What to Look for in an ATS

So many candidates, so many open positions, and so many ways for your candidate management strategy to fall into disarray without the right organizational solutions. 

If you’re reading this article, you’re likely looking for an Applicant Tracking System or are at least considering it. Whether you’re looking to scale big or maximize efficiency as a small business, there are several good reasons to want to adopt an ATS solution.

An ATS is a software that automates, simplifies, and streamlines time-consuming procedures in the recruiting process. As a database, your ATS is a useful tool that will allow you to track, manage, and communicate with candidates every step of the recruiting process.

Before we get into what to look for in an ATS, here are some of the major benefits of an ATS.

Benefits of a Good ATS

  • Quality ATS softwares will allow you to manage and organize all of your candidates in a simple, easy-to-use platform. With so many openings, positions, and interviews in your upcoming schedule, an ATS will minimize the amount of manual searches you need to do in order to keep up with your candidates. 
  • A powerful ATS will allow you to universalize your search queries along several platforms. Simply search a single item in a candidate’s profile, like a name or birthday, and a list of individuals that fit the match will appear. 
  • A good ATS will be customizable. Rather than relying on specific apps or communication platforms, investing in a quality ATS will allow you to customize its features into your existing devices.
  • ATS solutions will improve your candidate experience. Your candidates will get automated updates, and you will have easier channels of communication with them, ultimately lowering your time to respond.
  • ATS platforms will simplify and streamline tedious steps in the recruiting process. Updates across platforms and changes to contact information can be automated holistically, and you’ll be able to import and export high volumes of candidates seamlessly.

ATS + CRM Applications

One of the biggest things to look for in your ATS is whether or not it’s compatible with or comes with a CRM. Similar to an ATS, a CRM is a database that allows you to communicate with, streamline, and manage your clients. 

An advanced CRM comes with several of the same features--automation, communication pipelines, simplified platforms--that an ATS provides, but having both softwares will allow you to bring all your organizational needs into an all-in-one system. 

The combined efficiency of a CRM+ATS will make scheduling interviews, managing the steps in the recruiting process, and evaluating the needs of both clients and candidates all the more easier. 

ATS Automation and AI

In 2020, there’s one definite trend prevalent throughout the recruiting world, and it’s automation and AI applications. 

An ATS without automation or AI features is bound to hold you back as more of the industry is moving that direction. Below are a few key things to look for in an AI-powered ATS. 

  • Resume Parsing: With the power of AI, you can rely on your software to intelligently parse through thousands of resumes while you focus on more human aspects of recruiting. AI will help eliminate bias, reach more potential candidates, and identify top talent more accurately than ever before. 
  • Automated Sourcing: Powerful recruiting software, like Loxo AI, will allow your systems to source hundreds of candidates, rank talent, and organize your results in just 24 hours. 
  • Smarter Tracking: Because your CRM and ATS will be joined into one location, tracking candidates through every step of the recruiting process will become easier and more efficient. Updates on job postings as well as candidate progress will be made in unison, providing you with relevant information on changes in job openings and availability. 
  • Automated Communications: Automated chat boxes and AI interview software are just a couple of ways that AI is helping recruiters communicate smarter and more efficiently. Additionally, candidates receiving automated responses will decrease response times and answer questions more efficiently. 

There’s a lot to consider when choosing a reliable ATS software for your organization. With Loxo and Loxo AI, you’re guaranteed to have the #1 talent intelligence platform and global leader in AI recruitment software. 

Maximize your ATS, simplify your workflows, and embrace the power of AI recruiting with Loxo today.


market mapping recruitment

Market Mapping in Recruitment

Acquiring top talent isn’t always about how many talent pools you reach out to or job posts you make; in fact, a recruitment strategy that seeks to build talent on sheer numbers is likely to be costly, time-consuming, and inefficient.

If you want to bolster your recruitment metrics and gain the edge over competitors, you need to start making data-drive, informed decisions that are in line with a long-term plan. This is where your market mapping recruitment strategy comes in. 

