidate and their preferred method of contact, you can ensure that you’re maximizing outreach effectiveness and not over contacting some while leaving others in the dark.

Active and engaging lines of communication will help strengthen your business ties and remind your clients that your services are there whenever they need them. Additionally, this high level of communication is essential for building candidate connections that are strong enough to convert into placements.

Keep Your Records Updated

Since your CRM is only as good as the data stored in it, it’s important to keep your records and customer tracking database up-to-date and accurate. This means implementing processes that remove duplicate records, clean data with updated firmographic variables, and review emails and contact information so you can flag invalid lines of communication.

While it's important to constantly review the efficacy of your data, it’s also important to understand changes in the industries you serve. If changes to industries and companies mean new hirings needs, then updating those search needs to fit new demands will be an essential step that keeps you ahead of the competition.

Being up-to-date on both existing and potential data, as business needs fluctuate and shift, will guarantee your firm is in the best position to hit your short and long-term goals.

Use Critical Events to Your Advantage

Critical events occur all the time in business. CEOs get replaced, company acquisitions and mergers take place, and new product lines are announced perennially. What this means for your firm is that new opportunities present themselves to serve existing and potential clients.

Mergers can indicate that an existing client will have new hiring needs and require new candidates for you to reach out to. New product lines can lead to needs for new product designers, marketing teams, and technology development groups.

Utilize critical event client/prospect information in your CRM and customer tracking program to take advantage of these developments. Paying attention to the activities in your clients’ industries will guarantee that you’re on top of these shifts as they progress throughout the year.

Anticipate Client Needs

The best way to beat the competition is to approach clients with solutions to needs that they themselves didn’t see coming. The more information you have about your clients, the better you can anticipate client needs and pitch them solutions to fulfill those needs.

In order to anticipate client needs--referring to your recruitment CRM as a starting point--you need a deep understanding of your client’s history, their benchmarks and KPIs, and the field they’re working with. Look through your data to track seasonal hiring trends with specific clients. If technological innovations are introduced to certain industries, let your clients know that you have the infrastructure to accommodate those services.  

Having the most up-to-date tracking systems, knowing the industry you’re serving, and constantly communicating with your clients to know where they are and where they're headed are all important parts to anticipating your client’s needs.

Look for New Opportunities to Expand Services

Your CRM is your primary resource for storing information and presents a myriad of unique ways to provide service opportunities for clients. Reviewing a CFO’s executive history, for example, could show that they have 5 years less experience than other executives, giving your firm an excellent opportunity to offer additional coaching/benchmarking services.

Think outside the box and try to find new ways to utilize your CRM to create new opportunities for expanding services. Your CRM is a tool that’s utility is only as effective as the recruiter handling it.

Whether you’re using the customer tracking software for small business or corporate-level clients, Loxo has all the tools you’ll need to source, connect, and engage with your clients. Loxo’s state-of-the-art recruitment CRM and ATS system guarantees a simple, elegant, and smarter recruiting experience so you can streamline your workflow and maximize productivity on all levels. Further than collecting all of your candidate/client data in one platform, Loxo’s sourcing AI automatically gathers data on all candidates and client contacts in platform from across the internet, automatically populating this info under each candidate and client profile.

To see how Loxo’s all in one ATS+CRM for recruiting can better support your agency with AI sourcing, you can schedule a demo here.

Executive search and placement increasing time to fill

Executive Search and Placement: Ways to Speed Time-to-Fill

Time to fill is always front of mind for clients and always a close second behind making a hire who is qualified for the job and a good fit for the role. By speeding up your agency’s time-to-fill metric, you can improve your executive search business model and catch the attention of more prestigious clients who are searching for an agency proven to hire top talent faster than others.

Here are some of the most effective ways to speed your agency’s time-to-fill for executive placements:

Target Clients Your Agency will Excel at Serving

Part of any business’s success is understanding and executing the core competencies required for successful creation of that business’s product or service and delivery of their product or service to their target consumer. When it comes executive search and recruitment, a lot of these same business principles apply in creating an efficient time-to-fill business model.

[Learn More: Executive Search Software]

Understanding the compatibility between your firm's capabilities and your client’s needs is one of the first steps in achieving an efficient and quick time-to-fill record. By focusing on where you excel, your firm can identify and gravitate towards clients and fields that are conducive to more efficient and faster executive search projects.

It might seem counterintuitive, but avoiding recruitment in certain industries or fields might be the best option if your firm isn’t geared toward those potential hires. Not only will this allow you to be more selective and efficient with your target clients, it will also help close out projects at a higher rate and lower your time-to-fill metric, leading to similar projects in the future.

Ultimately, this strategy will help drive down your overall time-to-fill average and allows you to bolster your competitive edge by presenting a history of successfully completed projects to future clients.

Improve Client-Recruiter Match Accuracy Projects

A big part of identifying your firm’s niche in the executive placement market comes down to finding ideal matches for client-recruiter compatibility. Better matches between clients and recruiters within your firm will ultimately lead to faster executive search and placement rates.

Of course, evaluating where individual recruiters have had the most success is a good place to start when predicting compatibility with the executive search needs of potential future clients. There are, however, other strategies and techniques to consider when working with clients.

A simple but understated practice that helps connect your clients with your most compatible recruiters is transparency. A lack of transparency between clients and recruiters can lead to further complications in the future. If a client doesn’t effectively communicate their company’s benchmarks and KPIs for executive candidates, for example, it becomes difficult to know if an individual candidate is best suited to fit their needs. Similarly, miscommunication between clients and your agency can lead to assigning recruiters who are less compatible than other recruiters in your agency.

Defining goals, presenting compatible recruiters, agreeing on an executive search plan, and having a clear and steady line of communication will help your firm asses potential clients and only assign recruiters to projects where their background and skill sets will result in quick placements.

Use Advanced Recruitment Software

Even with leading strategies and procedures in place, your firm needs the best tools to ensure your executive search projects are moving towards a high quality placement at an accurate and steady pace. This comes down to providing your team with the best recruitment software to make every step of the recruiting process as swift and easy as possible.

With respect to time-to-fill, you need recruitment software that’s precise and swift, allowing you to reach the best candidates before your competitors do. Loxo improves time-to-fill by automatically sourcing candidates and getting you their contact information without the tedious search for this information. Loxo’s ability to provide all the information you need, close at hand, will allow your team to seamlessly gauge and contact candidates in a timely manner.

Ramp up Client Onboarding

Part of transparency, client-to-firm rapport, and building long-term success is maintaining strong client onboarding practices to create stronger relationships with clients. Strengthening your client onboarding process will better define your executive candidate search parameters and help you get a better sense of your client’s needs, which ultimately leads to more qualified candidates that you can present at a faster rate.

Communicate with clients, take the time to understand their company and executive KPIs, and make sure that their goals are at the forefront of your candidate search. When you put time into understanding your client’s strategic vision, they can begin to see your firm as a valuable partner in line with the long-term success of their business. Not only are you earning the trust of your client, but you’re gaining a deeper understanding of their needs and, as a result, which candidates will meet their needs and lower your time-to-fill averages.

