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As an industry, engineering and construction have traditionally been areas of high employment. The trend for decreasing unemployment continued through to December 2018 across all sectors, including engineering and construction. As 2019 begins, Reflik perceives an increase of 6,000 job openings in January 2019 alone, up from 157,000 in December to around 163,000 this month. It could be a great year. The unemployment rate for this sector is steady at 1.3% for engineering, and at 3.6% for construction. Management roles in construction are currently low at 0.4%. This is mostly good news, but there are some talent acquisition issues that will need addressing as we go through the year.
A year is a long time in technology and the past year has been heavy in innovation within the recruiting world. 2018 brought us AI and machine learning. In 2017, it was emerging but now, it’s already part of the mainstream. By the end of 2019, we expect any recruitment technology worth using will have machine learning and AI at its core. It can be hard to keep up with all the technology out there, so we compiled a list of the top candidate sourcing technologies to keep an eye on in 2019.
To ensure you can find the right candidates, you need the right technologies utilizing the most up-to-date advances. The following 20+ technologies and tools will help drive success and improve your recruiting process regardless of whether you are an independent recruiter, a recruiting agency, or leading talent acquisition for a Fortune 500 company.
2018 has been a great year for the financial services industry. Continued shrinking of the unemployment figures saw a ratio of 1:1 of job openings against unemployed figures for the first time since the year 2000. The start of 2019 will likely see 6,000 more new openings across all industries for finance and accounting roles, rising to 163,000 in January from 157,000 in December 2018. It’s looking like a great year, but one with several trends indicating potential problems if not addressed.
You can view the full webinar from December highlighting the 2019 trends for hiring accounting & finance talent below, but for your convenience, we have summarized many of the key takeaways that our research uncovered:
Frequently, recruiting firms and staffing agencies ask themselves, “how do I find more clients?” As a recruiter, you won’t need anyone to tell you that your business won’t survive long without a regular supply of new clients. Outreach can be time-consuming; in an ideal world, clients will approach you for their recruitment needs. But with a globally interconnected marketplace and a mountain of competition, that is unlikely to happen in most cases.
You can, however, improve your own outreach, use a better approach and streamline your business using some of the methods we discuss here. Alternatively, many recruiting agencies are turning to Reflik – one of the web’s top hiring marketplaces. Reflik’s technology platform allows businesses to post job orders and select candidates while Reflik’s independent recruiters and recruiting firms source top talent. Below are several sources you can use to find new clients for your recruiting business:
Note: At the request of the Talent Acquisition team at J.B. Hunt, we have not used names of J.B. Hunt employees in this blog post.
J.B. Hunt is a Fortune 500 company and one of the largest transportation logistics companies in North America.
Johnnie Bryan Hunt founded his namesake company in Arkansas in August 1961. In about 20 years, from 1961 to 1983, the company transformed from a small business with about five trucks and seven refrigerated trailers to the 80th largest trucking company in the US with approximately $83 million in annual revenue.
Today, J.B. Hunt employs over 124,000 people and operates more than 12,000 trucks. Its annual revenue is estimated at $7 billion.
J.B. Hunt has entered the technology space, as well, and is now seeing a tremendous amount of success with J.B. Hunt 360. The full-service platform, with 360-degree visibility into supply chains, is the most successful digital broker in the logistics and transportation industry.
Meet the J.B. Hunt Recruiting Team
Every Friday, the recruiting team at J.B. Hunt speaks with their dedicated Reflik account manager, Anthony Fruncillo. The J.B. Hunt team put aside a few minutes toward the end of the call to speak with Reflik’s marketing and communications team about how talent crowdsourcing helped them recruit and hire a Branch Manager.
We spoke with members of the J.B. Hunt team who were all very impressed with Reflik’s process, service, and product. Each member of the team is responsible for recruiting branch-based leadership positions in different regions: the West Coast, the East Coast, and the Central Region.
On July 26th, Reflik hosted a panel discussion with three members of the Reflik recruiting community. Hundreds of agency executives and freelance recruiters registered for the webinar and asked some very interesting questions. The panelists spoke at length about talent crowdsourcing and their experience using it. They were thrilled to answer the audience’s questions.
Thribhu Chevva, the marketing and communications lead at Reflik, moderated the conversation. Eric Weissman, Jennifer Simmons, and Marzette Henderson were on the panel to discuss how talent crowdsourcing helps recruiting agencies and freelance recruiters make more money.
Eric Weissman has over 20 years of experience recruiting and has placed over 1,000 candidates in his career. He has made a number of placements on the Reflik platform and has earned thousands of dollars.
Jennifer Simmons recruited in-house as well as at agencies for over 10 years before signing up to Reflik. Reflik helped her build and scale her recruiting business. Most recently, on Reflik, Jennifer placed a tax manager at a financial services company.
Marzette is the director of operations and recruiting at one of the most successful healthcare recruiting agencies in Chicago: OmegaHealth Group. The OmegaHealth Group is a diversified healthcare company that assists healthcare organizations in their mission of helping people heal and helping to make the health system work better for everyone. Reflik is a key piece of OmegaHealth’s business development program.
Thribhu gave a brief introduction to talent crowdsourcing before the panel discussion began. Below is a quick summary of the event. Click here to watch the full webinar.
