woman looking at monitor for data-driven recruitment

Data-Driven Recruitment 101 Tips to Optimize Process

Your recruitment process is only as good as your data. And regularly updating your data-driven recruitment strategies will make the lives of your recruitment team much easier. You see, recruiters spend the day in and day out on their ATS and recruitment CRM. This is their source of truth, and you only get out what you put in. So ensuring that there is quality, accurate, and up-to-date data in the system could determine the success or failure of your efforts. 

Maybe you're wondering how you can use rock-solid data to make better hiring decisions. Read more to learn some data-driven recruitment tips:

The Importance of Data-driven Recruitment

The more you put quality data into your hiring process and technology stack, the faster you will get to the perfect fit candidate you have been hoping to find. Why?

  • Better budget allocation
  • Increased efficiency and productivity
  • Pinpoint recruitment problems
  • Benchmark and forecast the recruitment process
  • Attain more objective decisions
  • Defend improvement suggestions

Optimizing Recruitment Process Using Data

You desire those benefits. Here is how to get them:

Select the correct data to track

The data to consider include quality of hire, time-to-hire, job offer acceptance rate, source of hire, cost per hire, and candidate experience score. Should you include all of them? Not so fast. Avoid choosing every hiring metric that comes screaming to your face. While the decision depends on the type of your company, be sure to discuss with the hiring managers the metrics they care most about. Ensure you've unearthed the:

  • Bottlenecks they face in the process
  • Data that can be useful in creating executive reports 
  • Views about a successful recruiting process
  • Desired data for increased productivity 
  • Hiring methods and sources they consider trustworthy but can't prove their usefulness using metrics
  • Strategies they don't trust but lack metrics to prove 

Gather Data Efficiently

You don't have the luxury of time to collect all the pieces of data. So injecting efficiency into this step will save you a lot of your precious time. 

The first thing is to put your applicant tracking system (ATS) into use. This software comes with excellent reporting capabilities to take the game a notch higher. 

Then identify various ways to gather data. Google Analytics will quickly come through for you for some data (like application page conversion rate). Simple surveys can also be impactful.

Track and Act on the Metrics

It's now time to put the data to use and watch as it solves even the most notorious hiring problems. Here are just a few use cases:

  1. Prolonged time-to-hire

Do you take too long to hire the right person for the job most of the time? Check all your hiring stages to see where you lag and act accordingly. Some of the common challenges include:

  • Sourcing: diversify your sources and include social recruiting. A robust sourcing tool can also help you target more candidates quickly.
  • Screening: use more effective qualifying questions in the application forms
  • Interviews: schedule interviews effortlessly using the right software
  • Job offers: make the offer letters more impactful to entice candidates.
  1. Reduced job offer acceptance

One of the worst nightmares that hiring managers face occurs when suitable candidates turn down their offers. You end up losing money, and the position can go unoccupied for weeks, months, or even years. Here are some fixes:

  • Design more enticing offers: use sites like PayScale and Glassdoor to research their benefits and salaries thoroughly 
  • Gauge candidate interest: when screening your candidates, discuss their concerns and motivations as early as possible
  • Be sure the candidate gets favorable treatment
  • Make sure that the offer letter meets the candidate's expectations. 

Wrap Up

It's time to make decisions based on rock-solid data instead of blind intuitions. You can finally know what works and what doesn't work based on past data. Data-driven recruitment is a sure-fire way of chopping down your hiring costs and forecasting better methods. 

But you need a reliable Talent Intelligence Platform to make this dream become a reality in your company. That's where Loxo comes in to automate your hiring processes using artificial intelligence. Learn more and visit our website, or request a product demo now.


customer retention strategies for recruiting firms

Customer Retention Strategies For Recruitment Firms

Staffing and recruiting is a competitive industry. With corporations relying more and more on recruiting agencies to bring potential candidates into a client’s talent pool, a larger number of firms are popping up to meet the demand. We’ve written several posts on obtaining clients as a recruiter, but now we want to dive into ways to successfully keep your customers happy and healthy. You are more likely to get a current customer to upgrade and spend money on new products, so why not make sure you keep any and all customers? 

Why Is Client Retention Important?

