Person smiling at laptop using Loxo ATS software for remote recruitment

Remote Recruitment Tips From Loxo ATS

Over the last decade, the world has made incredible technological advancements that have enabled us to work from anywhere and complete our daily tasks virtually. It is no surprise that remote recruitment is becoming more virtual. Employees have proven that they can work remotely and still achieve their goals and be productive.  Companies have had to adopt virtual hiring and onboarding as a way to remain competitive. Thankfully, with the help of technology, companies can connect with potential employees remotely. Using technologies like Loxo ATS recruitment software is essential to managing your recruitment process virtually. Below is a look into remote recruitment and tips to consider when hiring virtually.

What is remote recruitment, and why is it important?

As the name suggests, remote recruitment is the process of finding employees virtually, scheduling interviews with job applicants from different locations. Also, companies want to hire the best possible talent without restrictions. According to Global Workplace Analytics, the number of remote workers has increased by 159% in recent years. 

During this Covid-19 pandemic, many companies are encouraging employees to work from home. These businesses have moved to a completely remote workforce and continue with online recruitment and hiring practices. The American Psychological Association has even recommended remote work saying that it has led to increased job satisfaction.

Remote recruitment tips 

Identify critical traits for potential employees.

One of the essential processes of remote recruitment is finding the right candidate. However, as much as most people would love to work from home, not everybody has the right set of skills and experience for a particular job. Some traits that remote recruiters should look for in a candidate are:

  • Strong communication skills
  • Time consciousness
  • Self-discipline
  • Proactive

Ask the right questions. 

Unlike the typical office setup, remote work requires candidates interested in the job, hardworking, and can work remotely without supervision. As such, you should ask the right questions during the recruitment process. The questions should relate to the preferred attributes that your candidate should possess. Based on the traits of your preferred candidate listed above, you can ask these questions.

  •  How does your candidate communicate with the management or their coworkers?
  •  What strategy does your candidate use to manage his/her time?
  • Has your candidate worked on a project independently?
  • Is your candidate up to date with trending topics, or has he/she engaged in a project that required communication to update the team on a project's status?

Choose the right tools.

Choosing the right recruitment software for your business ensures that you get a perfect fit for your job. However, technological advancements have led to software creations such as Loxo ATS Remote recruitment software that matches you with the right candidates for your job listing. Familiarizing yourself with the software is beneficial in speeding up your recruitment process.

 Engage your candidates through structured multichannel communications 

Undeniably, multichannel communication approaches are more reliable as compared to using single communication channels. Determining which channel to use for different stages of the recruitment process is essential. For example, emails should be used to send out offers to candidates, whereas calls and text messages should give urgent information such as shortlisting applicants.

Crafting excellent job ads 

The purpose of a job ad or listing is to help candidates understand what your remote job entails. To achieve this, you should ensure that your job descriptions are clear and accurate. Moreover, According to a CareerBuilder survey, posting a video for your ad can also boost views by 12% and raise applications by 34% compared to ads based on images and text. As such, running online tests are a great way to shortlist and screen candidates. As a remote hiring manager, looking beyond technical skills by creating open-ended questionnaires is vital. In conclusion, these quizzes assess skills, personality, and leadership skills while at the same time giving your applicants a great experience.

Data privacy 

The importance of data privacy in remote recruitment is overlooked. Similar to a company's data, you should prioritize safeguarding current and potential employee data. Furthermore, guaranteeing the confidentiality of potential employees maintains your company's integrity.

 Remote recruitments, as seen, run smoothly with the right set of tools to help with your recruitment strategy. It is time for companies to accept that remote working is the new norm by redefining their recruitment structure. Visit our website to learn more about how we can help you and your team streamline your workflow through our Loxo ATS recruitment software customized for your daily needs.


GDPR in recruitment

What Does GDPR in Recruitment Mean?

The GDPR is an EU policy that aims to protect people's personal data from misuse by others, especially organizations. It requires those who collect personal data to comply with stringent regulations. This law has profound implications for recruitment activities as they depend on the firms to manage massive amounts of personal data. So what does GDPR mean in recruitment?

Who Does GDPR Affect and What Are the Penalties?

The GDPR affects all organizations that collect and process personal data within the EU, including all European organizations and the non-EU firms that operate in the EU or collect data from EU residents. The European Union required all these organizations to be compliant with the law by 25 May 2018. Firms that fail to comply with the GDPR will incur a fine of up to 4% of annual turnover or revenue for global operations, or €20 million. Firms can also have their reputation damaged by fines and reprimands related to non-compliance.