In June of this year, St. Louis-based freelance recruiter, Terence Miller, placed a candidate with J.B. Hunt and earned a sizeable placement fee. J.B. Hunt is a Fortune 500 Transportation Company dedicated to helping move freight efficiently. They were hiring a branch manager specializing in refrigerated transportation services in Dallas, TX.
Terence was determined to fill this position. “Before Reflik,” he told us, “I couldn’t have imagined recruiting for J.B. Hunt, let alone helping them recruit and hire a highly talented candidate that fit their culture perfectly. Reflik has helped me scale my recruiting business drastically.”
We spoke to Terence about this particular position and his journey to success. Here are the three ways Reflik was able to help Terence place his candidate.
Vanity, a human resources assistant in Seattle, has been recruiting with Reflik in her free time. Recently, she has placed a candidate with Interactive Brokers, one of Reflik’s flagship clients, and earned thousands in placement fees.
“It is fulfilling to know that, every time I make a placement, I’m helping someone find a great place to work. I’m also supporting an organization in building a solid team that will create a positive impact.”
There are very few things, she explained, that have such a broad impact. By connecting great people with amazing companies, recruiters help to shape strong, vital organizations.
“When it comes to hiring salespeople, I’m very picky,” Brandi Harris said. “Yet, I found that Reflik functions as the perfect salesperson for my company.”
Brandi has over 10 years of recruiting experience. She worked at recruiting agencies as well as on corporate talent acquisition teams. While recruiting for a non-profit early in her career, Brandi became passionate about connecting very talented individuals with organizations.
“The most important thing I look for in a potential client,” Brandi told us, “is how much they care about their customers and employees. Are they willing to care about people more than the bottom line? This is very important to me.”
Brandi favors clients who go above-and-beyond in building engaging corporate cultures, so she started her own recruiting agency that specializes in Diversity and Inclusion.
Recently, General Dynamics Mission Systems hired Brandi’s candidate, Mohammad, for an Electromagnetic Compatibility Engineer. In the process, Brandi has earned thousands in placement fees.
Brandi said, “I could not be happier with a client like General Dynamics. They care tremendously about their employees and are very socially conscious.”
We sat down with Brandi to discover how this happened. For the past year-and-a-half, Brandi was down a salesperson. Between managing accounts, bringing in new customers, as well as actually recruiting and managing the candidate relationship, Brandi found her company running a little bit thin. So, how did Brandi recruit for a Fortune 500 company? How did she make a placement and earn thousands of dollars?
Brandi signed up on Reflik to take these extra sales functions off her plate, so she could focus on recruiting. Here are three reasons why Reflik is the best salesperson Brandi could have hired.
Talent Acquisition is the process of attracting, acquiring, and retaining candidates whose skills, experiences, and personalities suit the needs of an organization. Talent Acquisition has become more global and structured over time. Current trends in Talent Acquisition suggest that, going forward, Talent Acquisition will become more cost-effective, efficient, and quicker with the development of automated Talent Acquisition technologies and services.
In this blog post, we will cover:
- The History and Evolution of Talent Acquisition
- The Talent Acquisition Process
- The Future of Talent Acquisition
Reflik, the leader in crowdsourcing talent, won the Investors’ Choice Award at the New Jersey Tech Council’s 21st annual Venture Conference held on April 12th. Forty of New Jersey’s most successful early-stage, high-growth companies across a number of industries competed for this prestigious award at the Conference. Reflik came on top.
“Congratulations to the Reflik team for their unique and thoughtful approach in addressing challenges around recruiting and talent acquisition,” said James Barrood, President and CEO of the NJTC. “Talent Acquisition is a hot issue, especially as companies continue to search for good people who fit very specific needs and pains,” Barrood continued. “Since the age of Thomas Edison, New Jersey has been a center of innovation excellence. Companies like Reflik carry on that proud tradition.”
We spoke with a member of the Reflik Premium Recruiter program, Jorge Morante, about his success on the Reflik platform. Jorge described three benefits of the Premium program and how they enable him to succeed on the Reflik platform:
- Speak with Reflik’s Account Managers on a one-on-one basis
- Make money quicker
- Make more money
About Jorge Morante
Recruiting for over 13 years in-house and at an agency, Jorge Morante has worked for leaders in the financial services industry like First Data Corporation and Broadridge Capital as well as a variety of staffing and executive search firms in the Greater New York City area. Before beginning his recruiting career in 2003, Jorge served in the US Army Reserve and was deployed to Kandahar, Afghanistan shortly after 9/11.
Late last year, in October 2017, Jorge decided to work for himself as an independent recruiter. After finding Reflik on Google, Jorge decided to try talent crowdsourcing. It did not take Jorge long to upgrade his Reflik account – and join the Reflik Premium Recruiter program.
Shortly thereafter, Jorge made his first placement with Randy’s Worldwide. Recruiting a great Sales Account Manager, he earned thousands of dollars.
Here are the three top reasons Jorge chose to upgrade to a Reflik premium account.
However, if we want the competitive edge in 2018, we need creative ways of using these resources to our advantage. By digitizing the recruitment process, social media platforms may eliminate much of the personal connection that used to play a significant role in building trust and respect between recruiters, employers, and prospective talent.
Resumes, curriculum vitae, and portfolios are of course important, but equally important are the conversations, the stories, and the experiences. We have to get back to building relationships while still taking advantage of digital solutions. So here are five innovative sourcing strategies for recruitment.
The most successful recruiters speak the same language as their candidates: meeting them where they are and catering to their interests.
