Loxo

Ever felt stuck using outdated tech but nervous about making a switch? Our VP of Operations, Isabel Cosby, shares why Protis Global took the plunge, moving from our legacy ATS to Loxo—and why it’s been a game-changer. The lesson? Sometimes the path forward isn’t about waiting for ‘perfect conditions.’ Instead, it’s about trusting the potential of the new, even when you’re only 75% sure. For any company weighing a big change, it’s about leaning into your team, identifying the real blockers, and taking the leap to unlock growth and efficiency.

Any successful digital transformation starts with a few key questions. You have pain points at every single level of your organization, but often, those things are not being shared across departments and laddered up to your short- and long-term goals. If you're interested in making a digital transformation (or a software switch), Isabel Cosby recommends asking these three questions first: 1. Where are we? 2. Where do we want to be? 3. What does our dream-state, long-term, look like? And then vet any technology you're looking at through the lens of those three questions.

Why would you go through all of the effort of searching for a list of fantastic candidates, crafting the perfect outreach message, and then.........never follow up? A lot of recruiters tell us they feel weird about sending follow-up messages — and it makes sense! We're the first to tell you that spamming someone or overloading them with messages is not a good look. But if you're confident that you've done a good job targeting the right people with the right messaging, sending a follow-up message can't hurt. Because sometimes timing is the problem: Maybe the person opened your first message while they were in the middle of something and then totally forgot to respond. Maybe they had a really great day at work and weren't open to hearing about another opportunity. Maybe there was an election happening and they were too busy doom-scrolling to respond. Do you follow-up with candidates after that first send?

Sometimes the most impactful activities are the least scalable. And while "SCALABILITY" has become one of the highest aims for many marketers and salespeople, the activities that require a bit more time and effort are the ones that really stand out. FOR EXAMPLE... Troy Munson is a fan of the good ol' fashioned in-person drop-off (armed with Crumbl cookies, obviously). And while *hand-delivering* sweets may not be possible for your business (or for every prospect), the ethos of this "extra mile" approach is one that you can certainly incorporate in other ways.

It's Halloween, so we had to celebrate the occasion by diving into a trend that honestly has us a little spooked...Ghost jobs. In today's episode of Becoming a Hiring Machine, we explore the rise in ghost jobs, the various "why"s behind companies and recruiters posting them, and some alternatives that don't give us goosebumps or make our spines tingle. At the end of the day, we ask ourselves this: It's hard enough for jobseekers out there — do we really need to complicate things further with something as harrowing & blood-curdling as made-up jobs??? 👻

If you're only using job titles to source candidates, you're: 1) Adding more work to your plate (sifting through candidates who were never going to be a good fit) 2) Missing out on candidates who are a perfect skills-match for the role Job titles themselves are not always an accurate representation of what it is that a candidate is actually doing, what their responsibilities are, what skills they have. Think about the range of job titles that exist for fairly comparable roles — and the range of skills that any one company may require for the "same title." Then, think about the fact that searching by job title limits your search to where sourced talent IS in their career, rather than where they're GOING. When you shift your sourcing methodology to one that includes specific skills, and letting those guide your search, you're able to simultaneously pare down results AND widen scope. Before your next search, ask yourself: What are the three most important skills for this role? Use those three things to inform your search, and see what happens.

TAG, you're it! Are you leveraging tags in your CRM/database? Over here, we're fans of custom tags (as long as you've got an organized system for them 😎 ) like the "A-Player" tag. Whether it's candidates you've placed, people you've spoken to who you don't have a great role for right now but feel confident they'd be a star anywhere, and so on... Tagging these candidates as "A-Player" can help you EASILY surface them again in the future when working a specific role. And this is just ONE example of a custom tag that can make your life (and your searches) easier....

🚀 Discover AI-Enhanced Recruiting with Loxo & Quil 🚀 We’re excited to announce an exclusive webinar showcasing how Quil can revolutionize your recruiting process through our seamless integration with Loxo! Join us for a 30-minute live demo to see how Quil & Loxo are saving recruiters 2-3 hours per day in admin tasks, allowing more time for relationship building and strategic hiring. 📅 Webinar Highlights: Live demo of Quil integrated with Loxo Insights on automating your admin work Real-time Q&A with product experts Don’t miss your chance to explore AI-powered solutions that can help you make smarter hiring decisions! 🎟️ Register now and take your recruitment game to the next level 👇 November 13, 2024 @ 1pm EST ⤵️ https://lnkd.in/gCArvcDP

A 4.0 GPA doesn't necessarily translate to success in a role. ...Which means the inverse is true, too: The lack of a 4.0 GPA (or other comparable qualifications) doesn't mean someone ISN'T the right fit for a role. Ultimately: there are things that are trainable, and there are things that aren't. But the standard candidate evaluation metrics don't always account for this. So the question becomes: How do you check for trainability and drive when evaluating candidates? Looking at someone's college or their pedigree is easy — it's as simple as checking a box. But digging deeper to understand how open they are to trying/learning new things, how much of a team player they are, and how coachable they are...that's a bit trickier. JR Butler has found that looking at candidates who played sports or served in the military can be an indicator of coachability, resilience, and teamwork: all of which are incredibly important in the roles his team hires for.

The age old question for leaders and builders of teams: Attitude or Aptitude? In an ideal world, you find both. In early career talent acquisition, for most roles, you don't have the option to hire for Aptitude. There are VERY few jobs where your college major or what you studied for for four years matter. Health Care, Law, Education, CPA, Engineer...maybe a couple more For the most part, College is simply a proxy that "this person knows how to learn" so they can increase aptitude QUICKLY. My stance is there are other experiences where you pick this up as well. And, my bigger stance (and the thesis of our entire business, that has been proven over 1000 times): There are experiences where you develop the right ATTITUDE exponentially higher than just being a college student. In 2024, we hear constantly about the individualism, selfishness, and lack of accountability leaders are seeing across their organization. There are companies building businesses to take advantage of that. We're building a business on the bet that in order to build great companies - you need people who put the organization/team first and operate with HIGH accountability and effort to do their part in the process. Thank you to Loxo and Sam Kuehnle for having me on their "Become a Hiring Machine" podcast. We'll share the full pod below! #AllGasNoBrakes #DialedIn