What are the Terms, and How Do They Relate to Recruiting?

What does GDPR mean in recruitment? The GDPR considers employment candidates to be "data subjects." Recru. For instance, resumes often contain names, email addresses, phone numbers, and physical addresses. The GDPR aims to protect against the misappropriation of this data. The employer or their employees are "data controllers," meaning that they determine the objective of collecting personal data. They are fully responsible for the safety of the candidates' data and complying with the law when using it. The technology or agency that the recruiter uses to collect and process candidate data is also part of the "data processors" because they process candidate data on behalf of the company.

How Has GDPR Compliance Affected the Recruitment World?

The GDPR requires employers to collect candidate data with explicit, specific, and legitimate reasons. This means that recruiters can only compile job-related data to contact the candidate within 30 days or less. Recruiters must get the candidates' consent to obtain and process sensitive personal data. Recruiters must get permission from candidates when processing biometric, disability, cultural, and background data. When collecting such data, the recruiter must seek consent clearly and inform the candidate of the right to withdraw consent. Firms must be transparent and create clear privacy policies. They must disclose to the candidates their intention to store the data and clarify that it is to be used for recruitment purposes only. Recruiters must demonstrate the ability to comply with the GDPR and that all the third parties they are working with are compliant and accountable in their use of personal data.

How to Ensure Compliance for GDPR in Recruiting?

Ensure Software Vendors Are Compliant

Third parties who manage the company's recruitment information have access to all the candidates' information. That is why you should ensure that all your vendors comply with all the GDPR policies regarding data protection. Ensure that your Applicant Tracking Systems (ATS) provider is fully compliant because they handle candidate data, modify information, and send emails to candidates. Learn more about Loxo's GDPR compliance promise. It is prudent to have an ATS for secure data management. Spreadsheets lack security and are at risk of breach due to their weak audit trails and insufficient access controls. Further, spreadsheets can be copied, modified, and shared without your knowledge.

Be Transparent

Only ask candidates for personal data that is necessary and relevant to the job they are seeking. When writing job adverts, let prospective candidates know that you will only use the recruitment data only and explain how long you will keep the data. If you intend to gather more information about the candidate during the screening process, state your intentions explicitly, and justify this action. When communicating with candidates, provide links to your privacy policies. Further, inform the candidate that they can request you to stop using, modifying, or sharing their private data. Once the preferred candidates are identified, you should delete the candidates' data that didn't cut. However, if you retain the data, inform the candidates of your intention.

Create A GDPR Compliance Policy 

The recruiter should create a transparent privacy policy elaborating how they collect, process, and safeguard candidates' data. They should also explain to the candidates how to request their data to be deleted or rectified. The firm should also create a privacy notice for all its recruitment activities. This notice will directly address the candidates, informing them of the measures they have taken to protect private data. The policy should include details about how long they intend to store candidates' data, candidates' rights, who will access the data, and how they will protect the data. 

Review Talent Pools 

GDPR covers all personal data the company holds, including collected before the law was introduced. This means that recruiters have to review their databases and files that store candidate data for compliance. Recruiters should update their talent databases and make sure the information they have accumulated is relevant and accurate. Further, they should determine the candidates whose profiles match current and future recruitment needs. They should delete the files of those unqualified candidates or who are no longer relevant to the organization's current needs. If you retain a past candidate in the database, contact them, and inform them of your intention to keep and process their data. Send them an email explaining all the data you hold about them and where you have stored it. The email should also include links to company privacy policies.

Get Ready to Listen to Candidate Requests When It Comes to Their Data

Recruiters must be ready to delete and stop processing the candidate's data if they exercise the right to be forgotten. The recruiter must delete that data within one month after getting the request. Recruiters must be willing to reveal the type of data they hold about a candidate and accept rights to rectify inaccuracies. The recruiter must comply with the requests within a month and give the candidate a free electronic copy of the records. The GDPR has had a profound effect on recruitment practices. Loxo has a fully automated GDPR feature that reduces the legal complexity of recruiting. Click here to learn more about how Loxo helps companies remain compliant. 

Learn more about how Loxo helps recruiters remain compliant here.


text recruiting software

5 Key Benefits of Using Text Recruiting Software

For both recruiters and candidates, the hiring process can sometimes be drawn out and feel like a never-ending ordeal. Current recruitment practices can lead to wasted time, resources, and inefficient processes for all parties involved. Nowadays, businesses are looking for more effective ways to speed up their recruiting efforts and reduce their hiring time. 