Since sourcing strategies are ever-changing, you want to stay up to date on the best ways to source candidates by following these employee recruitment strategies. Through building a strong online presence using social media and establishing credibility, employers are more likely to identify and capture the attention of top talent.
On December 1st, 2017, Maria Bethancourt submitted Jessica’s application to ThinkTank Learning for their Advising Counselor position. This was just four days after the position went live on the Reflik platform.
ThinkTank Learning is the premier after-school education program in California. Steven Ma, the company’s CEO, makes a stern promise to parents: His program will get their children into the college of their choice. The numbers don’t lie. Typically, the program’s students score in the top 1% of all ACT and SAT scores.
ThinkTank wanted their next Advising Counselor to have experience in sales and have some fluency in Chinese, Korean, or an Indian language.
Jessica was beyond the perfect candidate. With nearly 5 years of experience in education and sales, she is a UC Berkeley graduate and is fluent in Cantonese. Jessica currently studies Counseling Education in San Jose!
Maria was able to find and place a top candidate like Jessica with the help of feedback from the hiring managers.
For thousands of recruiters in America today, receiving constructive feedback from hiring managers is a major obstacle to finding and actually placing the perfect candidate quickly. We sat down with Maria to understand just how Reflik was able to get her the feedback she needed.
Warren Buffett is thought to have said, “Never rely on a single source of income.” The world we live in is a particularly unpredictable place. The stability of a single source of income is questionable. Additionally, the more sources of income you have, the wealthier you are. (You don’t have to be the Wizard of Omaha to know that one).
So, how do you build out your second, third, or even fourth source of income?
We sat down with Dennis Hardy to tackle this question. Dennis is a veteran IT consultant who now uses his network to earn additional income on the Reflik platform.
Magnus Textile is a Chelmsford, MA-based textile manufacturer, importer, and distributor. It offers Southern India’s finest textile products to American restaurants, hotels, as well as hospitals and other healthcare facilities.
The niche company leverages a process tested by time to produce the best textiles in the world.
“Our story begins on the manufacturing floors of our family-owned textile mills in Southern India. For generations, this renowned group of mills have produced textile products used throughout the world.” (Source: magnustextile.com)
Magnus is growing quickly and relies on recruiting and hiring top talent to fuel that growth.
According to the CMO at Magnus Textile, Edward Coady, “Reflik is a no-brainer.” With Reflik’s help, he recently hired the perfect sales manager for the niche textile company.
Before Magnus Textile, Edward worked for Launch Capital – the Venture Capital arm of the multibillion-dollar Pritzker/Vlock family. He has been a member of Boston’s Venture Capital community for over five years. In June 2017, Magnus Textile raised a round of funding from Launch Capital. This was when he jumped on board the management team at Magnus.
We sat down with Edward to get his take as an employer on Reflik. We talked about the challenges he faced while navigating today’s recruiting services landscape and how he overcame them using Reflik.
Kirthi Menon has been a recruiter for over seven years. For the past four years, Kirthi has worked for himself as a freelance recruiter. Before that, he worked at an agency.
“I chose to do freelance recruiting for two reasons,” Kirthi told us. “I wanted to work on different jobs and I wanted a steady flow of jobs. Diversity and volume were always important to me in the jobs I worked.”
About Susan: Susan Ahonen has over 25 years of experience in the financial services industry. She started off as a teller and, since finishing her career with Chemical Bank – New England as the Head of HR, started her own recruiting agency called Recruiting Edge Staffing.
After making her first submission on Reflik in March 2017, Susan has had a tremendous amount of success on the platform, building a lucrative recruiting agency of her own! Three different clients at Reflik have hired Susan’s candidates for Legal, Engineering, and Management positions. In addition, Susan is currently managing five shortlisted candidates – spanning the Manufacturing, Legal, and Healthcare Management verticals.
We sat down with Susan to learn more about her background as well as her experience with the Reflik platform. In the process, she gave us five reasons why she uses Reflik exclusively as a source for job requisitions – and how Reflik helps her to not just recruit better but also how it helps her to build a successful recruiting agency. Read more>>
For a long time, the staffing/recruiting industry has relied exclusively on emails and phone calls to get clients the latest updates on candidates. Likewise, clients have written emails and made phone calls to manage relationships with recruiters.
At Reflik, we’ve added another channel to this communication mix – simplifying the process and putting everything in one place.
In this Talent Acquisition Technology Update, we will cover the Notes feature. Thanks to this new feature, Reflik clients can now talk to an account manager and their candidates, review candidates’ details, and move candidates along the hiring process – all within the Jobs page of the Reflik platform. Read More>>
Independent recruiters and staffing agencies love Reflik for its service. We connect talented, hard-working recruiters and companies that are actively looking to hire. We also provide our recruiting community with technology. Our technology makes recruiting easy. In this Recruiter’s Technology Update, we will talk about the Notes feature of the Track Candidates section.
Every month, Reflik hosts a webinar for hundreds of Talent Acquisition and Recruiting leaders from companies across the US. Attendees represent a variety of verticals and industries including technology, financial services, manufacturing, legal services, healthcare, hospitality, and more.
In this month’s webinar, Reflik’s Director of Business Development Michael Bavaro discussed how crowdsourcing. Talent Crowdsourcing is a talent acquisition solution that helps hiring managers and Talent Acquisition executives recruit and hire the perfect candidates for their organizations. To talk about how Reflik’s talent acquisition solution has helped the leading legal services firm on the East Coast, Stern & Eisenberg P.C., Jorida Jaho joined the webinar.
