Loxo

If you're getting to reference checks, you likely already have a good feeling about the candidate. Reference calls are where you can start to validate what you've already learned — or, in some cases, INvalidate 😵💫 — as well as gain more information on how to have a good working relationship with the candidate. How do they work? How do they interact with others? What are they known for? What are they like on a team? Reference checks should be less about "tell me everything this candidate can do" and moreso "how does the way this person works interact with and impact others."

Heyyyy London friends — going to be at RecExpo today? Come say hi!

Freelance and short-term contract work have been steadily on the rise since the pandemic began — and in today's confusing (to put it lightly 😅) labor market, that trend is only expected to continue. The pros of contract recruitment are clear: 👉 Project-based efficiency gains 👉 Specialized experts at their craft 👉 Immediate value-add, shorter ramp times Have you explored contract recruitment?

What happens when the world’s most advanced Talent Intelligence Platform and the world’s  #1 AI scribe for recruiting combine their powers? 🤔 In short: MAGIC. The kind of magic that makes your day-to-day just a little easier (and what could be more magical than that, really?) We’re excited to partner with Metaview because they *get* recruiters.  Unlike generic summarization tools, Metaview (like Loxo) was purpose-built for recruiting. It accounts for the nuances of recruiting conversations — enriching itself with data from your ATS to create comprehensive notes for every interview, prospecting call, and beyond. Which means you can focus on having quality conversations — rather than frantically clacking out notes on your keyboard. And when you’re able to focus and truly be present on candidate or client calls, that’s when you work *your* magic ✨

How much does ~rizz~ (as the kids are saying) ((are the kids still saying this?)) factor into a hiring decision? How much SHOULD it? Charisma is an important factor in a candidate — but it's not everything. But when you go into an interview without a set rubric, you leave yourself susceptible to being charmed. Why are you actually looking for someone? What skills does this someone actually need to have?

Trying to add a bit more finesse to your recruitment process & get a bit more efficient...but not sure where to start? Ask yourself this: How many candidates actually need to be interviewed by a client, on average, for me to land a placement? Look back at historic data to find this magic number. Once you've identified it, work one step backward: How many candidates do I need to *submit* to be able to hit that magical interview number that I know will lead to a placement? Once you've hit that number, take one more step back: How many candidates do I need to screen to make those next numbers fall into place like dominos?

Are you only answering emails between the hours of 9 and 5? AKA the hours your candidates are most likely working their current jobs? There's a reason realtors are the most active between the hours of 6 and 7PM — so they can be highly responsive in the time when their clients are most likely to be engaged. It's not necessarily convenient — or easy — but being responsive and genuinely invested can go a long way in increasing speed-to-hire... Without sacrificing at ALL on quality.

The thing that sets the GREAT recruiters apart from the pack of 99%ers? The willingness to go that extra 1% to make sure candidates know they're in your corner. Treating candidate conversations as an investment in a relationship, not just a transaction. Maybe this sounds basic to you — but the data reveals otherwise. Greenhouse's recent State of Job Hunting Report revealed that 61% of US candidates who participated in the study were ghosted by recruiters *after* a job interview. Of those 49% who *weren't* ghosted, we wonder how many of them got personalized messages speaking to why they didn't get the role...or just a simple "We regret to inform you..." message 🤔 Nick Poloni's reminder is clearly a needed one: When candidates can tell you're in their corner, it goes a long way — and can be mutually beneficial.

Vivien Maron may not know a TON about cars... but she does know this: If you have a Toyota, you can't replace a broken headlight with a part made for a Hyundai. That's kind of like culture fit. You want to take the time to make sure that the right person is filling the gap — because when the rest of the team/company is operating like a well-oiled machine, the wrong part in the wrong place can cause chaos.

Niche recruiter game nights >>>>>> all other game nights 💁