This may seem too common sense even to cover, but it is really important to really break down and understand the benefits of effective client retention as a recruitment firm. There is no doubt that growing your client base is important and customer acquisition is normally a company's main focus. Signing new clients has hidden costs that come from marketing, research, and manual hours that will inevitably affect your bottom line. If you don't invest in customer retention, you are leaving valuable dollars on the table. The probability of selling to an existing customer is 60-70%. For new customers, that figure drops to 5-20%

Tips For Retaining Clients For Recruiting Firms

Get To Know Your Clients Personally

No two clients are the same.  Each has its own vision for its brand, which comes with a host of unique needs and pain points.  Cultivate a rapport in which they feel welcomed, and not just like numbers on a sheet. Don’t ignore or rush them; make sure you are making time to check in with them throughout your tenure. Be friendly while maintaining a professional vibe. Clients who feel they are getting personalized services are more likely to be loyal and stick around. Getting to know your customers on a deeper level, knowing who they are and what they want, along with their professional pain points will help you have better conversations and retaintion.

Stay In Touch

Often, a plan to connect with clients starts and stops with prospecting and closing the sale, but what about afterward? Reaching out regularly will indicate to clients that they are more than just a revenue stream. Get to know your clients on a personal level. Stay in touch with them outside of just business via birthday and holiday cards, lunch, or asking how they are. Adding a personal flair on top of delivering quality candidates will ensure that your clients stick around and possibly spread the word in the market about your services. 

Set Clear Expectations With Clients, Then Meet Them

This one also has to do with effective communication. Setting expectations with your clients clearly and early is essential to client retention. Ask your clients to list their expectations with your agency, and make sure that they include actionable and demonstrable goals that can be executed on. If you can follow through, you will immediately impress your clients and keep them around. Instead of telling a client what they need, listen to what they have to say and then follow through with your end of the bargain. 

Be Proactive

Client loyalty and good customer service are inseparable, and great customer service comes about when you can anticipate a client’s needs or any potential problems that may arise. Being a mind reader if you will. You and your team should always work towards anticipating any problems that might occur in a client account and stop them before they happen. This can only come about from building a relationship with your client, but doing so will prove invaluable to your firm.

Specialize

Know your organization’s specific strengths to help your team further their expertise in specialized market sectors. Having well-trained staff in a specialized field will make your firm all the more desirable to clients. If you can establish a track record of successful training and coaching, you will impress your clients. For example, become an expert in business development for your clients. Help them learn how to perform other aspects of their business with perfection. 

Automate

Bringing in an automated system for candidate tracking, client data, and infrastructure management will free up you and your staff to invest further in developing unique relationships with clients that will ensure retention at your firm. If your clients can spend less time on mundane tasks, they will be happier and more productive.

Loxo is an AI powered sourcing and recruitment platform hat utilizes cutting-edge machine learning technology to streamline almost every aspect of your firm’s pipeline (candidates and clients). Moreso than just being an infrastructure tool, its AI capabilities allow it to be an adaptive platform that can cut away a lot of the busywork involved in running a company and grows smarter with you. 

Sign up for a demo today to see how Loxo can help you and your firm or check out our website to get more information here!

Final Thoughts: Client Retention Strategies For Recruitment Firms

Above all else, your clients want to be reassured that they are in good hands. Their staff, margins, and reputation are on the line the same as yours, and they must be treated as equals. Put the needs and wants of your clients first, and you will have no trouble retaining them. 


Four people strategizing | business development for recruitment

Business Development For Recruitment

Are you wondering how to grow your business and get more clients? If the answer is yes, then you have clicked on the right post. Growing your recruitment business is no small task, and this post will help you create your go-to-market strategy.

Business development is the lifeblood of most organizations, and it is no different for recruiting firms or agencies. Forbes defines business development as the process of creating long-lasting value for an organization from its clients, relationships, and markets. And we couldn't agree more because as a recruiter if you don't try and get new clients and build valuable relationships with them, you won't have any job orders to place and manage, as there will be no job orders. 

This article expounds on how recruiters can use business development to gain new business and more job orders. We'll also spill some actionable tactics for getting new clients. So let's dive right in!

Leveraging Business Development to Gain New Business and More Job Orders

As a recruiter, your business development efforts should involve various activities, such as identifying potential clients, engaging them, getting them to do business with you, taking their job orders, maintaining excellent relationships, and much more. Now let's face it; this is a complex function that needs a clear-cut roadmap and strategy to beat the competition. Don't you agree?

