people discussing what recruitment software they need

Loxo: Recruitment Software For Strategic Recruiters

No longer do strategic recruiters need to leave their success up to chance. As the recruitment and talent acquisition spaces evolve, those who continue to rely on passive recruitment will fall behind. Gone are the days of posting jobs online and hoping the right candidate applies. With new advancements in recruitment and HR software, recruiters now have the right tools at their disposal to actively find and land top candidates.

Many new solutions have emerged to help recruiters access these tools all under one roof. Below, we provide you with a list of all solutions you would need if you didn’t harness the power of Loxo’s talent intelligence platform.

Legacy ATS 

An Applicant Tracking System is a staple for recruiters. With a Legacy ATS, the process of candidate management has never been more swift, efficient, and streamlined. This tool gives recruiters a birds-eye view of their talent pipelines, open jobs, and previous candidate engagements. All candidates' past applications, contact info, work experience, and notes are stored within this digital database. These solutions can be immensely valuable for a recruiter's organizational efforts, however, it is essential that you choose the right tool for your needs.  

Most legacy ATS systems are built on older code, requiring consistent updates and iterations to meet 2021 standards. Because of this, many platforms that dominated over the previous decade are now struggling to stay afloat. Modern recruiters need modern solutions, and Loxo's new-age system has been built as an innovative platform to address the modern-day recruiter's workflow.

LinkedIn Recruiter 

Used by over 1.6 million active talent professionals, LinkedIn Recruiter has long been the industry standard for sourcing candidates. However, the social media site has recently cracked down on recruitment and sales activities within the platform and continues to raise prices for its solution. Check out our "LinkedIn versus Loxo" article to explain why talent professionals are making the switch away from saturated tools like LinkedIn Recruiter.

The social platform provides recruitment and talent acquisition professionals with up-to-date insight into a large pool of candidates. This data, however, is subject to the user's discretion and only uses one source: Itself. Recruiters can use advanced search filters within the system, but it only allows for 40 pages of results, limiting your search efforts. From there, you can connect with a limited number of candidates via LinkedIn's personalized Inmail or connection requests. 

Furthermore, LinkedIn Recruiter used to support bulk messaging, and the saved templates help reach further and faster, but now with newer regulations, all of that is changing. 

Sourcing Tools 

90% of professionals globally are open to discuss new employment opportunities. Strategic headhunters can now take a proactive role in candidate acquisition through strategic talent sourcing. With sourcing tools, a headhunter can control their talent channel and initiate engagement with potential candidates who may not actively be seeking new roles. These tools support the use of AI, Boolean strings, and standard filtration to return more options from a wider breadth of sources. Research shows that 31% of talent pipelines are a product of active sourcing. If a recruiter sources a candidate, that candidate is also two times more likely to be a good fit than those who apply. 

Recruiting CRM 

Sadly, some recruiters are still stuck in the days of yore with the old post and pray recruitment model. They post a position on job boards or social media platforms and hope the perfect person finds it and applies. Consequently, only those candidates who are actively seeking roles engage with the open position. On the flip side, the modern recruiter actively manages their candidate pipeline through a Candidate Relationship Management tool. This recruitment strategy allows headhunters to create candidate databases and keep constant communication to build and nurture relationships with top talent. 

In today's candidate-centric workspace, recruiters need to provide a smooth and positive experience while nurturing a cordial relationship with candidates, whether active, passive, or former. In short, recruiting CRM allows headhunters to treat all candidates like their clients, enabling them to improve engagement while proactively sourcing and nurturing top talent. 

Job Boards 

A job board is a search engine where potential employees find various open employment opportunities. Let's face it, searching and hiring the perfect candidate for a position is challenging, even for a strategic headhunter. Job boards have been around the block for a long time. However, evidence shows a sharp decline - about 10% from 35% - in their effectiveness over the years. Currently, most employers and headhunters are straying away from the job board approach. Similarly, statistics show 85% of potential employees favor networking over job boards as a means to getting open employment opportunities. 

Contact Info Tools 

Like B2B sales and marketing teams, headhunters can use contact information tools to engage with top candidates and market their open positions. These intelligent, cloud-based platforms provide comprehensive and detailed candidate info that headhunters can use as means of outreach.

