remote hiring guide

Hiring with AI: What You Need to Know

There are mixed reactions regarding using artificial intelligence in the hiring process. AI based job searches are on the rise. Some are glad they have some tasks lifted off their shoulders, while others are afraid that AI may soon replace them entirely with technology. So, what is it about hiring AI that is causing a stir within the HR industry? 

Hiring AI

Hiring AI, also known as AI recruitment, uses artificial intelligence technology to automate some of the time-consuming tasks involved in the hiring process. Artificial Intelligence (AI) is the science of training machines to accomplish human-like tasks. In the hiring process, AI takes over some tasks of the recruiter or HR team to improve productivity.


A survey by Eightfold of about 225 US HR professionals that are primarily at the managerial level and above revealed that nearly 82% of them are open to adopting AI tools within the next five years. Most senior HR professionals believe that adding AI technology will significantly improve talent acquisition and retention. In addition, it will help solve common challenges like associated hiring costs, poor candidate experience, and low productivity. 


Benefits of AI in recruitment 

The most significant impact of AI on recruitment will be increasing the hiring volume without affecting the current size of your recruiting team. In addition, by automating high-volume tasks, recruiters become more efficient in their remaining roles.

Improved quality of hire since AI makes it easy for HR to collect, access, and analyze data used to standardize job matching.

AI eliminates any unconscious bias that may influence your hiring decisions. AI also helps improve the candidate experience by responding swiftly and tracking them through the various hiring stages.


AI Recruiting Companies

Here, we'll provide examples of AI in recruitment and companies using AI in HR. It can be difficult to facilitate an AI-based job search, but these companies can assist recruiters. These AI recruiting softwares are some of the many talent acquisition tools available. They can reduce AI recruitment bias and save recruiters time and money. Find some of the best AI recruiting tools below: 


Loxo is the #1 Talent Intelligence Platform and global leader in recruiting software.
Loxo is a horizontally integrated suite of data-driven and AI-powered products designed to manage the full recruitment life cycle through a single system-of-record software platform.


This is among the best-known AI recruiting platforms that offer an all-in-one solution. You can conduct pre-hire assessments, video interviews, game-based assessments, coding assessments, and schedule interviews with the HireVue Coordinate.

Mya Systems

This AI recruiting tool has a conversational approach that facilitates streamlining the hiring process for agencies and companies. Mya walks the candidates through the hiring process, from the job search to the onboarding stage.

Hired Score

Companies using this AI in their HR processes can integrate it with other existing systems while upholding compliance and security. The tool uses machine learning to understand how companies hire candidates and then develops unique insights to grade new applicants. It also provides reviews of past candidates and employees for new openings and allows for faster high-volume hiring through a mobile-friendly recruiter platform.

Wade and Wendy

This AI-driven solution can automate tasks in the recruitment processes for both the candidates and recruiters. Wade supports candidates by showing them relevant opportunities for career growth, while Wendy supports recruiters by offloading repetitive tasks to an intelligent assistant.

AI Hiring Discrimination

As with any technology, there are problems with AI in recruitment. Keeping in mind that AI works to replicate human decision-making, it is no surprise that it may sometimes be biased in an attempt to emulate human behavior. For example, AI hiring discrimination happens when you simply automate and replicate past decisions instead of hiring based on a rigorous analysis from the job criteria. AI discrimination examples could be: using zip codes to filter out candidates, or utilizing biased language. In most cases, discriminatory criteria are baked into an algorithmic model in one of the following ways:

Using biased data

Using biased variables such as language

Making biased decisions


As this field grows, AI hiring laws can protect candidates from discrimination. 

Disadvantages of AI in Recruitment

AI and recruiting software ethical and legal implications are ample. There are pros and cons of AI in recruitment. These problems may also arise when utilizing AI in employment. We highlight some of the disadvantages you can anticipate when working with AI. As an AI recruiter, it is crucial that you understand the following: 

Problems with accuracy and reliability

A significant disadvantage of AI in recruitment is that it does not guarantee absolute accuracy and reliability. It greatly relies on formatting and, therefore, can easily miss out on great candidates simply because they did not format their resumes in a certain way.

Lacks human judgment/Gut Instinct

No matter how advanced AI gets, it cannot replace the human touch. In hiring, you also need to evaluate a candidate based on their soft skills, character, or personality. Since the AI is not intelligent enough to make these human judgments, this can impact the employee diversity rate.

Eventually, AI learns human biases.

Both candidates and HR teams are excited about artificial intelligence and its ability to reduce recruitment biases like gender or race. However, they forget that AI relies heavily on data to make hiring decisions. Moreover, it learns by observing repeat patterns or behaviors and can, over time, pick up human biases when not correctly updated.

It depends on human inputs. 

It is said that AI is only as powerful as the person using it. Therefore, it will only be as effective as the directions you give.

Cannot assess tone, personality, and soft skills

Using AI in the employment process means you do not get to assess the candidates' soft skills during hiring. You can therefore miss out on essential qualities by focusing on resumes alone.


Another challenge will be navigating the AI and recruiting software's ethical and legal implications. To avoid legal problems, make sure to have correctly trained and experienced individuals responsible for the use of AI. Also, do not solely rely on AI. Use it as one of the tools that facilitate smooth recruitment decisions.


Future of AI in Recruitment

Now that you know the role of artificial intelligence in selection processes, we can look ahead. The future of AI in recruitment is pretty bright. As the hiring process rapidly changes, it becomes necessary for the industry to implement new technologies to make it more effective and efficient. On the other side, talent acquisition jobs are booming. Google searches such as "recruiter jobs near me" and "recruiting jobs" receive more and more hits every day. Recruiters and HR will embrace AI in various hiring stages to save time and money and improve productivity. Staff will spend less time on tedious, repetitive, and lengthy admin tasks and focus on other productive core operations.

Additionally, using artificial intelligence in the selection process will be necessary for the face of a brand. It frees the HR team to focus more on the people side of the hiring process to ensure improved candidate experience. It is also anticipated that the role of the recruiter will change. Instead of reactive backfilling, they can conduct proactive and strategic hiring.

In the long run, recruiters that successfully use algorithmic hiring in practice will save money and time and make the process enjoyable for them and the applicants. Loxo is a global leader in recruitment software that can help you find AI solutions that meet your needs while integrating with other programs in your operations. Schedule a demo here.

A Quick Guide to Candidate Relationship Management

The talent acquisition world is filled with acronyms. Candidate Relationship Management (CRM) and Applicant Tracking System (ATS) are the two acronyms that go hand in hand. With access to a CRM and applicant tracking systems, recruiters have a powerful recruiting technique that enables them to onboard and fill vacant positions. Besides, they can also plan for future employee needs and build and maintain relationships with critical talents.

In a contracting labor market, the normal candidate has evolved from the seeker to the desired. As a recruiter, you must practice ongoing candidate relationship management to attract them. Before, CRM could only do one thing – help larger firms source critical talent ahead of a requisition. It reduced the cost per hire and the time to fill vacancies. But today, with the changing landscape due to the surge in the candidate-driven market followed by the pandemic, a CRM is now a secret tool to improve the recruiter-candidate relationship.

Yet, not up to half of the Fortune 500 companies use a CRM system. Whether it's regarded as too big of an investment or a risk, it's evident that some underestimate the value of CRM software today. But many Fortune 500 companies use ATS to speed up, streamline, and automate their recruitment process.

The role of customer relationship management is to help you connect with future and current candidates via job recommendation portals, recruiting events, and automated email marketing. For example, consider a campus recruitment drive – you've seen some promising talents there. While you can't hire all of them, CRM software can keep them engaged. You can contact these leads before posting a job when it's time.

Knowing your candidates better and becoming aware of their current employment status is vital for effective CRM. Continue reading to learn more about the power of CRM and how it has helped streamline the onboarding process in recent times.


Candidate Relationship Management Examples

Candidates now expect similar sophistication and speed during their job search. To attract and hire critical talents, companies must reconsider the traditional method and consider recruiting KPIs and evolving candidate expectations. Candidate management is the process of building and managing relationships with passive and active job seekers to guide them through the recruiting funnel.

