out of the box recruitment strategies coming out of the box.

7 Out of the Box Recruitment Strategies

Many organizations are in constant search of talented, highly-skilled, and top-performing employees. Because of this, they pay recruiters a premium to identify and recruit these candidates on their behalf. As a recruiter, it can be difficult to break through the standard search process and find top candidates before the competition. Therefore, it is essential for recruiters to test out new out-of-the-box recruitment strategies as potential means of gaining a competitive edge. 

Most likely, the perfect candidate is not looking for a new job— they're probably content within their current role. A recruiter must therefore find innovative methods to find, compel, and recruit these candidates in unique and effective fashions. 

Here are a few out of the box recruitment strategies to try: 

1. Leverage on Social Media 

According to Statista, over 3.6 billion people used social media in 2020— a number projected to rise to approximately 4.41 billion in 2025. This number represents over half of the internet users. 

Social media users comprise professionals, students, academicians, job seekers, and others who may be interested in changing roles. Therefore, it's a great place when looking to hire an employee. 

Here are a few strategies recruiters use to find top talent: 

  • LinkedIn: LinkedIn is a platform for professional recruiters to build their brand and reach out to prospective candidates. Keep your profile active by posting valuable content regularly or participating in conversations. This will help keep you and your brand top of mind for high-caliber candidates on the site. 
  • Facebook: Facebook is another excellent platform to seek talent. You can use sponsored posts or groups to scout potential employees. If you're looking for a real-estate consultant, join a few real-estate groups to boost your chances of success. Alternatively, you can create regular content to attract followers and top talent organically. Post informative updates, infographics, industry updates, links to blogs, and ensure you reply to comments. 
  • Instagram: Instagram is a unique platform where users utilize the power of images and live videos to connect. Instagram is popular with people in the creative industry like fashion designers, graphic designers, culinary artists, artists, photographers, etc. As a recruiter, you can find top talent from Instagram by posting stories or sharing pictures with relevant captions and conversations. 

2. Invest in University Recruiting 

Universities are the breeding ground for all industry experts and therefore present an undeniable opportunity to recruiters. Companies can acquire the best brains from campus and train them afresh to take on new projects. Fresh university graduates come with great energy, attitude, and minimal demands. 

Recruiters can maximize in the following ways: 

  • Being Physically Present: Plan to make your presence felt on campus when things get back to normal, and people are back in person for everything. You can achieve that by attending career fairs or supporting the students in mutual causes like climate change initiatives, community projects, or environmental projects. 
  • Social Meetings: Arrange remote meetings—for example, Zoom or Skype sessions with students, student bodies, and company representatives by partnering with career development departments within universities. The virtual meetings are essential in developing a rapport that recruiters will rely on to find top talent in the university. 
  • Measure University Recruitment Success: University recruitment involves time, planning, and resources and should yield commensurate results. Record the number of hires, interviews, and retention rate to assess the method's effectiveness. 

3. Host an Interview Skills Webinar 

Successful recruitment is a series of steps that includes lead generation and rapport-building with candidates. Therefore, it can be valuable for recruiters to host webinars and other relevant events that keep candidates engaged and benefit them professionally. 

Offering this type of valuable advice to candidates through webinars can attract them organically and build a sense of trust intrinsically. From there, you can stay top of mind and serve as a resource to these individuals, until eventually helping them fill one of your open roles. 

4. Using AI Recruitment Technology 

Recruiters can apply artificial intelligence to minimize manual processes and improve the speed of decision-making and accuracy. The AI technology sieves through multiple applications and talent pools simultaneously, minimizing the time needed to process a candidate. Consequently, the recruiter is able to spend more time creating impactful relationships with their talent pool.

In addition, recruiters can train AI technology to automatically source, filter, and rank top candidates specific to their own roles and organization. 

A point to note: industry experts believe that artificial intelligence will not replace human recruitment. Instead, it will boost efficiency, quality, return on investment, and aptitude. 

5. Optimize Your Network 

Use your network to find the ideal candidates — if you know someone perfect for the role, reach out to that person, bring it up to your Facebook friends, post on your LinkedIn, e-mail your friends, and encourage them to share with others. Also, it never hurts to ask for help. If you know someone within the industry you are recruiting, don't hesitate to reach out and see if they know any candidates who would be a strong fit for the job.

Utilizing personal networks is one of the more cost-effective strategies that also leads to the highest rate of success for recruiters. Make sure you build out and speak with your network, and great talent will soon be filling your pipeline. 

6. Referrals 

Referrals are also an awesome means of finding and engaging with top candidates. Through a good reputation, trust, and authority within the industry, recruiters can build out an effective referral program with colleagues and business partners.

A referral system offers the following benefits to you: 

  • Cost Optimization: Those who refer candidates to your agency understand and approve of your services. Therefore, you'll get these candidates without the need to fully advertise, promote, or endorse your organization. 
  • Speeds Up the Process: Normal recruitment involves setting adverts or reaching out, which may take weeks. A recruiter with a good reputation frequently receives referrals from past candidates and clients, reducing the time needed to recruit an employee. 

7. Data-driven Approach 

Data is the biggest driver of business in modern times. Similarly, a recruitment agency can utilize data to analyze its method, results and assess resource utilization. Some of the metrics you can use include job offer acceptance rate, source of hire, application conversion rate, cost per hire, and hire quality. 

The data approach can benefit your process in the following ways: 

  • Budget allocation. 
  • Increase productivity and efficiency. 
  • Create benchmarks and forecast hiring behaviors. 
  • Justify improvements in the hiring process. 
  • Recruiters can utilize web analytics to collect data on their websites and subsequently analyze results to improve decision-making. 

Let Us Help You Improve Your Success Rate 

There's a constant demand from employers in search of top talent to fill their roles. Consequently, Recruiters must invest in the right solutions to meet these standards.  Using these 7 unique and out-of-the-box recruitment strategies should help you gain an edge in finding top candidates and ensuring the perfect talent match. 

To that end, Loxo is the ideal recruitment solution provider for those seeking a competitive advantage. Loxo's platform offers an applicant tracking system, recruitment CRM, AI sourcing, and automated outreach. To learn more about how Loxo can help you in your out-of-the-box recruitment efforts, request an overview from a team member here.