Jorida spent a few minutes talking about how her team recruited before they began using Reflik and the talent acquisition solutions they used. She then went into detail about how Reflik’s Talent Crowdsourcing Platform helped Stern & Eisenberg recruit and hire top talent. In this quick interview, Jorida discussed why talent crowdsourcing is the talent acquisition solution of the future. She laid down three reasons:
- Talent Crowdsourcing Helps Specialized Companies Find the Perfect Candidates
- Talent Crowdsourcing is Effective and Simple
- Talent Crowdsourcing, through Reflik, Makes Talent Acquisition Effortless
Below is the transcribed interview – a quick excerpt of the 45-minute webinar. To watch the full webinar, click here.
A long-time New Jersey resident, Jennifer Amaefuna stopped by our offices in Somerset. Filling a position with EnvisionRx in Ohio, Jennifer has earned thousands of dollars in placement fees on the Reflik platform.
Thribhu Chevva, a digital marketing associate here at Reflik, spoke with Jennifer to understand how she started a recruitment business so early in her career and how Reflik has helped her. Read More>>
Eric Weissman, a veteran recruiter with nearly 20 years of experience in the world of recruitment consulting, recently placed a candidate at one of Reflik’s flagship clients – a Fortune 250 professional services company. He has earned thousands of dollars for this placement on the Reflik platform
We spoke with Eric on the phone to figure out just how he did it. He told us that he was successful because Reflik webinars gave him a platform to ask the 2 questions recruiters MUST ask to unlock hiring managers’ needds instantly. Read More>>
Meet Jennifer Simmons: With over a decade of experience in the recruiting and staffing industry as a corporate recruiter, Jennifer decided to set off by herself. She wanted to work as a freelance recruiter. For over a year now, Jennifer has done just that. She has become very familiar with recruiting online.
She has experimented with a number of services like Reflik, which bring jobs to professional recruiters who are looking to work remotely from home.
Reflik also works with staffing agencies that are looking to make more money by reducing costs in sales and business development. Read More>>
Company on a Mission: Nutiva
Having brought to life five ecological non-profits since the 1980s, John Roulac founded Nutiva in 1999 with 500 hemp bars and a mission to revolutionize the way the world eats. Today, Nutiva is the leading plant-based organic food brand and has been named one of the fastest-growing companies in America by Inc. Magazine seven times. Read more >>
This doesn’t have to be the case. Your recruiting agency can be more profitable with talent crowdsourcing!
Imagine pumping up your profit margin past 50%, say theoretically past 85%, approaching 100%. Moving swiftly to maximize your revenue and minimize costs. Sounds pretty good, right?
This isn’t an all too distant fantasy. Plain and simple, it is actually a reality for thousands of recruiting firms across the country. And many of your competitors are already there. Read more >>
You have tried everything. You have followed recruiting best practices to find the most qualified candidates.
“What now?” you ask yourself. The candidates you are reviewing just aren’t good fits for your organization’s needs. You know there has to be a next move. You know there has to be more to innovative talent acquisition out there. But what is it? How do you find the perfect next hire?
Kathryn Kurinsky is the Director of Human Resources at Simpson Technologies and, believe it or not, she was in your shoes just a few weeks ago. Read more >>
On Reflik, Dave has submitted dozens of highly-qualified candidates, has gotten plenty of interviews for his candidates, and has even made a few placements. He has earned thousands of dollars in placement fees.
That’s right. Dave works on Reflik as an independent recruiter on a part-time basis – placing candidates and earning thousands of dollars.
We spoke with Dave to see exactly how Reflik gives freelance recruiters like him the opportunity to recruit for jobs they want to work on, when and from where they want to work on them. Read more >>
“I am always looking for opportunities to apply my skill set as a recruiter to fill jobs. Reflik allows me to do just that.”
Cory has over 10 years of recruiting experience. The Ohio-native has submitted dozens of highly-qualified resumes using the Reflik platform. Most recently, he has filled two positions for The Wills Group within a month. Read more >>
Melanie Shellhorn is the Director of Human Resources at YouVisit, a New York City-based immersive technology company.
YouVisit helps brands, corporations, destinations, and institutions to drive deeper levels of engagement and conversions through interactive 360 experiences. YouVisit’s award-winning production studio has created over 1,000 interactive experiences that are viewable across mobile, desktop, and VR devices.
The idea behind YouVisit, which was founded in 2010, came about when college buddies Abi Mandelbaum, Taher Baderkhan, and Endri Tolka realized that there was no easy way for prospective students to tour college campuses – especially when travelling to the campus is not possible.
YouVisit recently hired a sales consultant using Reflik. We spoke with Melanie about her experience with Reflik. Read more >>
For 18 months, United Initiators was looking for a Senior Sales Manager in Houston, TX. Just 2 days after they posted the position on Reflik, the perfect candidate for the role was found. He started with them in early June.
Viveka is the successful recruiter who found this candidate. He has been recruiting for the last eight years. Until about three years ago, when he decided to strike out on his own with a couple of his friends, Viveka had been recruiting for a large, multinational IT recruitment and staffing services agency.