Market mapping strategies rely on an understanding of hiring climates, structures and employment forces of competitors, and valuable analytics on various recruitment metrics that work together to provide recruiters with a comprehensive plan. 

Below are some of the benefits to market mapping recruitments.

Benefits of Market Mapping Recruitment

Before we get into some important market mapping strategies, let’s first go over why market mapping actually matters to recruiters. Here are several benefits of market mapping that will help you make informed recruiting decisions. 

  • Proactive Recruitment: Market mapping is an inherently proactive recruiting method because it requires recruiters to identify candidates and trends in the market and make decisions based on those findings.
  • Smarter Recruitment: When you learn about your competitors or the amount of qualified candidates in a specific region, you can make more accurate predictions about future movements in hiring markets. More information on regional hiring climates will lead to smarter recruitment.  
  • Finding Niche Roles: If you’re looking for a hard-to-fill task or niche role, market mapping can be an excellent tool to help you narrow your pools and identify potential matches. 
  • Visual Aids: Market maps can help you develop digestible graphs and visuals that are easy to sharel, allowing for recruiting and hiring managers to stay updated and on the same page. 
  • Long-term Strategies: Whether you’re looking for the next big market, wanting to relocate, or identifying the right time to scale, knowing the trends and patterns of candidates through a marketing map is a great tool for long-term strategies. 

Learning from Competitors

Learning about candidates from competitors is one of the most important and efficient ways to map out the market. Here are a few steps you can take to utilize information from your competitors for a number of scenarios, including identifying potential candidates for an available job. 

  1. Identify and create a list of a number of relevant companies and businesses centered around the position you’re looking to fill. 
  2. Identify the most competitive and qualified employees at each company.
  3. Utilize LinkedIn or other professional networks to find up-to-date information on candidates--what companies they’re working for, what regions they’re working in, and how long they’ve been employed there.
  4. Analyze your refined list to create a pool of potential candidates you can reach out to. You can also look at what positions they held prior to their current role in order to seek out candidates with similar qualifications.

Beyond professional networks, you can utilize AI sourcing technology, like Loxo’s AI sourcing solution, to identify dozens of qualified candidates from hundreds of databases. You can filter your search to fit the region, role, and qualifications that are relevant to your market mapping needs. 

Market  Mapping Recruitment Databases

Recruiters can utilize one of their most trusted programs to help map their market: a CRM + ATS solution.

Loxo’s CRM + ATS solution will give you all the tools you need to map out passive and active candidates, providing you with valuable information to get in touch with candidates and assess candidate volume in certain markets.

With the help of AI, you can use personalized emails and messaging to connect with old candidates and stay up-to-date with any movement in their employment decisions. Automated updates will help keep everyone in the recruiting process informed on hiring trends and universalize the communication process. 

Market Mapping Scaling and Relocating

If you’re aiming to relocate or to scale your business, it’s going to help to know what the professional and hiring climate is in your new desired location.

If, for example, you’re opening a branch in New York, you want to first have some understanding of how many viable candidates are working in the region. With a better idea of your chances to easily and affordably accrue candidates in a specific region, you can make more informed decisions on how and where to expand. 

Market mapping in recruitment is essential to long-term growth and understanding the future of your company. With Loxo’s state-of-the-art databases and AI solutions, you can start making data-driven decisions to help bolster your market mapping strategy.

Learn more about Loxo’s cutting-edge solutions with a free demo today.


recruiting funnel

The Recruiting Funnel: How to Get Each Step Right

Attracting top talent is, without a doubt, what makes or breaks a recruiting agency. Looking only at short-term success, however, may leave you with a well-intentioned but ultimately unsustainable recruitment method for long-term success.

More than simply maximizing efficiency on key metrics and filling recent job postings, recruiters need a methodology and structure that will enable them to find top talent and build success for the future. This structure is otherwise called a recruiting funnel.