Over the years, the use of text recruitment software has increasingly become a favorable outreach method for recruiters. But why is that? According to one study by the Society For Human Resource Management, 79 percent of candidates between 18 and 44 have their phones on them for 22 hours a day. Beyond this, text messaging boasts a 98 percent open rate. As mobile phones only become more ubiquitous and integral to virtually every aspect of life, it will only become more essential for recruiters to capitalize on this important touchpoint. 

Interested in seeing how essential texting can be for your recruitment efforts? Check out the 5 key benefits of text recruiting software below:

It is faster and more direct.

Candidates receive an overwhelming amount of spam emails every single day. It can take days for them to respond or even to open your email. Sometimes, you may get lucky if they even glance at it! There is no denying that people read and answer text messages far more frequently and instantaneously in this day and age than they do their emails. Your message will get immediate attention and a far greater chance of receiving a prompt response by sending a text. Adding text recruiting software to your repertoire will be a massive boost in driving faster and more direct outreach to your candidates.

Text recruiting software ensures a better candidate experience.

Within a candidate-driven market, it is essential to keep job seekers engaged throughout the entire recruitment process. With text recruiting, it has never been easier to send personalized and tailored messages to your targeted candidate. 53 percent of candidates say they feel more connected and trusting to organizations that communicate directly and reach out quickly. Recruiting the best candidate begins with creating a good experience for them. Once they develop a connection to your business, you are halfway to making the hire. So, while drafting your next text messages, keep this in mind. 

It is a better tool for reaching younger generations.

Currently, over 56 million Millennials are in the US workforce, and this generation will make up to 75 percent of the workforce by 2025. Millennials are glued to their phones like never before. Because of this, it has become increasingly clear that text recruiting is the best way to reach candidates within this demographic. To communicate effectively to this massive talent pool, text messaging must be at the core of your recruiting strategy. While this is a common trend for Millennials, it is limited to just this demographic. Even the older generations are familiar with the basics of receiving and sending texts. 

It is flexible and scalable.

With text recruiting software, you have the power to create text messages the way you want them to appear.  You can tailor your messaging to adapt depending on your current target candidate. You can leverage it to notify job seekers of an open position, invite individuals to an event, thank them for participating in a conference, and more! The point here is you can scale your text to suit the current purpose and communicate more effectively.

It is cost-effective

Every recruiter wants to use minimum resources for maximum gain. Text messaging is one of the cheapest ways to communicate with potential candidates and job seekers. For instance, you can send one text to multiple candidates to inform them of a job opening. This way, you use little time and money but still get your message across. While texting is an ideal way of recruiting, it achieves even better results when paired with other tools such as emails and LinkedIn, and the infamous cold call!

The takeaway

Text recruiting goes a long way in improving the recruiting process, allowing better engagement with candidates. With an open rate of almost 100 percent, you only need text recruiting software to enjoy all the benefits. It would be best to familiarize yourself with TCPA guidelines to be on the safe side of the law. To learn more about texting practices and how Loxo helps you engage top talent, click here.


Recruitment using ATS Software

Selecting the Right ATS Software for Active Recruiting

Recruiting is an incredibly competitive industry. Everyone is fishing from the same talent pool, and the race to get in front of the most qualified candidates can be cutthroat and strenuous. Any tools or solutions that can give you an upper hand are essential in getting to your top candidates before your competition. With the right ATS software in place, you can start actively recruiting through passive automation. By doing this, you can ensure you are getting in front of the best talent at a fraction of the time and resources. This, in essence, is the importance of advanced ATS software. It can be the difference between the perfect talent match and a mediocre hire.

The differences between active and passive recruiting:

The term "active recruiting" refers to when recruiters actively seek out the best talent and get them to apply for open positions through outreach and marketing initiatives. It is not simply posting on job boards and praying for the best candidate to apply. That is "passive recruiting" and is a thing of the past. Active recruiting is how to win in this day and age and involves getting in front of the best talent before the competition. 

While passive recruiting is becoming more and more ineffective in finding the right talent, recruiters still like this style as it is easier and less manual. However, that is no longer the case. With the right ATS software, you can now actively recruit the best talent available through passive automation. This saves significant time and resources on your end so that you can focus on what matters most: ensuring the perfect talent match.

Why is active recruiting better than passive recruiting?