Once you’ve set your goals with clients, maintained ongoing communications, and shown your dedication as a partner, measure your success asking for and reviewing client feedback, identifying points of friction, and tracking metrics to know what’s working and what isn’t with your client service model.

Facilitating Offer Negotiations

By understanding the needs, qualifications, and capabilities of both your clients and candidates, your firm has the unique opportunity to facilitate offers in a quick and effective manner. With an understanding of both sides of the hiring process, the onus is on recruiters to present candidates with the right background to clients with the appropriate needs. Similarly, it is also the duty of recruiters to negotiate on behalf of candidates for the job conditions and compensation that they have been looking for in an executive role.  

While tempting, never try to sell either party an offer that doesn’t fit their best needs or interests. This leads to diminishing returns on your efforts and an ineffective system that hurts everyone in the long run. By facilitating offer negotiations, you can help both clients and candidates more quickly reach a middle ground that works for both parties, thereby speeding up your time-to-fill.

While you want to be quick in your time-to-fill turnarounds, you always want to be precise. Trust your tools and rely on your best practices to produce solid matches, build trust and loyalty with clients, and build a reputation as a leading recruiter in the industry. Loxo is an all-in-one recruitment platform that combines your ATS and CRM, and provides automatic sourcing powered by AI to improve your agency’s time to fill metric. Instead of spending weeks searching for executive candidates, you only have to choose between the top candidates that have already been sourced into your ATS. To see how Loxo improves the speed of executive search projects, just schedule a demo here.

recruitment marketing strategies

Marketing Strategies for Recruiting Firms

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

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

Marketing agencies can be used to achieve a number of goals such as getting more traffic on your website or getting an article published in a nationwide outlet, but there are plenty of marketing ideas staffing agency that you can implement on your own that we cover in this post.

Strategies for Marketing Your Recruiting/Staffing Agencies

You can never have enough marketing strategies for getting the attention of clients that your recruitment agency is primed and ready to serve.

To ensure that you don’t bet on a non-starter, try to pursue several of the following strategies concurrently and allocate more resources depending on the results you’re getting.

Even if the only marketing you’ve done has been marketing candidates resume, you can use the following marketing strategies for recruitment agencies to increase awareness of your agency, and increase the number and prestige of the clients you serve.   

Incremental Client Acquisition

Everyone wants to hire agencies that have worked with big names in your industry of focus, and getting some big names on your client roster can be a huge boost to your agency’s stature. The tricky part, is getting your foot in the door.

To land a contract with a serious player in the industry or industries you serve, you need to follow an incremental client acquisition plan, wherein you leverage client relationships to elevate your stature to a level where best in class companies feel comfortable contracting you.

It can take a while to achieve this goal, so create a long-term plan for landing a big fish and you’ll be on your way, step by step, to reeling them in.

  1. List the most prestigious companies in the industry you serve and the major partners, vendors, contractors and service providers they do business with.
  2. Then, make a list of the runners up (fairly prestigious companies but not top tier) and their major partners, vendors, contractors and service providers.
  3. Finally, make a list of the most prestigious companies companies remaining in the industry you serve and their major partners, vendors, contractors and service providers.

Now that you’ve identified the big fish you want to land, start working your way towards them by leveraging the work you’ve already done in your industry. Even if you’re starting from below the runners up category, there’s no reason that you can’t make your way to the top!

Here are some strategies for marketing staffing companies to increase the prestige of the clients you serve:

  • Explore LinkedIn and other social networks to see if:
    • Your company has worked for companies that provides services to or does business with a target top tier or runner-up company.
    • You, a partners or an employees has a connection to a decision maker within a top tier or runner up company.
  • Leverage past work with clients in the industry you serve in the form of customer satisfaction surveys, case studies and company/recruiter satisfaction ratings, all of which can be used in your pitch to more prestigious companies.
  • Focus on securing the business of companies that are just above the level you are used to working with, not the top companies you want to reach eventually.
  • Prioritize contracts with companies of a similar size/focus as your target companies, to build up a portfolio you can present to target top-tier companies.
  • Work your way up slowly, focus on your ultimate goal and build your stature organically as you take on more prestigious companies and complete more challenging recruitment projects.

Creating Content for your Target Audience

Creating content is a great way to provide value to potential, new and existing clients alike.

Here are some examples of content your recruitment agency can create to make your clients happy and impress potential clients.


The baseline content you create should be resources targeting the industry you serve.

For example, if you primarily hire for companies in the healthcare industry, you could create a white paper like “How to Create Job Descriptions for Nurses” or “How to Assess and Interview Visiting Physicians.”

Even if you don’t have a huge following online, creating resources can be quite helpful to your clients and can be shared through word of mouth if it saves time for them or otherwise provides them with some value.  

Sponsored Content

Sponsoring a study, an infographic or another valuable asset can be a great way to increase stature in your industry. If you can provide statistics or a study that make it into a major publication or becomes the month’s top shared piece of content, then your agency can be front of mind for the exact companies you want to be in touch with.

For example, if a tech recruitment company was able to publish a study on the growing number of business models that rely on data scientists, companies relying on analytics are likely to see this article and contact them in hopes of connecting with data science talent.  

Social Media Marketing

Social media is a great (and free) marketing tool you can use for marketing staffing firms and  

increasing awareness of your agency in the industries you serve.

Through posting, following and engaging, you can build your brand on social media and make your profiles a powerful attractive force for new clients considering your agency.

Brand Building

Social media platforms are a great place to build your brand as a skilled recruitment firm. The following are all great brand building activities that you can conduct on various social platforms.

  • Posting pictures of recruiters hard at work in your office, having fun during team building activities/outings, attending industry meetups, etc.
  • Posting video interviews with your recruiters discussing their favorite part of serving clients in your industry or videos of your recruiters talking with executives about the finer points of hiring in their industry.
  • Sharing relevant content that is on-message with your firm’s focus, and adding your company’s voice to the conversation with the caption or introduction of your post.  

Audience Engagement

Unlike other advertising channels, social media gives your audience a platform to interact with your brand and the content you post, so don’t miss your chance to engage with your audience.

  • Replying to comments, mentions, etc. as quickly as possible (social media time is measured in seconds and minutes, not hours and days).
  • Tagging clients and candidates in relevant posts or in pictures taken at industry meetups.
  • Sharing content that’s put out by your clients and give them a shout out.

Content Distribution

Your social media profiles are excellent platforms for marketing for recruitment companies through the content you distribute, allowing you to engage, inform, assist and even entertain potential clients.

  • Posting thought leadership posts on LinkedIn.
  • Sharing newly released industry studies on Facebook.
  • Sharing a video interview with a popular executive or thought leader in your industry on Instagram.
  • Linking to content your agency has co-authored while Live Tweeting a conference where your co-author is speaking.

