enterprise talent acquisition strategy

Enterprise Talent Acquisition Strategies and Management

The success of an exceptional company is almost always a result of extraordinary talent. The quality of any business’ employees will make or break an organization, and it pays to prioritize talent acquisitions as the heart of a company’s operational body. 

For enterprise, Human Resources and Management must be able to walk hand in hand in order to not only source and hire top talent with enough skills to hit the ground running, but also to provide them with a clear avenue for growth once they land at your company. The best hire is one which is made for longevity -- when you acquire the right talent, it’s easy to manage them.

The general consensus among enterprise organizations is that talent acquisition should be centered as a top priority, and strategizing your company’s process will result in fast, efficient hires for quality candidates who are in it for the long haul, and the ultimate benefit of your business. 

Enterprise Talent Acquisition Strategies and Management

Here are seven factors to consider when building your talent acquisition and management strategy for enterprise:

Build a strong employer brand for enterprise talent acquisition.

More than ever, a workplace manages to become integral to the identity of its employees. A job is more than a paycheck: it is a lifestyle. Implementing an employer marketing program to project a detailed picture of your company’s values, culture, and extracurricular staff benefits can be a great way to source especially passive contacts to build an employee base which is not only highly skilled, but also aligns with your business’ philosophy.

Utilize succession planning for your enterprise talent acquisition strategy.

The cost of filling a vacant seat in your organization can be exponentially more expensive than the salary of a present employee. While you should always be on the lookout for external talent, it is cost and time effective to keep an eye out for internal candidates who may be ideal replacements for priority roles.

As part of your organization’s long-term strategy, pay attention to those promising internal potentials who demonstrate strong competence in your organization, and identify relevant possible pathways for growth which they may take in the future.

Hire for the win.

Of course you already do this, but it is worth reexamining your interview process, and the standards to which you hold candidates. Identify qualities which to your organization make a potential really stand out, and design questions, homework assignments, and post-interview evaluations which measure and test these qualities in interviewees.

Building this set of standards should be a collaborative effort with input from managers of multiple departments. A promising candidate may be converted into a long-term worker if ideal characteristics for specific positions and the needs of the company as a whole are determined in advance, using all sources available.

Make room for freelancers for your enterprise talent management strategies.

Contemporary work culture sees Millennials and Gen Z-ers embracing a gig economy style of employment which is flexible, short term, and sometimes less expensive. Gone are the days of the job-for-life baby boomers, and businesses should get used to an employee base populated by quality temps.

One benefit to hiring freelancers for part time or temporary positions is that this allows business to factor in a quick turnaround for short projects or during a momentary need to bulk up employee numbers. Additionally, if managers see someone they like, acquisitions can add them to the talent pool as a potential future full-timer.

Employ novel recruiting sources to ramp up talent acquisition for your enterprise.

It’s like catching fish in a barrel. Top quality talent is easy to find with little to no effort. From dedicated sourcing sites, to social media pages; internet mining, to old-school techniques like job fairs and on-campus college recruiting. And if you’re leveraging hiring solutions which collect candidate profiles at the click of a button, finding talent is frankly ridiculously easy.

But don’t let this ease-of-access allow you to miss out on potentials that you might find through weirder means. One avenue you might try is to recruit from your pool of consumers - who better to represent your product than loyal customers who already love what you do?

Leverage hiring solutions for the enterprise.

Enterprise organizations have unique hiring and retention needs which dictate specific talent acquisition and management strategies that prioritize high-volume projects, and are able to cast the widest net possible in the shortest amount of time. Sourcing solutions such as Loxo Profiles enable talent acquisitions to input high-priority traits to look for in a potential hire, and then receive a comprehensive list of only best-fit candidates who match with the company’s express needs. Using HR technology to the benefit of your business boosts efficiency, and facilitates better hires.

Engage your talent.

Employee retention begins the moment you reach out to your candidate. Customizing each “candidate journey” to the specific skills of your potential, as well as the requirements of the position their filling, not only intrigues top talent, but also allows you an invaluable opportunity to sell your business and company culture to the talent.

But don’t let it end there. The onboarding process can be the difference between retention and turnover - design your onboarding strategy to support your new employee in becoming a long-term and productive member of your team. 