A recruiting funnel, or talent acquisition funnel, is a framed series of steps that cover the entire recruiting process and ensure a constant stream of quality candidates for present and future openings. 

Below are the five steps to a recruiting funnel and how to get each one right.

Brand Awareness

According to a Glassdoor study, more than 75% of job seekers said one of the first things they look for in a posting is whether or not the company is a desirable place to work. Even with the right position, salary, and demands, candidates care a lot about the brand and reputation of a company. 

Before you can start assessing your strengths and weaknesses as a brand, you might want to assess how your reputation is currently perceived by candidates. Take some surveys, read through reviews of  your company online, and engage with candidates to see how they feel about you as an organization.

From there, you can start making informed decisions and allocate resources to the relevant areas in your brand awareness strategy. Things to consider improving include:

  • Benefits
  • Work-life balance
  • Desirability and work environment
  • Ability to advance as a candidate
  • Referrals
  • Onboarding

Talent Acquisition Funnel and Sourcing

Once you’ve established a robust brand awareness strategy, you can start bringing in more candidates through sourcing. 

In today’s job market, it’s not unheard of for candidates, especially younger candidates, to have 10-15 jobs throughout their careers. This means that you need a dynamic sourcing strategy that looks to engage with both passive and active candidates. There are a few ways to set up your sourcing funnel. 

  • Active Recruiting: Recruiters should use various active methods of recruitment to reach out to candidates. These include job postings, social media presence, job networks, and candidate acquisition through live events and conventions. 
  • AI Sourcing: Loxo’s powerful AI sourcing technology will allow you to get a list of fifty ranked candidates in just 24 hours. Simply filter your preferences, approve the search, and wait as Loxo unearths top talent across hundreds of databases.
  • CRM+ATS: Your CRM + ATS is a goldmine for both present and past candidates. These databases will allow you to track interactions and communication pipelines with candidates, providing you with opportunities to expand your pool through your own resources. 
  • Social Media: With the help of your ATS, you can post jobs directly onto social media and easily track the activity of candidates. Additionally, actively engaging and posting content on social media will allow you to source candidates and build your brand at the same time. 

Drawing in Applicants

Drawing in applicants is about two things: 1) making your open positions readily known to the public, and 2) making the candidate experience of applying and communicating with your staff as enjoyable and seamless as possible.

Here are some ways to help candidates know if your posting is a right fit and boost your candidate experience:

  • Write excellent job descriptions.
  • Make the job application as short and seamless as possible.
  • Have a robust communication and conversational recruitment strategy.
  • Be kind when sending out rejections to candidates.
  • Be formal, but also being friendly and personable. 
  • Coordinate with candidate’s schedules for interviews and discussions.
  • Answer questions promptly. 

Interview Process in the Recruitment Funnel 

Less than 20% of candidates make it to the interview portion of the recruiting funnel, so it’s important to get the interview step right if you want to secure hires for your open positions. 

If you’ve done every step correctly until this process, then you should have a quality candidate who is well-informed on the details of the posting and who recognizes you as a credible organization. Most of the hard work has been done up until this point, and what you’re really trying to do here is to confirm if this candidate is as great as your hiring process says they are. 

This means being detailed in your directions surrounding the interview process, being prompt and professional, exposing the candidate to your company culture, being open to questions, and providing constructive feedback throughout the interview process. 

The Final Step in the Recruitment Funnel: Hiring

If everything goes well up until this point, then you’ve done a great job. You’re ready to close in on a position and meet your clients with some happy news. 

Of course, be open with your candidate as they will surely have some questions, especially regarding pay. Likely, the pay will be included in the job description and you can confirm where they stand on salary earlier in the process. But if they want to negotiate, be open to their suggestion and try to come to an agreement that can make them happy and that you perceive as fair compensation. 