Seventy percent of all recruits are passive candidates. Meaning, if you aren't actively looking for these candidates, you won't find them. These candidates are not currently looking for new opportunities and have not applied to any open positions. So if you are just passively recruiting those who apply to your open positions, you may miss out on the perfect candidate for that role you are looking to fill. By relying solely on passive recruitment methods, you will be losing:

● Control: You have more control over your hiring process. Active Recruiting allows you to spearhead the perfect person and build talent pools of qualified candidates to contact quickly.

 Accuracy: Through active recruiting, you have a 270% better chance of finding a perfect candidate as you will no longer be waiting for the right person to apply.

● Time: Time is money. Instead of wasting your time going through resumes and waiting for the right person to come across your job posting, you can be actively targeting precisely the candidate you want and getting them to apply.

● Talent: Most of the A+ talent is already working. If you want the best possible candidates for your position, you will have to widen your reach to those who may already be employed. 

How the right ATS software can help:

Loxo's ATS software can help you engage top prospects that are not actively looking for new positions while also managing those already within your database. Having a strong ATS enables you to organize your candidates ahead of time and decide when to engage them through automated outreach. You will be the one to initiate the outreach, whether that is by phone, text, or e-mail. However, once initiated, this outreach will be on autopilot, and you will only be notified once the candidate responds or applies. You can manage your candidate database, organize your resumes, and find candidates that might have gone through the process of being placed without success. A strong ATS enables you to find candidates quickly within your database to build a shortlist of qualified candidates for any job you are looking to full. 

Most importantly, all this information is centralized under one roof. This leaves no chance of choice candidates slipping through the cracks. You have complete control over your search.

The decline of job boards:

The use of generalist job boards is declining. If you need proof of this, you need to look no further than the rapid decline of Monster's stock. Job boards force potential candidates to answer questions that do not give a full picture of their skillset. Only a small percentage of candidates upload their CV or resume to the board, as they feel they've already had their information processed, leaving you with inadequate information.

Niche job boards are a little better, but there are hundreds. How much of your time do you want to spend staring at niche job boards hoping to find the right candidate? You'll have more luck actively reaching out to the candidate you wish than waiting for them to come to you.

Loxo ATS software is the best tool to engage passive candidates actively. The perfect candidate won't just pop into your lap - you have to go out and get them! It will give you an upper hand over your competition as you actively search for the right person for the job. For more information on how we can help you make a perfect talent match every time, click here.


recruiting software; recruiting software

7 Recruiting Software Trends We See for Hiring in 2021

Recruitment History and Today's Trends have come a long way in a short period. From the simple methods of earlier years to today's sophisticated recruiting software, the journey has carried us toward greater and greater efficiency and purpose. Not so many decades ago, companies simply posted a sign in their window when they needed an additional worker. They hoped the gesture would attract someone qualified for the position, as they happened to pass the location. Later, newspaper ads and articles became available. They made it easier to attract a larger pool of applicants. Eventually, job boards allowed access to thousands of resumes from applicants on the lookout for their next position.

Then algorithms came along, allowing us to find the perfect job/candidate match with minimal effort. Today, we have applicant tracking systems (ATS). Ninety-nine percent of Fortune 500 companies and a growing number of smaller businesses use an ATS to filter through groups of resumes efficiently. But not all ATS systems are created equally. First-generation software, or legacy ATS systems, are built on old code and cannot keep up with modern recruiting trends. Loxo and our 3.0 artificial intelligence (AI) based recruiting platforms are far more advanced, much more flexible, and functional than old legacy ATS systems. Those who want to keep up with modern tech in recruiting must become familiar with and acquire the latest software available, like that offered by Loxo, to follow today's recruiting trends:

1. Outreach Tools

Since there are so many pros and cons regarding various means of contacting prospects: calling, texting, emailing, LinkedIn messaging . . . an ATS system that allows you to touch base via any form of communication offers the best chance of connecting with top job prospects. Sales teams utilize outreach tools to fill the sales pipeline, so why shouldn't recruiters use it to fill the candidate pipeline? It's easy to regulate detailed outreach plans with Loxo's outreach tool.

2. Recruiting Software with Automation

The ease of automation should be a key component of your recruiting software. Automating your company's recruiting process doesn't mean leaving hiring decisions up to machines. It means automating mundane tasks to save valuable time, like sorting resumes by boolean keywords, including such aspects as location, experience, or tenure, and automating follow-up and recruitment marketing campaigns. Allowing AI-based software to hone in on applicants who meet the specified criteria for open positions on your company's staff roster simplifies the process of selecting the best possible prospects; people perfectly matched to lead the company to continued success. Chrome extensions can help you find candidates via LinkedIn profiles and check to make sure they're not already in the system. Automating the recruiting process further streamlines the search for the perfect employee for the position you are looking to fill.