Nowadays, the job market is getting more and more competitive. And getting the hiring process right is easier said than done for some companies. Businesses are finding it difficult to attract critical talent.

If so, what is candidate relationship management regarding talent acquisition? CRM is the structured process of maintaining a positive, healthy relationship with current, past, and future candidates. It is also the process of attracting and engaging candidates and nurturing an authentic relationship with them over time. Companies adopt this structure to have a ready pool of talents for recruiting whenever there's a need. Knowing the customer relationship to candidate examples helps you determine the one that suits your business.

Candidate relationship management examples include:

General CRM

Inbound CRM

Operational CRM

Fully integrated CRM

Many companies today have CRM at the core of their enterprise system. CRM software is a rich database that captures all the information recruiters need to maximize a strategic recruiting technique. As a business expert, maybe you already know the terms CRM and ERP. Enterprise Resource Planning (ERP) is a financial and operations system for improving business processes and efficiency.

Customer relationship management in ERP platforms benefits businesses that need a consolidated approach to manage KPIs and access pricing structures.

Best Candidate Relationship Management Software

As recruitment evolved, the need arose for recruiters to engage with candidates likewise. HR professionals, hiring managers, clients, and candidates are the major actors in the recruitment process. To employ great talents, companies need the best recruiting CRM.

The best CRM software acts as an ATS and CRM software. It provides enhanced CRM features to carry out traditional recruitment functions such as communications, posting and publishing jobs, maintaining notes, and processing applications.

Modern CRM solutions support automated communications with candidates. Most of these recruitment CRMs allow you to keep notes, create email templates, send personalized and bulk emails, manage tasks, etc.

Your CRM software should have features like ATS, sourcing, bulk emailing, and blind hiring. Integrating a recruitment CRM into your tech stack is crucial. Here is the best CRM software in the market for you to choose and enjoy smart hiring:


An all-inclusive, best-in-class recruiting CRM with processes, recruitment tools, and automation.



An enterprise-level CRM software helps track interactions, schedule and manage interviews, and parse resumes.


Zoho Recruit

This software's CRM is extensively customizable with features to suit your requirement.



A great entry-level option CRM software for businesses to post jobs through their job board integrations.



A perfect recruiting CRM for companies who need a solution to campus recruiting.


Candidate Recruiter Relationship

CRM isn't just a best practice but an absolute necessity. Building and maintaining relationships with candidates has become a crucial trend as remote, hybrid work rises, and evolving candidate expectations are changing the recruitment landscape.

Candidate recruiter relationship is the success watchword of any company. In the labor market, recruiters are the frontline. Thus, they need sufficient resources to help them build trust, understand candidates, and gain credibility. Recruitment is a human activity, and its success for both parties depends greatly on building relationships. Candidate experience software is integral to this success. 

A good recruiter relationship to candidates is vital to building a successful recruitment strategy. Hiring success depends largely on attracting top talents through a robust recruitment marketing approach. An essential recruiter-candidate relationship process improves candidate interactions and allows businesses to tap into qualified talent pools for future job openings.

Here are some best practices every recruiter should embrace.







Regarding a sourcing CRM, you must build your proprietary database of prospective candidates and source hires from there regularly. Sourcing involves more research on potential candidates, and takes work, time and attention. Candidate experience is becoming a must for recruiters worldwide. A good sourcing CRM tool like Loxo can do all the magic by enhancing the candidate experience. It can also help you build a customer relationship by combining every communication and information in one place.

Candidate Relationship Management Vendors

Recruiting is changing on a top level. Currently, about 36% of the U.S workforce freelances, and reports say that the number will increase to over 50% within the next decade. Discussions on the rise of Machine Learning (ML) and Artificial Intelligence (AI) replacing human jobs are at the core of everyone's social consciousness. This is making recruiting to become more complex. Traditional sourcing platforms no longer yield quality candidates like before.

Thus, recruiting is shifting into a proactive function, focusing mostly on candidates. Attracting candidates demands your organization to stand out from others, your hiring methods to be engaging and quicker, and your job to be highly competitive. To achieve all these, you need feature-rich recruiting CRM software.

There are several candidate relationship management vendors out there. Whether your company is hiring at high volume or on-campus, you need a solution to assemble and nurture your candidates in your recruiting funnel.

Recruiters must understand recruiting CRM vs ATS and why both are crucial for a company. Getting the best recruiting CRM out of the available vendors is essential as it can give your company a competitive edge.

Are you ready to try a recruitment CRM free trial? Loxo offers that and much more. We are a worldwide leader in recruiting software and can take your recruitment strategies to the next level. Sign up today and get an AI-powered and data-driven recruiting software designed to manage a complete recruitment life cycle via a single system-of-record software platform.

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Breaking Down Applicant Tracking Systems

Technology holds paramount importance in the recruitment industry. Human resource departments are no longer ignoring the flexibility, efficacy, and tremendous value that hiring technology brings to the table. One such technology is applicant tracking system (ATS). 

True to their name, ATS tools help HR teams manage the entire recruitment process from start to finish. A good ATS gives teams the tools, capability, and features they need to acquire, assess, and hire top talent quickly and effectively. No wonder 99% of Fortune 500 companies prefer to filter all incoming resumes using an ATS rather than a set of eyes. Unsurprisingly, there is an abundance of applicant tracking system software on the market today. 

Applicant Tracking System Software

Applicant tracking system software describes any tools or programs used in the management of the hiring process and all included candidate information. These tools are typically handled and operated by real humans, not bots. There is no rogue ATS operating without human intervention. 

Among other functions, applicant tracking systems collect thousands and thousands of resumes, sort through them quickly, and deliver a curated list of prospective hires based on a set of predetermined criteria. Usually, the system will assign a relevancy score to each resume, making it easy for the recruiter to find the perfect match for their organization. An ATS scours a resume no differently from a recruiter looking at the resume, as both are looking for certain criteria. While human recruiters typically look for grounds for outright rejection, such as lack of relevant skills or spelling errors, ATS tools work by searching resumes for specific keywords.

At its core, the ATS acts as a centralized repository where most of an organization's hiring actions take place. Recruiters can post jobs to multiple job boards and review new applications directly from the ATS. Some systems also make it possible to search for profiles in the existing talent pool, evaluate candidates, and schedule interviews. 

Applicant Tracking System for Small Business

Some out there peddle the misconception that an applicant tracking system is only reserved for large organizations, but that is not the case. Any business, whether large or small, can benefit from using a recruiting software of this caliber. Applicant tracking systems come with varying features, fees, and payment options, so anyone can afford them.

Small business or not, the truth is that hiring involves a lot of actors, notes, and communication. Without a centralized way to manage all the factors involved, the information will be scattered between memory, documents, and emails. For this reason alone, recruiters in small organizations need to sign up for an applicant tracking system. 

Additionally, ATS is way more efficient compared to spreadsheets, and it's available to all users from anywhere. Plus, it allows a small business to become a paperless hiring organization.

Applicant Tracking Systems List

The market for applicant tracking software systems is awash with numerous solutions for every kind of business and hiring need. Whether you're in the market for your very first hire or an already established organization looking to scale your business by adding team members, there's quite literally something for everyone.

Below are the 10 best ATS tools available today (in no particular order):

Loxo—Best-in-class recruitment tools, processes, and automation in one complete solution










Some of these tools charge a fortune to access premium features. Nevertheless, these are some of the best applicant tracking systems for small businesses and large ones alike. The best ATS systems offer accessible UI and a multitude of tools. 

ATS Tools for Recruitment

ATS tools might be collectively considered as recruitment software, but not many recruiters understand why. The capabilities of these modern systems affect nearly every phase of the recruitment process, including:

Candidate sourcing—automated job posting as well as application pages that integrate into the candidate database

Candidate management—automatic uploading of candidate information into the central repository, adding scheduling and screening information to candidate files, and ongoing storage of current and former candidates

Pre-screening candidates—keyword parsing of cover letters and resumes, automated screening of ineligible candidates, as well as automated outreach and interview scheduling

Screening candidates—setting up and managing video interviews and online tests, adding screening results to candidate files, and collaborating with team members on candidate qualifications

Sending out job offers—generating and extending offer letters, pooling together signed documentation, and adding them to necessary files

Onboarding—collecting and storing candidate documents as well as making sure all compliance documentation is complete

Recruitment process optimization—input metrics and intelligence into every step of the recruitment process, allowing businesses to pinpoint bottlenecks and make the necessary changes

Best Applicant Tracking Systems

Unfortunately, there isn't a one-size-fits-all option when it comes to the best applicant tracking systems. A tool that works for another organization might not work for yours, and that's okay. The important thing is to consider an array of factors before choosing the ideal ATS solution for your business.  

