Recruiters finding tech talent

Tech Talent Statistics and a Hiring Guide

Everybody knows hiring tech talent is hard. The race to get to talent is on, and those with aggressive hiring goals are scrambling to get to candidates. The unique aspect of tech talent is that companies lack innovation and creativity without them, negatively impacting their bottom line. So the question stands, what can HR professionals and recruiters worldwide do to ensure they meet their hiring targets? This article will dive into the challenges, the top hiring stats and teach how to hire the best tech talent in this ever-changing recruitment landscape. 

Challenges of Hiring Technical Talent

Hiring tech talent is a struggle for all companies and HR professionals. According to Indeed's survey, 86% of the respondents in a study accounting for every nine out of 10 companies say they are struggling with this. The challenges they face are as follows:

  • There is a shortage of talent in general.
  • The landscape and technology are always evolving and finding someone who can remain up-to-date with their skillset.
  • The candidate wants a too high of a salary & benefits since they are in high demand. 
  • Competitors are getting to talent first, making it harder to make a placement. 
  • The suitable candidates are not in your geographical area, solved by remote working, but it is not yet efficient.

Technical and Developer Statistics

The top hiring statistics in the world right now are:

  1. Stack Overflow Developer Survey in 2019 shows that only 6.4% of developers are unemployed and looking for a job among the 90,000 population surveyed.
  2. From the Indeed survey mentioned above, 86% of companies say they find it challenging to hire technical talent, whereas 36% of the same population say it is complicated to find technical skills.
  3. The Bureau of Labor Statistics predicts that by 2028, the need to hire software developers will increase by 21%.
  4. Stack Overflow Research found out that 73% of developers are interested in looking for new job opportunities.
  5. Codility reports that 55% of developers feel that professional development is more critical when choosing an employer. Salary seekers were second at 52% of the reasons for selecting an employer, and third place at 43% was an opportunity to work on exciting projects.
  6. Dice carried out a survey and found that most tech job seekers are looking for two things: excellent healthcare benefits and the ability to work remotely.

How to Attract Great Tech Talent

Around 70% of today's workforce is not actively looking for new employment, tech talent is no exception. Currently, many of the top performers have positions and are not looking to make any changes. Subsequently, this leaves the recruitment firm responsible for attracting them to their clients. Here are some tips for attracting the talent your clients need. 

  • Understand the skills you want: tech positions are varied, and you need to be very specific about the skills and experience you require from the tech employee. After that, craft a well-detailed job description and use it for fishing for the right person.
  • Understand our candidate: You can find the right talent you need by understanding who they are and what they are looking for. You need to know who the ideal candidate is to guide you into convincing them to join your organization.
  • Know your tech talents' goals and motivations: Hiring is two-sided. Also, Ensure you understand what your candidate wants to be sure if you can offer them or not. 

Automate Your Hiring Process and Uncover Talent Before the Competition

Loxo, is revolutionizing the way recruitment firms find and place tech talent, with half a billion people within our candidate database, we ensure to help you find the perfect fit candidate in half the time. Moreover, you can simply enrich your candidate's personal contact information to get in touch with them directly. Lastly, you can drop them into a quick recruitment cadence that is multichannel for the best results.


Learn more about how we are helping our clients place tech talent and more!

office workers tossing face masks during post-pandemic

Recruiting in a Post-Pandemic World: Heres what to Expect

Recruiting in a Post-Pandemic World: What to Expect

There's no sugarcoating it; COVID-19 has changed the way we live our lives! But what can we expect in recruiting in a post-pandemic world?

In the beginning, it was hard to see the Brightside and the good that could come out of this, but as the months went by and "normal life" started resuming, we could finally see the light at the end of the tunnel. 

Aren't we all so thankful to feel the economy's pulse again? Thanks to vaccine rollouts, we are starting to see the job market stabilize again. But the way candidates and jobseekers view work has changed drastically in this post-pandemic (if we can call it that) era. 