3. Candidate Matching

When selecting new employees, with long term staff stability in mind, matching candidate and company values is of primary importance. Locating the best candidate for the position and the company and culture is key to success in any placement. But how much time can you spare to evaluate potential candidates intricately? Technology can do this for you today. With deep learning and AI advanced algorithms, it is no longer necessary to parse through your entire database to compose a shortlist of candidates. Technology can do this at a fraction of the time and cost.

4.Personal Contact Information

You need personal phone numbers and emails to connect with prospective candidates directly. Yes, you can find their profile on LinkedIn, but too many people are messaging them through that platform. It's much more challenging to break through the noise and grab the attention of a sought-after candidate. The ability to collect essential data must be built into your software program, or you will have to pay a separate subscription and integrate the two programs. Why not purchase a recruiting software program that already offers personal data and contact information collection features?

5. Recruitment Management

CRM Versus ATS Candidate Relationship Management systems do so much more than traditional Applicant Tracking Systems. Basically, an ATS model is designed to create recruitment plans and collect input from prospective candidates. A CRM system maintains a pool of information about active and passive prospects, including previously active applicants in the company's network. A system that combines both approaches is a choice that will ensure the best results. Many employees and freelancers are open to new job prospects yet fail to seek them actively. CRM helps a company maintain a relationship with potential clients, prompting them to consider coming on board and facilitating a smoother trip through ATS when they are hired.

6. True AI within your Recruiting Software

Is all AI identical in learning capabilities? Hardly. Consider the nature of Instagram or Spotify. They not only detect content compatible with your preferences and send it to your inbox, but they also get better as time goes by, as they learn which types of posts you like best. Not every software classed as AI goes beyond essential detecting and sorting, offering this type of real learning ability.

7.GDPR and Global Compliance

It's a global world, and top candidates for professional positions often come from other countries. Progressive companies create campaigns that attract the best talent, no matter what the applicants' current location. But the handling of sensitive personal information must comply with GDPR standards. It pays to purchase software with these compliances already built-in.

Getting to top talent quicker than the next company and finding tools that cut through the noise and directly reach the perfect candidate every time is a priority for CEOs, talent acquisition managers, directors of operations, and small business owners. It's also our focus at Loxo. Loxo offers to hire and recruitment automation that grows smarter with you. Utilize our complete and comprehensive recruiting platform to find the best talent from around the globe to fuel your company's success. Candidates that are a perfect fit for your culture are worth the cost of quality recruiting software that's fully functional and up to date on the latest trends. Sign up for a free account here.


Recruitment Technology

What is AI Recruitment? What are the Benefits?

You hear the term "AI recruitment" thrown around all the time. Everyone talks about it, but does anyone know what it means? Due to modern technology advancements, this word is no longer just a term you use to impress your friends and co-workers. It has developed into a genuinely revolutionary tool within the recruiting space. The standard recruitment practice has involved tedious processes that require manual workloads and endless tasks for far too long. As novel innovations break onto the scene and artificial intelligence becomes a staple tool within the workplace, recruiters start to work smarter, and computers are beginning to work harder.

Just think about it, how many hours are spent sifting through thousands of resumes and cover letters each day? How many hours do recruiters spend reaching out to ideal candidates and tracking that outreach manually? This no longer has to be the case with the use of modern technology. With AI recruitment, recruiters can streamline their workflow, drive efficiency within their day-to-day operations, and ensure the perfect talent match with each hire. So let's get to it! Here are the top benefits of AI recruitment.

Spend More Time on Higher-Value Tasks and Reduce Time to Hire.

Did you know that 78% of job seekers apply for positions they are completely unqualified for? This means that, without the help of artificial intelligence, a recruiter can waste time parsing through resumes that they will ultimately reject. With AI recruitment, recruiters can utilize automatic screening to ensure that only the best candidates are moving down their pipeline. It is that simple! The deep learning technology will automatically source, filter, and rank best-fit candidates for the role you are looking to fill. While your AI recruitment platform does all of the dirty work, that frees up time on your end to focus on what is most important: finding the perfect candidate match.

Not only does AI recruitment free up time within your inbound recruiting efforts, but it also helps streamline and automate your outbound recruiting efforts. Automated outreach campaigns are an excellent tool for recruiters to engage with massive pools of candidates. They help enable recruiters to get in front of far more potential candidates at a fraction of the time and resources. Like in inbound, this automation only further enables recruiters to drive efficiency within their workflow and free up time within their everyday recruiting efforts.