By marketing your recruitment company using these strategies, you can increase awareness of your agency to start getting more and better clients. To help you manage all of the new clients you’ll be attracting, Loxo combines your ATS and CRM so you can keep track of all client and candidate relationships in one place. With Loxo’s candidate sourcing automation, top candidates are identified using AI then populated in your ATS with their contact and profile info, leaving you free to spend more time marketing your agency.

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

start a staffing agency

How to Start a Temp Staffing Agency

As we move more and more into business models and a labor market defined by independent contractors and the gig-economy, there is an increased necessity for structured staffing agencies to provide temporary labor for a variety of different services.

The question, then, for for entrepreneurs is how to start a temporary employment agency that can capitalize on these market forces?

In this article we will look, step by step, at what goes into starting a temp agency, from developing a brand and networking with businesses looking to hire, to attracting talent and potential temp hires.

Starting a Staffing Agency Business Plan

Define the Focus of Your Temp Agency

The first thing to check off your list when starting a temporary staffing agency is its focus. A wide variety of industries rely on temp workers to fill in the ranks, and specializing your agency will ensure the best chance for market penetration in whatever industry you choose to pursue.

An additional aspect to consider is what level of expertise or education different industries require for hiring. Staffing out to finance or accounting firms may be more difficult for you than staffing service workers.

Identify Target Market to Serve

Whether you are starting a staffing agency in GA or NYC, understanding how to start a temporary staffing agency that will succeed starts with identifying your target market.

These are some of the biggest industries/job types that temporary staffers are hired for:

  • Office work/data entry
  • QA testing/programming
  • Seasonal retail
  • Education
  • Large-scale catering
  • Factory and warehouses Work
  • Performance, entertainment and talent management
  • Nursing/healthcare
  • Events/conventions/festivals

To create a temp agency that succeeds, think about how you can best serve the industries concentrated in your area or identify an area with a high concentration of the companies you want to work with. By focusing on your target market first, you can define the focus of your agency and build a company and brand that fit perfectly with this focus.

Create Your Brand

How to start a temporary staffing business that is set apart from other staffing agencies? Identifying and targeting specific markets will help your brand to stand out, but starting a staffing business can be highly competitive and you should develop a recognizable brand to give you an added edge.

The first assets you need are your name, logo, and website, as these will be the first introduction to your company that most potential clients will see. Make sure your company’s name stands out (but is still recognizable and appropriate), that your logo is eye catching and professional, and that your website is intuitive and clean. Additionally, develop a brand-voice that is confident, dependable, and invites communication with clients.

Prepare for Starting a Staffing Agency

Now that you’ve identified your focus and started to build your brand, it’s time to get into the nitty gritty of starting a staffing agency requirements.

Form Your Business

Once you have the preliminary footwork of identifying target markets for your staffing agency, developing a brand, and designing a site, it’s time to start your business.

  • Register your company’s name and apply for a business license with your state and your county/city if required.
  • Apply for an FEIN.
  • Open a bank account in your company’s name.
  • Research the OSHA requirements for your staffing agency and acquire all required posters and other required employee resources.
  • Trademark your company’s name and logo.
  • Identify an office space that meets your needs.
  • Make sure that you have filed all paperwork on a local, state and federal level.

If you have the resources, it may be a good idea to hire a core staff to help you with accounting and recruitment. If you are starting a staffing agency with no money, just be sure to check and double check that everything is above the board and following business guidelines in your area.

Find and Test Business and Recruiting Tools

To ensure your temp staffing agency is a success, you will need business and recruiting tools to manage client relationships and source the talented temps your agency depends on.

Loxo is an all in one recruitment platform that combines your ATS and CRM, letting you manage client and candidate relationships in the same place. Using AI, Loxo automatically sources the best temp talent in your area of focus and region, then populates their profile and contact information in your ATS. Essentially, Loxo does your sourcing for you, leaving you free to get to the other million items on the to-do list of a business founder.

Identify and Attract Temp Talent

One of the most attractive aspects of starting a staffing business is that, in addition to a lucrative business plan, it offers opportunities to temp talent to make an impression on the companies they’re working for. When recruiting talent for your agency, try to frame your outreach as an offering of mutually beneficial opportunity.

Good places to look for temp talent, outside of standard online listings, can include online groups for temp workers in your industry of focus, local college campuses, community resource centers, and a good old fashioned classified listing in your local paper.

Acquire Clientele

Acquiring the first clients of your temp agency should be done in tandem with your talent acquisition, to ensure that there is work to be done and people to do it when you launch. If you are starting local, the best way to go about acquiring new clients is researching companies in your area of focus that are likely to have need of your services and reaching out, or targeting them with advertising campaigns. Next, you should try searching local online and print listings for businesses with wanted ads and/or high turnover rates. Reach out to these businesses and ask whether they would be interested in contracting you to provide them with temporary staffing.

Just be sure that you have the right temp talent for the companies you are pursuing. If you are contacting event production or catering companies it may be for extra hands on larger events, for office-jobs or retailers it may be for interim labor or seasonal overflow. No matter what, be sure that you are clear on your rates and what you are bringing to the table in terms of qualified and dependable labor before sitting down with a business owner to sell a contract.

Maintain Operations

Once you have clients and talent for their temp needs, successful business operations are just a matter of keeping the wheels turning as you expand your client base. Be sure to check in regularly with your clients to ensure they are satisfied with the temp-workers you’ve hired. Make sure work is being performed in a timely manner and up to a standard that represents your agency in a positive light.

It can be difficult to start a temporary staffing agency, but if you make sure that you are prepared and ready to work hard to build up your business, it is an immensely lucrative pursuit and will provide a benefit to both businesses and workers in your community. Loxo is an all in one recruitment platform that helps you manage both the client and talent sides of your temp agency, combining your ATS and CRM to keep all of your business and talent relationships in one place. Powered by AI, Loxo’s sourcing automation finds the brightest temporary workers in your area and gathers their contact/profile info, leaving you free to run your business and find new clients.

To see how Loxo can be the bedrock of your new temp agency’s success, just schedule a demo here.

run recruiting event

Running an Effective Recruiting Event

Recruitment events are excellent ways for agencies to flex their creative muscles, bring a business community together, and design an engaging environment that sets them apart from competitors. Meeting candidates in person can show you what resumes can’t, and give clients a better idea of the potential hires they’re working with.

While recruiting events come in multiple forms, there are some common best practices and recruitment event tips to follow so you can host the best possible event.

Building Excitement in the Industry

The traditional recruiting event that accommodates rows of tables, fliers, and potential hires making their way from booth to booth isn’t a bad strategy by any means. In today’s business climate, however, there are more ways to engage and excite members of an industry, especially if you want to contend with extravagant and innovative competitors.

Hackathons, many of which were held during the recruitment events UK 2017, attract programmers, coders, engineers, developers, and tech companies in the spirit of competition and camaraderie. Programmers can show off their skills to the industry, and companies can get a first-hand-look at prospective clients going to work.