Recruiters discussing recruitment sourcing strategies

5 Recruitment Sourcing Strategies You Need to Try

The cost of hiring the wrong person for the job is insurmountable, not only in dollars but in culture. According to an SHRM report, the average cost of finding and hiring a new employee is around $4,129. Furthermore, the average time it takes to fill a specified position is 42 days. What if that new employee doesn't end up working out? That's right, you are out 30 percent of their first-year salary. This is where recruitment sourcing strategies are crucial in lowering the risk of hiring the wrong person.

 There is a lot at stake when a company or agency fills a position. Every individual that is hired, is a piece of the organization's jigsaw puzzle. You can avoid bad hires by taking the time to develop recruitment sourcing strategies that help you find the perfect fit at a fraction of the average time and cost of hiring.  

Difference between Sourcing and Recruiting 

Many people consider sourcing and recruiting to be synonymous, but they are very different. Recruiting is the end-to-end process of acquiring new hires, including posting jobs to checking successful candidate's resumes, and finding referrals. It also includes arranging job interviews for shortlisted candidates and converting candidates to employees. 

Sourcing, on the other hand, is the act of going out to find top talent for the position. It consists of searching for, identifying, and reaching out to specific candidates that may not be applying for jobs. For instance, a person who has the qualities you're looking for could be working for another company. As a talent sourcer, it is your job to engage with that candidate and give them the details about the position you think they would be a good match for.

Top Five Recruitment Sourcing Strategies 

Whether you're a recruiter or a talent sourcer, the objective is to fill open roles with A players who possess the highest potential to succeed in the role. Equip those A-players with the right technology and the best recruitment sourcing strategies, and you are on your way to optimizing your workflow, lowering your hiring costs, and decreasing time to hire. Here are the top five recruitment sourcing strategies that will boost your odds of landing the perfect hire: 

  1. Get Familiar with Boolean Search 

Boolean search is not a modern concept. It's probably something you regularly use, even without realizing it. In case you're wondering, Boolean search is a structured search process that allows you to insert certain words and symbols to broaden, limit, and define the search results. Examples of terms (also referred to as operators) you can use include: 

  •  AND: You use this operator to include at least two criteria in your search results. For instance, when you input a Manager and Recruitment search, you're requesting the products with both Manager and Recruitment. 
  • OR: You use this operator to request multiple entries in your search results. For instance, you can input a search for Manager OR Advisor OR Agent. 
  •  NOT: You use this operator to exclude certain terms from your search results. For instance, (Manager AND Recruitment) NOT Consultant. 
  • Besides the above three operators, you can also use quotation marks (") to search for an exact phrase, an asterisk (*) to widen your search, and brackets () to give the word or phrases inside the brackets priority over other terms. 
  • By getting familiar with Boolean search, you can perform searches that would otherwise seem impossible. For instance, you can narrow down the pool of candidates you're presented with by explicitly searching for what is required in that role. When you have thousands of resumes to peruse through, the Boolean search can save you a considerable amount of time, providing you with more targeted and relevant results. 

2. Optimize your Online Presence 

  • A strong brand doesn't just help a company attract and keep customers - it also helps attract and retain top talent. A 2018 survey revealed 70 percent of job seekers research a companies online reputation before applying for a role. More than 50% of the respondents said they wouldn't apply to any company without an online presence.
  • The best way to create a strong online presence is to make sure that your client's company website is SEO optimized and is driving traffic. For instance, you should ensure that your company pages are filled out, using the right keywords and phrases. Using the relevant keywords in your careers page's content will increase the odds of matching the keywords that potential candidates use when searching for their next professional challenge. 
  • Another way of boosting your online presence is to make sure you are continually posting content on your website, and all of your social media pages. New content and engaging your followers show your potential candidates that your business is active.
  • There is nothing more powerful than customer testimonials and reviews. Favorable reviews and recommendations have the power to influence potential candidates' perceptions of your company. To be effective on social media and strengthen your brand, you should ensure your social media platforms are up-to-date and active. 

3. Create Candidate Personas for Different Roles 

When sourcing for candidates, you have to ask yourself - what does the ideal candidate looks like? What persona will fit the position you intend to fill? Without a clear picture of a perfect candidate, how can you know who is a good match?

To make your work easier, you need to create candidate personas for roles and build talent pools. You can create a candidate persona by outlining the unique traits that make up your ideal candidate.

4. Ensure your Outreach Message is Spot On with all of your recruitment sourcing strategies.

Research indicates that 85 percent of recruiters depend on email as their preferred channel of communication. If you're using email to contact potential candidates, you will need to know how to craft the perfect message. 

The first sure-fire way to ensure your outreach messages are spot is to write your message to the target audience's interest and get them hooked in to learn more. Structure your outreach message as follows: 

  • State who you are and position the role you're advertising enticingly. 
  • State how you found the candidate and why you're contacting them. 
  • Communicate that the outreach message is about the candidate's interests, not yours. 
  • Call the candidate to action, i.e... You can request them to ask for a quick 10-minute call or inform you if they aren't interested. 
  • Be sure to include a link to your company culture page, social media profile, blog, etc. 
  • Follow up on unanswered messages. 
  • If you take the time to craft authentic outreach messages for each candidate and follow the above steps, your recruitment outreach will most likely yield a far better response rate. 

These messaging tips can be applied to all of your different channels of communication - the most effective way to get in touch with someone is through an omnichannel approach through a combination of emails, calls, voicemails, and text messages. The guidelines above are a good reference for all of your messaging.

5. Source Through Your Current Database ATS and Recruitment CRM

  • Over the years, large organizations compile thousands of resumes in their databases. To increase data accessibility, companies are increasingly using an Applicant Tracking System (ATS) to house their candidate databases. 
  • ATS can be a handy tool when you are in the race to find the perfect fit candidate. It helps you parse through applications more easily and in some cases - it allows you to automate more of the mundane tasks.
  • If you're in search of a reliable ATS that will enable you to manage your entire lifecycle from one recruitment platform, you should look no further than Loxo. This is an AI-enabled tool that has all the features you need to source candidates.

Closing Thoughts 

Recruiting is a crucial aspect of growing an organization and maintaining one. Keeping candidate data organized and easily sorted ensures that your recruiters don't get overwhelmed. Using the right tools to source, place, and engage candidates will enable your team to be successful. 