Use AI Recruitment Software to Find High-Quality Talent.

As we all know, recruitment is about finding the perfect candidate match. That's the goal. As simple as that sounds, we all know how daunting that task can be. Many variables can go into what makes a good caliber candidate, and many times it can be entirely overwhelming for recruiters. With AI recruitment, recruiters can automate their sourcing and ensure only the highest caliber of candidates are making it onto their desks. Based on the specifications and job descriptions provided, the AI recruitment platform will automatically identify the best-fit candidates for the open position you are looking to fill. Not only that, but AI solutions are continuously learning the more that you use the platform. The more roles you fill with artificial intelligence and machine learning, the better the platform will become at predicting the optimal candidate for you to reach out to.

The Platform Grows with You.

As mentioned in the previous paragraph, AI recruitment platforms will continuously learn and grow to utilize their features and functionalities. This doesn't mean that the platform grows on its own; it is growing with YOU based on the data and information you provide. This means that your AI recruitment platform will continue to learn and develop to tailor to your specific recruitment needs completely. The more data you feed into the solution, the more individualized and tailored the results become.

Your AI recruitment platform will soon be identifying candidates who are, based on extensive data analysis and machine learning, the perfect match for your specific organization, and your role. It does not get easier than this. Just like how Spotify gets better at recommending songs for you and dating apps can find the ideal partner based on interest and profiles, AI recruitment platforms can provide you with the best candidates to fill your open roles.

Stop Overlooking Candidates with AI recruitment.

Human biases and large volumes of applications often lead to the disqualification of extraordinary candidates. Human recruiters can, consciously or subconsciously, misjudge candidates based on certain irrelevant factors. The use of AI recruitment software enables recruiters to avoid these biases and ensure they find the most objectively qualified candidates available in the market. Considering far more variables and data than any human recruiter ever could, these solutions will bypass any human error within recruitment and present the best candidates impartially and analytically. With AI recruitment software, you never have to worry about top candidates falling through the cracks again.

Long gone are the days of sifting through LinkedIn profiles and job boards. No longer do you need to send hundreds of manual emails a day to potential candidates. Life has gotten more manageable for the recruiter, and it is all thanks to AI recruitment platforms. Loxo's AI recruitment platform enables you to passively source the best available candidates, automate your outreach across multiple touchpoints, and track your progress across pipelines. As the perfect scalable solution, Loxo will grow with your recruiting efforts and set you up with an immediate advantage over the competition that will only widen over time

To learn more about how AI recruitment can help your team of recruiters work smarter and not harder click here! 


Recruitment Automation

​5 Best Practices for Recruitment Automation

With the power of recruitment automation, you can reach thousands of candidates every day while simultaneously maintaining a personal touch. It may sound counterintuitive in a way - how can I automate my workflow and still keep the content specific to the individual? Thankfully, with new innovations breaking into this space, you can now do this with the click of a button. What used to seem like an unachievable goal has now turned into a logical and necessary objective. By automating tedious and manual tasks, recruiters can free up more time within their days to focus on what matters most: getting the perfect candidate match.

Here are 5 best practices for setting up your recruitment automation process that will help you work smarter, more efficient, and avoid coming off like a robot.

1. Use candidate personas.

Your sales team makes buyer personas for their target markets - assigning characteristics, biographies, and personalities to customer profiles. This should be no different for recruiters. By developing candidate personas, recruiters can easily generalize a candidate based on likes, dislikes, interests, and more. From there, you can effectively tailor your recruitment automation to that individual and ensure the highest rate of success. 

Make sure to do this for your candidates. Think of your ideal hire, give them a name, and then start thinking about how best to reach them, how to talk to them, and how to pique their interest.

2. Take a multi-channel approach.

A perfect approach would be not only multi-platform but multi-channel; never rule out the power of phone calls, texts, and emails. As professionals continue to be inundated with emails, it has now become more essential than ever to get in front of your candidates through multiple mediums and touchpoints. The best outreach and engagement strategies offer a variety of touchpoints through different channels. for example, the first steps in your cadence might be to call the candidate, leave a voicemail, and then send a personalized text message. With a multi-channel approach, you will always meet candidates where they are whether that be on Linkedin, their mobile phone, or their personal email. Loxo helps get that personal contact information to streamline the process further, ensuring you connect with top candidates as easily as possible. 