Themed expos allow companies and members of the industry to display their latest technologies, products, and other exciting services.This allows candidates to get a first-hand look at what companies are developing, and can help potential hires make better decisions on which businesses best fit their interests and qualifications.

Recruitment events should be proactive and engaging. They should elicit some buzz to the industry they’re representing. With a little imagination and forward thinking, recruiting agencies can provide the next big platform that everyone remembers well after the event ends.

More Than Just a Job Opportunity

Of course, recruiting events are ultimately about creating job opportunities. That doesn’t mean, however, that creating job opportunities needs to be the focal point of your event. Oftentimes, focusing on the elements outside of bolstering candidate and client acquisition can lead to greater long-term success.

Recruiting events, as highlighted in hackathons, can be candidate-focused and geared towards competition or other demonstrations of skill sets. They can be company or product-focused, introducing an expo like in the recruitment events london 2017. They can be educational, allotting time for influential figures and CEOs to give informative speeches on the industry.

Giving more than just a job opportunity promotes the industry and members of the community, and ensures that your event will be a memorable one.

Generating Interest, Connections, and Networking

So you’ve planned your great event. It’s fun, interactive, and engages everyone involved. The food is excellent, the speeches are inspiring, and the competitions are as spirited as ever. Everything’s going as planned, and you’re ready to give yourself a big pat on the back for a successful day.

Before you get ahead yourself and bring out the celebratory bottles, don’t forget that one of the major reasons for the event was to attract potential clients, candidates, and industry figures. Remember to walk around and mingle with your guests. Smile, shake hands, and exchange business cards with potential clients and candidates.

After the event is concluded, use what you’ve learned in your interactions to send personalized messages to potential clients and candidates. This way, you can keep the event focused on fun and let the business connection form naturally afterwards.  

How to Plan an Effective Recruiting Event

Now that we’ve covered elements of great recruiting events, you can use the following steps to plan a fun, memorable recruiting event of your own.

  • Create a plan: The first thing you need to do is create a plan, and make sure you’re doing this well ahead of time. The last thing you want is the event to start crumbling because of preventable obstacles, especially if you’ve put down a deposit or two. Your plan should include big-picture items and go down to the minute details that will make your event stand out. Sit down with your team (including decision makers from any company you are partnering with to throw the event) and discuss potential themes or the type of event you will be hosting. Think of how this event will represent your brand (and partner’s/client’s brand) and what kind of image you’re trying to communicate.
  • Set your budget: Next, determine how big your budget will be. It’s easier for recruitment events to get bigger than planned. Setting a budget early will give you an idea of what kind of event you can support and what your limits are.
  • Select a venue, date, and time: Once you’ve established your budget and type of event, select your venue. Find a location that best fits your desired plan, theme, budget, and schedule.
  • Logistics: Create a list of timelines, roles, and planning procedures. Consider a detailed layout of the venue. Will there be a photographer? What kind of foods and drinks will you provide? Assign roles and starting checking off items from a to-do list.
  • Marketing: Spread the word that your company is hosting a special event where clients can get face-time with industry leaders and potential candidates. Use all the tools in your marketing bag of tricks, and be sure that you’re reaching your intended audience. [Learn More: Recruitment Marketing]
  • Follow up: You had your event, it was a great success, and you’re all done now… right? Not exactly. Following up on new connections is just as important as hosting a great event. Reach out to promising clients and candidates to ensure you get the most out of your event and always personalize these messages when possible.

Recruitment Event Ideas/Examples

  • Hackathons
  • Expos
  • Competitions
  • Weekend Retreats
  • Expert Panels
  • Meet and Greets

Recruitment events can be a goldmine for developing new connections with clients and candidates, and strengthening connections you already have. These events can also be a focal point for the industry your firm serves and an opportunity to bring a large community together around shared interests.

Good communication with clients and candidates is essential for pulling off an effective recruitment event, and Loxo has these bases covered. Equipped with a complete marketing suite, Loxo’s all-in-one ATS+CRM is your home base for planning, promoting and executing successful recruitment events. To learn more about how Loxo helps you manage candidate and client communications, schedule a demo here.  

recruiting KPIs

KPIs for Effective Recruiting

In recruitment, there’s more to success than simply knowing your team is capable of filling every vacancy with new hires and, to get higher profile clients, you’ll have to prove it.  

Quality of candidates, suitability of clients, and other key metrics are all important factors to consider when creating an effective recruiting system and leveraging your success to engage new clients. This is where key performance indicators (KPI) an important role.

KPIs are effective ways to organize and assess company and individual recruiter performance, progress toward objectives, and probability of reaching strategic goals. Too often, however, organizations aimlessly adopt industry recognized KPIs and wonder why their indicators don’t reflect business performance or produce any constructive changes.

Knowing which key recruitment metrics to evaluate is just as important as evaluating metrics and benchmarks in the first place. Utilizing the top benchmark recruiting services, IT staffing benchmarks, and KPIs are vital to charting the success of any accomplished recruiting agency.  

Below are KPIs for effective recruiting that every firm should be tracking and leveraging when attempting to contract new clients.

Time to Hire

Time to hire is one of the easiest and most effective KPIs to measure. In short, time to hire is the time between when a candidate enters an application tracking system (ATS), to when they accept an offer. Because ATS tools make it easy to sort and rank job applications, it’s crucial that recruiting agencies take advantage of the easy-to-chart figures to assess their efficiency in hiring.

Time to hire is important for revealing potential problems in the hiring process of your recruitment firm or the hiring process of your clients. If it’s taking more than a few weeks or months to advance an offer, then it might be wise to consider how long it takes to screen and interview applicants. It may be an indication of delays in interviewing or hiring decisions made by managers. If it takes additional weeks or months for candidates to accept offers, clients may be presenting non-competitive offers or may not be communicating well in  offer negotiation.

While productivity and revenue are obvious concerns with a slow time to hire rate, it can also affect your firm’s brand and quality of hires, which also impacts your reputation with clients. In the time spent on screening or scheduling interviews, competitors could be taking advantage of the delay by extending offers to your high-quality candidate. This is why it is essential to monitor time to hire overall and in real time: to ensure that you don’t lose out on great talent that can easily be hired due to a process that drags on.

Quality of Hire

It’s not enough that recruiters provide clients with a sufficient amount of potential hires. In order to bolster company brand and return rates, quality of hires need to be maintained at a high level. How to evaluate quality of hires is more elusive than time to hire, but there are a few ways to evaluate this metric that can also be presented to win new clients.  

Reviewing performance and retention data is an efficient way to measure how well a candidate fits a client’s needs. If hiring managers and recruiters cull together candidates who have a history of leaving after a few months, then it might be possible that they’re screening for the wrong qualities.

Identifying where your recruiters are finding the best candidates can help agencies understand which candidates share the best traits and which screening methods help produce optimal results.

Once you’ve collected your quality of hire metrics through the performance figures of new hires and client satisfaction ratings, this KPI can be a goldmine for winning new business, especially for filling roles that you have a high rate of success with.