Loxo’s AI sourcing technology, automated messaging, and advanced CRM+ATS technology provide you with everything you need to build a dependable recruitment funnel. Our cutting-edge technology will streamline every step in the process so you can focus on the human aspects of the funneling process.

Try the Loxo demo and revitalize your hiring process with the world’s global leader in recruitment automation software.


Conversational Recruiting

A relatively new term in talent acquisition, conversational recruiting has been trending over the past decade in the recruiting world. 

Conversational recruiting refers to the engaging and attracting of candidates through one-on-one, real time messaging and communications. These are typically fluid conversations that can take place on social media, through texting, or via mobile apps. 

With the help of AI, conversational recruiting is becoming easier to do and allowing recruiters to utilize a more intimate way of engaging with candidates and drawing in top talent.

Below is everything you need about how to get started with your conversational recruiting strategy. 

Benefits of Conversational Recruiting 

Before we get into the step to get your strategy started, we’re going to cover some of the main benefits that come with conversational recruiting. 

  • Easy to Integrate: Conversational recruiting strategies are easy to implement because you can utilize the data in your CRM, ATS, and talent pools to reach out to candidates. Unlike traditional recruiting strategies that rely on job postings to trickle in talent, you can actively utilize the tools already at your disposal to easily integrate conversational recruiting. 
  • Improve the Candidate Experience: By directly reaching out to and engaging with your candidates on a more human level, you can expect candidate experience to take a boost in your recruiting process. Because recruiters rely on branding and referrals, conversational recruiting practices should bolster your overall perception in the recruiting world. 
  • Predictive Capabilities: While experience, resumes, and on-paper qualifications are necessary in the recruiting process, there really isn’t a better way to predict employee performance than interviews and work samples, both of which can be assessed through a real-life conversation. Having these conversations at the beginning of the recruiting process will allow you to find top talent that may have otherwise slipped through the cracks. 
  • Appeal to Millennials and Gen Z Applicants: Young candidates entering the workforce live on their phones and through social media. By allocating resources to these platforms, rather than relying on only emails, you’re ensuring your that organization has the best opportunities to reach new talent entering the workforce

Strategies to Get Started with Conversational Recruiting

There isn’t a one and true approach to conversational recruiting. To build a robust conversational recruiting strategy, you have to utilize several tools and solutions collectively and cogently. 

Here are a few steps to help you get started.

  • Utilize Your Data: Like we stated above, you already have access to a large pool of active and passive candidates through your CRM and ATS. You can utilize these databases to review contact information and send personal, candidate-focused messages. If you’re going to send mass messages, make sure you have AI solutions to help personalize each response. 
  • AI ChatBots and Real-Time Responses: Top candidates want to feel like they matter as applicants. By initiating a real-time conversation strategy where recruiters reach out directly to candidates, you can show these applicants that they’re valued and sought after. While it might seem like a daunting task to keep up with each individual candidate and message box, AI chatbots are there to help alleviate some of the workload. Chatbots, although limited, are getting more human-like, natural, and intelligent in their ability to communicate effectively. 
  • Social Media Strategy: Having a presence on social media has to do with a lot more than simply posting jobs. To really connect with potential candidates, you have to initiate conversations with interesting posts, content, and information related to candidates’ interests. Post articles, write original blog posts, share videos, and actively engage with your community. Reply to comments, ask questions, and be open to conversations throughout various social media platforms. 
  • Text Recruiting Guidelines: Text recruiting conversations are great ways to connect with applicants after the initial application steps or after your candidates speak to chatbots. Providing a uniform guideline will ensure that your recruiters have some protocol to refer to. It can help your staff members be more considerate about how and when they text individuals, allowing them to maintain a good balance between professionalism and friendly interactions. Be sure to universalize the guideline so you can use it across teams and ensure consistency. 

With Loxo’s state-of-the art AI solutions and CRM database, you have all the power of automation and data-driven decision making to start your conversational recruiting strategy today.