We spoke with Viveka about his recruitment methodology, what he thinks about Reflik, and most importantly how he was able to fill such a hard-to-fill position so quickly. Read more >>
For over 15 years, working on the corporate side as well as the agency side, Mario Renzulli has been helping organizations meet their hiring needs. He began his career back in 2000 at an agency in New York. Until Winter 2016, when he decided to recruit on his own, Mario was the Director of Corporate Recruiting at a tech company in Boca Raton, Florida.
Mario is certainly no stranger to the recruiting/staffing industry. He is an expert in acquiring and delivering top talent. Yet, the issue that Mario faced as an independent recruiter was gathering meaningful feedback and insight from employers. Read more >>
In the spring of 1958, talks broke down between 38-year-old distributor Charles Webb and Rocket Chemical – predecessor to the WD-40 Company, which continues to manufacture the mechanic lubricant WD-40 today out of its San Diego headquarters.
Shortly thereafter, Webb founded Corrosion Reaction Consultants – renamed CRC Industries later on in the 1980s – to compete directly with Rocket. One of Rocket’s lead chemists and the apparent inventor of WD-40, Norman Larsen, headed the newly-formed Corrosion Reaction Consultants out of Warminster, Pennsylvania.
Today, CRC Industries is a global supplier of chemical specialty products, manufacturing over 1,300 items and developing specialized formulas to meet the unique needs of the Automotive, Marine, Heavy Truck, Hardware, Electrical, Industrial and Aviation markets. Read more>>
As a business head for Blue Ocean Ventures, a recruitment business, Fahad Mistry has much to handle. His many tasks include calling his account managers to find out which requirements are most important, relaying these details to his team succinctly, and delegating the recruitment process steps to the rest of his team.
This all can be a lot to handle for any talent acquisition agency. To be as efficient as possible for the company, Fahad manages offices in Atlanta, Georgia and Bangalore, India. “We work with two strategic verticals. This way we can approach different technical jobs efficiently,” Fahad said.
Despite all these efforts at efficiency, Blue Ocean Ventures always experienced the typical recruitment agency struggles. Read more>>
Denise has been a recruiter for 12 years and the president of Client Growth Consultants, a recruiting and consulting agency, for 3 years. Denise prides herself on creating a happy relationship between a candidate and a company, particularly in the manufacturing industry.
Denise achieves this by working with a team of researchers who are responsible for tracking job description updates and candidates’ progress in the recruitment cycle. Working with researchers is an important aspect of Denise’s dynamic recruitment methods. Read more>>
Each new year brings gradual changes to the recruiting industry. These recruiting trends can be a result of new technology, political change, cultural changes and/or social transition. Whether these new trends come from any or all of those sources, we, at Reflik, have had our ear to the ground in anticipation. Here are some of our predictions for the trends in recruiting industry in 2017:
Increased competition in both software and firms
With new staffing agencies and recruiting software companies entering the market, it gets more difficult for each one to stand out. We foresee these companies having to spend much more on sales and marketing this year with additional funds being used to create an identifiable logo, a strong presence and a sleek, engaging website to attract new customers. We also predict that some agencies will do the opposite. They may opt to save on costs and worry a little bit less about their brand’s exposure so that they can focus solely on recruiting. Agencies can do just that with a recruiting platform like Reflik. In a marketplace like ours, agencies do not have to worry about attracting any clients because recruiters have access to a multitude of requisitions. Recruiters earn a fee for each placement made on our platform.
Demand for new skills
With new technologies and ideas come new practices, with new practices come new needs, and with new needs come new jobs. Whether its big data doctors or augmented reality analysts, there are always changes in the types of jobs on the market each year. This means it is up to recruiters to know what these roles are and what they require. We suggest that recruiters follow blogs in different industries to get a sense of where job roles and expectations are heading.
Diversity of candidates
Aside from the obvious need for inclusion and diversity from a demographic sense, each year companies are becoming a little more open to looking beyond the “traditional candidate.” Such changes in employer behavior will allow recruiters to easily target millennial candidates whose backgrounds are different from candidates a decade ago. Recruiters and, in turn, employers should ask themselves questions such as: do the candidates really need a traditional four-year educational background? Do they really need to have five years’ experience exclusive to one industry? Is knowledge of one technology transferable to another? These sorts of questions are going to be raised more frequently as companies are looking to attract a younger, more diverse generation entering the workforce. If employers and recruiters underestimate this trend, then they might overlook great candidates.
Need for human element
The push towards adopting new recruiting technology can sometimes have an adverse effect on recruiters. While technology facilitates interactions with candidates, it can also create more barriers to the critical human interaction needed in this industry. It is vital to develop an actual relationship with candidates in order to attract the quality person you are seeking rather than a large number of unqualified candidates. Recruiters cannot be replaced by technology when it comes to conducting certain critical tasks. Take for example a recruiter’s expertise when it comes to matching a candidate’s personality to a prospective employer’s work culture, can technology handle this? Reflik understands this need for the human element. Our platform allows agency recruiters to perform their functions with a significant degree of flexibility and equips them with the information that is required to find the best candidates.
That being said, none of these trends are certain, but we are expecting an exciting and prosperous recruiting year!
Marzette Henderson is the kind of recruiter who looks at the bigger picture of things, especially in the staffing/recruitment industry. He enjoys knowing that his work as a recruiter brings positive, impactful change in the lives of his candidates. Marzette explains, “I just love to connect people with opportunity. I hope that the opportunities I present to my candidates will allow them to provide for their families, improve their professional careers, and give them a sense of purpose.”