Loxo is a comprehensive hiring solution that enables enterprise talent acquisitions to quickly source top talent in a sea of potentials. See how Loxo can benefit your business by signing up for a free ATS account today.

talent sourcing strategy

Talent Sourcing Strategy

Organizations wanting to stay ahead of their competitors need to think about strategizing their talent sourcing methods. In an ever-evolving business culture, successful companies implement recruiting plans that are proactive, forward thinking, and leverage HR solutions to their advantage. 

What a Talent Sourcing Strategy Is, and Why it Matters

Strategic sourcing differs from passive recruiting in that it aims to stockpile promising and best-fit candidates in an expansive talent pool, rather than only reaching out to active job seekers for specific open roles. 

Strategy in this case not only means having a well-defined procedure for talent sourcing, but also keeping an eye on the future, and aligning talent acquisitions with the company’s broader business plan to facilitate the holistic achievement of an organization’s goals. 

Strategic sourcing:

  • Builds relationships with quality candidates early-on by leveraging marketing and deliberate outreach.
  • Targets identified quality candidates, rather than relying on high-volume, passive recruiting strategies.
  • Anticipates hiring needs well in advance, and continually improves sourcing speed and efficiency.

Implementing formulaic and strategic sourcing methods increases predictability and quality of the hiring process, and reduces risk and time used. This ultimately results in elevated productivity for any organization. 

Strategies for Talent Sourcing

In this section, find tips, practices, and products designed to improve talent sourcing strategies for any business.


  • Align your strategy with your overall business goals. Of course you want to hire the right people to meet the requirements of your organization as a whole. Your initial strategy should involve identifying goals, then analyzing your hiring requirements which would enable you to meet those goals. You should determine what talent you need, at what level, and exactly when in your business plan you will need them.
  • Isolate your talent acquisition team’s sourcing function. Think of your sourcers as scouts. Proactive talent acquisition teams which plan for the future should be constantly funneling candidates into the talent pipeline, whether or not a business is actively hiring. A separate source function also means that sourcers can collaborate effectively with different aspects of the business to address the need for specialized or ultra-specific talent in varying departments.
  • Determine your target talent. In general, you should have an idea of what qualifications talent should have to meet the needs of your company. Creating an ideal candidate persona detailing skill sets, academic background, internal vs. external hire, and so on will set the parameters for your talent search, and simplify the process.

    Loxo Name Generation can then help you find best-fit candidates to meet the requirements of your open positions. You can input your ideal candidate details into this automated AI talent matching platform and receive a comprehensive list of target candidates who match your specific needs.

  • Watch time spent on passive candidates. While potentially a great resource, talent which are not actively seeking work pose a risk to productivity if sourcers dedicate too much time and energy to these cold contacts. If a passive candidate is consistently responsive, enthusiastic, and interested then they’re worth a little effort. If not, funnel this contact into the talent pool for a later date.
  • But keep them happy. Passive leads make up the base of a healthy talent pool and pipeline. It is vital to maintain an active relationship with these quality candidates. Every six months or so, your recruiting team should reach out to passive talent with updates, interview offers, or friendly holiday greetings, to let them know that they’re still on your radar as a potential hire.
  • Identify source location. Talent is everywhere. The current digital age has delivered a smorgasbord of sourcing sites and platforms to choose from, and there are high-quality candidates available on each one. But not all platforms are created equal, and you may have to filter through less-than-ideal targets and cold contacts if using boots on the ground sourcing strategies.

    Loxo Source is the ideal solution for finding top talent with minimal effort. This proprietary directory contains 510+ million people across 95 data sources with verified phone and emails. Loxo AI technology continuously refreshes billions of data attributes, creating the world's most valuable talent map.
  • Use sourcing solutions to your advantage. Talent sourcing no longer requires recruiters to have side jobs as private detectives. Relying on old-school methods to find contacts for top candidates only slows things down, meaning you lose productivity as well as  quality hires.