Employees got a taste of what work-life means when they are not forced to be in the office or commute for 1.5 hours one way on a stuffy bus to get to work. Workers were to complete their day-to-day tasks from home, showing them they didn't need to be in the office to get things done as long as there was a solid internet connection. Things can still move forward without face-to-face interviews, and people enjoy the freedom of working from home. 

What does this mean for recruitment processes in the post-pandemic world? Let's dig in!

Recruitment Habits Adopted During the Pandemic that Aren't Going Anywhere.

As we all know, the recruitment space is ever-changing and adopting new screening, interviewing, and sourcing for candidates. But this is the first time in history that some of the more traditional aspects of recruitment had to change altogether. If you have spent your entire career recruiting, you most likely feel like a whirlwind of change has hit you, and you are not wrong. Many of the changes are most likely here to stay, even if it becomes more of a hybrid of in-person and virtual!

Take, for example, the heavy reliance on virtual interviewing and remote work. If you look at it from the pre-pandemic world, it sounds preposterous that all interviews would be conducted remotely. How do you gauge a person's excitement if you cannot read their body language in an interview? How can you tell their professionalism if there's a chance they are wearing sweatpants with their button-down shirt? If you hire somebody to work remotely, can you trust them to adhere to the 9 to 5 working schedule so they can rightfully earn their pay?

The truth is you can't, and it may make you feel out of control. However, remote work and virtual interviewing are here to stay. Employers are already having a hard time getting their employees to go back to the office. Like Bloomberg says, people aren't ready to give up remote work and processes just yet. They'd rather just quit. 

Benefits of Virtual Interviewing

Although the vast adoption of virtual interviewing began as a counter-crisis measure, it brought some hidden benefits to the fore. Here's what you stand to gain.

Virtual interviews eliminate traveling hassles. It's strenuous for candidates to move back and forth from one interview session to another. Virtual screenings save the candidates and the interviewer the time and money used in travel.

  • It takes much less time and effort to schedule interviews. You only need to schedule an online meeting, and rescheduling is easy if anything comes up. On-site reschedules disrupt more than the people who are directly involved.
  • You get to choose interviewers based on time and expertise rather than locations.
  • You don't have to arrange for on-premise protocols like badges and security approvals.

The idea with virtual interviews is not to move the entire recruitment process online. The last bits of the discussion will be face-to-face, while most parts of the interview remain virtual.

The Benefits of Remote Work

If you thought online interviewing was convenient, working from home has proven to be too beneficial to give up, and it could help boost your talent acquisition and retention strategy.

It turns out a healthy chunk of your employees won't like it very much if you tell them they need to get back to the office. According to the same Bloomberg article, 39% of them are ready to quit if they choose that route, and the figure goes up 10% among the millennials and Gen Zers in your team.

It's not hard to imagine why they won't give it up. Except for skipping subway discomforts, traffic, and commute times –depending on how they get to the office –about 33% of remote work lovers interviewed said they save up to $5000 annually.

There's more: remote workers limit exposure to COVID-19 way more than their counterparts who work from the office. Other than that, they get to be around their family and pets more and multitask to take care of their kids. These perks may be why 70% of America's workforce will work remotely by 2025.

Why Employers Should Be Open to the Remote Work Package 

It may sound like the work-from-home idea was solely meant to cater to employee needs. Well, it may not be such a bad idea to make it part of the work package in the post-pandemic world.

Employees have been quitting at a 2.7% rate in 2021 -the worst this country has seen since 2000, and remote work has everything to do with it. It's like employees are saying, 'it's nothing personal, but I can't afford to be inflexible, and work remote allows employees that flexibility.'

With that said, it's time for recruiters to gravitate more toward ensuring that the job market is candidate-driven.

How? Feeding the need for flexibility among candidates, including working from home, allows candidates to gain an advantage in the hiring process and a robust recruiting strategy. These things are required if organizations are to meet their hiring and staffing needs.

 What Should Employers Expect at Interviews as Organizations Open Up?