We've created a comprehensive 3-step guide to help get you off on the right foot and guarantee that you stand out in this highly competitive and saturated market. 

Step 1: Identify Your Buyer Persona(s) and Focus on Engaging Key Decision-Makers

Developing detailed buyer personas for your firm is the first step towards attracting and retaining the right clients. Simply put, buyer personas are semi-fictional characters that represent your ideal customers as defined by data and research. Knowing who they are is overly critical to identifying their pain points, building relationships, initiating follow-ups, etc. In the long run, the goal is to acquire and retain more clients through research-based insights. 

The big question is, how do you create your buyer personas? Here are some simple tips to help you gather the information you need to identify your ideal clients:

  • Looking through your contacts database, how do your clients or leads view and interact with your business? Watch out for the trends and note them down. 
  • Use form fields to uncover critical persona information. For instance, if your personas vary with company size, ask each lead for insights about company size in the forms. 
  • What has your sales team got to say about the leads they've interacted with the most? What generalization can they make about the kind of clients you'd serve best? 
  • Engage your existing clients and prospects to determine what they like about your services.

Speaking of engagement, you should find and focus more on the key decision-makers - and aim at building multi-threaded relationships. That means looking for more than one contact point so that when one key stakeholder leaves or moves to another department, you won't need to start building relationships from scratch again. 

The best approach to building long-lasting relationships with crucial stakeholders is researching details about company events, such as:

  • Hiring and firing trends, especially for new C-level positions
  • Existing software or technologies in use
  • Upcoming projects
  • Significant financial events, e.g., mergers or acquisitions

Noting down these critical details can help inform you where the company's focus is, the challenges they're facing, and the solutions they need to operate efficiently. Knowing these pain points can help you source and present them with the best talents at the right time and as we all know, timing is everything!

Step 2: Identify Your Value Proposition and Pitch

The second step is all about identifying why a prospect or client would prefer your product or service over your competitors - and pitching it. A value proposition should communicate the benefits a client would receive by giving you part of their business, which in this case is helping them recruit and retain the best talent for the positions they are looking to fill. 

But how do you identify your value proposition and pitch it? Here are the four essential tips to help with that: 

Keep it simple

The idea is to get prospects and clients to understand what you have to offer without mincing words. Most people think that blinding clients with extensive marketing jargon and science will leave them in awe and grappling for your services - but nothing could be further from the truth. Your value proposition needs to be straightforward, and you should also avoid rash hyperboles, e.g., "the best in the game."

Ask the right questions.

Below are some critical questions to seek answers for when looking to write a catchy value proposition:

  • Does my firm have what it takes to solve a pressing need?
  • Is it mandatory to address that need?
  • Is this a top priority for my prospects?
  • Do my prospects have a shortage of talents needed to address that need?

If the answers to these questions are YES, then you're on the right track. It means there's demand for your services, and you need to act immediately to provide reliable solutions to the prospects.

Exceed Expectations

Your value proposition shouldn't just address the fundamental questions and concerns. It would be best if you went out of your way to exceed clients' expectations, considering that you're in a very competitive market. As such, you should also seek answers to the following questions:

  • What's one thing that's unique about your service and what does that mean for your prospect?
  • What additional benefits does your service offer and how will that make your prospect's life easier?
  • How effortless is it for clients to access and use your service?

Step 3: Create a Multichannel Engagement Strategy

Even after identifying your buyer personas, you want to talk to your clients and prospects to acquire firsthand information of what they want. That means calling their phones, engaging them via social media, texting, emailing, meeting them one-on-one, etc.

The multichannel engagement strategy helps you develop accurate, firsthand feedback about interested them about the services you provide through open and click rates. It'll help you come up with ideas, phrases, and keywords that clients appreciate. Hence, they'll be more interested when they notice them in your value proposition. 

Tactics to Attracting New Clients at Your Recruitment Agency

If you're a new agency, you must draft an unbeatable business development for recruitment strategy to attract more prospects and convert them into clients. Here are some actionable tactics and methods to help you realize that feat:

Email Campaigns

Email outreach is one of the most underrated campaigns that can prove an absolute goldmine when appropriately utilized. Creating personalized and industry-specific emails rather than generic ones is the first step towards attracting new clients to your recruitment agency. Also, note that the emails need to be extremely simple, precise, and informative to communicate your value to the prospects in the shortest time possible. 