    Loxo Profiles allows users to find verified emails, phone numbers, and social profiles for anyone. Loxo's search engine combines over 95 data sources including the entire social web, publicly available data sets and premium data we've acquired via commercial partnerships.
  • Don’t let your strategy stagnate. Business models, technology, and the world at large are constantly changing. This means that the role and needs of a talent sourcing team will evolve just as quickly. Analyze and review data frequently, experiment with different methods and resources, and update your strategy to meet the requirements of the future. 


A strong talent sourcing strategy will improve productivity, help build the future of your business, and keep you relevant and competitive in the modern field. By leveraging our list of top strategy tips, you can begin to fine tune your own high-performance recruiting team. 

Loxo is a comprehensive hiring solution that helps businesses streamline their talent sourcing strategies. To find out how Loxo can work for you, sign up for a free account here.

cold calling for recruiters

Cold Calling for Recruiters

Strong tactics for employee recruitment facilitate the success of any business. A recruiter’s contact repertoire must be supplied with a variety of tools and techniques to cast the widest net when sourcing top talent. In the age of social media, common procedures rely heavily on digital interventions, however there remains a place in the world for more conventional methods. 

Cold calling candidates endures as a foundational recruiting outreach technique. And like any other approach, the cold call merits a deliberate and well-considered execution. In this article, you will find tips and strategies for creating a more effective cold-call plan. 

Planning a Successful Cold Call

A productive recruiting call requires forethought and advance preparation. Here’s what you can do ahead of time to make the most of your outreach:


  • Identify desired outcomes. Why are you calling the candidate? Is your aim to fill a vacancy, make an appointment, or offer an interview? Know the purpose of the call, and set goals before you dial.
  • Write a script. Everyone gets stage fright, even extroverted recruiters. Effective cold calls should touch on a number of different subjects including who you are, why you’re calling, where you’ll calling from, and validation of your interest in the candidate. To keep this relay of information concise and organized, work with a pre-written text or plan.
  • Practice. Alone or with a colleague, rehearsing the call will help you not only improve your delivery, but also your ability to react to the nuances of a real-time conversation. Prepare answers to potential questions, have alternative offers on hand in case of a conflict, and have your recitation of the job description play-perfect.
  • Get the timing right. One of the more difficult aspects of cold-calling is knowing when to dial your candidate. People are busy during the day, and unavailable at night, so a recruiter’s timing must be strategic in order to gain the best chance at a response.

    According to one source, the best time of day to call a potential hire is between 8 and 9 AM -- before their work day is in full swing -- and between 4 and 5 PM -- just as their shift is beginning to die down.
  • Warm up your cold call. Dialing a candidate out of the blue runs a certain amount of risk -- if your timing, delivery, or judgement of their level of interest is in any way off, you may not get a response, and lose time and energy in the process.

    Starting the conversation before you call allows you to maximize the effectiveness of your conversation. Have a look at the candidate’s LinkedIn page, and shoot them a quick email briefly stating your company’s interest in their candidacy, and potential times for an initial phone conversation. 


Executing a Successful Cold Call

A high caliber delivery will make all the difference in determining the effectiveness of a cold-call strategy. Here are some tips to help you orchestrate a flawless conversation with your candidate:


  • Go for it. Don’t hesitate to launch right into your information download. Let your candidate know who you are and why you’re calling, immediately. A clear statement of purpose and interest will start you off on the right foot.
  • But be professional. The first thing you should ask is whether it’s a good time to call. Courtesy will help get the candidate on your side, and you should help them understand that they’re the one steering this conversation. Maintain an enthusiastic tone, but allow your potential room to set boundarie.
  • It’s a dialog, not a speech. One of the worst things a recruiter can do on a cold-call is to exclude the candidate from the conversation. Your job is to keep them interested and engaged, and one of the ways you can leverage your phone call to this effect is by allowing an organic and friendly interaction to unfold. Right away, ask them how they’re doing, try to get an idea of their interest and motivation, and ask lots of open ended questions that prioritize their comprehension of your offer.
  • Be specific. Let the candidate know exactly why you’re calling them, out of the myriad other potentials in the world. Give a detailed description of the responsibilities of the available position, the unique values of your company, and what makes you think this candidate would be an excellent fit.
  • Take notes. Anything the candidate says to you has the potential to be leveraged in a future conversation. Maintaining a record of your dialog will help you design a successful second call, and cultivate a more personal relationship with your talent. 