Offer Acceptance Rate

This is an easy and effective measurement of your talent acquisition strategies. An Offer Acceptance Rate (OAR) is the percentage of extended offers that are accepted.

OARs are solid metrics that indicate a team’s overall hiring effectiveness. Strong OARs reveal a robust pipeline of candidates, thorough interview processes, thoughtful candidate selections, and a competent understanding of what kind of candidates a specific hiring team is looking for.

Maintaining an authentic OAR system, however, is crucial in adequately evaluating acquisition strategies. The temptation to avoid documenting certain offers until pre-closing patterns are identified is appealing, but it turns the hiring process into a formality with little to learn from. Such practices can lead to an inflated OAR that reaches 100% but, as a result, trivializes potentially useful data and leaves you vulnerable to a plummeting OAR in the future.

Utilizing outside resources, such as a benchmark executive search or a benchmark temp agency, can help ensure clarity and consistency in the acquisition of stable KPIs.

Candidate Satisfaction

If a happy candidate makes a happy client, and a happy client makes a happy recruiter, then looking at candidate satisfaction is a good place to assess overall user experience.

Evaluating candidate satisfaction is integral to the long-term goal of expanding an agency’s candidate and client base. Knowing what is and isn’t working for candidates will ensure that your agency is competitive with other recruiters, up to date with the best job-search softwares, and continuing to meet the changing needs of your candidates.

Measurement of this metric, although sometimes tricky, comes in a few forms. Utilizing data from surveys is a solid method to measure candidate satisfaction on a large scale. A good strategy is creating your own surveys and comparing this feedback with the abundant survey data available to the public, demonstrating your performance compared to industry averages.

Reaching out to candidates effectively is important for gathering good data. Personalizing communications, as opposed to bulk messaging, should always be used.

To boost this metric, recruiters can present opportunities in a way that shows candidates how the role is right for them and how the role is a compromise from their ideal job. This honesty and openness will go a long way with building trust with candidates and driving high satisfaction. Another best practice for driving high satisfaction is being prompt in responding to candidate emails, requests, or concerns.

Positive candidate experiences translate to positive client experiences, which ultimately lead to long-term recruiting success, which can be leveraged with new clients and candidates alike.  

By tracking KPIs of individuals and for your firm overall,  you can optimize your firm’s recruitment process, leverage your success to win new clients and better match recruiters to the needs of these clients.

Loxo is an all-in-one recruitment platform that combines your ATS and CRM, making it easy to track both candidate and client metrics.

With automated sourcing powered by AI, you’ll be connected with the best candidates in your client’s industry and have the time to ensure your connection with them is strong and genuine. Additionally, Loxo’s reporting features make it easy to present key recruiting KPIs to new clients and instantly update current clients with status reports, driving greater client satisfaction.

To see how Loxo’s features support better candidate and client relationships and make it easy to leverage these metrics, you can schedule a demo here.

recruiting email templates

Email Templates for Recruiters

Email and InMail are the primary communication channels that you will use to begin and develop relationships with candidates, as well as manage candidates in the hiring process of your clients.

It’s essential for all emails you send candidates to be clear and courteous, leaving no room for misinterpretation.

You can use these email templates to help you save time when communicating with candidates at various stages of the talent lifecycle, and you can use Loxo to send these emails with our candidate marketing automation tools.

Candidate Email Marketing for Recruitment Agencies

Use these email templates when reaching out to candidates you want to recruit for your current openings and for candidates you want to form connections with for future roles.

LinkedIn Recruiter Email Template

Use this template to help you form connections with talented candidates through LinkedIn InMail, the most widely used platform for contacting passive candidates.

It’s important to be transparent with candidates, provide them value, and demonstrate that you are not just trying to shove them into a role you need to fill.You want to form a connection, so take some time to personalize their email in an effective way.

Hi [First Name],

Your profile caught my attention while I was searching for [Skill Set] experts.  

I was really impressed with the work you did for [Former Employer] and I think you will find the [Skill Set] work that [Client Company] is doing to be quite interesting!

If you think that a [Skill Set] role in the [Client Industry] Industry sounds interesting I’d love to tell you more about this opportunity.

[Job Description Link]

Just reply back with any questions you have or any times that work for a quick phone call.

Also please let me know if this role isn’t right for you and why. My goal is to better understand the kind of role you want to take on next in your career, whenever that may be.


[Your Name]


Candidate Referral Email Template

Candidate referral emails are effective because they give you a connection to candidates through their reference.

Before you reach out to referred candidates, be sure you understand the exact nature of their relationship to their reference, so you can sound authentic and more effectively leverage the connection your reference has with this candidate.


Hello [First Name]

I was working with [Reference] helping them [Recruiting Activity Performed for Reference], and they told me about your [Referred Candidate Role] experience.

I’ve worked with [Reference] for a while, and we’ve talked quite a bit about their career goals and what they want in their next job. This is where I like to start: learning what you want from your career so I’m not showing you jobs that you won’t be interested in.

Knowing what you want from your next job also helps me advise you on any job opportunities you come across, as I’ve seen quite a lot of [Referred Candidate Role] opportunities this year.

Right now, I’m working with a [Client Company Industry] company doing [Client Company Focus] work, and I think it could be a good match for you: [Link to Job Ad].

If you are interested in this opportunity, just let me know and I can get you set up with an interview, because of how highly you come recommended by [Reference].

If this [Referred Candidate Role] opportunity isn’t right for you, just let me know how this role isn’t right so I can show you opportunities you will find interesting.


[Your Name]


Confirmation Email Templates for Job Interviews

Use these email templates to confirm the best time for candidates to interview and to provide candidates with information to help them perform well in their interviews.

Interview Email Schedule to Candidate

Use this interview to send candidates a link to your Interview Calendar, so they can choose the time that works best for them, or inform you that they need to schedule an alternate time.

Hello [First Name],

I’m happy to inform you that interviews for the [Open Job] role will begin soon!

The first week of [Interviews Type (Phone Interviews, Initial Interviews, etc.)] will be [Start Date - End Date] and will resume between [Start Date - End Date].

Follow this link to our Interview Calendar so that you can select the interview date and time that works best for you.

[Interview Calendar Link]

If none of the provided dates and times work for your schedule, please let me know so that we can accommodate you.


[Your Name]


Interview Confirmation Email

Use this email template as your automated response triggered by candidates choosing an interview time on your Interview Calendar.


Hello [First Name],

Thank you for selecting your interview date in our Interview Calendar!

Your [Interview Type (Phone, Initial, etc.)] is scheduled for [Interview Date] at [ Interview Time].

We will be sending you an interview overview email in the meantime so that you can become familiar with the people you will be interviewing with.

Thank you,

[Your Name]


Interviews Overview Email

This email should be sent the week prior to a candidate's scheduled email, to help them feel prepared for their interview and to become familiar with their interviewers.