Some of the factors behind top-ranking ATS software include:

Consider a software that offers a free trial. This way, you can give critical functions and performance a trial run before fully committing. 

Powerful integration capabilities. It should allow you to connect with all of your favorite tools without any hiccups. 

Easy, intuitive design. Applicant tracking is hard enough as is. The last thing you want is a cluttered interface.

Choose a software that offers analytics and timely data insights to keep a close eye on your return on investment (ROI).

Opt for cloud-based software. SaaS solutions are easily accessible from any device, require no upfront hardware costs, and are incredibly flexible.

A solid software should also allow for out-of-the-box personalization to meet your organization's needs fully

Committing to a good, well-rounded ATS tool might seem like a big leap for a growing business, but the benefits (happy recruiters and new high-quality hires) are too important for any organization to ignore.

How to beat applicant tracking system

If you are an applicant yourself, this blog will also be a helpful resource. Understanding how to use applicant tracking systems to your advantage gives you a leg up in the job search. The ATS scans your resume, and as a result, discards irrelevant ones. Hence, it is important to create an ATS-friendly resume. Multiple websites offer free ATS resume scans, so you know how to beat applicant tracking systems. These websites have an applicant tracking system test your resume, so you can edit it accordingly.

HR Applicant Tracking System

When hiring or assessing potential candidates, an HR manager can utilize ATS tools to increase efficiency. Using the ATS, the hiring manager can list job descriptions, screen and test candidates, schedule interviews for selected candidates, and so much more. This way, the entire HR department can have a 360-degree view of the applicant's progress throughout the hiring journey. Nothing is left to chance.

Here are more ATS benefits hiring managers can enjoy: 

Turns recruiting from chaotic to streamlined and successful

Saves time by automating mundane tasks

Offers quick way to build an attractive employer brand

Reduces cost per hire, sometimes as much as 40%

Generates key hiring insights

Centralizes document tracking and candidate management

Applicant Tracking System Free Download

Free ATS software for small business or fast-growing recruiting agencies is a welcome bonus. Liaising with an agency that provides an ATS free download enables you to save tons of money. Every small business that's considering going down the hiring path sometimes soon should consider a free ATS before all else. That way, they'll get to save a sizable chunk of money, which can be reinvested into other areas of the business.  

Open source applicant tracking systems are also available online. These include free and modifiable code. Another saving tip is to try applicant tracking system free trials. This way, you can test multiple systems and determine the best free applicant tracking system for your business. 

With an applicant tracking system online, it can be difficult to determine which system is right. This is especially true if you have a startup, or other lean organization. Luckily, some SaaS companies offer free ATS for startups, so you can be confident with the product. 

Similarly, new staffing agencies and executive search firms can also benefit from the undeniable perks of a free applicant tracking system. They can use the free versions of these tools until they find their feet, after which they'll be in a position to invest in sophisticated technology.

Unfortunately, the market is flooded with expensive ATS tools. Only a few hiring agency software developers actually offer free quality tools. This is a significant challenge for new staffing agencies, especially those with dwindling or non-existent resources.

This is where Loxo comes in. It's a next-level applicant tracking system that ensures fast-growing recruiting agencies and small businesses never have to compromise. It's not always simple to make the right decisions in the talent market, but with this talent intelligence platform, everything becomes easier. We offer the best ATS for startups and large firms. 

Learn more about how Loxo supercharges your recruitment process. If you're already sold on the perks, schedule a free demo today.

role of talent pools

What is Executive Search?

Every hiring process has changed in the digital age. Gone are the days when recruiters could rely solely on personal contacts or LinkedIn, scouring through thousands of profiles to find the ideal candidate for the role. This method is now obsolete for a number of reasons: first, the candidate market is much too saturated. People are switching jobs far more frequently than before. Everybody has an online profile these days, so it’s simply impossible to give every candidate a fair shot. Second, recruiters now have better options than cold-calling. Communication techniques are far more advanced. This is a significant advance; if you are online, you are likely already inundated with emails and requests to connect. Most of us ignore these. The best search firms utilize a Talent Intelligence Platform to eliminate unnecessary and unwanted communications. Innovative technology is here to help recruiters win the fight for talent across all industries and positions. 

Now that recruitment automation software exists, recruiters save time and increase efficiency. While this is a positive advent, software is only one part of the solution to recruiters’ headaches. Some types of searches are more niche and require intense planning in addition to software tools. Recruiting agencies must be organized and specialized in order to stand out from every other firm performing the same job. Specialized firms have arisen to fit these specific needs, including hiring senior-level jobs. Enter executive search recruitment, the hiring arm focused exclusively on hiring corporate executives and white-collar professionals. 

In this blog piece, we’ll outline what the executive search process entails, its challenges, how it works, and what executive recruiters can do to ensure success. This comprehensive guide is useful for candidates and recruiters alike. Read on to learn more.

Executive search process

Companies outsource to executive recruiting firms for plenty of reasons; primarily, they want to find fresh candidates outside of their existing network. The company likely lacks the internal resources to perform an exhaustive search. Even if an internal human resources department exists, the HR team does not have months on end to devote to a single position. As a result, executive recruiters have no simple task. Their talent pool is highly sought-after, often with decades of experience and advanced degrees. These recruiters help to find CEOs, COOs, CFOs, and the like. Because they deal with white-collar professionals, these recruiters must remain as polished as possible.

It is imperative that executive recruiters thoroughly understand the relevant industry before the process begins. Executive recruiters have a responsibility to learn from their retained firm and note specific desired qualifications. This may be a certain number of years of experience, or a certain degree. Candidates should be a good fit for the corporate culture, so it is especially important to note requested soft skills. Often, retained firms seek those with Ivy League degrees. This will ensure that the candidates presented are top-notch. All of these steps are unavoidable in recruiting executives. Plus, it is always beneficial to retain an open line of communication with the client. The amount of client involvement varies from search to search. Some clients may request more frequent check-ins, while others take a more hands off approach. 

Recruiting executives

Recruiting executives is a marathon, not a sprint. In fact, executive talent acquisition can take up to ten times as long as generalized recruiting. This is partially due to the arduous research required. Additionally, working for a retained firm necessitates constant contact with the client and candidates. Executive recruiting best practices include extensive research, interviewing, and offer outlining. Populating the candidate pool is a key step in how to recruit C-level employees. Loxo Source solves this problem, providing a talent graph of over 750 million verified profiles. 

There are challenges in attracting executive talent, especially because these top-level workers are not easily wooed. For one, most executives have been in their jobs for several years. As C-suite level employees, they are already earning handsomely with competitive benefits. Most executive recruiting firms will not help hire for positions with annual salaries less than $150,000. Candidates have likely already established a positive, sustained reputation at their companies. This veteran status is a pull factor for many to remain with their current job. They feel a loyalty to their job. As such, many executives qualify as “passive candidates.” This status makes them trickier to find, because their online profiles may be latent and contain outdated information. Loxo Source is indispensable in this instance. Loxo AI technology continuously refreshes billions of data attributes, ensuring information is up to date. 

Additionally, because of their years of experience, most of these professionals are older and established in their communities. This is a barrier to relocation (if necessary) as the candidates most likely have families. With the rise in remote-first work, this may be less of an issue now than it was in the past. Still, relocation is a significant hindrance if required. In a candidates’ market, top-level employees have plenty of options when seeking a new job. Thus, the offer must be as compelling as possible. Recruiters can find out what similar companies are offering, and research what relevant candidates find most attractive. This might entail asking candidates outright what would entice them to leave their current role. 