Final Thoughts: Cold Calling for Recruiters

The cold-call is a classic recruiting strategy that, when done correctly, can be an effective tool in drafting top-quality talent for your organization. Use our tips to your advantage to craft a winning cold-call plan, now.

Loxo is a comprehensive hiring solution that allows recruiters to cast a wide net and reel in top talent with every phone call. To find out how to make Loxo work for your company, sign up for a demo today at Loxo.co.

man using ats automation and workflows to save time during work

ATS: Automation and Workflows Benefits

Advancements in technology and automation have done wonders for the recruiting world. Recruiters can now reach millions of potential candidates online, create comprehensive pools of talent, and develop acquisition strategies that implement social media and apps to reach younger hires.

But with a growing industry and growing capabilities comes more time-consuming steps, complex procedures, and expectations on the recruiting side.

This is where an applicant tracking system comes into play. 

ATS technology automates, simplifies, and streamlines the time-consuming procedures in the recruiting process. Surviving as a recruiter in today’s market isn’t a question of whether or not to use an ATS; it’s a question of how best to use it.

Here are some of the most notable benefits of ATS automation and workflows

Save Money and Time with ATS Automation

Lowering the time-to-hire and cost-per-hire are two of the most important metrics that recruiters pay attention to. Implementing ATS workflows and automation processes can help to decrease both of these metrics.

According to GetApp, 86% of recruiters said that using an ATS helped them reduce their time-to-hire. With ATS automation, routine tasks that previously took hours can now be executed with much less time and with more ease. Candidate sourcing, screening, resume parsing, scheduling interviews, and reaching candidates and clients have all been streamlined with an ATS.

Additionally, an ATS will help reduce your cost-of-hire. One of the most basic ways an ATS saves you money is through time. With less time spent on time-consuming, mundane tasks, recruiters can create greater economy by utilizing their time elsewhere in the recruiting process. 

An ATS will also provide you with valuable data and tools so you can make smarter, more economic decisions. ATS automation comes with several features, one of which being an evaluation of source of hire. If you know the most effective source of hire for a certain field or position, you can save time and money by focusing on only the most effective sources. 

ATS Marketing Automation

Outside of staffing and recruiting, an ATS can be an extremely valuable marketing tool. 

One of the few ways recruiters reach out to candidates, both passive and active, is through emails. ATS marketing automation can create customized email campaigns to reach out to specific categories or groups of candidates. 

If you’re attending an event in a state or city, you can use your ATS to create a list of prospective candidates. Prior to attending the event, you can refer to the information in your ATS to contact those individuals, thus establishing communication with candidates prior to seeing them in person. 

You can create instant notes and rankings of talent pools, share those notes with other recruiters who have access to the ATS, and begin to prioritize outreach to talent pools or candidates. 

Additionally, whatever information or contacts you gather along the way can be saved and organized in your ATS, making it easier for you to come back to old talent and build a foundation for the future. 

ATS Automation and Candidate Quality

Because the hiring market is so competitive, it’s important to utilize an ATS to ensure you’re connecting with top talent before they’re picked up by another agency. 

By automating ATS workflows, recruiters will not only have an easier time connecting with candidates but will also improve the candidate experience. Candidates will find recruiters being quicker to respond, more organized, and generally easier to communicate with. A happy candidate translates to more referrals and greater brand awareness, which, in turn, leads to a higher quality of candidates. 

Remember that top talent, because of their exceptional qualifications, are only on the market for a limited time. Speeding up the hiring process, communicating more efficiently, and ensuring the best possible candidate experience are all ways to maximize your ability to match them with clients. 

ATS automation comes with several benefits that are crucial to your company’s long-term success. As technology and automation continues to pervade into the recruiting world, it behooves recruiting agencies to start building their foundation and implement an ATS into their processes. 

Loxo’s sophisticated ATS+CRM will help provide you with all the necessary tools to eliminate data entry, maximize productivity, and simplify your workflow. Loxo is dedicated to helping you unearth top talent in a timely fashion and at the lowest costs. Streamline your recruiting procedures and schedule your free Loxo demo today.