If your client has a ton of job openings, use recruiting and applicant tracking software to streamlining your process. Luckily, Loxo has various software solutions that can enable you to automate your outreach and be 500% more efficient. 

For more best practices on recruitment sourcing strategies, check out our website or our sourcing webinar. 


two people talking | Difference between an ATS and a Recruitment CRM

What is the Difference Between a Recruitment CRM and ATS?

The success of a company is fully dependent on its ability to find and place top talent within the organization. Whether it be through an in-house recruitment team or an agency, acquiring the right talent is essential. However, it isn't easy to find, manage, and engage candidates through conventional recruitment channels. Luckily, certain innovations have sprung onto the scene that enable recruiters to seamlessly manage and track their talent pipelines. Both the Recruitment Customer Relationship Management System (Recruitment CRM) and the Applicant Tracking System (ATS) are powerful tools to help recruiters effectively manage their workflow.

With so many different platforms boasting these functionalities, let's take a deep dive into the differences between an ATS and a Recruitment CRM: 

What's an ATS? 

The ATS (or applicant tracking system) helps optimize the hiring process and ensures no candidate falls through the cracks. It creates a streamlined workflow that centralizes your talent pipeline and takes the headache out of parsing through resume after resume. An ATS acts as a central location where hiring managers and recruitment teams post, manage and track the job openings they are looking to fill. Serving as a source of truth for your job pipelines, the ATS is essential to maintaining organization and transparency within your recruitment efforts. 

With an ATS, you can: 

  • Post ads for specific jobs through job boards.
  • Sort applications and filter them. 
  • Collaborate with your team before hiring candidates. 
  • Track where candidates are within the recruitment and hiring pipelines
  • Automate your onboarding process to allow less time spent on mundane tasks. 

What's a Recruitment CRM? 

There is no question that tracking applicants through your job pipeline is essential. However, it is also vital to maintain a strong talent pool of candidates for future roles needed to be filled. This is where a Recruitment CRM comes into play and helps you manage long-term candidate relationships. This tool can be powerful in helping recruiters keep top talent readily available for any new positions that may come in the future. A Recruitment CRM gives recruiters the ability to stay connected, nurture relationships with passive prospects, and keep talent engaged. Therefore, you can come to them with a new position as soon as a suitable job becomes available. 

With a Recruitment CRM, you can: 

  • Source candidates. 
  • Communicate with and build relationships with candidates
  • Create an organized talent pool on a streamlined platform. 
  • Keep candidate information updated and readily accessible.

What's the difference between an ATS and a Recruitment CRM? 

A Recruitment CRM is essentially your talent pool of all candidates you have engaged with or sourced in the past. These candidates may be active or passive, previous applicants, or just been previously sourced for past positions. It's a complete consolidation of all candidates within your database - readily available for you to reach out when the right role arises. 

Applicant Tracking Systems are tailored to your open jobs and the talent pipeline within them. The ATS helps streamline your workflow, ensure compliance, and manage applicants through the entire hiring process. ATS's make hiring less labor-intensive by offering automated features to help save time on mundane administrative tasks. They also make it simple to track essential recruitment hiring metrics, like the cost of hiring, budget, and time to hire. 

As you can see, the two tools offer different functionalities but also indirectly support one another. Both are essential. Since they are so complimentary, doesn't it make sense to combine them into one comprehensive recruitment system? 

The best of both recruitment support systems 

Both an ATS and a Recruitment CRM are valuable tools for effectively managing both your candidate pipeline and your talent pool. But integrating the two systems so they work together isn't always easy as it should be.

The recruitment process would be far more simple and streamlined if the two functions could live under one easy-to-use platform.  From finding the right candidates in your Recruitment CRM to tracking their progress through your ATS, it becomes far easier and more organized when the tools start working together. Loxo's Talent Intelligence Platform puts both the Recruitment CRM and ATS under one roof, giving recruiters a holistic overview of their business health under one centralized system. No longer will you need clunky integrations and disconnected systems, the Loxo platform gives recruiters everything they need to effectively do their job under one platform. 

With added innovations such as AI and machine learning, Loxo can help automate AND streamline your recruitment workflow, all at a fraction of the time and costs. 

Finding ways to manage candidate relationships and streamlining hiring processes efficiently makes life easier for recruiters and is essential for success. See our site for a live demo of Loxo's AI-powered recruitment CRM and ATS. You can also learn more about Loxo here. 


Employer branding in recruitment is important, heres why

Why Employer Branding in Recruitment is Essential

Employer branding in recruitment is vital for companies to attract and maintain a healthy talent pool. If your business is looking to hire the best talent in the industry and overcome competition, it is essential to create a reputable brand. Recruiters must work with companies to make sure that their brand is upheld. This is a win, win situation for both recruiters and the company since a good employer brand will help the recruiter find and place better fit candidates at a fraction of the time and cost. Everyone wants to work for a company with a great employer brand, for example, google. All you hear are great things about working for google, great benefits, great culture, etc. Imagine if your client is Google. How easy is it for their recruiters to place talent into open positions?

Branding generally revolves around how customers, and in this case, talent, perceive your brand. Therefore, having a good reputation is beneficial and pays dividends. Research conducted by Glassdoor shows that ​69%​ of American citizens prefer not to take a job with a company that has a tarnished reputation, even in situations where the individual is unemployed. 

The same research also found that 84% of employees would consider quitting their current jobs and moving to companies with outstanding reputations. In this article, we dive into employer branding and how recruiters can help or hurt a company's branding. 

What is employer branding in? 

Companies started adopting employer branding in the 1960s. It refers to your company's reputation among the workforce or how employees perceive you as an employer. Therefore, it is a key factor in how a company can attract and retain top talent.

Why is employer branding in recruitment important? 

When focusing on your recruitment strategy, employer branding changes how the world and its workforce perceive your client. Good standing means you attract the right pool of candidates. In 2014, ​ManpowerGroup Solutions​ conducted a survey that showed one out of four job seekers make career-based decisions by considering a company's reputation. Therefore, employer branding in recruitment is essential in ensuring your company does not lose high-value candidates. Making sure to articulate your companies brand and policies is essential. 