Executive search process timeline

As previously stated, the executive recruiting timeline is significantly longer than traditional recruitment. This is because the talent pool for executives is significantly smaller. Each step of the process can take several weeks. C-level employees have ample experience in their field and often, advanced degrees. For these reasons, the executive recruitment process flow is tedious and exacting. Additionally, the retained firm is likely spending several thousand dollars on this effort. Last year, the average cost-per-hire for C-suite level employees was nearly $15,000. This increases the pressure on executive recruiters. Seasoned executive search firms will have established timelines with goals and deadlines for both the hiring company and the retained firm.

The recruiters spend time with the firm, listening in order to understand the staff and corporate culture. This process is often referred to as “launch meetings” and the team sets priorities and deadlines. At this time, the offer details are finalized. Additionally, the job description will be crafted, along with ideal candidate qualities. This description includes reporting relationships and core competencies. Both teams may choose to create an ideal candidate profile, Then, the recruiters will tap into their professional network to identify qualified candidates. This network includes professional organizations, proprietary databases, social media, and candidates from previous searches. 

Once there is an adequate talent pool of qualified talent, recruiters will narrow down this pool and present a shortlist to the client. The retained firm is responsible for crafting candidate profiles as a part of this shortlist. While not the case for every search, clients often ask for references at this point in the search. Contacting and verifying references can be a tedious process. Requesting references is a process vanishing from many hiring companies. However, it is often a critical step in vetting executive-level employees. Once the firm has contacted references, the shortlist is narrowed even further. 

By this step, the shortlist contains as few as three candidates. Now, the executive interview timeline commences. This is the most time-consuming component of the executive search process. Loxo Outreach automates communication between recruiters and candidates, saving precious time and manpower. Users can sync their email and calendar to eliminate scheduling conflicts. The interviews typically occur in several rounds. The clients are responsible for interviewing the candidate, but the recruiter is often responsible for arranging the logistics.

The average executive search process can take up to four months. Failing to find a viable candidate will only increase this number. Of course, this number varies, but it is markedly longer than general recruitment, which can take less than a week. After choosing a candidate, the client and recruiter work together to extend the offer. If the candidate accepts, the search is closed. Depending on the client’s wishes, the recruiting firm may assist with the onboarding process. 

Executive search firms

There is specialization within executive search firms. Nonprofit executive search firms place leadership within nonprofit organizations. Other firms focus on healthcare C-level employees. As every industry has executives, a necessity for executive recruitment spans across the entire market. Some recruiting firms are now using executive recruitment tactics to attract lower-level positions. Executive recruiting services will only expand as the hiring boom continues. 

Because executive search firms seek to attract the best, they must utilize the best software available. Having an optimal toolbox sets firms apart from the competition. 

While every executive search firm utilizes different strategies, all of them could benefit from a Talent Intelligence Platform. Loxo is a great resource, offering a talent graph, communication automation, and world-class customer support. Loxo's candidate pipeline and task management tools allow recruiters to stay organized. Loxo Source presents an ample number of qualified candidates for retained firms. We work with over 4,500 of the best executive search firms across the world. Schedule a demo to see why.

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Understanding HR Recruitment Software

Understanding HR Recruitment Software

The human resources department can be a nightmare of paperwork and administrative duties for any business. To streamline things and increase efficiency, the department can use recruitment software. The software increases productivity for the human resources team by automating many daily tasks and administrative duties. Unsurprisingly, 98% of Fortune 500 companies use HR recruitment software when seeking new hires. There is an abundance of recruiting software platforms on the market. This piece will help you sort through the maze of recruitment SaaS companies.


HR Recruitment Software

Recruitment software describes any tools or programs used in the recruitment process. Technological solutions help with outsourcing, pre-screening, interviewing, and eventually hiring candidates. In the most basic definition, recruitment software takes over the functions related to candidate relationship management (CRM). It replaces the traditional recruitment method that previously required the HR department to invest several hours, or even days, in screening and processing resumes before finding the right candidate. Besides being time-consuming, this process was complicated as HR managers had to perform every function manually.


Recruiting software helps teams organize their hiring tools and information in one place. Good systems will also allow for smooth collaboration between all of the individuals involved in the hiring process. This eliminates cumbersome back-and-forth emails or paperwork that is tiring and can cause confusion. 


Some of the ways in which an organization can utilize recruitment software include:


  • The most significant advantage of recruitment technology is having software take over some or most of the work. Organizations can hire better and faster by automating some functions that help optimize the hiring process.

  • Hiring software solutions often have features that help recruitment teams find and attract the best candidates. For example, an applicant tracking system (ATS) comes in handy during the pre-hiring process by helping the HR team filter out candidates based on the skill sets or experience level they are after.

  • Simplifying the evaluation process through integrated features to identify the best potential hires; this can be through offering amplified tests, scorecards, or video interviews.

  • Another great benefit of recruitment software platforms is that reports are generated quickly and are easily accessible. Depending on your system, you can receive basic or complex reports.


Types of Recruitment Software

Recruitment software is broadly categorized depending on its functions. Recruitment technologies, including recruiting applications, can have a myriad of utilities. The hiring process involves several steps and tasks, and different recruitment tools are available to aid in each stage. Recruitment involves four main functions: sourcing, engaging, selecting, and hiring. Most of the solutions available focus on one or more stages of the recruitment process. This means that HR teams have to integrate multiple tools for the best outcome. 


Applicant Tracking Systems

This is one of the most popular recruiting solutions used by HR departments today. It sets the foundation of the hiring process by automating functions such as processing and storing candidate information. In the ATS system, recruiters can narrow down the ideal candidate by filtering them using specific job-related keywords. This saves them time and allows them to stay organized by having every resume in one database.


Programmatic Job Advertising Software

These types of recruitment solutions help with the placement of your job advertisements. Programmatic job advertising will ensure that you place your ad among the ideal prospects. The tools use specific characteristics that you want in a candidate to help determine the right time and platform to post the job. This saves recruiters time and ensures that they reach out to candidates that closely match their requirements.


Recruitment Marketing Software

These solutions aim to attract, engage and convert candidates through marketing. Employers need these tools to build a brand strategy and demonstrate employee value propositions to capture their interest and make them consider applying for the job opening.


Candidate Relationship Management Systems

Recruitment CRMs help HR teams build talent pools and maintain relationships with passive talent and previous applicants. It functions as the bridge between ATS and recruitment marketing systems.


CV Screening and Parsing Systems

As the name suggests, this softwares automates the process of reviewing applicants' resumes to save time. The screening can be basic, advanced, or AI-powered screening. While, in most cases, this function is performed by the ATS, organizations can still choose to run separate screening, especially when looking for flexible or customizable screening options.


Recruitment Platforms 

While there is no one-size-fits all for hiring platforms, some recruiting platforms for small businesses are specialized. The top recruiting platforms will tailor themselves to your business. These recruiting tools are flexible, with a la carte options. If your firm is in the United Kingdom, a simple Google search such as "recruitment platforms UK" or "recruiting platforms free UK" will yield ample results. 


Other types of recruitment software include video interviewing tools and skill and behavioral assessment tools.


Features of the Best Recruiting Software

When choosing recruiting software, there are a number of factors worth considering. We’ll outline those below:



Since recruitment software is not all-inclusive, you need to choose systems that allow you to easily integrate with other tools. The software needs to smoothly integrate with other existing systems to allow ease-of-use and flexibility in carrying out everyday tasks. Consider choosing a software vendor with an open API or built-in integrations to avoid future complications.



The HR department is already busy enough, and you don't want to burden your team with figuring out complex systems. Get a recruitment solution that your team can efficiently work through without extensive training or high-level technical skills. Consider taking trial offers before committing to the software so that you can learn its features and complexity.



Find out if the recruitment platform you are committing to offers customer support. This is very important as you never know when you will run into an issue that will become an obstacle to fulfilling your tasks.



Consider how much you are willing to spend on the software and measure that against the expected value. This will help you determine if investing in the software is a good decision or not. While there may not be cheap recruiting software, most firms offer recruiting software free of charge for a trial period. 


Required Infrastructure

Do you opt for cloud-based recruitment software or an on-premise deployment tool? Cloud-based software is easier to deploy since they do not require you to buy additional infrastructure. However, if on-premise deployment suits your organization best, plan for the cost of infrastructure that you will need.