Hello [First Name]

We’re excited to learn more about your [Skill Set] experience and get to know you a bit better in the process.

We want you to succeed in your interview, so here are the people you will be interviewing with and some background on what they do for [Client Company].

This interview does not require you to bring any tools or supplies, but you will be asked to complete technical questions during the interview. We’ve included some sample interview questions below as well.

Interviewer 1

[Interviewer Name] [Interviewer Role]

[Short Overview of Interviewer Responsibilities]

[Short Overview of Interviewer Relationship to Open Job]

Interviewer 2

[Interviewer Name] [Interviewer Role]

[Short Overview of Interviewer Responsibilities]

[Short Overview of Interviewer Relationship to Open Job]

General Interview Question Sample

Technical Interview Question Sample



Interview Update Email Templates

Use these email templates to update candidates about changes in the interview process, to ensure that all candidates are properly managed and don’t get a bad impression of you or your client’s company.  

Interview Update Email: Applicant Requesting Reschedule

Use this template to reply to candidates who need to reschedule their interview because of a schedule conflict.


Hello [Firstname],

Sorry you won’t be able to attend your interview scheduled for [Scheduled Date and Time], thank you for letting us know in advance.

Here is a link to our Interview Calendar. Interview Calendar Link

Most of the interview times have been booked already, but the following dates are still available.

[Interview Date 1]

[Interview Time 1]

[Interview Time 2]

[Interview Time 3]

[Interview Date 2]

[Interview Time 1]

[Interview Time 2]

[Interview Time 3]

If these dates and times do not work for your schedule, please reply with an alternate date and time so we can try to accommodate you.

Thank you,

[Your Name]


Interview Update Email: Requesting Reschedule from Applicant

Use this template when you need to reschedule a candidate’s interview. To ensure that all candidates have an equal opportunity in the interview process, this email states that no further hiring decisions will be made until all candidates have had a makeup interview.


Hello [First Name],

I’m sorry for the inconvenience, but your interview scheduled for [Interview Date] needs to be rescheduled due to [Reason for Reschedule].

No applicants will be advanced in the hiring process until you and other applicants being asked to rescheduled have been interviewed, to ensure fairness for you and all other candidates.

Here’s a link to our Interview Calendar so you can reschedule your interview between [Start Date - End Date] or Start Date - End Date].

[Link to Interview Calendar]

Please let me know if you cannot make it to an interview in the dates and times provided in our calendar, so we can accommodate your schedule.

Thank you,

[Your Name]


Interview Feedback Comments Update Email

Use this email template to update candidates on their performance in interviews with feedback from their interviewers. This keeps talented candidates engaged in the interview process and shows all candidates where they have performed well in interviews so far.

Hello [Firstname],

We were really impressed by your interview on [Interview Date] and look forward to seeing you in your next interview on [Next Interview Date].

I’ve included some of the comments the interview team passed on to me and some questions that they had following your interview.

I will be sending you a link to schedule your next interview this week.

[Interviewer 1] - [Interviewer 1 Role]

[Interviewer 1 Complement / Comment]

[Interviewer 1 Question]


[Interviewer 2] - [Interviewer 2 Role]

[Interviewer 2 Complement / Comment]

[Interviewer 2 Question]


Interview Status Email

Use this email template to inform candidates that they will not be getting the job they have been interviewing for.

Hello [First Name],

Thank you for taking the time to interview for the [Interviewing Role] position. I regret to inform you that you will not be advancing further in the interview process.

We appreciate your efforts in the interviews you have taken part in and, if you want to be informed about future [Job Type] interviews at [Client Company], please let me know.

Thank you again for your time,

[Your Name]


Email to Cancel Interview

Use this email to cancel interviews that have been scheduled with a candidate when there will be no re-scheduling of this candidate.

It is crucial that all candidates are given equal consideration for roles, so be sure that you aren’t cancelling an interview with a candidate for legally groundless or illegal reasons.  


Hello [First Name],

I’m sorry to inform you that your interview scheduled for [Interview Date] has been cancelled.

We have cancelled this interview because [Reason for Cancellation (You already made a hire, the role has been eliminated in a recent restructuring of the company, the candidate did not complete an interview requirement. etc.)]

We apologize for any inconvenience this has caused you.

(Include the following lines if the candidate is eligible for future roles.)

We hire for [Job Title] Positions frequently, however and we would like to keep you updated for our next opening because we think your skills would be a great addition to our team.

Please let me know if you would like us to keep you on file for future openings.

Thank you,

[Your Name]


When the time comes to send out your recruitment and candidate management emails, Loxo makes it easy to manage candidate email communications with our built-in recruitment marketing automation suite.

By automating emails and using Loxo’s chrome extension to connect on LinkedIn and other channels, you can send more personalized email more easily.To see how Loxo levels up your candidate email activities, you can schedule a demo here.

social media recruiting

Social Media and Recruiting: Everything You Need to Know

Social media can be one of the most effective recruiting tools at your disposal, but social recruiting isn’t automatically going to deliver great results.

To get the benefits that social media can offer your recruiting, you need to use these tools strategically, understand your audience on each social platform and use good social media etiquette when talking with candidates.

These social recruiting trends should demonstrate the importance of using these tools in your recruiting process:

  • 94% of recruiters use or plan to use social media in their recruiting this year.
  • 69% of candidates would not take a job at a company with a bad reputation (your social media reputation is your actual reputation).
  • 73% of millennials found their last position through a social media platform.

By using best practices for developing candidate relationships and social media sourcing strategies in this post, you can tap into the ever-expanding use of social media, and use these platforms to great effect in your recruiting.

Creating and Using Your Social Recruiting Profiles

The recruiting profiles that you use when reaching out to candidates need to be highly professional, but they should not lack personality. When you appear in a candidate’s inbox, you want to be recognized as a recruiter, but not easily dismissed as “just another recruiter.”

Your profile on each of the social recruiting sites you use should be tailored to the primary use of the social network (sharing images on Instagram vs. sharing industry articles on LinkedIn), and the candidates you hope to reach on this social network.

Here are some pointers for the top social networks:

LinkedIn - Known as the professional social network, LinkedIn is one of the best social networking sites for recruitment  because A) people display their entire careers on LinkedIn and B) people create LI profiles to network for job opportunities and to be contacted by recruiters. Your LinkedIn profile picture should be of you dressed like you would at an industry event: not so formal that you stand out, but definitely nicely dressed and appropriate for the crowd.

Facebook - Your Facebook profile should not be as formal as your LinkedIn profile, but you should still look professional. Joining industry, job or skill set specific groups can be a great way to connect with talent. Additionally, Facebook Jobs (Facebook’s job board platform) will be a great candidate source to leverage in recruitment projects for your clients.  

Instagram - Though this social network is less often associated with recruitment, Instagram is used heavily by millennial professionals and creatives in particular. Becoming popular on instagram can make the career of designers and other creatives, and contacting a talented digital artist through this network can be a great way to get their attention.