Low hiring costs 

Companies with a remarkable reputation find significant reductions in cost per hire. Renowned brands rarely have to spend on advertising jobs since potential candidates are usually on the lookout for job openings. According to data published by LinkedIn, high profile brands spend 43%less than brands with poor reputations. Companies can use the money saved on recruiting to build their brands and stay on top of the competition. 

Increased employee loyalty 

When you have a reputable image, it helps make sure employees are happy and content while working for you. As mentioned earlier, many employees are willing to leave their jobs to join reputable companies. When employees are excited about working for your brand, they promote your business by sharing their appreciation on social media platforms, boosting your brand's visibility. 

Boost productivity 

Favorable working conditions affect the overall permanence of your employees. Employee engagement in strong brands is significantly stronger since there is a high rate of enthusiasm. When employees are engaged, it means they are more productive, which ultimately means higher profits for your brand and business. Recruiters that work with reputable brands will, in turn, place more candidates. 

Keyways to boost employer branding 

Focus on employee reviews 

It is essential to find out what your current and former employees are saying about your organization and or your client. Social media, as well as review websites, can give insights into the ranking of your brand. It is also essential to comment on both positive and negative reviews. This shows that you value feedback. Conducting employee surveys is also a great way to determine why employees are currently in your company. They also help you identify reasons or variables that may influence them to leave. Recruiters need to be aware of their client's reviews so that when candidates have questions regarding negative reviews, recruiters can more effectively navigate those questions.

Embrace technology 

Proper communication through emails, texts, calls, and social media improves the overall candidate experience. And since recruiters are reaching out on behalf of their clients, it is so important for them to be mindful of this. Using ​recruitment software​ can also help you to create a unique and streamlined candidate experience that maintains your client's brand and helps you place more candidates overall. 

The benefits of employer branding in recruitment are long-term and very profitable if maintained.  If done right, employer branding in recruitment can shape the success story of your business. If you need to automate your recruitment and help your clients maintain their employer branding, ​talk to one of our consultants​ today. 


Women after scheduling an interview while using a talent matching platform

Talent Matching Platform: What It Is? Why use one?

In life, making the right decisions will contribute significantly to your success. You want to pick the right career, the right schools, and even the right people to surround you. In the business and recruitment world, things are not any different. Every choice you make should be precise and well thought out, including the candidates you choose for your clients and your organization. This desire to know if you are making the right choice is where a Talent Matching Platform comes in. Hiring the best candidate who is the perfect fit for a specific position and company can be challenging. There is an infinite number of candidates to choose from, and finding them is like finding a needle in a haystack. But with the evolution of technology, different ways of finding the right candidate are emerging.

In the search for the perfect candidate, you have probably tried Applicant Tracking Systems (ATS) to collect and sort and organize thousands of resumes, but you still have to interview the applicants one by one to make sure they are a good fit. You may have also tried Customer Relationship Management (CRM) to recruit and maintain a relationship with your candidates and manage your talent pipelines. Still, the amount of time and money it takes to find the perfect candidate is immense. It's common to use several different sourcing methods to find ideal candidates. The goal is to stop spending hours upon hours sifting through hundreds of resumes. 

Talent Matching Platforms are designed for this. It helps you parse through all the people in your database to recommend the top matches base on skills. A Talent Matching Platform incorporates augmentation, or algorithms, to parse through resumes and find the right people to engage.

Types of Algorithms and How They Work 

Sourcing Algorithms

Sourcing Algorithms help recruiters filter through resumes.

All they need to do is to feed the software values for different parameters, including:

  •  Years of work experience
  •  Known programming languages 
  •  Education
  • Age
  • Location

It will shortlist the candidates who do not match the required specifications. Once the process is over, the platform gives the recruiter a shortlist of the top match candidates for the specific job they are trying to fill. They do a round of manual checks and then enter those folks into a sequence to engage and screen them.

2. Filtering Algorithms

This type of algorithm is used after sourcing algorithms for further filtering. It uses a matching hypothesis and only sends the most qualified profiles to the recruiter. The algorithm analyzes necessary information on the resumes and deciphers the semantics used by extrapolating the turns of phrases and words. This allows the algorithm to delve deeper into the analysis of the candidate. It helps the recruiter analyze each candidate's personality through their resumes and provides more in-depth insight into each person. That algorithm repeats to find the candidate who is best suited to a company's working environment. However, It also determines how compatible the candidate and the supervisor are.

3. Matching Algorithms

They are used mainly by people looking for jobs. Applicants post their resumes, which are parsed through using predictive analysis to find the jobs that best correspond to the skills cited on their CVs. A candidate can then apply for the jobs that matched his resume.

A matching algorithm can also send an applicant's resume to the companies they matched with, enhancing the hiring process.

Advantages of Using Algorithms 

1. They Ensure High-Quality Interviews

Algorithms provide information that is beyond what the candidates have put in their resumes. Moreover, the algorithm's data can give information about a candidate's personality and experience depending on their diction and technical keywords.

Algorithms also identify issues with dates and location that a human eye might not, ensuring a better face-to-face interview and helps the recruiters prepare more focused questions for the applicants.

2. They Do Not Discriminate

A machine only analyzes data. This guarantees that everyone selected is qualified for the job based on their talents, skills, or years of experience.

3. They Offer a Range of Possibilities

Subsequently, the Matching Algorithm has proven to be very beneficial for both the applicants and the recruiters. It analyzes the applicant's resume at a deeper level, therefore, proposing jobs they otherwise wouldn't have considered.

Ultimately, it selects the best candidates for a specific working environment that you would not have found otherwise. may have otherwise rejected.

4. They Ensure Better Responses

Speed is essential for any fast-growing company. A second wasted might make a company lose the chance of employing the best candidates.

Algorithms are fast and accurate. It processes hundreds of resumes to perfection in seconds. At the same time, it reduces the chances of error by reprocessing the CVs.

A Talent Matching Platform is essential in recruiting employees. 

For your company to be ahead of its competitors, you should employ the most advanced hiring technique: a Talent Matching Platform.

However, At Loxo, we provide the best talent matching platform that combines deep AI learning​. "They have the most incredible customer service and engineering teams I've ever encountered. Loxo isn't your average software company - this is a highly flexible group of innovators that evolve their product and features as the Recruiting industry changes." Says Anthony Maggio of Three Pillars.