Web-Based Vs. Server-Based Software Platforms

One of the most critical decisions the HR team has to make on recruitment software is to determine whether it will be based on the web or server. Server-based can be on the cloud or locally on-premise, while web-based software is exclusively in the cloud. Each option has its pros and cons, and the organization must consider what works best for them. Some factors to consider when choosing include accessibility, cost, flexibility, and security.


Online Recruitment Software

While flawless free recruitment platforms do not exist, affordable online recruitment systems do. Remember, the best recruitment software is the one that works for you and fits your budget.


While recruitment software can significantly improve your hiring process, not all software in the market will meet your needs. Take time to understand your needs, and then look out for a product that sufficiently addresses those needs.


If you’re in the market for HR recruitment software, consider learning more about Loxo. You can schedule a free demo here. We offer an option of recruitment database software free of charge.

Recruitment Automation

Guide to Healthcare Recruiting Software

In healthcare, staffing demands are bound to change rapidly due to the shifting needs of the population. Take, for instance, the sudden outbreak of COVID-19 driving the increased demand for healthcare staff. Facilities like hospitals, urgent care centers, and hospices entirely depend on their staff at all levels to keep things running smoothly. Unfortunately, the industry faces staff shortages and talent gaps that are expected to worsen in the next couple of years. According to the American Medical Colleges' Center for Workforce Studies, there are 45,000 fewer primary practitioners and 46,000 fewer medical specialists and surgeons than needed.

To overcome these shortages and reduce hiring challenges, there is a need to optimize the healthcare recruitment process. This applies to the medically trained professionals and the non-clinical staff such as security guards, janitors, and maintenance staff. Therefore, you need to have an effective hiring strategy and make a point to invest in adding tools such as healthcare recruitment software. 

Because the healthcare industry often demands the availability of staff around the clock, the staffing process is often complex and tedious, especially when using manual paperwork. As a result, the hiring department wastes a lot of time and resources. Still, the results are inconsistent and unsatisfactory. Some challenges you may experience during the hiring process include lack of candidate engagement, shift scheduling and management, credentials validity compliance, and more. Healthcare recruiting software can help solve these challenges and automate recruitment.

Healthcare recruitment solutions help track, engage, and support candidates throughout the hiring process. The most significant assumption is that these solutions exist only to benefit the hiring team. However, these tools also improve the candidate's experience. Therefore, your recruitment software will depend on the functions you want to automate and streamline.

MRI Network, McKinsey, and Glassdoor report that companies still find it challenging to attract top talent and struggle to fill positions successfully in fewer than 12 weeks. The first step towards solving this is to find ways to attract talent and manage and nurture candidates. You can now accomplish this with the help of recruitment candidate relationship management software. There are several success factors associated with CRM software. The benefits of an effective candidate experience software include:

Creating a talent network within a single and searchable database.

Helping you find, attract, nurture and manage candidates

It creates a central point for all recruitment activities and facilitates smooth processes such as scheduling interviews, background checks, etc.

Creating a good candidate experience is one of the best ways to help you attract a larger talent pool and fill the position quickly.

Best Healthcare Recruiting Software

As mentioned earlier, recruiting software helps with three core functions in the hiring process: screening, attracting, and assessing prospective candidates. With a variety of softwares available, the question that most healthcare HR departments have is what is the best recruiting software for the industry. Unfortunately, there isn't a particular software that can be considered the best for every HR team in the healthcare industry. Most firms can benefit from staffing agency scheduling software. Moreover, software should have some key aspects to make a meaningful contribution to your hiring process. Some of the factors behind effective recruitment software include:

  • Integration ability of the software. It should allow you to connect with other programs that you currently use or may need to acquire.
  • Opt for a SaaS solution, as it is much easier to implement and use. It is also more flexible and does not require investment in additional hardware.
  • It should have a user- friendly interface and include critical functions you need as an HR department. Go for software with an intuitive design to take full advantage of all of its features.
  • Consider software that facilitates data analysis to allow you to monitor your return on investment (ROI).
  • Consider software that offers a free trial version. This way, you can test functions and performance before fully committing. An applicant tracking system free of charge (even for a limited time) could benefit any hiring firm.
  • Good software should also allow for some customization to fully meet your organization's needs.

Another essential feature of functional recruitment software is accessibility and customer support. You want to access hiring information from anywhere and at any time. You also want to access help in good time so as not to delay your operations. Finally, the software should fit your industry niche. There are specialized softwares available as well, including: 

  • nurse staffing agency software
  • hospitality staffing software
  • temporary staffing software
  • hospital staffing software

Lastly, many companies offer healthcare staffing apps, so you can access the ATS and CRM from your cell phone. 

Applicant Tracking and Onboarding Software

While the CRM software helps manage potential candidates to help fill positions more quickly, the applicant tracking software (ATS) simplifies the process of managing only the active job applicants. ATS streamlines certain functions to increase efficiency while hiring or assessing potential candidates. Using the ATS, the HR manager can list job descriptions, screen and test candidates, select candidates for interviews, and even schedule interviews. This way, the entire HR team can keep tabs on which candidates have been processed and their current position.

Onboarding software, on the other hand, helps new employees blend into their new roles while taking the pressure off of the management. This gives the employees confidence to take on their new role and provides an excellent first impression of your organization. Instead of physically running after every new employee to ensure they are well integrated into their new role, you can use the onboarding software to take over the task of training and orientating new employees. 

Talent Acquisition Framework

It is necessary to review the talent acquisition framework to help the health industry get a foothold in hiring the right talent within the shortest possible time. Innovative talent acquisition strategies are crucial in today's competitive market. A significant trend for the talent acquisition framework is agile methodology. This methodology helps reduce hiring time and costs by prioritizing work and executing tasks in short time-boxed cycles, also known as sprints. The agile method also allows for collaboration between teams. Typically, a talent acquisition framework focuses on the following elements:

  • Employee branding
  • Attracting candidates
  • Candidate and employee experience
  • A diversified hiring strategy
  • Overall performance and metrics

You can find a number of talent acquisition strategy presentations online for inspiration. Now that you understand how healthcare recruitment software can benefit your organization, you can make an informed decision and find a solution that will fulfill your needs while saving you time and money.

Loxo offers an excellent, affordable Talent Intelligence Platform for your healthcare staffing needs. Reach out here for a free demo.

Recruitment Technology

Boolean Recruiting: A Complete Guide

Boolean Recruiting

Every recruiter can relate to the tediousness of combing through resumes and websites in search of a hidden gem. And, in recent years, artificial intelligence-powered recruitment technologies have been introduced to the mix, adding a degree of complexity and length to advanced search techniques. Despite this technological advancement, there is one method that is often overlooked: the Boolean recruiting method.

In this article, we will look at how the Boolean recruiting method has become an asset to recruitment processes, technologies used for Boolean recruiting, such as Boolean search string generators, and some of the disadvantages posed by the Boolean recruiting method. Let's take a look.

Background and Origin

George Boole, an English mathematician, created the Boolean search in 1847. He outlined the idea and guiding ideas in his ground-breaking book, “The Mathematical Analysis of Logic.” Since the publication of this book, search engines, virtual databases, and libraries almost universally use Boolean as their preferred tool.

Boolean recruiting is an art form that every recruiter must master. It becomes imperative when the demand for the ideal fit becomes more pressing. After all, we all understand how important it is to identify competent individuals and remain competitive in the market. However, 74% of companies still struggle to do so.

The Boolean recruitment method is an advanced search technique that uses specific Boolean operators. The advanced Boolean search string operators consist of particular symbols and words. These operators categorize and include only specific terms and keywords while omitting unneeded ones. 

Boolean search in recruiting enables you to use sizable databases like CRMs, LinkedIn, Indeed, or Google to do searches that swiftly locate appropriate candidates. It's a time-saver and a powerful tool for finding the precise candidate profiles you need. With a Boolean search, you will always have a list of necessary abilities and credentials that make an ideal prospect when sourcing candidates. 