There are plenty of tools that will give you a candidate's information to contact them directly. However, most require integration to your ATS or recruitment CRM. 

Drip Email Campaigns or Automated Outreach Tools

In addition to a contact finder, the modern recruiter uses automated outreach tools to maximize their engagement strategy. Because of this, recruiters can engage with more candidates across more mediums. Oh, and did we mention it is completely automated? In other words, recruiters are learning to work smarter, and not harder.

Creating a multi-channel outreach sequence can help recruiters market their open positions to a larger pool of talent. Manually reaching out to hundreds of potential candidates is an uphill and time-consuming task. This was also the norm for years. With new innovations, recruiters can now gain a massive edge with their active, automated outreach. 

Loxo: A Single Recruitment Software Platform With All Strategic Functionalities A Headhunter Needs 

Each of these tools provides a specific function and value for the recruiter. However, with so many tools tailored to one feature, recruiters are left with a large and scattered tech stack. The future of recruitment is having an all-in-one, complete talent intelligence platform for all your needs and workflow.

So, if you are a recruiter looking for a platform that provides all of these features under one roof, consider Loxo. Now is the time to streamline your workflow, automate your processes, and become a hiring machine.


Office workers creating talent pools

Talent Pools: 5 Ways of Effectively Creating Them

There is no question that building an effective talent pool is key to a business's success. Talent pools help streamline your recruitment strategy and maintain a continued source of top candidates in your pipeline. Simply put, a talent pool is a data bank of information on prospective candidates and past applicants. This pool continuously evolves with your business as do the open positions you recruit for. Proactive recruiters are constantly maintaining and updating their talent pools to ensure top candidates are readily available at any time. 

Talent pools also help foster relationships with candidates, keep records on previous outreach, and store notes on the individuals. This enables recruiters to quickly and effectively identify the right candidate for new roles at a fraction of the time and resources. Below, we will provide you with five sure-fire tips to help your team build an effective talent pool and up your recruitment game.

Keep Your Talent Pool Up to Date

The aim of creating talent pools is to streamline your recruitment process and simplify your candidate search. Having readily available candidates in your database can give recruiters a massive edge in acquiring top talent. While the size of the talent pool is important, the accuracy of data is just as important. It is essential to ensure that all vital candidate information such as education, skills, experiences are up to date and verified. 

While it sounds obvious, it is more difficult to maintain an up-to-date talent pool than one would think. Make sure you are consistently cross-referencing information on candidates so that your talent pool stays in line with the organization's future needs.

Leverage Technology in Creating Talent Pools 

New recruitment and sourcing technologies have paved the way for modern tools to assist in the recruitment process. This includes managing and collecting candidate data. Leverage these tools to help your team find top candidates, access relevant information, and store profiles with the click of a button.

No longer are the manual sourcing days. With new innovations breaking onto the scene, it is now easier than ever for recruiters to build out talent pools, find top candidates, and keep them stored within a database. Many tools can also help in keeping your current talent pool up to date and accurate. Use these tools to help your team efficiently grow and maintain your candidate pool.

Assess and Include Internal Talent Pools

While maintaining a talent pool of external candidates is essential, it is also important to store internal talent pools. This will enable your business to assess internal talent appropriately and identify any skill gaps within the organization. Interviews, performance reviews, and career progression can be valuable insights as new positions open within the company. 

Current statistics show that  61% of external hires are more likely to get laid off than internal hires. It is essential for in-house recruiters to maintain an internal talent pool to ensure the right talent match for their open roles. Maintaining internal AND external talent pools will give recruiters a holistic overview of potential candidates and ensure the right hire. 

Engage Previous Applicants 

Recruiters must keep qualified applicants who have engaged with the company in the past readily available within their talent pools. These candidates have already expressed interest and could be a strong hire when the right role opens. Beyond that, it is important to maintain a connection with these candidates even if no open roles are available. This will help as, when the time comes, your company will be top of mind for that individual. 