Check out our website for more information. 


Automated recruitment marketing

Automated Recruitment Marketing Campaigns Guide.

Today, managers and executive leadership teams understand that employees are the most valuable resource within an organization. On the flip side, top-tier employees value organizations that recognize and appreciate their personalities, passions, and skillsets. The demand for A-Players has every hiring manager wondering how on earth they will fill all of their open positions, in addition to how they can get to the right talent before their competition. With the help of automated recruitment marketing campaigns, recruiters can seamlessly attract the right candidates and effectively spread the word (to the right people) about their company and job postings.

What is an Automated Recruitment Marketing Campaign? 

Automated recruitment marketing involves outreach across different channels to engage with ideal candidates, nurture talent pipelines, and maintain contact on a consistent basis. Recruiters can achieve this in many ways. Some include scheduling content or email campaigns, sharing career opportunities, sending newsletters, or having company hiring events. Building an automated recruitment marketing campaign is essential to developing your employer brand, getting candidates' attention, and making sure top talent is consistently engaged. Recruitment marketing follows the basic principles of marketing. Here are four stages in the marketing recruitment funnel: 

Creating Awareness 

Not every candidate is actively looking for a job. Many are most likely content at their current positions, and actively sitting at their desk as they receive your first email or text. How can you get their attention? It would help to identify which platforms these candidates most active and engaged on. Which sites and social media platforms do they frequently use? What content are they most occupied with? With these things in mind, tailor-make materials and outreach initiatives to get their attention, stay in front of them, and keep them engaged. 

Stirring Interest 

Now that you have their attention, however, it becomes essential that you maintain interest and intrigue going forward. Automated recruitment marketing campaigns can not only help recruiters stay in front of top candidates, but also keep them connected to their company and the positions available. 

Building out robust content calendars that align with your brand and candidate's interests will enable you to stay relevant and fresh in your candidates' minds. As a result, once the right position for that candidate opens, they will be quick to start the conversation with you.

Taking Action 

For your ideal candidate to choose you and your open role, you must be able to act quickly and break through the noise of recruitment. For instance, most recruiters use the same cookie-cutter outreach across the same platforms. Top candidates get flooded with LinkedIn InMails, generic emails, and canned messaging. Because of this, most recruiters face difficulties getting a response from top candidates. 

Being proactive with your outreach campaign can not only help you break through the noise of other recruiters, but also give candidates original and personalized outreach messaging that sticks with them. We've already created awareness of our roles and stirred interest for the candidate, so now is the time to take action and quickly get in front of the candidate with the right messaging on the right platform.

Decision-Making 

At this point, you have to help your ideal candidate make a decision. What differentiates you from other organizations? Why is your open position better than the next? How will you be able to help them achieve their full potential? Be specific with any open positions and professional development opportunities. Let them know what values drive your organization, and how you are making strides to ensure a great working environment. What are your terms once employed? What are the benefits? Find a sure way to be distinguished from the sea of other positions, companies, and recruitment firms out there.

From there, candidates will have a clear understanding of the role, expectations, and will have established rapport with the company right from the start - thus ensuring a successful hire.

Here is a step-by-step guide on how to build the perfect automated recruitment marketing campaign: 

#1. Define Your Recruiting Marketing Goals

What are your recruitment marketing goals? Are you just trying to spread the word about your position? Mostly, you want the right candidate to apply for the job or to interact with your team. It may seem simple to define, but there are many goals for a recruitment marketing campaign. Some include creating awareness, establishing a company or firm brand, driving engagement, and staying in front of your talent pipeline. All of these goals can require different strategies to fulfill, but all can be fulfilled with the help of automated marketing campaigns.

Whatever your goals may be for this campaign, above all, it is essential that they are both measurable and objective. Therefore, you can have a clear understanding of the success of your campaign and iterate accordingly to ensure optimum results. 

#2. Identify Candidate Persona 

A candidate persona is crucial for your recruitment marketing campaign. Your candidate persona must capture more than the relevant data, as it involves both soft and hard data. Because of this, it is essential to dig deep into your ideal candidate's goals, motives, and habits. To do this, you have to create a list of things that the perfect candidate would have—the level of experience, education, current title, current salary range. This will help you get in front of candidates that fit this description and are a good fit beyond what is on paper. 

#3. Tailor Outreach To Your Goals and the Candidate

Now that you understand your objective and the persona of your target candidates, it is then time to tailor your outreach to these variables.

Build automated campaigns across multiple touchpoints, but stay focused on the platforms that your target candidates are most active on. Tailor your outreach to the candidates' interests and needs, and provide relevant insights into your organization and the role you are recruiting for. While these outreach campaigns may be automated, that does not mean that they can not be strategic, personalized, and best tailored to the individual.

#4. Create Recruitment Content 

Content is always king, regardless of the channel. Content promotes your brand to potential employees and the world. You must create high-quality content that makes your brand, your open position, or yourself interesting and pertinent to your target candidates.  

Resources must be available to help your team come up with captivating and relevant content. A content calendar can be instrumental in helping your team publish the right content and remain consistent. Please work with your clients and hiring managers to ensure their employer brand content is of the highest quality. 

Here are types of content you can use: 

  •  Blogs 
  •  Videos 
  •  Webinars 
  •  Emails 
  •  Newsletters 
  •  Case studies 
  •  eBooks 
  •  Quizzes 
  •  Games 
  •  Checklists 

#5. Optimize Your Career Site 

When it comes to your career site, keeping it short and simple is critical. Simplicity is great for your talent pool to navigate through the multitude of job openings and opportunities. Optimize your site or help your clients with their career pages and make it mobile-friendly. This way, you increase your chances of being found by the ideal candidate and making a placement.  

#6. Use Social Media 

Social media is a great tool to reach your candidate. Paid advertising is even better. Recruitment firms often spend a lot of time and money creating meaningful ad campaigns to spread the word about open positions. An excellent candidate persona is necessary to reach your perfect candidate and make investing in social media ads worth it. 

  • Social media requires constant engagement with witty, informative, and educative content. Facebook, LinkedIn, and Twitter are excellent platforms for recruiting firms to utilize. Memes, too, can get you the right candidate! 
  • After each successful recruitment campaign, re-target your ads to reach even more potential candidates. 