The future of recruitment is not remote or onsite either-it's hybrid. Recruitment in a post-pandemic world will have candidates that expect the following.

  • A hybrid work package. Although remote work has worked tremendously for some employees and organizations, some believe in-person work is also essential. A hybrid offer will help attract top talent with different views.
  • Job candidates will repossess their power in recruitment processes. Job seekers had to take whatever the package had during the pandemic. As the tide changes, job seekers have more say about what they want.
  • Video interviews for most of the interviewing process. By now, everybody knows that an online interview is more efficient than traveling for interviews. Top talent will be more open to being interviewed online than traveling as the recruitment process draws to a close.

In Summary 

Granted, the pandemic-induced changes in how we recruit employees won't be the last ones we see -but change is the nature of the world. It's better to move with it, especially when the benefits are glaringly apparent. Plus, there's always a host of intelligent tools you can use to hire the clever way. You can get the best AI and machine learning hiring tools at Loxo. Contact us today to learn more.

Best Books for recruiters in 2021

Books for Recruiters, Must-Read List for 2021

If readers are leaders, then those who recruit leaders certainly are no exception. Setting aside time every day to read books will give you a competitive edge and help you refine your skills. Stay at the top of your game, and check out the latest trends with these must-reads books for top recruiters in 2021.

A Guide to Diversity Talent Sourcing

Companies with diverse leadership teams report a higher percentage of innovation revenue than ones that are not diverse. Companies with a diverse workforce have 19% more revenue than their non-diverse competition. 

Jonathan Kidder's A Guide to Diversity Talent Sourcing: How to Attract and Hire Diverse Candidates Using Boolean Strings and Tools Online is an excellent tool for developing a Diversity Talent Sourcing Strategy. With this book, you can learn strategies to help meet Diversity and Inclusion goals intelligently and effectively. 

With our world growing smaller than ever and diverse teams bringing added benefits to the markets, this book is an absolute must-read for recruiters in 2021 to remain ahead of the curve. 

Full Stack Recruiter

When you're trying to level up in recruiting, who better to learn from than a professional?

In Full Stack Recruiter: New Secrets Revealed, author Jan Tegze brings new and updated material to his previous offering, Full Stack Recruiter: The Modern Recruiter's Guide. As a top recruiter and a sourcer, Tegze speaks from a wealth of knowledge and personal experience. This book isn't just a theory: it is a practical guide to show you how to put an idea into practice. 

Learn best practices and how to succeed in today's recruitment industry, take what you need, and put it into practice in your career. 

Think Again

Sometimes we focus more on what we do know than what we don't. And that can be a big mistake, especially in the recruitment space. This industry is continuously evolving, and the modern recruiter has to roll with the punches. 

Adam Grant's Think Again: The Power of Knowing What You Don't Know helps you push past intelligence plateaus, rethink past assumptions, unlearn misconceptions, and move forward in new ways. 

Written by a behavioral psychologist, Think Again gets at the root of why people get entrenched in their behavior and gives readers tools and techniques to grow and change.

If you're going to keep progressing as a recruiter, it's helpful to take time to reexamine and relearn by literally thinking again.

How to Spot a Liar

Lying can wreak havoc on the recruiting process.

In How to Spot a Liar: Why People Don't Tell the Truth...and How You Can Catch ThemGregory Hartley and Maryann Karinch delve into the psychology of why people lie.

Who needs How to Spot a Liar? Anyone who relies on interpersonal interactions every day and people who work with others regularly, so almost everyone! Also, If you want to become just a bit more aware, in business, in life, even at the poker table!

That list includes recruiters. 

This book will help recruiters read people better and make better hiring decisions overall.   


Moneyball: The Art of Winning an Unfair Game, by Michael Lewis, is a rare book that becomes a household name.

Though non-fiction, it follows the narrative of the Oakland Athletics baseball team under general manager Billy Beane. However, because Oakland had a comparatively small budget, they had to re-evaluate their recruitment strategy to win major leagues.