Loxo is an all-in-one recruiting solution that will help you strategize, engage candidates, and unearth top talent across the country. Try the Loxo demo today and see why Loxo is leading the way for recruiters all over the world.


recruiting crm implementation

Recruiting CRM Software Implementation Plan

If you’re considering implementing a CRM software into your recruiting agency, there are a few ways you can prepare to ensure a smooth and optimized integration process.

There are a number of valuable benefits in a CRM, including improved communication pipelines, smarter tracking capabilities, and powerful insights into the history and trends of your clients and candidates. 

While your ATS primarily helps you manage parts of the applications process, you think of your CRM as a more comprehensive ecosystem that allows you to track passive and active candidates, review communication pipelines, and develop long-term strategies. 

This article will chart everything you need to know for your recruiting CRM software implementation plan. 

Choose the Right Recruiting CRM Software

Before getting into how to implement a CRM into your organization, you want to make sure that you’re choosing the right CRM for your needs and scale. This takes a comprehensive understanding of your business, key benchmarks, and upcoming demands. 

Do you want to bolster your client and candidate relations? Are you looking to enhance your acquisition strategy by reviewing a history of candidates that have passed through your network? Is your long-term plan going to involve a lot of marketing and branding?

Set out a concrete list of your goals and start reviewing CRM softwares that fit your needs and business model. 

Things to keep in mind when evaluating potential CRM software: 

  • Is it an isolated CRM or does it come with CRM+ATS solutions?
  • How simple is its interface? A cutting edge CRM should be powerful and expansive, but it should also be easy to navigate and use.
  • Is the software compatible with your current infrastructure? If not, how easy will it be to transfer data across platforms?
  • Do you have any leaders or teams who already know how to optimize your CRM?
  • Will your CRM have AI applications like automated sourcing or email/phone updates?

Recruiting CRM Pre-implementation Plan and Procedures

It’s likely that you’re going to have to transfer a fair amount of data from your current systems onto your CRM. Things like your communication pipelines, candidate history, client information, and other valuable data should be stored on a cloud or external hard drive.

While you shouldn’t necessarily be expecting that something goes wrong in the early stages of your CRM integration, your planning should definitely involve a safety net for your current data. 

The next step would be to create a timeline for all of the steps to fall under. This will provide you with tangible due dates that will help you stay organized and maintain your budget. Timeline items should include things like dates that the CRM will be implemented on, training schedules, and meetings to keep all your departments on the same page. 

Training for Recruiting CRM Software Implementation

You should provide a sufficient amount of training and preparation before you fully implement your CRM software. While this might seem like a costly or unnecessary task, the efficacy of your recruiting efforts will be highly dependent on your teams’ abilities to optimize their use of a CRM. 

In every step of your training, be sure to ask for constant feedback from your teams. You want to know how your staff members feel about the CRM so you can provide further training, fix any bugs, or make other changes accordingly. 

You want to be as supportive to your team as possible. Integrating new technologies on a mass scale is never easy, and you want to make sure everyone is on board and the frictions of integration are as seamless as possible. 

Making the transition into your recruiting CRM software might sound like a lot of work, but the benefits are well worth the effort. With advanced CRM solutions, you’ll be able to automate sourcing features, nurture your client and candidate relationships, and keep track of passive and active candidates.

With Loxo, you’re guaranteed a state-of-the-art CRM+ATS solution that is both thorough and easy to use. Loxo’s simple interface and innovative AI features will provide an enjoyable and effective recruiting experience for your staff. Empower your agency and try Loxo’s recruiting CRM for FREE today.


recruitment workflow

Optimizing Your Recruitment Workflow

Optimizing your recruitment workflow is essential to both the short-term and long-term success of your recruiting agency. The more efficient and organized your workflow is, the faster you can match top talent with open positions and bolster your reputation as a top organization in the industry. 

Recent trends, however, suggest that it’s taking as long as 24 days on average to fill a position, an increase of 10 days from 2010. And in a labor market where short-term contracts are on the rise, it’s more important than ever to optimize your recruitment workflow and streamline your hiring process to meet the demand.