However, these applicants are frequently quite hard to locate, especially if they aren't actively looking for new employment. To focus solely on the applicants who meet their requirements, recruiters can utilize an advanced Boolean search to narrow down search results in their preferred platform. In short, Boolean search strings for recruiters expedite and improve the recruitment process. 

Why Should You Use a Boolean Search?

Utilizing a Boolean string generator for recruiters can have many benefits. Some of them include:

  • Reduction in the amount of time and effort spent manually sorting through mountains of data
  • Increased efficacy of internal HR systems
  • Expanded reach and potential of free search engines and websites
  • Possibility to create effective yet adjustable search strings to fit any job requirement and vacant position
  • Allows you to locate talent that would otherwise go undiscovered

Boolean Search Recruiter Cheat Sheet

You can find hundreds of resumes and profiles using straightforward Boolean search terms on Google. However, not every applicant you find will have the qualifications you want. Increasing the intricacy of your searches and adding Boolean keywords can help you find ideal candidates with the matching skills and qualifications.

Below is a Boolean search recruiter cheat sheet with some of the most common Boolean operators and technologies recruiters use to find candidates with the ideal skills and experience. 

AND: When you want to include two or more search criteria, you use the AND operator. It's typically used to limit search results by introducing a second variable that has to appear in the search result. 

OR: If you use the OR operator in your search string, it means you want to view results that include several items or variables. This operation broadens the scope of the information included in the results. 

NOT: The NOT operator is useful when you want to omit a particular condition or criterion.

FILETYPE: The FILETYPE operator searches for pdfs, docs and other file types. 

QUOTATION MARKS ("" ): QUOTATION MARKS in a boolean search are used when looking for specific terms. 

PARENTHESES (): The PARENTHESES operators determine which sections of the search take precedence over others. They clarify which passages you might highlight, contrast, or exclude. 

NEAR: With NEAR, you can look for particular words or phrases that are close to one another in a document, on a website, or wherever else you're browsing.

Technologies That Help Recruiters With Searches

Recent technological advancements have provided tools to help with your talent search. Employing sourcing tools can help you find applicants and keep track of correspondence with them. Additionally, these tools increase the number of applicants you find quickly and increase your productivity.

Boolean String Banks

Recruiters, talent sources and other search professionals worldwide use Boolean String Banks, a leading crowdsourced Boolean String indexing and search tool, to refine their search results. Anyone who wants to contribute strings to expand the collection can sign up without paying anything. Additionally, string contributors can now start accepting small PayPal donations.

Boolean String Generators

Boolean string generators for recruiters also efficiently extract relevant information from the deep web. They employ research-based methodologies to assist you in attracting, screening, interviewing, and selecting the best candidate for the job. BOOL, TalentSonar, and Sourcehub are just a few examples of products on the market that can help streamline these efforts.

Boolean Search Example

Having looked at some of the most common Boolean search operators, how do you use them? Below are some Boolean search terms and Boolean search examples that may help you refine your recruitment search. We've also included information on common Boolean search symbols.:

AND: When using the AND operator, for instance, you might type "manager AND marketing" into your search engine or applicant tracking system if you're looking for someone who works in marketing and has experience at the manager level.

OR: For instance, when using the OR operator, you can input "Marketing AND Manager OR Leader" to hone your search for marketing managers. 

NOT: For instance, if you're searching for a mid-level manager, you should rule out executive titles that you might include in the aforementioned search terms. You can accomplish it as follows: "Marketing AND Manager OR Leader, NOT executive."

FILETYPE: For instance, you may search the following terms to locate PDF resumes for marketing managers: "CV "marketing manager" FILETYPE: pdf."

QUOTATION MARKS: For instance, your search term would be "marketing manager" if you only wanted to find candidates with the role of marketing manager listed on their resumes.

PARENTHESES: For instance, your search string would resemble this if you were seeking a marketing manager OR leader who is not an executive: "marketing AND (manager OR leader) NOT executive."

NEAR: For instance, if you wanted to use NEAR to find marketing managers with experience in paid advertising, your search phrase would be something like this: "CV "marketing manager" AND (paid NEAR ad*)."

Disadvantages of Boolean Searching in Recruitment

Even if recruiters are willing to learn how to create complex Boolean strings, their outcomes will probably fall short of those achieved by an AI search. Over the years, Boolean has been criticized for being ineffective, unproductive, prone to error, expensive, and requiring expert knowledge and clean data. Furthermore, Boolean searching has been labeled as a chore. Even the best Boolean string generators are prone to issues. Some of the key disadvantages of Boolean searching in recruitment include:

  • It is impossible to build Boolean strings that produce a properly sized list of the best-fit candidates. It usually results in either an excess of candidates (when using several OR operators) or an insufficient number of candidates.
  • Boolean searches only show applicant profiles that precisely match the terms in a recruiter's search; they do not show profiles that match synonyms, comparable job titles, or skill sets.
  • Recruiters frequently group more Boolean search operators to focus on strong prospects. However, this often leads to search results that are too narrow to use. This makes it simple to rule out competent applicants.
  • Boolean search results are frequently not prioritized, forcing recruiters to manually sort through and rank mountains of candidate profiles. 
  • Most employment platforms don't support Boolean search operators, and even when they do, there isn't much uniformity in how you can create Boolean search strings. It takes a lot of time and effort for recruiters to visit each employment portal separately to enter their searches.

How Does Loxo Integrate With Boolean Search?

Loxo is a Talent Intelligence platform and a global leader utilizing artificial intelligence recruitment automation software. In the last few years, it has made small, medium, and large enterprises' recruitment challenges a thing of the past. Some of its most powerful features include: 

  • The Wildcard Operator: Only Loxo's recruiting program interprets the asterisk operation. Other recruiters, such as LinkedIn, do not allow you to utilize the * symbol. As a result, you won't be able to use word stems in your searches on other platforms.
  • Stop Word Operation: Loxo is the only recruiting software that allows you to use stop words like IN and WITH. Google search operators do not have this functionality.
  • Case Sensibility: Using all uppercase Boolean operators on some platforms, including LinkedIn, can be tedious. However, Loxo merely needs that the NOT operator be capitalized.

If you're interested in learning more, sign up for a free account or ask for a platform demo!

free ats software

Choosing a Recruitment Agency Software

Choosing a Recruitment Agency Software

As a recruitment agency, choosing a recruitment software is not an easy task. You must focus on choosing the right platform with the hope that it will increase efficiency and profitability in your business. Hiring platforms for small businesses, executive search firms, and professional recruitment agencies have proven critical in the search for the best talent. This is especially true as we are living through a candidates’ market. Therefore, as the hiring boom continues, you need to have the best staffing software for small businesses to remain ahead of the current competition.

However, there are dozens of recruitment agency softwares currently available on the market. The market is saturated with options for consumers. In fact, you can even get staffing agency software free. But what's the best recruitment software for your small business? Read on and discover some critical aspects when selecting the best hiring software for your business. These elements include industry-specific functionality, ease of use, and associated costs.

Best Recruitment Software for Agencies

The best recruitment software for agencies should have an applicant tracking system (ATS) as well as a recruiting customer relationship management (CRM) in the same software platform. This integration is crucial. A recruitment agency ATS is a database that plays a critical role in tracking applicants through the entire recruitment process. As a recruiting manager, you don't want to lose track of any of the applicants, as this has the potential to affect your organization and prevent you from getting the best talent in the market.

Also, small businesses, which are the majority of recruiting agencies and executive search firms, operate under financial constraints. These “lean” organizations must understand where every dollar goes. They must achieve maximum results despite the considerable resource constraints they're already experiencing in their business operations. The best ATS for recruitment agencies should save time and resources, enhancing the business's success. This is also the same for the software that recruitment agencies consider adopting for their everyday tasks and workflow.

Additionally, the best ATS for small recruitment agencies should be fundamental in streamlining the onboarding process. Other tools for recruitment agencies should also assist in the onboarding process, making it easier for the new employees to join the organization and start their jobs. It will be a challenge if your recruitment agency struggles to welcome the new employees working to join the organization.