Twitter - Twitter is all about what’s trending and its 280 character format can be a great way to generate interest in your jobs. The profile you create should be named something like “Your_Name_YourRecruitingFirm,” so that people interested by your tweets know they’re looking in the right place for a job. Keep your tweets short and snappy, and use hashtags popular in your client’s industry for a chance to go viral when sharing job descriptions on twitter.

Here are some general guidelines for creating your social network recruiting profiles on different social networks.

  • Consider the industries you recruit for when choosing your profile pictures.
  • Find out which social media platforms are used most heavily in your industry.
  • Research which social networks will be most effective for recruiting candidates for various roles, seniority levels, skill sets, etc.
  • Find online forums that correspond with popular professional groups on social media.
  • Join groups on social platforms that talented candidates and fans of your clients have joined.  

Client Employer Brand and Social Media

Most candidates will research your client’s company on their favorite social platforms to evaluate their “employer brand,” or the work experience they can expect when joining the company. Because social media is so influential to candidates researching your clients, your clients need to have current content on each social profile that positively portrays their employer brand.

Here’s what candidates need to see in order to decide that your client’s company is a great place to work:

  • There need to be pictures showing what it’s like to work for your client’s company (office space, facilities, office building, company outings, etc.).
  • There need to be stories shared by employees about how great it is to work for your client’s company (video will engage more viewers).
  • There need to be positive experiences shared online by former and current employees.
  • There need to be positive feedback on professional networks like the company’s LinkedIn and Glassdoor profiles.
  • It should be easy to find your client company’s career page from any social profile.

With all of this content in place, it will be easy for candidates who see your client’s job description to research the company on social media and decide they want to work there.

Using Client Social Platforms and Social Content

The better supported you are by your client’s social media team, the more successful your social media recruiting efforts will be.

Always coordinate with your client’s social media manager to promote your job opening and to post content that will be enthusiastically received by candidates in your client’s industry.

For example, by learning which posts have received the most engagement from your target audience, you know what kind of content will help you get the interest of qualified candidates.

Your client’s social team will undoubtedly be posting the job description for your client’s open jobs, and sharing these posts using your recruitment profiles is a great way to expand the reach of these posts even further and monitor their popularity.  

Here are some best practices for coordinating with your client’s social team:

  • Always coordinate with client social media experts to learn about their social strategy and the content they post that is most popular.
  • Always consult with client social media experts to ensure your social promotion of their job opportunities is in-line with ongoing social marketing activities and correct for their target audience.
  • Always emulate and incorporate the brand and employer brand of your clients, but do so subtly and never as a cheap imitation of their own social recruiting efforts (this makes both of you look bad).

While you should never try and replicate the brand voice used by your clients on social media (this is often heavily managed), your tone should be similar enough to appeal to the target audience of your clients: the people they want to recruit.

For example, when recruiting for a game studio, your Twitter post should be similar to their internal promotion of an open QA job, but your promotion should be the “recruiter version” of their brand voice. This way, you can attract the interest of the kind of candidates they are looking for, and expose candidates to a post from the company that is even more in line with their interests than your introduction to the opportunity.

Here’s how your post can emulate a job promotion post from your game studio client:

@GameWorldJobs - Do you have the courage to face runtime bugs and other denizens of our QA cavern? GameWorld is hiring QA engineers for projects like Dragonworld 2 and we need your swords, arrows and enchantments in our intrepid QA team, who love playing RPGs as much as they love making them jobdescriptionlink

@Patricia_Davies_ABCRecruiting - Ever wanted to join a team that loves playing RPGs as much as they love working on them? This opening at GameWorld could be for you... linktoclientpost

By emulating the brand voice of clients, but not trying to copy it, you can attract the kind of candidates your clients want for their open job. By linking to your client’s posts promoting the job, candidates can see that your client’s company is the kind of place they want to work.

Understanding Your Audience on Each Social Network

People use different social networks for different reasons, and you should understand the audience of your clients on each social network you use for social recruitment. This way, you can get more interest for your client’s job openings.

For example, by looking at the profiles of professionals who have commented on your client’s page or liked their posts, you can see what professional and industry groups these highly engaged fans of your client’s company belong to. Then, by joining these groups, you can:

  1. See what kind of social content is enjoyed by and is being shared by people who are active fans of your clients.
  2. Learn what topics and professional concerns are top-of-mind for this highly engaged demographic.
  3. Get access to professional groups likely to contain people who would be highly interested in the job you are promoting.

You should also understand the general audience demographics you are reaching on each social network. For example, while you will find a broad demographic range when viewing Facebook users who have liked your client’s company, you will typically find a much younger demographic when viewing Instagram fans of your client on Instagram.

Here are some questions that will help you when researching your client's target audience on social networks:

  • Which posts by your client have gotten the most positive attention? What kind of content did they post?
  • Which of the people who have liked or commented on your client’s page seem to be of the right skill/experience level to be considered a good candidate?
  • Which online industry/professional/job/skill groups are these potential candidates part of? What is top-of-mind for people in these online groups? What are they talking about? What are they posting? What are popular and unpopular opinions in these groups?
  • What other pages and companies are being followed by your client’s followers?

Social Media Recruiting Tools

Social recruiting tools are tools created to help recruiters get the most out of their time invested in using social networks for recruiting. By investing in social media tools, you can level up your ability to discover and source candidates on social networks, but you should be sure that you’re choosing the right social recruiting tools for your needs.

You should use social recruiting tools that:

  • Save time while researching candidates on social platforms.
  • Help you uncover great candidates throughout one or multiple social networks.
  • Easily extract information from social networks to your ATS.
  • Give you tools to enhance communications with candidates on social networks.

Here are some social media recruiting platforms that are proven to deliver results:

LinkedIn Recruiter - LinkedIn Recruiter is one of the most popular social media recruiting platforms, giving recruiters advanced filters and suggestions for candidates based on their skills and “signals” that these candidates are more open to job opportunities. The social recruiting platform also allows you to monitor top candidates for updates to their profiles, allowing you to reach out at the perfect time. This LinkedIn social crm for dummies is frequently used by social media staffing agencies, for example a social media agency in New York.

Loxo -  Loxo is an all in one recruitment platform that has features of the best social recruiting software, allowing you to source from multiple social networks and post job openings to the social networks used most heavily by your target candidates. Powered by AI, Loxo takes your social media sourcing to the next level by searching social networks for the high quality candidates you’re looking for, then automatically sourcing them into Loxo’s ATS and collecting their contact info and social profiles.

To see how Loxo can boost the results of your social media sourcing and your recruiting efforts,  you can schedule a demo here.

interviewing for cultural fit

Interview Questions: Cultural Fit

You need hires who are highly skilled, but you also need hires who are a good culture fit with your company and the team they will join.

Evaluating the skills and experience that a candidate possesses will show you if they can do the job, but evaluating cultural fit will show you if they will enjoy doing the job and find meaning in it. And, in some ways, this is more important.