#7. Develop Employee Brand Ambassadors 

Let your employees help with your recruitment marketing campaigns. What better person to sell your brand and company other than your own employee and brand champions? Please encourage them to blog about the organization, culture, engagements, or job openings. It will speak directly to the ideal candidate. 

#8. Build and Manage Talent Pool 

Use CTA's to pull in your ideal candidates and generate a pool of talent for future recruitment needs. Attracting your talent pool is one thing, but managing and maintaining candidates can be a whole other ball game. It would be best to stay in touch with those you contact and source, engaging them until they apply for job openings or interact with you over Linkedin or email. You can do this by sharing relevant and useful content to their inboxes, like newsletters and relevant social media messages, and valuable thought leadership assets. 

#9. Evaluate and Measure Your Results 

By evaluating and measuring the key metrics of your automated recruitment marketing campaigns, you can understand what has worked and what needs improvements. The best way to improve is to test, and most automated marketing campaigns enable you to gain a holistic overview of the successes and failures within. From there, your team can make adjustments, change the strategy as a whole, or keep doing what works. By paying attention to the KPIs of your campaign and iterating accordingly, you will be best set up for your campaign to succeed over time.

The good news is that today's recruitment marketing tools are automated. Loxo has automated recruitment marketing campaign features across multiple touchpoints ranging from email, call, text, LinkedIn, and voicemail drop engagement tools. Building out automated recruitment marketing campaigns can be essential for recruiters to find and engage with top talent at a fraction of the time and resources. 

For more information on how you can build your tech stack for a multi-channel approach, ​click here​ for more details about this tool.


Finding the Best LinkedIn Recruiter Alternative: Loxo

There is no question that LinkedIn Recruiter remains the most popular platform for recruiters to source and engage with candidates. Almost every recruiter on the planet has and uses this tool in some capacity. For a while, it was revered as a necessary resource to be an effective recruiter. That sentiment has slowly transitioned from a "necessary resource" to a "necessary evil," and the slope is only getting more slippery. With so many new sourcing tools on the market, there are plenty of options should recruiters want to search for the best LinkedIn Recruiter alternative. 

Given many of LinkedIn Recruiter's shortfalls - from limited sourcing, saturated outreach, and high price points, customers are actively looking for new solutions to supplement their efforts. The search for the best LinkedIn Recruiter alternative has become a common challenge for many recruiters as they look to find a platform with better functionality at a lower price point. 

Loxo has emerged as the clear frontrunner for the best LinkedIn Recruiter alternative - where recruiters can source top candidates, break through the noise of LinkedIn InMails, and track their candidate pipeline all under one roof. 

Here we make a head-to-head comparison between LinkedIn Recruiter and Loxo. This comparison will help recruiters make more informed decisions when choosing the best platform for their company's unique needs. The criteria for comparison include:

  1. Size of Talent Pool
  2. Candidate Response Rates
  3. Ease of Sourcing
  4. Candidate Tracking
  5. Pricing

Round 1. Size of Talent Pool

LinkedIn boasts over 740 million users on its platform with more joining every single day. However, quantity does not always equate to quality. Loxo's current database holds over 650 million candidates - but there are some interesting insights to look into here when determining which talent pool wins out.

In the first half of 2019 alone, LinkedIn blocked or removed 21.6 million fake accounts from its platform. This is a continued struggle for LinkedIn and troubles recruiters in identifying which profiles are real within the site. So while LinkedIn's figure of over 740 million profiles is impressive, it must be taken with a grain of salt when evaluating how many of these users are legitimate and active. 

On top of this, LinkedIn's entire database stems from the information put in by the user. No external data sources or providers help to supplement this userbase. LinkedIn uses just one source: Itself. So not only can information be skewed by the user, but recruiters are also forced to find candidates from a narrowed talent source based on limited information and data. This leaves a massive pool of talent unearthed and untouched by recruiters who solely use LinkedIn to source candidates. 

Loxo utilizes over 100 different data sources to build out its proprietary database of candidates. This leads to an entirely new talent pool for recruiters to gain access to (on top of LinkedIn). What did Robert Frost say? Take the road less traveled? By finding new sourcing alternatives, recruiters can uncover top talent that their competitors may not even have on their radar. Recruitment professionals are reassured that all candidates are legitimate and that information is continuously updated on a daily basis. 

Round 2: Candidate Response Rates

On average, LinkedIn InMails produce a 10-25% response rate from prospects. This number can vary based on the individual and industry, but the average response rate is low compared to that of Loxo. Top candidates on LinkedIn are becoming increasingly overwhelmed with recruitment InMails and connections. Since every recruiter is on LinkedIn and uses InMails as a primary source of outreach, it is safe to assume that top candidates are not just receiving your outreach, but your competitors' as well. 

It is challenging to set yourself apart when using LinkedIn InMails, and it is only getting harder to engage through standard outreach. As this medium has become increasingly saturated, candidates are moving away from acknowledging LinkedIn InMails as a proper channel for legitimate recruitment purposes.

Loxo helps recruiters break through the noise of LinkedIn InMails by getting in front of candidates across multiple touchpoints. By immediately accessing candidates' phone numbers and emails, recruiters can market their open positions to candidates across email, SMS, phone, voicemail drops, manual tasks, AND still LinkedIn InMails. SMS Messages alone have over a 98% open rate. So by adding these additional touchpoints, you are more likely to stand out and grab the sought-after candidate's attention. Recruiter's response rates can quickly jump to over 70% with a complex, multichannel approach.

Round 3: Ease of Sourcing

LinkedIn restricts recruiters to access up to 1,000 candidates with each search made. Through standard searches, Boolean strings, and specific keywords, recruiters can search through LinkedIn to find their ideal candidates. But, these searches have limitations. Not only are you sourcing from one individual pool of candidates, but your results are defined to meet LinkedIn's narrow guidelines. As a result, restrictions on connection requests and the threat of "LinkedIn jail" handicap recruiters in maintaining their peak effectiveness.   

What happens if you don't find the ideal candidate within the limited search that LinkedIn Recruiter provides? - - The short answer is that you will most likely need to use additional tools to supplement your efforts.