Social Media

Almost all prospective clients have social media accounts on Facebook, Twitter, LinkedIn, and Quora. Creating personalized ad campaigns to market your recruitment agency effectively exposes your services directly to the clients' or prospects' sight. Joining local job-sharing forums, especially LinkedIn or Facebook, is an excellent idea as many groups give countless opportunities to engage with prospects. 

Cold Emails and Hiring Managers

Cold calling is another effective way to get in touch with prospects. The method still delivers more results than you'd imagine. Hiring managers are often on the market for recruitment experts who can help them attract and retain the best talent. And this requires them to read relevant emails for a better part of their workdays. Thus, you can connect with these companies by building a comprehensive database of their hiring managers and sending them targeted outreach through calls and emails. Just make sure to perfect your 30-second pitch! 

Reviews, Referrals, and Follow-Ups

Nurturing professional relationships and connections is influential in enhancing your outcomes. Naturally, hiring managers will remember the firm that helped them get the best talent when they struggled with recruitment. Therefore, as you gain more clients, be sure to follow up on them, ask them to review your services, and keep them close so that you'll be the first agency they'll call in case they need help again. Ask them to refer your services to others looking for help in hiring the perfect candidate. Make sure that they write a 5-star review. 

Optimize the Latest Tools and Technologies

Always stay updated with the latest industry practices, such as recruitment technologies, new channels, CRM techniques, etc. Technology sets you apart from the competition by allowing you to take a step back and reevaluate the broader picture through data. Talent intelligence platforms like Loxo are designed to help recruitment agencies achieve operational efficiency by automating the hiring and recruiting process through AI, machine learning, and complex automation.

Summing Up Business Development for Recruitment

There you go! Business development for recruitment is the best-proven technique of attracting and retaining clients for more job orders and operational efficiency. Remember, it all boils down to identifying your buyer personas, focusing on engaging key decision-makers, identifying your value proposition, and creating a multi-threaded engagement strategy. Suppose you top these up with tactics for getting more clients, such as optimizing the latest technologies, cold emailing, social media, and email campaigns. In that case, we guarantee your recruitment agency would be a beehive of activities all year round! 

Loxo is the No. AI-powered recruitment CRM and applicant tracking system with built-in AI-sourcing functionalities complete with personal contact information. If you'd love to see Loxo in action, sign up for a free demo!


Best Executive Search software in 2021

Best Executive Search Software in 2021!

The executive search process has become increasingly competitive. Potential candidates for executive positions can include thousands of viable options, but executive positions are challenging to fill. Managing a massive talent pool makes finding the right candidate nearly impossible. To get in front of top talent before their competition, many executive search firms look to emerging technologies for help. Employing the right tools is critical to your team's success. This article will outline what to look for when choosing the best executive search software. 

Next-Generation Data Management 

Managing executive search data for a variety of clients can be difficult and time-consuming. Moreover, many talent management software are limited in their capability to handle and organize large datasets. Luckily, Loxo is the best executive search software for the job! With Loxo, uncovering, managing, and managing your datasets, placing top talent is more streamlined and efficient. Loxo allows executive search firms to maintain essential records without the hassle of navigating datasets/platforms, which is complicated. Loxo's comprehensive executive search functionalities make placing executives much more manageable, giving you back time in your day. Employing Loxo's advanced AI-driven software to manage candidate's data will improve data management.

Making the Most of Your Data 

Of the AI-based search software on the market, Loxo is the most effective. furthermore, by utilizing recruitment and executive search software driven by artificial intelligence (AI), executive search firms can effectively parse through tens of thousands of executive profiles simultaneously, allowing them to determine the best candidate for a High-level position. However, I know what you are thinking, "executive search firms look for quality, not quantity," but if you have a massive database of quality candidates, Loxo will make finding the right one a breeze. 

Loxo takes extensive, complex data and uses AI technology to navigate executive profiles quickly and effectively. It can easily find the perfect solution for any executive search firm. Firms that employ Loxo can find the most significant quantity of executive candidates and quickly pull out the profiles of the best quality candidate for any position. Using Loxo can make navigating executive search data fast and effective, offering recruitment solutions with AI precision. 