For recruiters, Moneyball is a masterclass in flipping the script on conventional wisdom and pre-existing systems. Moneyball is on the top list for excellent books for recruiters and is a must-read for any recruiter.

Check out our website or our blog page for more recourses for recruiters.

Recruiters working together to improve recruiting automation

Recruiting Automation Tips

Your Applicant tracking system can decide whether or not your recruitment team is successful. Improving your ATS quality and effectiveness will help you source and recruit competent and qualified candidates. Here are some essential tips to help improve your recruiting automation within your ATS to help save you time and help you focus on what matters, placing candidates. 

Make sure your ATS has an Intuitive Interface.

An applicant tracking system needs to have everything recruiters need to manage and organize their candidate pipelines. The easier the system is to use, the easier it will be to automate your current mundane tasks. Furthermore, while there is always a learning curve with new software, it will all be worth it when you start to see the return on investment. Finding an applicant tracking system with an intuitive interface is necessary to cut this learning curve down to a minimum and optimize recruiting automation. A user-friendly ATS ensures users can understand how the system works with little effort. 

Automate Personalized Emails

Many organizations find that writing personal emails to every candidate is very time-consuming and difficult. However, writing emails that start with "Dear Candidate" indicates failed candidate communication. You can easily automate your ATS to send emails with actual candidates' names, job posts applied for, and the company name. Undeniably, it would help if you also did this for other follow-up messages, such as "thank you" and "we'll get back to you soon." 

Automate Candidate Matching and Ranking

It is common for recruitment firms to have large databases to pull candidates from. Having a system that parses through all of your candidate records to find the top matches for your open position will save you the time of manually going through every one of them. Automated candidate matching will allow recruiters to improve other parts of the recruitment process to lower their hiring time. Also, Automation will enable candidates to be sourced more quickly while avoiding unconscious bias. Remember, when you automate your sourcing process, you'll be able to rank and filter candidates equitably and fairly. 

Look for Opportunities to Automate Recruiting Efforts

After evaluating your process end-to-end, it would be best to look for opportunities to improve recruiting automation in your ATS. Your ATS should intelligently reach out to qualified candidates at the right time and help you reduce Time to Fill. Undoubtedly, an adequate ATS should also make communication and coordination easier for your recruitment team and follow best practices for automation. Furthermore, some areas needing ATS automation include interview evaluation forms, offer letters, email templates, and hiring approvals. 

Improve Candidate Experience

Your ATS should be optimized to improve the experience of the applicants. Subsequently, candidate experience is one of the top differentiating factors during talent acquisition. You need to have a clear drill-down of the job application process and how it impacts the candidates. The number of steps required to apply for a job should be minimal and easy to complete. The attitude of your employees towards your company begins at the application stage.

Avoid the Generic Email Blast 

Candidates usually take the time to answer your questions thoughtfully. Moreover, they also spent time researching the open position. Therefore, you should not reward their efforts with impersonal and generic emails. Your applicant tracking system should be able to personalize emails to improve a candidate's experience. 

Keep Off Instant Applicant Rejection

Your applicant tracking system should not reject candidates instantly after falling below a specific criterion. For instance, your ATS might be programmed to reject people with less than five years of experience automatically. Rather than rewarding candidates with a quick rejection email, allow them to complete the application process. However, Once the application process is complete, ensure that your rejection email clearly explains why an applicant was screened out. Also, for proper ATS automation, you need to understand your unique hiring needs. At Loxo, we're a talent intelligence platform and a global leader in artificial intelligence recruitment automation software. Kindly request a live demo today and learn more about how to improve your ATS automation here.

people discussing what recruitment software they need

Loxo: Recruitment Software For Strategic Recruiters

No longer do strategic recruiters need to leave their success up to chance. As the recruitment and talent acquisition spaces evolve, those who continue to rely on passive recruitment will fall behind. Gone are the days of posting jobs online and hoping the right candidate applies. With new advancements in recruitment and HR software, recruiters now have the right tools at their disposal to actively find and land top candidates.