Below is everything you need to know on how to optimize your recruitment workflow.

Simplify your Recruitment Workflow

One of the easiest ways to optimize your recruitment workflow is by simplifying your entire recruiting process. While this might sound like a lot of work, all it really requires is eliminating wasteful and unnecessary steps in your recruiting process.

The best approach is to evaluate each step in the hiring process starting from initial job approval to extending offers to candidates, making decisions along the way as to what isn’t working or could use improvement. 

A few ways to help simplify your recruitment workflow include:

  • Optimize your technological solutions by finding software that is compatible with third-parties and other important recruiting programs, such as an all-in-one CRM+ATS solution.
  • Can any of these steps in your workflow be automated? Innovations in automation will help save you hundreds of hours and weed out tedious steps in your recruitment workflow.
  • Make your data, resources, and programs accessible to all relevant recruiting departments. By integrating all your departments with the right software, you can automate updates across the board and minimize time spent communicating various needs.
  • Resist customization and dividing the resources of your various teams and departments. 

Automate your Sourcing and Screening Process

One of the big advantages of AI sourcing is the ability to refer to thousands of candidates across dozens of databases in a short amount of time. 

AI sourcing will allow you to unearth top talent across hundreds of sources to find the best possible matches for you while you’re setting up meetings, contacting individual candidates, or sleeping. 

Instead of spending hours parsing through candidates on various databases and hiring resources, sourcing automation solutions will review your search preferences and notify you with a list of dozens of top talent in 24 hours. 

Here are a few ways automating your screening and sourcing steps will help optimize your workflow:

  • Since a majority of resumes you receive are from unqualified candidates, automation solutions will save you time by parsing these candidates out.
  • Machine learning applications will help you eliminate bias from the recruiting process, helping you to make meritocratic-driven hiring decisions and not let top candidates slip through the cracks. 
  • Automated screening will bolster your time-to-hire metrics since screening is a repetitive, tedious task that takes up a good amount of a recruiter’s time. 
  • Recruiters will have more time for human elements of the recruiting process like sales, networking, and assessing candidates who are nearly ready to be placed in positions.

Utilizing your Database to Streamline Recruitment Workflow

Utilizing your database to keep tabs on the history of your clients will help you streamline and optimize your client and candidate relations. 

A comprehensive database, like a CRM+ATS, will not only automatically update any contact information updates throughout all your departments, it will provide you with important analytics like how long a candidate stayed hired for a position on average.

Informed, data-driven decisions will help you optimize your workflow because you can more easily match candidates with open positions based on their work history and experiences. A more informed recruiter is a more precise one and, in turn, more efficient. 

Optimizing your recruiting workflow will help you speed up and improve your key recruiting metrics across the board. With Loxo’s cutting edge recruiting solutions, recruiters can begin to make informed decisions and weed out unnecessary tasks in the recruiting process.

Streamline your workflow, automate tedious tasks, and embrace the future of AI solutions with Loxo today. Sign up here for a FREE account.


talent acquisition strategy and planning

Talent Acquisition Strategy and Planning

A robust talent acquisition strategy is central to the success of any recruiting firm or HR team. In fact, according to this study posted on LinkedIn, more than 80% of recruiting leaders said that talent acquisition was their #1 priority in 2017.

While recruiting focuses on the short term tactics recruiters employ to fill spots on a weekly or monthly basis, talent acquisition is utilized as a long-term, strategic approach that will define the ways you nurture relationships and build a sizeable candidate pool for the future.

With a steady pool of top talent, you can build trust with your clients, successfully match candidates to open positions, and build a reputation for your organization as a leading competitor in the recruiting world. 

Defining Goals With your Talent Acquisition Strategy and Planning

Before establishing the concrete steps required to bolster your talent acquisition strategy, you want to assess your long-term goals, benchmarks, and greater business vision. 