A new hire with a skill gap can be caught-up by a few weeks or months of training, but a candidate who does not feel a fit with your company or their team is destined to be disengaged or even a detractor from the workplace experience of those around them.

Hires who do not feel a culture fit will quit, no matter how much they’re being paid.

Hires who do feel a culture fit will come to work with a good attitude, engage with their teams and strive to improve their work as well as their working environment.

You can use our cultural interview questions and answers to see if candidates will feel a cultural fit with your company and the team they would join, or the company you are recruiting for.  


Cultural Fit Interview Questions: Candidate Preferred Company/Team Culture


Before you tell a candidate about your company’s culture, you should ask them questions about the company cultures that they have enjoyed the most and been the most successful in.

If you start by telling a candidate everything about your culture, they may change their answers to match your company’s work environment, which doesn’t help anyone.

These questions will show you the kinds company cultures that the candidate thrives in and the kinds of cultures that aren’t a good fit for the candidate.

General Company Culture Questions

  • What aspects of your job make you most excited to start your workday?
  • Do you work better when self-directed or at the direction of others?
  • What kind of work environment helps you do your best work and helps you feel comfortable at work?
  • What would the company culture be like at your dream job?
  • What are the red flags that you look for when evaluating a company’s culture?
  • What are some principals, policies or attitudes that should be part of every company’s culture?
  • What do you think a successful company culture looks like?
  • What do you need from your manager in order to succeed in your role?
  • Have you ever enjoyed working for a company but felt like there wasn’t a good fit between you and the company’s culture? Why do you think this gap existed?
  • What do you need from a company’s culture in order to work effectively? What do you need in your department’s or team’s culture to work effectively?
  • How important is it for a company’s mission, values and work to align with your interests?
  • Do you tend to befriend people at work or just “keep things friendly” without forming deeper bonds of friendship?
  • What expectations do you have for managers and senior leaders for their role in the company’s culture?

Work History Culture Questions

  • Describe the workplace culture at the last company you worked for.
    • What about this culture helped you to excel, feel supported and enjoy your work environment?
    • What aspects of your previous employer’s company culture got in the way of doing your work, feeling supported at work or enjoying your work environment?
  • Describe the culture and work environment of the department you worked in at your last employer.
    • How did your department’s culture differ from the culture of your company? Did you ever see these two cultures clashing?
    • What aspects of the department’s culture helped you to do effective work and enjoy your work environment? Which aspects detracted from your work or your enjoyment of the work environment?
    • How could your department’s culture have been more supportive of you and your work?
  • Describe the culture and work environment of the last team you worked in.
    • Which aspects of the team’s culture helped you do great work and helped you to enjoy your work environment? Which aspects did not help you?
    • How was your team different from and similar to other teams in your department?
    • What was the general tone of interactions that you had while in this team? How did this help or hurt your enjoyment of work and your performance?
    • How could this team’s culture have been improved to better support your work and your comfort levels while working in this team?
  • Describe the company culture that you enjoyed being a part of the most in your career.
    • How did this company culture help you to excell in your work?
    • How did the company support you and the work you were doing? How did your team support you and your work? How did your manager?
    • How did the company culture help you to enjoy your work environment and feel comfortable at your job?
  • Describe the company culture that you enjoyed the least or that interfered with your work the most.
    • Why did you have such a negative experience with the company’s culture?
    • Were the cultural problems pervasive or due to a group of bad actors?
    • What aspects of this company’s culture were the most disruptive to your work?
    • Have you ever enjoyed working for a company, but felt disruptions to your work that were caused by the company’s culture?
  • Describe a team with a culture that you felt was successful and that helped you do your best work.
    • What aspects of this teams culture would you say are absolutely necessary for any team to have?
    • What aspects of this team’s culture could be improved?
    • How did your team’s culture differ from the culture in your department? What was better about your team’s culture and what was worse?

Cultural Fit Interview Questions: Assessing Fit with Your Company

Now that you know more about company cultures that have been a good fit for the candidate, ask questions that reveal their attitudes about your company’s core cultural principals.

For example, if your company values employees who are willing to help their co-workers when they get stuck, you do not want to hire people who are unwilling to help their peers.

Before you select these questions for your interview or create your own, ask people in your company about their experiences with your company’s culture and what they believe to be the defining traits of your culture. This way, your cultural interview questions are more likely to show you which candidates will feel a strong fit with your company.

Questions to Test Fit With Your Company’s Culture

  • What have you noticed about the cultures of companies in our industry? What are your favorite parts of these cultural similarities and your least favorite parts? What do you wish was different about our industry’s culture?
  • What aspects of our company’s mission, our values and our work do you identify with the most and the least?
  • How closely does the work that we do here align with your interests?
  • What changes in our industry are you most excited about and which changes are causing you to worry?
  • What is a manager’s role in a company’s culture? How should managers be an extension of a company’s culture?
  • If you were packing up to leave and your manager assigned you a task, how would you react?
  • What is your ideal work-life balance and what policies have helped you achieve this balance in past roles?
  • Do you believe it’s important to help co-workers when they need help or do you think these people should be more self sufficient?
  • Are you more effective as a self-directed learner or do you learn better from instruction?

Team Culture Questions

  • How would you describe the role that you most often play when working in a team?
  • How would you describe the general tone of your interactions with teammates? Why do you think this is the case?
  • How do you speak about clients and customers to your co-workers when these clients or customers are being frustrating?
  • What management style do you respond best to?
  • What management styles do you think are ineffective or get in the way of your work?
  • Do you feel that teammates should always help each other when someone is stuck or experiencing difficulty?
  • If you went out to eat with your team, what would they learn about you?
  • What have been the most effective team building exercises you’ve ever participated in? Which team building exercises have been the least effective?
  • If you were asked to receive training in a skill that you already know well, how would you react?
  • If you were asked to offer assistance to a colleague who was struggling to meet performance standards, how would you react?
  • If you were working with a colleague who is acting different from their usual behavior, how would you manage this situation?
  • If you were to accept this job, what would you want from your team members to help you start on the right foot? Is there anything you wouldn’t want your team members to do?
  • Here is an overview of the team that you would join if hired for this role. What is your initial reaction to this kind of team environment? What makes you excited to join this team and what makes you cautious?

Diversity and Cultural Fit

You’re looking for people who fit well with your company with these cultural fit interview questions and answers, but you should always emphasize diversity when hiring.

Beyond the ethical and legal obligations of creating a diverse workplace, having too few points of view will always leave an organization vulnerable to short sightedness or even blindness.

Diverse companies draw on the many backgrounds, experiences and viewpoints of their employees to outperform monoculture companies, which lack diversity in backgrounds, experiences and viewpoints.

Loxo helps recruiters identify cultural fit for their clients by providing unparalleled sourcing abilities powered by AI and tools to enable easier communications with candidates. The more you know about candidates, the better equipped you are to connect them to companies with cultures that they will thrive in.  

To learn more about how Loxo helps recruiters assess the culture fit factors of candidates, schedule a demo here.