In-Depth Candidate Research in Seconds 

Today, so much information on potential executive candidates is available nowadays. Complex profiles offer all the information firms will need to make informed hiring decisions. However, many top candidates can begin to blur together with superficial similarities with such a vast quantity of candidates. By using the power of AI, you will stand out. 

Loxo uses advanced algorithms to search through lists of top executive candidates. Advanced AI empowers firms to find and recruit those candidates with the drive, vision, and tenacity to fill an executive position and transform it for the better. Moreover, The power of Loxo's machine learning software can use algorithms to determine exactly what your clients need in seconds rather than days or weeks. 

Every Tool You Need, All in One Place 

Did you know that in 2021, the field of competitive executives vying for top positions is more crowded than ever? Knowing who to hire can be a complicated and costly process, even with the help of software. Most firms require the assistance of many different expensive technologies, all doing different things and failing to speak with each other. Loxo allows you to effectively cancel expensive subscriptions for a most holistic view of your ATS and sourcing costs and helps you. Consolidating your tech stack is the best way to simplify and manage your entire workflow. 

Click here to learn more about Loxo's use cases for executive searches and how Loxo can help you with the best executive search software.


ATS tracking on laptop | Loxo

ATS Tracking Metrics You Should Care About

Recruitment is no different than sales. You need to track everything to make sure you can make intelligent, data-driven decisions. Having an applicant tracking system allows you to track your every movement to have more insights into working and what may not be working for your recruitment team. Here is what to know about the important metrics you should track with your applicant tracking system or ATS tracking. 

Time to Hire 

An ATS usually provides key metrics to best measure the efficiency of your recruitment team and the hiring process. Time to hire is when it takes to fill a position, from when the job is opened to when it is filled. The average time to hire is around 3-4 weeks. If your time is above or below this, it should give you insights into how efficient your recruitment process is and how. If your time to hire metric is high, that means your process is inefficient. And may need some TLC.  

Some vacancies might take longer than expected to fill. That is just the name of the game. However, this could probably indicate the recruitment strategies require a review. Moreover, Reducing the hiring time can provide a better experience for your recruitment team and a better experience for your candidates.

Source to Hire 

ATS tracking helps track what sources your candidates are coming from. If your recruitment team identifies successful candidates coming from the same source, it becomes crucial to put more effort into that source to find more competent candidates. This also helps your organization to discover areas where paid promotion needs to focus on if you have a recruitment marketing strategy. Thus, an ATS allows you to examine hiring data and find out sources that are the best performers. 

Section Statistics 

This metric is vital in understanding the fundamental insights into how your application forms are performing. A valuable benefit of the applicant tracking system is to show you candidates that started an application but didn't complete it. This helps the recruitment team highlight specific points of the application form where candidates dropped off. Thus, you can quickly determine whether an application process needs to be readjusted. 

Number of Candidates 

When evaluating recruitment data, the number of applicants being interviewed is an essential metric for your recruitment team. If you're interviewing few candidates for a position that should have attracted more talents, then you need to rethink how you approach candidates or where you source for them. Therefore, an applicant tracking system will help you compare the number of applicants against the expected number of candidates and placements. Your recruitment team can then make the necessary changes to correct the variance. 

Quality of Hire 

Your recruitment team should be looking for the success rate of your recruits as an essential metric for how well your organization's efforts are working. Your applicant tracking system helps you assess how well recruits perform on their assigned roles and responsibilities. This makes it possible to know the effectiveness of the recruitment team in identifying quality and loyal talent. 

Cost per Hire 

Cost per Hire (CPH) is one of the critical metrics you get from an applicant tracking system. CPH usually helps compare recruitment efforts to cost-saving benefits for an organization. CPH helps ensure recruitment efforts make sense for your business and stay on par with your respective industry, size, and location. 

Implementing an effective applicant tracking system to help you win at the recruitment stage is the first step. Learn more about how Loxo can help you keep track of the metrics listed in this article. 

Conclusion about ATS Tracking Metrics

making informed decisions about the direction of your team comes from measuring how well your team is doing, what they are doing well, and where they can improve. Information is power, and when you know where you are succeeding and where you need to work, you can fine-tune your process to perfection. Learn more about how Loxo can help in creating the perfect recruitment process. 


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.