Loxo provides recruiters with unlimited sourcing capabilities within its proprietary database of over 650 million candidates. There are no limitations here. Recruiters can source to the ends of the earth using any number of Boolean strings, filters, and keywords. 

Finally, with the help of Loxo's proprietary AI-sourcing technology, recruiters can seamlessly source, filter, and rank top talent, all with the click of a button. Like Netflix or Spotify, the platform continuously gets better at finding and matching the best candidates specific to the organization. This type of deep learning AI grows with you based on the information you put into your database. As time goes on, the platform will be a master talent matchmaker.

Round 4: Candidate Tracking

LinkedIn boasts its own Applicant Tracking System, but it has failed to pick up much traction within the industry. Few recruiters use LinkedIn to track applicants and thus resort to paying for an additional third-party vendor for their candidate tracking needs.

LinkedIn Recruiter also does not allow you to export your talent pools and data from the platform. Because of this, most recruiters who look to leave LinkedIn cannot take their sourced candidates with them, leaving them trapped.

On the flip side, Loxo has a built-in ATS/CRM that enables recruiters to seamlessly track candidate pipelines and pull reportings relevant to their recruitment efforts. The candidates sourced within Loxo's platform can immediately be enriched with contact information and exported on an as-needed basis.

Round 5: Pricing

If you are reading this, most likely you have encountered the steep prices that LinkedIn Recruiter offers for its services. As highlighted at the beginning of this article, most recruiters feel that LinkedIn Recruiter is a "necessary evil" and thus are open to paying for such a high price point. 

However, the tides are turning. Certainly, high-performing recruitment teams regularly face detainment in LinkedIn's jail. With limits on connection requests and rigid guidelines on outreach, LinkedIn does not provide the level of service you would expect at such a high price point. On top of this, most recruiters are still forced to pay for additional applications to supplement their recruiting efforts. This further pushes out the price point and cuts into their bottom line.

Within Loxo, recruiters can receive all of the functionalities that LinkedIn Recruiter can provide, along with a state-of-the-art ATS/CRM, AI-sourcing, access to personal contact information, and automated outreach functionalities at a fraction of the cost.

Interested in receiving a quote? Request a demo of Loxo here. 

Final Verdict: Loxo is changing the Status Quo and is the best Linkedin Recruiter Alternative.

LinkedIn Recruiter has had a great run in helping recruiters find and engage with top candidates. However, as the platform began to corner the recruiting market, prices rose, and functionality flatlined. Because of this, recruiters are starting to look elsewhere. Now, the focus has shifted towards finding the best LinkedIn Recruiter alternative that can provide better functionality at a fraction of the cost.

Loxo is revolutionizing the way the recruitment space operates. No longer will recruiters have to work across a myriad of different platforms. No longer will recruiters need to pay absorbently high price points to source talent. Loxo is here to help recruiters and talent acquisition professionals reach their peak potential. Through Loxo, recruiters can finally find the best LinkedIn Recruiter alternative they have been so desperately searching for. 


Recruiting Team

The Best Recruiting Tools of 2021, Invest in The Future

It is no secret modern-day talent acquisition experts deal with various hiring tasks, most of which cost them their precious effort and time. As a result, they don't get time to focus on other core tasks. It's imperative, then, that they find the best-recruiting tools. Thankfully, modern recruitment technologies and innovations are reshaping talent acquisition and boosting the productivity of recruiting professionals. New age recruiting tools make finding and placing candidates more seamless and fun! From sourcing to placement, new age recruitment tools help with every stage of the hiring process. 

What are the best-recruiting tools to give a shot in 2021? 

With hundreds of different solutions and vendors out there, how do you determine which talent acquisition platform is ideal for your business? This piece reviews Loxo, the #1 hiring and recruitment platform. Loxo ensures recruiters have a smooth experience while hiring and recruiting. So, how does Loxo guarantee a smooth experience for your business?

Cut about 80% of the work with the best-recruiting tools. 

Relying on traditional hiring methods to source and connect with top-notch talents is tedious, mundane, and time-consuming. Imagine your recruitment team going through hundreds of resumes or CVs. Loxo does the heavy lifting, making it easier for you to fill each position with the perfect fit candidate. Essentially, Loxo sources the most suitable matches for each open job, ranks them, and further ensures you remain connected with them through complex and human-like automation. 

Integrated Talent Sourcing 

Sourcing is a very complicated and strenuous process. It is so intricate that you might end up losing track of your progress if you're not careful. Imagine repeating some recruitment cycles because of your business's inability to track progress. Loxo automated solutions ensure you are aware of where you are at any given moment in the recruitment. 

You get smarter. 

Every business continuously strives to get better each day. Loxo's state-of-the-art technologies help your recruitment team get more intelligent each day. These technologies ensure you find the right candidates for your job with every search, making it easier and fast to fill any position. Think of that moment you urgently needed to acquire new talents, but you couldn't because you had to swim through a sea of resumes. Take the best-recruiting tools and use Loxo! 

The best recruiting tools give you a bigger, smarter pool of potential candidates 

Sourcing for the right talents isn't as easy as it seems. Even with the right technologies, sometimes it isn't seamless to get suitable matches for the openings. Consider this: you urgently need to fill a position in your company. You search the web and get hundreds of potential candidates to consider. Where do you start? Loxo gives you verified information (phone, email & social profiles) of over 500 people. Furthermore, Loxo provides you with a perfect match every time. Why trouble yourself to find the right talents while a reliable solution for your business exit? 

A global solution 

Loxo's solution has no limitations to where you can be. Recruiters from all over the world use and love and use the platform. Over 125,000 talent acquisition experts across the globe use them to consolidate their tech stack. So be sure to use AI-powered recruiting solutions that have captured the attention of many agencies and executive search firms. Select Loxo today and find out why other recruiters love using it. 

Getting started 

It is easier to become a hiring machine with Loxo talent recruitment solutions. Schedule a demo to learn how you can meet and exceed your goals with these products. 