Henderson finds fulfillment in tasks that may seem mundane. “I just love it all: the whole process of recruiting, even checking emails, making calls, networking.” Nevertheless, he finds that staying on top of the political, social, and economic context in which recruiters do their work is as important as these day-to-day tasks.
“The changes happening to recruiting are bigger than the field itself.” As a 12-year veteran in recruiting, specializing in the healthcare industry, Henderson understands the influence policy has on recruiting. The Affordable Care Act, also known as Obamacare, has created nearly one million jobs. Changes to this Act by the new administration, then, can certainly affect America’s job market.
However, for Henderson, “the recruiting industry is still the [best] it has ever been in a long time. There are more opportunities, more platforms, and resources to help recruiters. Because of all this, recruiters are more empowered.” Technology offsets the tumultuous changes caused by social, economic, and political changes.
Reflik is able to do this by crowdsourcing talent. Before Reflik, indeed, a variety of variables destabilized the recruiting industry and kept recruiters from recruiting – none of which were necessarily a recruiter’s merit. Recruiters were bogged down by trying to acquire new business – whether that meant finding work at an agency or becoming an approved vendor. Employers could hire only so many recruiters. So, no matter how good a recruiter was at filling jobs, they were unable to recruit.
Reflik simplifies the whole process, stripping recruiting down to its most important function: finding top candidates. We’ve got jobs. You’ve got candidates. It is just that easy.
Henderson concluded: “I believe Reflik is a blessing to the industry. It lowers the barrier of entry for anyone who wants to recruit. It is easy to use and straightforward.” There are jobs of all kinds, cutting across functions and industries.
Jennifer Sprague has been recruiting on Reflik’s Talent Crowdsoucring Platform for the past 4 months and has found great joy in being able to approach the platform with her own style of recruiting tactics.
Sprague, like many recruiters or owners of recruiting firms, feels that bringing the business in is one of the toughest parts of the recruiting business. “Ideally, I would just like my focus to be on the actual recruiting rather than searching for new clients.”
Trying to find the balance between the search for clients that suit your expertise and for more well-known employers can be tough. Sprague had explained to us that Reflik’s Talent Crowdsourcing Platform allows her to focus on what she loves doing: recruiting. “I love being able to make the perfect match for both sides – the client and the jobseeker. Recruiters need to remember to make their candidates happy as well as their clients.”
Sprague is the kind of recruiter who really takes the extra step on coaching her candidates through the job seeking process. “You need to be able to look at someone and see beyond what they have said they are good at. You need to see what kind of skills are transferable to certain roles.”
She believes that one of her recruiting tactics is to act as a guide for her candidates, helping them to land their dream job. “Looking beyond [the usual recruiting attitude] also applies to years of experience. There are some brilliant minds who may not have the traditional 4-year bachelor’s degree. I think that industries should be aware of these types of people and be more open to people who may not have a traditional education.”
Another of Sprague’s recruiting tactics when it comes to talent acquisition is to follow the news and current events closely. “My trick is to read the news closely. Wherever I see a lot of lay-offs happening, I scan Linkedin for people from particular areas or companies now in need of jobs.” Sprague continued to explain that, “when it comes to sourcing, recruiters cannot be passive.”
She firmly believes that you need to be constantly up to date and dynamic in your search, which is another reason why she loves Reflik. Sprague finds the Tuesday Update Calls with Eduard Tilihoi (the account manager here at Reflik), the job insights, and intake sessions with the employers to be perfectly in line with her proactive recruiting style. In addition, the availability and responsiveness of the account managers suites her needs as well.
Overall Sprague encourages any hard-working recruiter who is looking for supplemental work to his or her full time positions or an abundance of jobs to fill, to join Reflik. “Reflik truly stands out with its easy to use platform and engaging account managers!”
Here at Reflik we get a lot of questions about sourcing the best candidates for any given job requirement. While there is no one absolute method to go about it nor is there one place to find all of your quality candidates, we thought we would give you a few of our sourcing tips to find great candidates.
Sourcing Tip 1) Plan Your Search
It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.
Sourcing Tip 2) Figure out who to search for
It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!
Sourcing Tip 3) Search in the right places
Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.
Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!
Sourcing Tip 4) Rinse, Switch-up, Improve
The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Evan Lerman is the Director of Recruiting at Interactive Brokers. He uses external vendors to find the best talent out there in the recruiting industry. He isn’t alone.
Outsourcing the process of finding top talent allows senior management to focus on building strategy and strengthening their company – rather than having to read thousands of resumes or worse speak to thousands of potential candidates.
Ironically, many senior talent acquisition executives wind up sifting through hundreds of emails and voice mails trying to find the right vendors for their companies. It’s especially hard when you have to keep efficiency, quality of work, and your company’s budget in mind.
Lerman has faced this issue numerous times. For him, the process of finding a vendor that is “cheaper, better, and faster” is a hassle. His primary goal is to develop meaningful relationships with prospective candidates.
For Lerman the lowest price, the quickest turnover, and the best quality work aren’t the only important factors when choosing the best vendor.
Lerman strongly feels that the top vendors in this industry are the ones that take their time to learn the ins and outs of a company. According to Lerman, the candidates being sent over must be aware of all intricacies working for Interactive Brokers.
“A lot of vendors try to draw you in with buzz-words without ever asking important questions like what the dynamics are like for the company’s team,” Lerman said.