Recruitment Agency Software Free

Free recruiting software for small businesses or fast-growing recruiting agencies, or even an independent headhunter, is a welcome bonus for the organization. That's why you should concentrate on the ready and willing organizations to provide free recruitment platforms that will play a critical role in enabling your hiring business to save vast amounts of money. Every small business focused on hiring should be highly interested in a free recruitment CRM because it will allow the organization to save money and enhance its investment in other areas.  

For those looking to get started with a new recruiting agency or executive search firm, start with a free software for recruiting agencies. As the firm grows and becomes more successful, they can afford to invest into sophisticated technology and sourcing tools.

Getting free recruitment agency software is challenging in the current hiring software market. Most hiring agency software developers are only willing to sell their products. It has been established that such organizations are not even willing to offer some free versions. This is a significant challenge, especially for the small recruitment agencies struggling with the primary resources in the market.

However, Loxo seems to be changing the current market settings as it is already offering free recruitment database software to small hiring businesses. This game-changing approach will be critical in ensuring that the smaller companies have an opportunity to make the right decisions while in the market. This is a unique operational strategy that has the potential to enable hiring agencies to get free software and enhance their recruitment approaches with ease.

Recruiting Agencies for Software Developers

Recruiting agencies for software developers should also look for the best recruitment agency software if they want to make a difference in the market. The best recruitment agency for software developers remains ahead of the current industrial competition by working hard to enroll the right software in its industrial operations. It's the only approach such an organization can consider incorporating into its business operations if it is focused on getting the leading software engineers in the industry.

As a software developer agency, you must understand the software engineer recruiter salary and evaluate whether the company can handle such wages. Sometimes, overspending on recruiting software will overextend an organization’s budget if internal salaries are already high. That's why you need to consider a recruitment software that will cut on software recruiter engineers and invest in the right technology.

CRM Recruitment Software

Multiple software companies are actively working hard to dominate the current recruitment agency software market. This means that various organizations must consistently try to push their products in the market by showing their customers the products that they're offering. This allows the customers to select the most appropriate recruitment software that has the potential to meet the needs of the business.

Recruit CRM stands out as one of the standard recruit CRM chrome extensions that recruitment agencies have incorporated into their operations. However, the current recruit CRM reviews demonstrate that this recruitment agency software has not been offering the best services to the various recruitment agencies in the market. As such, it's clear that CRM recruitment software does not consistently meet the needs of the recruitment agencies regarding functionality and other essential aspects.

As trends indicate, Loxo is the best CRM for recruitment agencies in the market today. It has all of the features that hiring agencies have been working hard to access in their business activities. Any organization seeking a free recruitment CRM in the market should be actively interested in Loxo as the best alternative. Various recruitment agency software classifies Loxo as one of the best alternatives owing to the considerable number of features that the software offers.

Are You in the Market for a Great Recruitment Agency Software?

Getting recruitment agency software for your hiring agency is a fundamental aspect that can give your business a competitive edge. As the hiring boom continues, you need to approach your hiring process using the current innovations to keep ahead of the unnecessary competition in the industry. That's why you need a recruitment agency software for your company.

Loxo stands out as the most appropriate recruitment agency software that has the potential to take your recruitment approaches to the next level. Besides the significant number of features, you can access free software and save sufficient resources in your operations.


Sign up today and get a data-driven and AI-powered software designed to manage the full recruitment life cycle through a single system-of-record software platform.

How to Make Recruiting 50x Faster with a Talent Intelligence Platform (proven by 4,300+ clients)


Game Changing Innovation Strategy

“The most important, and indeed the truly unique, contribution of management in the 20th century was the 50-fold increase in the productivity of the manual worker in manufacturing.”

— Peter Drucker, Management Challenges for the 21st Century

The most respected management thinker in history isn’t just talking about fiftyfold productivity for the smartest people. He’s talking about fiftyfold productivity on average for 100 million-plus people.

To put this in context, imagine if you could get an entire weeks’ work done in less than an hour? Or if you could work a full work week, but got 50x the results of everyone else?

But, oddly, after this huge societal boost in productivity, something very strange happened.

At the exact point where you’d think there would be another boost in productivity due to the introduction of the internet, there was stagnation. The evolution of the web should have led to dramatic improvements in productivity, yet they are invisible in the data. This is known as the productivity paradox.

This paradox led Drucker to issue a challenge for our generation:

"The most important contribution management needs to make in the 21st century is similarly to increase the productivity of knowledge workers."

Over the last 9 years in my rapidly growing recruiting software company, I’ve taken on Drucker’s Challenge and succeeded. We’ve gone from zero to tens of millions of dollars in revenue with 4,300+ customers. More so, we’ve achieved this through a very methodical process.

What I learned boils down to two sentences: At first, gaining a 50x productivity boost sounds impossible. But, if you have the right process and use the 50X playbook, it’s realistic for almost any knowledge worker.

In this article, I will share two things with you:

  • The step-by-step workflow I used to get a 50x productivity boost in the recruiting industry.
  • The little-known process that originally gave the 50x boost in the industrial revolution, but was then forgotten. 

By the end of the article, you’ll have what you need to take the 50x Challenge yourself.

From First-Time Entrepreneur To Tens of Millions In Revenue: How I Got A 50x Boost In The Recruiting Industry

In 2010, I was a 29-year-old vice president of operations at a high-growth SaaS software company. It was high time to found my own startup. The core theme that consumed my thoughts was that artificial intelligence (AI) would revolutionize every industry in the decades to come.  The notion that you could develop software that would learn on its own and improve performance for the people who relied on that software to perform their job inspired me.  That was the future.  I wanted to go create it.

For 24 months leading up to launching my company, I spent two hours per day after work and on weekends minimum:

  • Reading. Sharpening the saw.
  • Exploring 50-plus markets to identify patterns and opportunities.
  • Studying business models.
  • Breaking down the workflow process each industry used to deliver its product or service.
  • Testing potential concepts.

In other words, rather than winging it, I spent the equivalent of nearly a year of full-time work turning over every pebble (not stone) in order to find and validate the business idea that I could go all-in on.  I was looking for a huge market opportunity that would combine artificial intelligence and software and had the potential to change the world in some small way.

After this long discovery process, I finally settled on the recruiting industry for two reasons:

  1. Massive Impact And Market Size. Besides your health and family, your career is the next most important thing. It impacts every human and determines so much. It determines who you become, your income, your impact, your lifestyle, your network, your development, and ultimately how you spend one-third of your waking hours. In other words, your career determines you and your family’s destiny, and I saw that if I could make the recruiting industry function a little bit better, the trickle-down effect would be enormous.
  2. Opportunity To Transform An Entire Industry. There was a massive gap between what I knew was possible and how recruiters managed their day-to-day workflows.   For example, when I looked at their processes, I learned that executive recruitment firms spent a whopping 80 hours performing manual steps just to get one candidate on the phone for an interview. Another epiphany was that recruiters spent the majority of their time jumping inefficiently between disconnected general-purpose tools (i.e., Gmail, MS Word, MS Excel, LinkedIn) rather than an integrated recruiting tool. Dozens and dozens of recruiters I spoke to were even using alphabetized index cards or huge, printed-out stacks of resumes. 

Now that I had the vision and business model, I spent the next 18 months methodically integrating Stanford Professor Steve Blank’s lean startup methodology and launchpad. A key part of this process involved meeting with and learning from hundreds of recruiters. Simultaneously, I actually started recruiting on my own. This allowed me to intimately understand how things worked from a first-principles perspective.

In 2013, after more than 18 months in the discovery phase, I brought together the initial team and we finally began building the first prototype of a software that reinvented the entire recruiting workflow rather than simply improving the existing one. I called the software Loxo

Since then, I’ve conducted 5,200+ discovery sales conversations with recruiting organizations of all types and sizes. Our Loxo software has continually improved to the point where market demand is pulling us faster than we can keep up.  We will exceed 150 employees in the next year, have 4,300+ clients across the globe, and recently expanded into Europe with our first international office.

More importantly, the result has been a fiftyfold boost in productivity for the average recruiter using our software.

Now that you understand my general process, it’s important to understand the historical precedent that caused the 50x productivity boost. By understanding my approach and the historical approach, hopefully, you’ll see an underlying process you can use in your own business.