One simple and concrete way to do this is by establishing a set of goals you’d like to reach in the next one-to-five years. Once you know where your company needs to be in the long-run, you can start evaluating your strengths, weaknesses, and current recruiting model. 

Things to consider in planning your talent acquisition strategy:

  • Are you planning on expanding your client-base to other regions, states, or countries? If expansion is part of your plan, considering hiring a team that has connections in the location you plan on expanding to.
  • Part of your long-term strategy might be to integrate AI solutions to your recruiting process. Evaluate how you’d like to implement AI solutions and start looking for the right software to match your needs. 
  • If you have a surplus of top talent but lack the client-base to find open positions, you’ll likely need to develop a more robust marketing and sales strategy. 

Utilize Data and Analytics in your Talent Acquisition Strategy

When it comes to making hiring decisions and finding compatible matches between candidates and clients, no successful recruiters base their decisions off of hopeful guesses. 

Recruiters with proven track records make informed, data-driven decisions when assessing compatibility between open positions and viable candidates. And they’re able to make smart decisions because they have a robust and comprehensive database to compliment their acquisition strategy. 

One of the central analytic features to any talent acquisition strategy is a CRM+ATS solution. An advanced CRM solution will merge your entire workflow under one recruiting platform, allowing you to draw connections between the various steps in the recruiting process and identify patterns with successful and unsuccessful hires. 

With valuable analytic insights, you can learn about who you hire, the way you’re hiring them, and their history as a client or candidate. 

AI and Machine Learning Talent Acquisition Strategy

Investing in AI and machine learning technology will allow you to scale and diversify your candidate pool. 

The short-term benefits of AI applications are hard to go unnoticed: recruiters can streamline long and tedious processes like sourcing and screening, reach dozens of talent pools with the click of a button, and improve recruiting practices by eliminating human bias in the hiring process. 

When it comes to the strategic benefits, however, AI applications are all about allocating resources and scalability. By eliminating time-consuming processes with the help of AI solutions, how do you plan on relegating all that “free” time to your staff? 

Because it’s likely that you’ll have access to a more diverse and high-quality talent pool, it’s important to have the clients and positions to match your candidates. Marketing you company, building your brand, and scaling your overall reach to match your candidate pool are all great ways to refocus efforts away from tedious steps in recruitment and continue moving forward. 

Developing a comprehensive gameplan, utilizing powerful data analytics to gain valuable insights, and investing in the right technology to streamline and automate tedious steps in the recruiting are three important aspects of any successful talent acquisition strategy. 

With Loxo, you’re getting the cutting-edge of AI solutions, CRM applications, and features of automation that will bring you the best candidates while cutting out 80% of the work. Loxo Outreach, Loxo Source, and Loxo Profiles are just a few of our solutions that will help you achieve your long-term goals.

Build your recruiting vision for the future and and sign up for a FREE Loxo account today.


hiring practices that avoid discrimination

Hiring Practices to Avoid Discrimination

Discrimination in the recruitment process, or allowing non-meritocratic factors such as gender, race, and age to influence your hiring decisions, has always been an issue in the hiring world.

Even if recruiters take some precautions and are aware of their biases, there’s still a good chance that unconscious bias and discrimination of some sort will find its way into at least one step in the hiring process. 

This is important because the goal of every recruiter is to find the best possible candidate for a particular position, and if your decision-making capabilities are skewed by any kind of bias, you might be missing out on top candidates. 

It’s also important to your clients because diversity is one of the ways to enhance candidate experience, bolstering a company’s reputation as a welcoming place to work. 

Below are some important hiring practices to help you avoid discrimination.

Educate and Inform your Staff on Discrimination in Recruiting

One of the first steps to avoiding discrimination in the recruitment process is to build an awareness of hiring biases and the detriments that come with discriminaiton. 

This might seem like a tedious or trite thing to discuss in a staff meeting, the The Office may come to mind, but addressing the issue head on is really the only way to open the discussion on discrimination in hiring the process. 

