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.
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.
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.
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.
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.
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.
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.
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.
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.