High performance

Revisionist History: What Really Caused The 50x Productivity Boost In The Industrial Revolution

What we’ve been taught about productivity is wrong. Technology is NOT the fundamental cause of productivity. Mastering the latest and greatest tools will not take you to the promised land of productivity.

What I learned and what history shows us is that what really matters is workflow optimization. In other words, it’s about perfecting the step-by-step workflow first, then harnessing technology to turbocharge.

Technology with a bad process is similar to pushing a boulder up a hill. Technology with a great process can result in a 50x productivity boost.

This brings me to Frederick Winslow Taylor, one of the world’s first management consultants and author of Principles Of Scientific Management.

The core thesis of the book boils down to one sentence:

Replace work by the rule of thumb, habit, and common sense with the scientific method in order to boost productivity.

Later in the book, Taylor explains why this is important…

  1. As a field evolves, it develops best practices. Best practices are passed down from generation to generation.
  2. These best practices go unexamined. “Practically in no instances have they been codified or systematically analyzed or described,” explains Taylor.
  3. There is a lot of diversity among practices. Taylor adds, “Instead of having only one way which is generally accepted as a standard, there are in daily use, say, fifty or a hundred different ways of doing each element of the work.”

This diverse body of practice based on the “rule of thumb” is far from optimal. You might think that if a profession has been around for decades and even centuries that it would discover the optimal processes and pass those down. However, Taylor’s work showed that this doesn’t happen.

Taylor describes what it means to apply the scientific method to work with these three steps: 

  1. Develop a science for each element of each person’s work to replace the old rule-of-thumb method.
  2. Use machines where possible to increase efficiency.
  3. Scientifically select and then train, teach, and develop each employee rather than each employee developing their own system.

Using this system, Taylor achieved astounding results for tasks you would think are impossible to improve. Let’s take something as simple as shoveling as an example.

First, Taylor questioned basic assumptions: 

For a first-class shoveler, there is a given shovel load at which he will do his biggest day's work. What is this shovel load? Will a first-class man do more work per day with a shovel load of 5 pounds, 10 pounds, 15 pounds, 20, 25, 30, or 40 pounds? 


Next, Taylor answers these questions via experimentation. He varies the shovel load and has managers trained in the scientific method document the results. After several weeks of experimentation, he found the optimal shovel load was 21 pounds.

The example above is not just hypothetical. Taylor helped create a science of shoveling at Bethlehem Steel Company for its 600 shovelers. That science included thousands of stop-watch observations and experiments on: 

  • Different kinds of shovels (they settled on 8-10)
  • Shoveling techniques (testing various distances, weights, heights, and minerals)
  • Management system (new system of educating employees on what works, tracking methods, reporting results, and providing bonuses to individuals rather than having a common group wage)

What was the end result of these shoveling experiments? 

Within three years, the output per man doubled. As a result, employees earned 35% more on average while the company paid significantly less. 

All of this from turning the simple act of shoveling into a science. 

Taylor gives other fascinating case studies in the book. One amazing example is bricklaying. This trade has literally existed for 10,000 years. There had been almost little for hundreds of years. Yet, one company was able to improve efficiency by 3x. Using the principles of scientific management, they…

  1. Reduced the number of motions from 18 to 5. 
  2. Created a simple apparatus that held the bricks at the same height as the wall so they didn’t have to constantly bend down to pick them. 
  3. Taught people to use their hands simultaneously rather than in sequence.

Taylor was not alone in using scientific management principles. Henry Ford used the same principles to invent the assembly line realizing that much of a worker’s time was wasted simply walking between materials and tools.

The following quote from Ford captures the implication, “He gets small pay because pedestrianism is not a highly paid line.”

So, Ford, had the work come to workers rather than them walking to the work. This innovation was called an assembly line. Second, Ford noticed that a lot of time was spent stooping over to pick up materials from the ground and putting them on the assembly line, so he made multiple assembly line heights based on worker height. 

In the industrial production workshop, the robot arm of the automobile production line is working car production line stock pictures, royalty-free photos & images

The most fascinating part of Ford and Taylor’s insights is that easy-to-understand, simple-to-implement changes in the process could have dramatic improvements, yet went undiscovered by others. It conjures up the surprising detail that a suitcase with wheels wasn’t invented until the 1980s.

The need for scientific management rings true just as much as 100 years later.

One hundred years later, most knowledge work is still done via the rule of thumb, habit, and common sense. Most of a knowledge worker’s time is spent doing things other than those activities that yield the highest business impact.

Today, knowledge workers spend an average of 41% of their time on unimportant discretionary tasks and 55% of their time on managing across, up, or down within the organization.


Happy business woman with multitasking skills sitting at his laptop with office icons on a background. Freelance worker. Multitasking, time management and productivity concept. Vector illustration. business efficiency stock illustrations

In my story, in Taylor’s work, and with Ford’s insights, we see the same lessons again and again: 

  1. Break down your work processes into their fundamental components
  2. Use the scientific method and first principles to find the optimal process for each step
  3. Reinvent, don’t just improve
  4. Use modern tools to gain leverage
  5. Integrate all of the steps and tools so that all efficiencies build on each other and everything works together seamlessly (rather than it just being stitched together)


Now that you see that there is a proven and doable process to get a 50x productivity boost for you specifically and your company more broadly, it’s time to ask yourself a fundamental question...

Will you take the 50x Playbook Challenge?

Imagine the business impact and competitive advantage if knowledge workers were given a software platform integrated with a playbook designed for that specific industry. The end goal should always be to have workers spend the majority of their time on the highest value tasks.

When you use this logic, align incentives, and then add in artificial intelligence, a 50x productivity boost no longer seems crazy. In fact, it feels the opposite. It feels inevitable.

Celebrating Team Success

The original article was first published on available to view here.

Special thanks to Michael Simmons for his collaboration in co-developing the ideas in this article. If you want to go deeper into how Michael developed his own article from our collaborations, then read this article In 1911, a genius revealed a forgotten science how to be 50x more productive without working more hours.

Recruiters evaluating a Legacy ATS

Is Your Legacy ATS Hurting Your Firm?

Rise of the ATS

When the ATS emerged in the 1990s, it seemed to be the solution to every recruitment problem. These digital systems collected and stored data from both online and physical applications. The ATS allowed recruiters to sort and filter candidates. They also began to provide basic candidate screening. The ATS gave recruiters a manageable set of candidates to choose from before looking at applicants.
Yet, the ATS has its flaws. For one, it is still difficult for teams to collaborate. Most ATSs don't allow recruiters to share candidate profiles or notes. Some of them replace one type of busy work with another: inputting data from applications into the system. Recruiters who once spent all day filing applications spend the same time shifting data from one set of boxes into another. If this sounds like you, it might be time to ditch your legacy ATS and move on to the next stage of candidate recruitment.


 Twenty years ago, CRM meant "customer relationship management." CRM referred to services that tracked customers' ratings of a company's performance. As online job applications became the norm, companies began to consider candidates as customers. Like customers, candidates have experiences to be curated and optimized. After all, candidates don't learn about vacancies from the classifieds and hand the recruiter a resume in person. It's much easier to find jobs through job boards and social media, but applying can be complicated. Most candidates have quit the application process out of frustration, confident that another dream job is just down their feed. This is why companies have started worrying about candidate relationship management.
CRM software makes recruiters' lives more manageable than an ATS despite its focus on candidates. A significant advantage is that a CRM can parse a resume, cutting down on the manual data entry your legacy ATS requires. Finally, the CRM automates alerts and messages within a team. This makes it easier for team members to share applications.
The most significant difference between the ATS and the CRM is their focus. CRMs don't view candidates through the lens of their application to a single job. Instead, candidates are considered holistically. CRMs nurture your relationship with candidates. The new systems create a talent pool that you can return to, even once you've filled a particular position.

How Loxo can help

 Loxo is an AI recruiting tool with cutting-edge CRM software that makes it easier for your company to find, track, and engage top talent. Unlike legacy ATSs, Loxo cuts down on busy work and gives you data on every aspect of the recruitment process. It also makes collaboration and documentation a breeze. For more information on how Loxo can work for your company, visit our website today or request a demo here!