Many new solutions have emerged to help recruiters access these tools all under one roof. Below, we provide you with a list of all solutions you would need if you didn’t harness the power of Loxo’s talent intelligence platform.

Legacy ATS 

An Applicant Tracking System is a staple for recruiters. With a Legacy ATS, the process of candidate management has never been more swift, efficient, and streamlined. This tool gives recruiters a birds-eye view of their talent pipelines, open jobs, and previous candidate engagements. All candidates' past applications, contact info, work experience, and notes are stored within this digital database. These solutions can be immensely valuable for a recruiter's organizational efforts, however, it is essential that you choose the right tool for your needs.  

Most legacy ATS systems are built on older code, requiring consistent updates and iterations to meet 2021 standards. Because of this, many platforms that dominated over the previous decade are now struggling to stay afloat. Modern recruiters need modern solutions, and Loxo's new-age system has been built as an innovative platform to address the modern-day recruiter's workflow.

LinkedIn Recruiter 

Used by over 1.6 million active talent professionals, LinkedIn Recruiter has long been the industry standard for sourcing candidates. However, the social media site has recently cracked down on recruitment and sales activities within the platform and continues to raise prices for its solution. Check out our "LinkedIn versus Loxo" article to explain why talent professionals are making the switch away from saturated tools like LinkedIn Recruiter.

The social platform provides recruitment and talent acquisition professionals with up-to-date insight into a large pool of candidates. This data, however, is subject to the user's discretion and only uses one source: Itself. Recruiters can use advanced search filters within the system, but it only allows for 40 pages of results, limiting your search efforts. From there, you can connect with a limited number of candidates via LinkedIn's personalized Inmail or connection requests. 

Furthermore, LinkedIn Recruiter used to support bulk messaging, and the saved templates help reach further and faster, but now with newer regulations, all of that is changing. 

Sourcing Tools 

90% of professionals globally are open to discuss new employment opportunities. Strategic headhunters can now take a proactive role in candidate acquisition through strategic talent sourcing. With sourcing tools, a headhunter can control their talent channel and initiate engagement with potential candidates who may not actively be seeking new roles. These tools support the use of AI, Boolean strings, and standard filtration to return more options from a wider breadth of sources. Research shows that 31% of talent pipelines are a product of active sourcing. If a recruiter sources a candidate, that candidate is also two times more likely to be a good fit than those who apply. 

Recruiting CRM 

Sadly, some recruiters are still stuck in the days of yore with the old post and pray recruitment model. They post a position on job boards or social media platforms and hope the perfect person finds it and applies. Consequently, only those candidates who are actively seeking roles engage with the open position. On the flip side, the modern recruiter actively manages their candidate pipeline through a Candidate Relationship Management tool. This recruitment strategy allows headhunters to create candidate databases and keep constant communication to build and nurture relationships with top talent. 

In today's candidate-centric workspace, recruiters need to provide a smooth and positive experience while nurturing a cordial relationship with candidates, whether active, passive, or former. In short, recruiting CRM allows headhunters to treat all candidates like their clients, enabling them to improve engagement while proactively sourcing and nurturing top talent. 

Job Boards 

A job board is a search engine where potential employees find various open employment opportunities. Let's face it, searching and hiring the perfect candidate for a position is challenging, even for a strategic headhunter. Job boards have been around the block for a long time. However, evidence shows a sharp decline - about 10% from 35% - in their effectiveness over the years. Currently, most employers and headhunters are straying away from the job board approach. Similarly, statistics show 85% of potential employees favor networking over job boards as a means to getting open employment opportunities. 

Contact Info Tools 

Like B2B sales and marketing teams, headhunters can use contact information tools to engage with top candidates and market their open positions. These intelligent, cloud-based platforms provide comprehensive and detailed candidate info that headhunters can use as means of outreach.

There are plenty of tools that will give you a candidate's information to contact them directly. However, most require integration to your ATS or recruitment CRM. 