You can start by informing your team of some of the anti-discriminatory AI innovations that are sweeping the hiring world and proceed to listing the benefits of removing bias from the hiring process.

Here are a few ways that avoiding discrimination will bolster your recruiting efforts. 

  • According to a Glassdoor study, two-thirds of candidates stated that they’d prefer to work in a diverse working environment, making clients more attractive with a more diverse team.
  • Diverse leadership leads to creativity and innovation
  • Inclusion in the workplace leads to higher rates of candidate engagement.
  • This study on Harvard Business Review shows why diverse teams lead to greater profits.

Utilize AI to Remove Discrimination from the Hiring Process

Innovations in AI are sweeping almost every step of the recruitment process, and there’s no exception to AI’s effectiveness when it comes to removing bias and discrimination from the hiring process. 

One of AI’s most common uses in recruiting is in resume parsing and candidate screening. The appeal of this is, of course, the vast capabilities of powerful software to sift through thousands of resumes at accelerated speeds, streamlining a good portion of the hiring process.

What AI screening can also ensure, however, is that factors like gender, race, age, and even a candidate’s name will not be assessed in the evaluation and ranking of candidates. AI can do this because it’s you, the recruiter, who is able to set the algorithm and machine-learning conditions that train AI to look for things that you want in an ideal candidate.

While some may argue that the technology isn’t quite where it needs to be for recruiters to implement a fully automated and intelligent hiring software, the industry should expect to see AI innovations as a central part of any recruiting team in the near future. 

Removing Bias from Interviews

There are several practices that recruiters can follow to eliminate discrimination and bias from interviews. This is extremely important to recruitment because, despite what a resume and work experience say about a candidate, the face-to-face time that an interview provides is an imperative factor to any hiring process. 

So how do recruiters remove bias from the interview process?

  • Conduct panel interviews: Panel interviews, especially when the panel is made up of a diverse set of leaders, will help mitigate and filter out individual bias.
  • AI Applications: Another way AI is helping us interview smarter is through voice-capturing technology that can draw connections between what the interviewee is saying and how they’re saying it. 
  • Select Trusted Interviewers: Be sure that your interviewers are trusted, experienced, and well-informed on anti-discriminatory hiring practices.
  • Keep Records of your Hiring Decisions: Keep records of every interview process that takes place. Evaluate them on a quarterly or annual basis and check for patterns or potential red flags in your hiring process. 
  • Interview Script: Starting with an interview script before leading into a more informal questioning platform will level the playing field for each candidate. Interviewees will receive the same questions in the same order, allowing everyone an equal chance to answer your carefully selected questions.

 

While it’s impossible to completely eliminate unconscious bias from the recruiting process, there are steps you should be taking to avoid discrimination and expand your candidate base. 

Loxo’s advanced, state-of-the-art hiring technology relies on powerful AI applications to source, screen, and present you with candidates based on the merits of their skills and qualifications. Our proprietary directory contains more than 500 million people across 95 data sources, ensuring that your candidate pool will be diverse, expansive, and comprehensive. 

Rely on smarter technology and honest recruiting practices by getting started with a FREE Loxo account today.


enterprise talent acquisition strategy

Enterprise Talent Acquisition Strategies and Management

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

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

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

Enterprise Talent Acquisition Strategies and Management

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

Build a strong employer brand for enterprise talent acquisition.

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

Utilize succession planning for your enterprise talent acquisition strategy.

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

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

Hire for the win.

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

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

Make room for freelancers for your enterprise talent management strategies.

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

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

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

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

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

Leverage hiring solutions for the enterprise.

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

Engage your talent.

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

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

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


talent sourcing strategy

Talent Sourcing Strategy

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

What a Talent Sourcing Strategy Is, and Why it Matters

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

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

Strategic sourcing:

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

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

Strategies for Talent Sourcing

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

 

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

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

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

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

 

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

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