Loxo

Out with the old, in with the new? Or maybe — just maybe — there's a way to marry the two. To do a little bit of both, rather than throwing the baby out with the bathwater. Just a thought 😇 Post & pray shouldn't be your ONLY candidate-sourcing activity. But as part of a larger sourcing strategy, posting a job and collecting applicants has its merits — especially from the perspective of understanding whether your messaging is attracting the right people or not.

One thing I absolutely love about working at Loxo is — yes, it's a tech company — but it's one that knows that PEOPLE are at the center of everything we do. Recruitment is a relational industry. It's about people connecting other people to opportunities. If you lose sight of that, you miss the point — regardless of how fantastic your technology products are. Throughout my not-quite-a-year at Loxo, I've seen it reinforced time & time again that this product was MADE for people, and is being PERFECTED for people. Daily, I receive a Slack notification filled with dozens of product improvements — ranging from the small to the game-changing — all geared toward making it easier for recruiters to spend less time on admin and more time building deep relationships. It's not just lip service: it's real! That being said: it was awesome to get to take a step back and celebrate some of the HUMANS who are making such an impact on this space. These Talent Trailblazers are doing👏 the👏 work👏 . They're talking the talk & walking the walk & thinking creatively to push the industry toward meaningful change. Getting to connect with some of them and learn from them has been one of my favorite parts of the last year! It's so cool to get to shout them out now. Check out the full list here: https://lnkd.in/euPiCJEg And engage with any of these posts you see in your feed today — whichever Trailblazer gets the most engagement will get to donate $1,000 to a charity of their choice, on Loxo :)

TALENT IS EVERYTHING. You know it, we know it. But the talent landscape has shifted rapidly over the last decade — and talent professionals have had to wear a lot of hats in the process. This year, Loxo is recognizing 60 Talent Trailblazers (whether they be recruiters, people leaders, talent professionals, or creative-thinkers) who are committed to shaking up the space and making a massive impact on the industry. Loxo was born, like most great things are, out of the belief that there must be a better way: to recruit, to hire, to work. After all: most of us spend more of our waking time at work than anywhere else. So what could be more impactful than helping people find the best possible fit for them? What could be more rewarding than finding a way for people to feel as fulfilled as possible in the place where they spend the majority of their time? While technology is important, the future of talent acquisition and recruitment looks brighter thanks to: the change-makers, the risk-takers, the movers-and-shakers, the match-makers. There are HUNDREDS of people who we could've included on this list — all deserving — but for now we honed in on 60. Thank you to all of you for your hard work in making this industry better — during the good times and the bad, through changing market conditions, tough hiring markets, and so many other challenges. You and your contributions deserve to be recognized & celebrated. This one’s for you! 

What role do recruiters play in the skills-based hiring movement? There's a lot of debate over whether skills- based hiring is just a nice idea or something that actually has legs. It sounds good in theory, but how do you process-ize it? Within niches, skills-based hiring becomes a bit more possible — especially when you're able to incorporate an assessment of some sort within the recruitment process. If you're able to establish a way to evaluate relevant skills — helping make skills-based hiring a bit more tangible rather than subjective — recruiters can become consultative partners who help companies incorporate assessments like these into the hiring process.

An answer is always a good thing — even if it's a no. If you boost response rates on your emails, you're boosting the amount of VALUABLE INPUT you can then use to either refine your strategy or take back to hiring teams. Responses = data. They can also = relationships.

So many companies are scared of empowering their employees to build personal brands, because they're afraid it will lead to them getting poached. But the reality is that if you're not giving your team opportunities to grow, develop, and share... You're probably going to lose them to someone who will. Joe Ray believes we should be giving recruiters the tools they need to become brand ambassadors — public figures who are building trust and influence in behalf of both themselves and the company. Have you tried something like this? WOULD you?

The most successful recruiters at bizdev are experts in follow-up. So much of business development is about being at the right place, at the right time. But often, recruiters will reach out once — and if there's no current business opportunity, they'll drop it from their list in search of something new. Following up with some consistency means that you're at the right place in the prospect's mind when it DOES become the right time. You only ever have to make the one cold call. Once you've made that connection, it's a warm call — You're just building a relationship. It may not lead to business right away, but it's that follow-up that will make you the first to come to mind when there IS a business opportunity.

We're happy to announce a new addition to the Loxo marketplace! Integrating a VoIP provider with Loxo can save recruiters an hour a day on admin — and VXT is a great option that was designed specifically with recruiters in mind.   VXT has features that allow you to sync your calls, SMS, and notes — to automate your record-keeping, mitigate risk, and win more placements. You can read more about the integration here: https://lnkd.in/eVu5HRhk

How much are you factoring the concept of TALENT DENSITY into your recruitment efforts? Hung Lee stresses the fact that, for corporations, this concept is huge — bringing more skills to the table, per capita, and reducing the need for additional employees. Understanding that this is the desire coming from hiring companies, how can you use this to inform your sourcing efforts — as well as your long-term relationship management strategy? Nuggets of wisdom ~galore~ have come from our live event in London last month — and you can hear some on today's episode of our podcast. Link is in the comments!