Drip Email Campaigns or Automated Outreach Tools

In addition to a contact finder, the modern recruiter uses automated outreach tools to maximize their engagement strategy. Because of this, recruiters can engage with more candidates across more mediums. Oh, and did we mention it is completely automated? In other words, recruiters are learning to work smarter, and not harder.

Creating a multi-channel outreach sequence can help recruiters market their open positions to a larger pool of talent. Manually reaching out to hundreds of potential candidates is an uphill and time-consuming task. This was also the norm for years. With new innovations, recruiters can now gain a massive edge with their active, automated outreach. 

Loxo: A Single Recruitment Software Platform With All Strategic Functionalities A Headhunter Needs 

Each of these tools provides a specific function and value for the recruiter. However, with so many tools tailored to one feature, recruiters are left with a large and scattered tech stack. The future of recruitment is having an all-in-one, complete talent intelligence platform for all your needs and workflow.

So, if you are a recruiter looking for a platform that provides all of these features under one roof, consider Loxo. Now is the time to streamline your workflow, automate your processes, and become a hiring machine.

Office workers creating talent pools

Talent Pools: 5 Ways of Effectively Creating Them

There is no question that building an effective talent pool is key to a business's success. Talent pools help streamline your recruitment strategy and maintain a continued source of top candidates in your pipeline. Simply put, a talent pool is a data bank of information on prospective candidates and past applicants. This pool continuously evolves with your business as do the open positions you recruit for. Proactive recruiters are constantly maintaining and updating their talent pools to ensure top candidates are readily available at any time. 

Talent pools also help foster relationships with candidates, keep records on previous outreach, and store notes on the individuals. This enables recruiters to quickly and effectively identify the right candidate for new roles at a fraction of the time and resources. Below, we will provide you with five sure-fire tips to help your team build an effective talent pool and up your recruitment game.

Keep Your Talent Pool Up to Date

The aim of creating talent pools is to streamline your recruitment process and simplify your candidate search. Having readily available candidates in your database can give recruiters a massive edge in acquiring top talent. While the size of the talent pool is important, the accuracy of data is just as important. It is essential to ensure that all vital candidate information such as education, skills, experiences are up to date and verified. 

While it sounds obvious, it is more difficult to maintain an up-to-date talent pool than one would think. Make sure you are consistently cross-referencing information on candidates so that your talent pool stays in line with the organization's future needs.

Leverage Technology in Creating Talent Pools 

New recruitment and sourcing technologies have paved the way for modern tools to assist in the recruitment process. This includes managing and collecting candidate data. Leverage these tools to help your team find top candidates, access relevant information, and store profiles with the click of a button.

No longer are the manual sourcing days. With new innovations breaking onto the scene, it is now easier than ever for recruiters to build out talent pools, find top candidates, and keep them stored within a database. Many tools can also help in keeping your current talent pool up to date and accurate. Use these tools to help your team efficiently grow and maintain your candidate pool.

Assess and Include Internal Talent Pools

While maintaining a talent pool of external candidates is essential, it is also important to store internal talent pools. This will enable your business to assess internal talent appropriately and identify any skill gaps within the organization. Interviews, performance reviews, and career progression can be valuable insights as new positions open within the company. 

Current statistics show that  61% of external hires are more likely to get laid off than internal hires. It is essential for in-house recruiters to maintain an internal talent pool to ensure the right talent match for their open roles. Maintaining internal AND external talent pools will give recruiters a holistic overview of potential candidates and ensure the right hire. 

Engage Previous Applicants 

Recruiters must keep qualified applicants who have engaged with the company in the past readily available within their talent pools. These candidates have already expressed interest and could be a strong hire when the right role opens. Beyond that, it is important to maintain a connection with these candidates even if no open roles are available. This will help as, when the time comes, your company will be top of mind for that individual. 

Whether it be sporadic outreach, tailored messages, or a simple LinkedIn connection, it is important to ensure you stay top of mind for all candidates within your talent pool. Find effective ways to keep your past candidates engaged, and you will have a strong and responsive talent pipeline for any open position you are recruiting for.