Any vendor can give statistics and metrics. But it’s the vendors who know how to process that information and create a dialogue with their client who are the most qualified.
Lerman found that the most favorable vendors are those who “consistently exhibit open communication.” Lerman expects his search to be narrowed down to people with key skill sets. According to Lerman, many vendors do not do this. Instead, they miss out on the important details – allowing less qualified people into the pipeline.
How Reflik solves the hassle of dealing with external vendors in the recruiting industry
Fortunately, Lerman chose Reflik. Surely, vendor management as a process can exacerbate administrative burden – from trying to find vendors to dealing with day-to-day tasks involving them.
As a Talent Crowdsourcing Platform, beyond just finding the best candidates in the smallest amount of time, Reflik deals with hundreds of recruiting agencies. Thus, it relieves the whole anxiety-ridden process of finding and dealing with multiple vendors.
Reflik focuses on its clients
Lerman found that finding service-providers who listen to their clients to find the top talent was challenging. Reflik’s award winning Talent Crowdsourcing Platform solved this problem for Lerman. He thoroughly appreciates the “transparency and level of communication” that Reflik has brought to the table.
“What made me go with Reflik was their dedicated account managers and their centralized platform. I didn’t have to worry about them missing any of the intricacies of the company because they asked such detailed questions,” Lerman had told us as a guest speaker in our webinar. “This allowed me to focus on what I value and do best, which is to build relationships with candidates that are qualified enough for me to call colleagues. I thank Reflik for allowing me to focus on this for the fraction of the cost.”
On Monday, December 5th, NJBIZ recognized Reflik for its excellence as an emerging business in New Jersey. As New Jersey’s leading business journal, NJBIZ holds the Business of the Year Awards each year to recognize New Jersey’s most dynamic businesses and business leaders, who share a commitment to professional excellence, business growth, and the New Jersey community.
CEO/Co-Founder Ashish Vachhani attended the ceremony that was held at the Palace at Somerset Park on the 5th to accept this prestigious award. Vachhani, in accepting this honor, said: “I am happy to receive the award on behalf of the entire team at Reflik.
We have been picking up a lot of attention lately for our innovative Talent Crowdsourcing Platform and the attention has not ceased!
From external eyes, Reflik has become quiet the successful business because of its ever increasing user base that has helped to fill jobs in the Tri-state area and across the country.
We would like to thank the New Jersey business community for coming out to this event as we celebrated successful entrepreneurs in the Garden State and their very exciting stories of success.
Thanks again to NJBIZ for this honor and a great ceremony. We look forward to many incredibly successful events like this one, celebrating NJ’s businesses and economic growth, in the near future.
“I recently received a text from a candidate, whom I had placed, stating how the new job changed his life,” Jenna explained to us. She feels that getting to know someone and making a positive impact in their life is truly rewarding for a recruiter.
Jenna Leach has been a recruiter for about three years. We got the opportunity to get her input on how to be a good recruiter and ultimately a recruiter who cares.
According to her, success comes from going beyond the resume. “Getting to know a human being rather than a piece of paper.” She believes success comes from being able to look past long, impersonal emails and trying to make a genuine connection with a candidate. We all know that nobody likes to be treated as a number or a chore.
We then moved on to discussing her recruiting experience using Reflik. She has been using Reflik for four months now and has successfully filled an Accounts Payable Specialist position at The Wills Group. “I liked that Reflik’s platform allowed for the recruitment process to be smooth. I also found the platform to be very user-friendly.” She also explained that Reflik has jobs from various industries and functional roles, and it enables her to expand her boundaries as a recruiter.
So finally how can one become a good recruiter? According to Jenna, it takes the right attitude, approach, and tools to become a good talent searcher and change some lives!
Barbara Taylor was an IT manager for twenty years. In 2008, when the economy slowed down, she became one of the 3 million Americans who were laid off that year.
Though a set-back, this bad news did not hold Barbara back. She began applying to jobs and finally a company hired her as a corporate recruiter.
“I knew what recruiters do,” she told me. “I thought I would be good at it. So I went for it.” Keep Reading
We’ve been recruiting with Talent Crowdsourcing for over four months now. What my colleagues within enTouch and my wider network within the HR space can attest to is: I continue to be an ambassador for Reflik. Reflik’s impressive algorithm, combined with its white-glove service, makes staffing and recruiting much easier.
Being a Human Resources professional for over 15 years, I have had to take on many responsibilities. What has always been the most enjoyable for me is talent acquisition – finding great people to work for remarkable companies. Recruiting is my passion.
Recruiters have certain pain points, certain ambitions and dreams, and a unique perspective that no single solution can fully appreciate. At these points, we dream of a simple solution. We want a way to realize our potential. We want a solution that integrates smoothly with our workflows, with the way we look at the world.
When the Reflik Team asked me to write a quick blog post about the platform, with little hesitation, I began jotting down the five reasons why every recruiter should use Reflik today. Recruiters have always wanted to use a talent crowdsourcing platform like Reflik. Here is why:
Comfort and Ambition
My area of expertise is recruiting in the manufacturing, distribution, and supply chain spaces. This is what I am most comfortable doing. Reflik allows me to thrive in my comfort zone and gives me the opportunity to extend my reach. I’ve always wanted to explore talent acquisition in the IT space; Reflik allows me to do just that.