3. Track your progress.

Keep tabs on all your automated outreach campaigns. Notice which gets the most impressions, clicks, and conversions. Test your methodologies. Test it again and continuing testing it as long as you are running campaigns. This will show you where to focus your efforts in the future.  See what works best. Ultimately, keeping tabs on your outreach will enable you and your team to make smarter and more data-driven decisions in the future.

4. Choose an ATS that is best for you.

You can't talk recruitment automation without talking about its most common form, the ​ATS​. Applicant Tracking Systems enable you to keep track of candidates throughout your entire pipeline while evaluating your recruiting workflow. ATS platforms can be a huge boost for recruiters in terms of driving efficiencies and organization in their day-to-day. However, while there is a surplus of ATS solutions available on the market, it is important to note that they don't all have the same features.

Loxo's state-of-the-art ATS platform is the perfect solution to the dreaded ATS search. With a simple and intuitive user interface, Loxo's ATS is completely customizable to your specific workflow as a recruiter. Beyond that, it integrates with every available feature within Loxo such as candidate sourcing, personal contact info generation, and automated candidate outreach. If your company doesn't use an ATS, or if the one you use is poor, then it may be time to look into Loxo.

5. Ensure a quality candidate experience.

The most important thing to consider when automating your workflow is the applicants' experience. The last thing you want is for a candidate to know that they are receiving an automated message. With such an influx of information, people are quick to overlook outreach that may seem robotic and generalized. Put yourself in the candidates' shoes and think of what would lead you to respond. As highlighted earlier, make sure that you are tailoring the outreach to the specific individual and providing the necessary information tailored towards them. Don't just assume you're doing potential candidates a favor just by considering them.

Seamlessly integrate automation into your recruitment workflow using Loxo. We exist to help your company become the modern firm you've envisioned. For all-purpose recruitment automation solutions, visit ​Loxo ​today. We can provide you with all the tools you need to take your hiring process to the next level. You can also test it out for yourself and sign up for a free account! 

 


Person Using Boolean Operarors

The Ultimate Boolean Guide for Recruiters

A strong Boolean guide, when used intelligently, can be one of the most powerful assets within a Recruiter's toolbox. The ability to directly dictate through strings and operators the exact candidate profile you are looking to source can be a massive competitive advantage for Recruiters. As a Recruiter, it can be easy to look back and miss the good old day of recruitment. Back then, somebody would walk up to your store, and if you liked them, the job was theirs to keep. Sadly, those days are gone. Recruitment has become far more complex over the years, and, consequently, the stakes have become much higher. Now more than ever is it essential to hire the right teammates or you may cost your company big time. 

The good news, however, is that recruitment software is keeping up with the complexity. Over the years your toolbox has added a few exciting new features such as AI functionalities, big data, and machine learning to your repertoire. By capitalizing on these new innovations within the recruiting realm, along with the use of our Ultimate Boolean Guide to source top talent, it won't be long before you kiss the good old days goodbye and begin embracing the future of recruiting.

What Are Boolean Operators?

Have you ever searched for a coffee shop on google and got results with locations ranging from Mississippi all the way to Kansas? We all have. It is obvious that you are looking to find a coffee shop close to your location, so why do all of these other shops across the country show up? The reality is, search engines can provide too narrow or too broad of results based on the information you put into them. The same goes for sourcing across platforms and is why it is essential to use Boolean operators to ensure the cleanest and most effective results.

So what exactly are Boolean operators? This is a term that you may have once heard in your academic or professional life but has since then flown as far away from your mind as possible. Well, here you meet again. Boolean operators or connectors are special words or symbols that you can use to add context to your search.

The power of Boolean operators​ will help you widen, narrow, or define your search.

A Few Examples Of Boolean Operators In Use

Boolean operators are simple; they include words like AND, OR, NOT, and symbols such as asterisks and parenthesis. The first thing you should notice is that Boolean operators are all used in uppercase in theory, but in Loxo, you can use them whichever way you want. These words are among the first words you learn, maybe from your parents. If you are like me, phrases like "Go to sleep or else" were your first introductions to these Boolean operators.

But how are these used in recruiting software such as Loxo, and how do they make your work easier? An excellent point to start is their general meanings:

● AND

The symbol of AND is +. If you are ever in a situation where you need both words to be in your search AND is the Boolean connector for you. For example, let's say that you want to recruit a software engineer who is also an accountant. If you input "software engineer "AND account*in your Loxo field, you will get all results that have software engineering accounting, accountant, and accounts. The more you add AND to your search, the fewer results Loxo will give you back.