Wrap up

Choosing the best-recruiting tools can feel like a daunting task, even more so when you are unsure which one to invest in. All of your recruitment needs are well addressed with Loxo. Loxo's highly rated support team is an extension of your team. Go Loxo.co today and supercharge your workflow. 


diverse recruiting 2021

Diverse Recruiting in 2021: Trends and Best Practices

2020 has been a year of growth and learning, and diversity has become a scorching topic. This article seeks to outline trends we should see for diverse recruiting in 2021 and things you can do to increase diversity within your organization. Most organizations now seek to hire a diverse workforce not only as a way of progress and equality but also as a way to increase innovation and grow revenue. Research backs up this trend as a study of 171 European companies indicated that creating diverse management teams leads to the growth of revenue from new products and services. 

What does diverse recruiting in 2021 look like?

Diversity involves hiring managers and upper-level executives from different backgrounds, parts of the world, nonlinear career paths, various races, ethnicities, sexes, and age groups. Creating a culture of diversity means hiring folks from all walks of life and allowing more participation in executive meetings. A diverse workforce brings new perspectives and novel solutions into the mix and helps organizations meet their goals. Millennials seek a diverse workforce and prefer to work for companies that make an effort to hire diverse candidates, so recruiters need to make an effort to source for diverse talent. Companies doing what they can to create a workforce environment that encourages diversity and inclusion will attract better talent overall.

More importantly, recruiters need to increase diversity when seeking leadership positions. Did you know that only 6% of the top-level CEOs are women, and Overall, racially marginalized people account for less? Furthermore, most job seekers want to join organizations with an inclusive culture. This article outlines how companies and recruiters can ensure they are broadening their network and hiring more diverse candidates for 2021.

Broadening Job Requirements

Of course, we are not talking about hiring underqualified people, but we are discussing broadening the requirements for the positions you are looking to fill. You can teach software, process, and technology on the job. You cannot, however, teach communication, values, or time management skills. Firms should eliminate some of the "must-have" skills that can be trained on the job to encourage more candidates to apply for complex positions. "Must-haves" are a huge turn off for women, as research indicates that women only apply for jobs where they meet 100% of the requirements while men will apply even if they meet only 60% of the qualifications. Instead, emphasize that your organization is committed to diversity and inclusion as a way of assuring diverse candidates to apply for jobs. Reduce the requirements to only those that are absolutely necessary to perform the role.

One way of increasing diverse recruiting in 2021 is to broaden job requirements to include candidates with different skill and education levels. For instance, some corporations such as Google and Apple no longer require a 4-year degree for certain positions. Several organizations have also reduced their work experience requirements and instead focus on the candidate's potential when hiring. Firms are looking for candidates who may not yet be experts in their fields but are teachable. They go for candidates with soft skills, abilities, and cultural fit. This approach increases workplace diversity and helps underrepresented groups get more opportunities. 

Using Inclusive Language in Job Posts and Messages

The language recruiters use in job descriptions means a lot to potential candidates. For instance, one organization realized that only two percent of their coders were women. After investigation, they found that they were using the word ''hackers" when describing developers. This word would then turn off women applicants. Small details in a post, such as a description, can prevent an organization from attracting a diverse talent pool. Recruiters should avoid discriminatory language when writing job descriptions. Recruiters should use inclusive keywords when writing job titles and descriptions because most of them use overly-masculine terms.

Studies indicate that words with subtle masculine connotations such as aggressive, ambitious, determined, and dominant turn off female candidates. Others like ninja, guru, and rock star are outrightly masculine and project the image that the recruiter is looking for alpha males and do not appeal to women candidates. Instead, recruiters should use words like committed, considerate, cooperative, honest, and trustworthy to appear more inclusive of feminine candidates. However, just being conscious and using neutral and inclusive terms will make a difference in the candidates that apply. Firms should also avoid using corporate jargon such as KPI and SLAs in their advertisements. Doing this is a turn off for talented candidates from applying for entry-level positions. Such language makes them feel like outsiders and like they are under-qualified.

Recruiters should instead use general terms when writing technical job descriptions. Ensure that your job descriptions connect with the applicant you are appealing to, such as women and racially marginalized peoples. Engage marginalized candidates by joining culturally diverse groups on LinkedIn. Further, encourage your clients to embrace inclusive workplace policies to attract and retain a diverse workforce.

Diversity, Equity, and Inclusion

Employers should ensure that accommodating diverse candidates does not end at the recruitment level. The diverse recruiting trends indicate that employers should embrace diversity training in their workplaces as most employees lack these skills or are entirely unaware that they exist. Training includes creating exercises to promote team dynamics and a culture of diversity and inclusion. The training can consist of different methods, such as cross-cultural training and sharing of ethical best practices.

Organizations should ensure that all their training and development programs are fair, impartial and provide equal opportunities for diverse candidates to achieve excellent performance. They should create a culture that embraces diversity by introducing friendly policies such as female-friendly maternity leave, flexible work schedules, and inclusive benefits. Firms can also partner with minority institutions to offer training and internships for minority groups. These training initiatives will equip them with the skills they need to perform in their jobs and excel professionally. For instance, PepsiCo works with minority colleges and sponsors diversity recruitment conferences. This approach has enabled the organization to have women and minorities, making up 54% of its workforce.

Diversity Sourcing Tools and The Help Of AI Technology

Recruiters can also use software such as Unitive to detect unconscious bias before it can cause damage. It helps to track bias in job descriptions, resume screening, and performance reviews. It also detects biased words and other biases that are irrelevant to job performance. Other tools like Textio Hire analyze job descriptions and propose improvements that make the post more appealing to diverse applicants. Meanwhile, the Gender Decoder tool can automatically tell if your post leans towards male or female candidates.

You can also work with automated sourcing platforms, such as Loxo, to enhance your candidates' diversity. Loxo has diversity settings and filters to comply with regulations and allows recruiters to present diverse candidates to clients. This helps find candidates that may be outside your network. As the AI learns from these placements and sourcing trends, it will recommend more diverse candidates in the future.

Loxo is a leading talent intelligence platform and a global leader in artificial intelligence in recruitment. If you want to see how Loxo can increase your access to a diverse talent pool, sign up for a free demo.


text recruiting software

5 Key Benefits of Using Text Recruiting Software

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

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

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

It is faster and more direct.

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

Text recruiting software ensures a better candidate experience.

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

It is a better tool for reaching younger generations.

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

It is flexible and scalable.

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

It is cost-effective

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

The takeaway

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