Volume of Jobs
Recruiting is challenging. Finding good people can be difficult and, in times when the economy is not doing so well, companies are simply not hiring. Reflik solves this problem through sheer volume.Reflik essentially has two crowds – the recruiters and the employers.By having so many employers on the platform, Reflik provides its recruiting community with plenty of quality jobs that need to be filled.Moreover, there is always a job on the platform for any kind of professional. I find myself submitting candidates for certain positions that I find while sourcing for other positions. This is possible only because Reflik has a lot of jobs that need to be filled.
Good Jobs and Great Companies
Reflik integrates seamlessly with my sourcing strategy. To sell a job to a candidate – the essence of recruiting – I need a job that pays well. The company that is trying to fill that job must be reputable, as well.Reflik seems to only have good jobs and highly reputable clients, differentiating itself from similar services out there for independent recruiters. This allows me to be very productive and efficient in the way I source candidates.
Reflik is a great platform for lulls. When I am running low on jobs that I can work on, the Reflik platform is a great source for more work. It is a great way to refer candidates that I haven’t been able to submit to other jobs that I have worked on in the past.
Fantastic Line of Communication
Reflik’s communication is superb. Recruiters need constant feedback to fully appreciate the kind of person a company wants. The Reflik Team – composed of dedicated Account Managers and a Community Manager – provides the entire Reflik recruiter community with great feedback and much-needed information.The Reflik Team is willing to help, bridging the gap between hiring managers and recruiters. They are very easy to reach. I have the email addresses, as well as the phone numbers, of the Account Managers and the Community Manager. The chat box feature on the website is an added bonus. Moreover, the webinar and weekly phone calls make communication quick, easy, and constant – perfect for recruiters.
SOMERSET, N.J., Oct. 11, 2016 /PRNewswire-iReach/ — Reflik, the leader in crowdsourcing talent, today announced that it has partnered with SmartRecruiters, the Hiring Success Company, to offer a new way to source top talent on SmartRecruiters’ Marketplace. The partnership integrates Reflik’s innovative talent crowdsourcing platform into SmartRecruiter’s complete talent acquisition platform, to help companies find quality candidates in half the time and for half the cost.
Reflik sources top-quality candidates from its extensive network of thousands of recruiters and industry professionals. Then, Reflik’s proprietary algorithm and dedicated account managers filter and rigorously screen the most qualified people to deliver the 10 most qualified and ready-to-interview candidates in less than 10 days. Employers only pay for a successful hire, while recruiters and industry professionals receive cash rewards for successful hires.
“We are thrilled to launch Reflik on SmartRecruiters’ Marketplace and help more customers source top talent,” said Ashish Vachhani, CEO of Reflik, Inc. “Reflik is an innovative way to find talent – we crowdsource the most qualified candidates through our extensive recruiting community and our dedicated account managers drive the process. We are able find the right people quickly for less.”
The SmartRecruiters Marketplace dramatically eases the traditional pain of integrating 3rd party recruiting solutions into applicant tracking systems by providing over 250 pre-integrated sourcing, advertising, testing, and screening solutions.
“We are pleased to have Reflik join the SmartRecruiter Marketplace and impressed with how well their technology integrates with ours” said Jerome Ternynck, SmartRecruiters Founder and CEO. “Recruiting and hiring candidates through crowdsourcing is a new and powerful way to identify, source and engage with potential applicants. Together with Reflik, SmartRecruiters will help customers accelerate their hiring efforts and find their dream candidates.”
To learn more about SmartRecruiters’ Marketplace, visit marketplace.smartrecruiters.com
Reflik, the leader in crowdsourcing talent, finds top candidates in half the time and for half the cost, through its extensive network of recruiters and industry professionals. More than 150 businesses use Reflik to hire top candidates, including, Marsh & McLennan Companies, Reckitt Benckiser and CarMax. CIOReview selected Reflik as one of the 20 Most Promising HR Technology Solution Providers of 2016. Learn more at Reflik.com
SmartRecruiters’ modern enterprise talent acquisition platform is the generational successor to yesterday’s applicant tracking systems, allowing organizations to find, engage and hire the great talent they need to compete effectively in today’s economy. Atlassian, Ancestry.com, Equinox Fitness Clubs, Marc Jacobs, NBTY, Skechers, and Ubisoft are among the leading enterprises that have replaced their legacy systems with SmartRecruiters’ intuitive, powerful and complete solution. For more information, follow us at @SmartRecruiters, on LinkedIn or on https://www.smartrecruiters.com.
Media Contact: Kristen Fletcher, Reflik, 631-398-3456, firstname.lastname@example.org
News distributed by PR Newswire iReach: https://ireach.prnewswire.com
I am impressed with how well the Reflik team communicates with the recruiting community. They respond quickly and effectively. Overall, the line of communication between Reflik, its community of recruiters, and the clients is superb. I have never experienced anything like that – it is unlike any of the other services out there.
The platform itself is a powerful and straightforward kind of recruiting software. Whether you’ve been recruiting for over 20 years or have just begun recruiting, the interface is intuitive and easy to navigate. It seems to be designed to find the right people for all kinds of jobs – the essence of recruiting. There is never a lack of jobs on the platform. I get all the information I need when I need it. And yet I don’t find myself having to spend time and money attempting to learn the system.
The candidate pipeline feature is helpful: recruiters have access to information about where candidates’ resumes are in the hiring process.