Whether it be sporadic outreach, tailored messages, or a simple LinkedIn connection, it is important to ensure you stay top of mind for all candidates within your talent pool. Find effective ways to keep your past candidates engaged, and you will have a strong and responsive talent pipeline for any open position you are recruiting for.

Segment the lists 

As a Recruiter, you have a general sense of the roles and positions that you are helping to fill. To help streamline your process when the role comes, focus on segmenting your talent pool based on these specifications. This will enable you to quickly dive into a pool of candidates whose background and experience match that position. With an effectively segmented talent pool, recruiters gain a massive edge in finding the right candidate and ensuring the perfect hire before their competitors.

These five tips will help ensure your team has a strong, engaged, and readily available talent pool for all future positions. It is now easier than ever to build and maintain talent pools. Those who are not proactive in this process will fall behind the curve. Make sure to implement these strategies to ensure your team is best equipped to make the perfect talent match. Talk to us now to learn more about the role of talent pools in your organization. 


recruiters working together to measure candidate engagement

​Measuring Candidate Engagement Virtually

​Measuring Candidate Engagement virtually has become a necessity for figuring out how interested a candidate is in the role you are presenting them. With each passing day, it is becoming increasingly apparent we are transitioning into a more virtual world. The pandemic has increased this reality, with almost every aspect of life linking into a virtual interface. Recruitment and candidates' hiring process have also gone virtual through digital platforms like email, social media, and text. Luckily, candidate engagement went virtual even before the pandemic. One challenge of virtual communication is that it's difficult to determine how engaged a candidate is in the conversation without reading their body language and facial expressions. 

Here are some ways recruiters, including directors of operations, directors of operations, or business owners, can effectively measure virtual candidate engagement. 

Application Tracking System (ATS) 

Software companies have created platforms to help recruiters and human resource agencies optimize their processes. The right ATS system can make the recruitment process faster and more efficient in selecting the right candidates. The system also allows you to engage with your candidates and track that engagement, thus creating easier talent management and strengthening team collaboration. 

How Applicant Tracking Systems work 

With an ATS system, you can create a candidate's profile with all the information you need to know about them and track the candidate's engagements throughout your working relationship. You can also customize your ATS system to suit your organization's preference. For instance, you could use viewing applications of the system. The viewing application helps you glance at all the ATS system applications by looking at the candidate's highlights, job titles, skills, and previous companies worked at. With a quick look at the highlights, you can tell whether a candidate is suitable for the job or your organization. 

The applicant tracking system can also help you automatically identify the right candidate by comparing resumes with your job description. This feature helps rank candidates based on how their resume matches the job description. This way, you don't have to review all the ​applications​, and you could only consider the candidates the system identified as a good match. This feature can also help when measuring candidate engagement. You could also filter candidates through keyword searches to select only suitable candidates by the ATS system. For example, you could search for a particular skill that you need your candidate to have, which will expel all the other non-qualified candidates. 

Automated Outreach Campaigns for Measuring Candidate Engagement  

Another strategy to effectively engage your candidates is through automated ​outreach​. This is where you communicate with the candidates and keep top talent engaged with your outreach. It is not an easy task since you want to speak to a large audience but want to maintain a level of personalization as well. You have to know your targeted audience. Therefore, it is essential to create the right message to avoid cold emails or texts. One way is by using campaign templates you can edit to suit your preference. You could also segment your emails by creating different email lists for people with other characteristics like job titles or first-time contacts. 

Using Social Media for Measuring Candidate Engagement

Social media is still an important platform when it comes to online engagements. To begin, social media platforms, including Facebook and LinkedIn, have higher engagement rates compared to other mediums. These platforms also enable you to increase your audience size and reach. Since many people frequent their social media account over email, these tools are essential for recruiters to maintain candidate engagement. Additionally, you could also use social media to grow your email list. 

Have a Career Site 

A career site is the best strategy to determine the engagement levels of a candidate through Google Analytics. It will show an in-depth detail of the candidate's activities on your website. This way, you will know which candidates followed the entire application process or where they get lost. It will also help you to get insights to improve your business strategy. Loxo is an (AI) powered recruitment CRM and ATS software to help you achieve your desired recruitment goals. You can ​contact us​, and we will be there to help you. Learn more by checking out our website.