● OR

OR does not have a symbol in Boolean operation. Whenever you are looking for results in your Loxo search with at least one of the words mentioned, OR is the Boolean connector to use. If you want a specialist in Software engineering or Computer science, you can input ("Computer Science" OR "Software Engineering"). The results will bring you all applicants with software engineering and computer science. The OR operator in Loxo will bring you more results the more you use it. For the best experience using an OR operator, always use it in brackets.

● NOT

Not is an exclusive Boolean connector. Remember when we mentioned coffee shops in Mississippi and Kansas. Its symbol is -. If you want to recruit an IT specialist who is not a software engineer, the NOT operator will work for you. You can punch in "IT specialist" NOT "Software Engineer," and you will get all profiles with IT specialists but exclude those with a software engineer.

● NEAR

The near operator enables you to bring in results that are used with words close to each other. If you want results of profiles where the words doctorate and Software engineer are used in proximity, the near operator has you covered. All you have to do is to punch in the words "Software engineer" NEAR doctorate, and all profiles that match that description will be within your reach.

Boolean Guide for Loxo

As we've seen above, using Boolean operators is an easy concept to grasp with powerful implications for Recruiters. We have also learned that Boolean operators are a must-have in your ​talent sourcing strategy​. There are very few recruitment software out there that enable you to take advantage of Boolean operations the way that Loxo does. So how does one use Boolean connectors on Loxo, you may ask. These are a few examples that can help you navigate your searches within the Loxo platform.

Creating Emphasis in your search

You can create emphasis in your Loxo search by using the ^ symbol. For example, if you consider the doctorate to be twice as important as computer science in your search, you can input "computer science" and "doctorate" ^2

1. Finding the stem of a root or a word

The asterisk helps you search for all results of a stem word. Let's say you want accounts, accountants, and accounting in your Loxo search; this is what you input account*.

2. Using the NOT operator

The not operator can help you exclude results you may not want in your Loxo search. You use it in upper case followed by a field of people you have tagged. For example, if you have people you have tagged "do not contact" in your database and you want to exclude them, you're NOT string will resemble something such as NOT_tag names: do not contact

3. Finding the people you had no contact with

If you want to search for entities in your database you are yet to have contact with, enter NOT_exists_:last_contacted_at

4. Finding all the companies blocked in your database

To find all companies that are blocked in your database, enter blocked: true

5. Searching for all people that have no global status

To search for people who have no status in your database, enter NOT _exists_:global_status_id on the Loxo field.

These are just a few examples of how Boolean operators can aid you narrow or broaden your search for recruitments in Loxo. There's ​more​ if you are interested.

What Makes Our Platform Different?

There are many platforms that offer Boolean operators, but what makes Loxo different? Loxo's Boolean operations are one of its greatest strengths and rightly so. This is because it has:

The Wildcard Operation "*."

Loxo is the only recruiting software that interprets the asterisk operation. You don't get to use the * with other recruiters such as LinkedIn. That subsequently means that you can't use word stems in your searches on other platforms.

The Stop Word Operation

Loxo is the only recruiting software that accepts stop words such as IN and WITH. The search engines of both Google, LinkedIn, and Bing do not offer this functionality. Other than stop words, there is no other operator than can refine your search from 3000 results to just 42. For example, let's say that you want to search for software engineers with scala in their profiles. In LinkedIn, you will have to search for just scala. With Loxo, you can punch in "in scala" OR "with scala" and get 90% fewer results.

Case Sensibility

Other platforms like LinkedIn require all your Boolean operators to be in uppercase, which can be cumbersome. Loxo, on the other hand, only requires the NOT operator to be in uppercase.

Broader Connector Compatibility

Loxo allows your Boolean strings to be broader and allows more symbols such as ^ and ~ that are incompatible in competing platforms such as LinkedIn and this Boolean guide shows you how!

The Take-Away

Boolean operators are a blessing for any recruiter who wants to make their recruiting processes less cumbersome. You can start your journey with Boolean operators in two simple steps. First, ​sign up for our free account or demo​, then ​watch this video​ and have all your questions answered!

Who We Are

Loxo​ is a Talent Intelligence platform and a global leader artificial intelligence recruitment automation software that has spent its last few years making the recruitment issues of the small, medium, and big firms a thing of the past. For more information or if you found this boolean guide helpful and would like to see more content like this, claim a free account or you can request an overview of the platform!