Segment the lists 

As a Recruiter, you have a general sense of the roles and positions that you are helping to fill. To help streamline your process when the role comes, focus on segmenting your talent pool based on these specifications. This will enable you to quickly dive into a pool of candidates whose background and experience match that position. With an effectively segmented talent pool, recruiters gain a massive edge in finding the right candidate and ensuring the perfect hire before their competitors.

These five tips will help ensure your team has a strong, engaged, and readily available talent pool for all future positions. It is now easier than ever to build and maintain talent pools. Those who are not proactive in this process will fall behind the curve. Make sure to implement these strategies to ensure your team is best equipped to make the perfect talent match. Talk to us now to learn more about the role of talent pools in your organization. 

recruiters working together to measure candidate engagement

​Measuring Candidate Engagement Virtually

​Measuring Candidate Engagement virtually has become a necessity for figuring out how interested a candidate is in the role you are presenting them. With each passing day, it is becoming increasingly apparent we are transitioning into a more virtual world. The pandemic has increased this reality, with almost every aspect of life linking into a virtual interface. Recruitment and candidates' hiring process have also gone virtual through digital platforms like email, social media, and text. Luckily, candidate engagement went virtual even before the pandemic. One challenge of virtual communication is that it's difficult to determine how engaged a candidate is in the conversation without reading their body language and facial expressions. 

Here are some ways recruiters, including directors of operations, directors of operations, or business owners, can effectively measure virtual candidate engagement. 

Application Tracking System (ATS) 

Software companies have created platforms to help recruiters and human resource agencies optimize their processes. The right ATS system can make the recruitment process faster and more efficient in selecting the right candidates. The system also allows you to engage with your candidates and track that engagement, thus creating easier talent management and strengthening team collaboration. 

How Applicant Tracking Systems work 

With an ATS system, you can create a candidate's profile with all the information you need to know about them and track the candidate's engagements throughout your working relationship. You can also customize your ATS system to suit your organization's preference. For instance, you could use viewing applications of the system. The viewing application helps you glance at all the ATS system applications by looking at the candidate's highlights, job titles, skills, and previous companies worked at. With a quick look at the highlights, you can tell whether a candidate is suitable for the job or your organization. 

The applicant tracking system can also help you automatically identify the right candidate by comparing resumes with your job description. This feature helps rank candidates based on how their resume matches the job description. This way, you don't have to review all the ​applications​, and you could only consider the candidates the system identified as a good match. This feature can also help when measuring candidate engagement. You could also filter candidates through keyword searches to select only suitable candidates by the ATS system. For example, you could search for a particular skill that you need your candidate to have, which will expel all the other non-qualified candidates. 

Automated Outreach Campaigns for Measuring Candidate Engagement  

Another strategy to effectively engage your candidates is through automated ​outreach​. This is where you communicate with the candidates and keep top talent engaged with your outreach. It is not an easy task since you want to speak to a large audience but want to maintain a level of personalization as well. You have to know your targeted audience. Therefore, it is essential to create the right message to avoid cold emails or texts. One way is by using campaign templates you can edit to suit your preference. You could also segment your emails by creating different email lists for people with other characteristics like job titles or first-time contacts. 

Using Social Media for Measuring Candidate Engagement

Social media is still an important platform when it comes to online engagements. To begin, social media platforms, including Facebook and LinkedIn, have higher engagement rates compared to other mediums. These platforms also enable you to increase your audience size and reach. Since many people frequent their social media account over email, these tools are essential for recruiters to maintain candidate engagement. Additionally, you could also use social media to grow your email list. 

Have a Career Site 

A career site is the best strategy to determine the engagement levels of a candidate through Google Analytics. It will show an in-depth detail of the candidate's activities on your website. This way, you will know which candidates followed the entire application process or where they get lost. It will also help you to get insights to improve your business strategy. Loxo is an (AI) powered recruitment CRM and ATS software to help you achieve your desired recruitment goals. You can ​contact us​, and we will be there to help you. Learn more by checking out our website.