Reflik

Recruiting & Talent Acquisition Blog

3 Steps to Become a Successful Recruiter

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viveka_headshot_blogFor 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 >>

Reflik Bridges Communication Gap Through Meaningful Feedback, Helps Fill Jobs Quickly

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mario_renzulli_pictureFor 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 >>

Large Enterprise Chemicals Manufacturer Tried Reflik, Quickly Successful

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PetroChem Image-FINALIn 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>>

How to make your recruitment business easy with Reflik

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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>>

Streamline your recruitment methods with Reflik: A recruiter story

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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>>

4 Recruiting Trends for 2017

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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.

future doc

  • 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.

Robots-480p

That being said, none of these trends are certain, but we are expecting an exciting and prosperous recruiting year!

State of the Recruitment Industry: In the mind of a recruiter

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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.

Marzette Henderson

Marzette Henderson

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.

Recruiting tactics with Jennifer Sprague

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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.” jennifer's recruiting tactics work on reflik

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!”

 

4 Sourcing Tips for Recruiters

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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 tips - 1

Internal Thesaurus

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.

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Pinterest Portfolio

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.
Happy Hunting!

 

 

Successful Business: Reflik received an Emerging Business Finalist Award

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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.

business of the yearWe 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.

“Go beyond the resume”: How to be a good recruiter

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“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.

jenna leach
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!

Tips for recruiting from a Reflik professional user

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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

Why Recruiters Always Wanted Talent Crowdsourcing

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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:

  1. 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.

  2. 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.

  3. 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.

  4. Low Commitment 

    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.

  5. 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.

Reflik Has Partnered Up With SmartRecruiters

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SmartRecruiters Reflik PartnershipSOMERSET, 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

About Reflik

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

About SmartRecruiters

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, kfletcher@reflik.com

News distributed by PR Newswire iReach: https://ireach.prnewswire.com

Powerful and Straightforward Recruiting Software

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Cherri Politis

 

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.

Reflik Joins ADP Marketplace!

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SOMERSET, N.J., Sept. 27, 2016 /PRNewswire-iReach/ — Reflik, the leader in crowdsourcing talent, today announced the availability of its new appfor download on ADP® Marketplace to help companies find top candidates in half the time and for half the cost, through the platform’s extensive network of recruiters and industry professionals.

adp reflikReflik harnesses recruiters’ and industry professionals’ networks using a Smart Candidate Matching Algorithm to find the best candidates from their databases and connections on LinkedIn, Facebook, Twitter, and Google+. From this large pool of qualified candidates, 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. Companies only pay for successful hires, while recruiters and industry professionals receive cash rewards for successful hires.

“We are thrilled to join the ADP Marketplace and provide a seamless way for companies to crowdsource top talent to fill their open positions,” said Ashish Vachhani, CEO of Reflik. “At Reflik, we are proud to help companies find top new talent in half the time and for half the cost while simplifying their process and finding their dream candidates.”

Reflik joins an ever-growing lineup of critical HCM and business applications that enable employers to optimize decision-making by seamlessly integrating workforce data across their company through secure ADP application programming interfaces (APIs). ADP Marketplace is a cloud-based “one-stop-shop” designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners.

According to the ADP Research Institute®, the typical large company operates more than 31 separate HR applications and 33 payroll systems*. Many HR systems currently lack the ability to share workforce data with each other – and other core business systems. Today’s constantly evolving business environment requires a digital enterprise application shopping experience and seamless data integration capabilities across solutions to drive meaningful business productivity.

“Companies entrust many service providers to support various aspects of their HR and business operations and we’re providing them an intuitive platform to alleviate the management complexities,” said Don Weinstein, chief strategy officer, ADP. “Reflik’s customers only need to sign into one platform where they can access workforce data, integrate other HCM applications through secure cloud infrastructure and utilize developer resources to enhance their existing HCM services.”

To learn more about ADP Marketplace, visit marketplace.adp.com.

* Source: ADP Research Institute®, 2015. 2015 Global Human Capital Management Decision-Makers Survey. “Harnessing Big Data: The Human Capital Management Journey to Achieving Business Growth“

About Reflik
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

About ADP

Powerful technology plus a human touch. Companies of all types and sizes around the world rely on ADP’s cloud software and expert insights to help unlock the potential of their people. HR. Talent. Benefits. Payroll. Compliance. Working together to build a better workforce. For more information, visit ADP.com.

Media Contact: Kristen Fletcher, Reflik, 6313983456, kfletcher@reflik.com

News distributed by PR Newswire iReach: https://ireach.prnewswire.com

Reflik is fabulous, easy to use

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AAEAAQAAAAAAAAlOAAAAJDMzOTA0ZTZjLTA4ZGMtNDM0Ni1hMTk0LWNmZjA5M2RhNzNjYQI’ve been a recruiter for 20 years. I opened up my own staffing agency, Direct 4U Recruiting, about a month ago. I use Reflik to get the jobs I work on. Reflik is fabulous and easy to use.

Shortly before transitioning into independent recruiting, I was a recruiter in the aeronautic industry. Even though I was a top recruiter, the company I worked for had to cut my recruiting fees. I didn’t like how unpredictable corporate recruiting was becoming. So, I decided to recruit by myself. Reflik was the perfect place to start.

There are plenty of positions on the platform. They are of different kinds – such as IT and management. These different positions are all easy to find.

I don’t have a lot of experience here, but with the help of Relik’s community manager and the team of account managers, learning has become a quick process. They are easy to talk to.

Reflik is easy to use. The staff works to make it easy to source the right candidate. Job Descriptions are effective.

I love Reflik’s “Job Insights” feature. It explains exactly what I should be looking for in my candidates. As far as I know, there is literally nothing like it out there today.

Susan, the account manager I work the closest with, provides me with deep insight into what it takes to get my candidate an offer. She draws out the exact picture of what employers want.David, the community manager, answers any question I have at any time.

During off-duty hours, I love using the chat box conveniently housed on Reflik’s main page. The responses are quick and effective, as is expected from Reflik.

What I love about Reflik the most is that it is free for independent recruiters to sign up. It’s a risk-free entrance into independent recruiting. I love it. I was skeptical, at first, to try independent recruiting. After finding corporate recruiting to be less than what I wanted, I decided to open up my own recruiting firm. I went all in. I took the risk. And Reflik was there to guide me every step of the way in a very simple and easy to use kind of way.

 

Independent recruiters should not be hassled

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Katrina Kibben, managing editor for RecruitingDaily.com, opened up a new forum post on RecruitingBlogs.com. She writes:

Here’s the deal: we’re working on pulling together a tips and tricks type ebook + podcasts and I’m looking for your best recruiting tricks.

I’m thinking things like…

  • A technology that cuts down on e-mail and saves you a ton of time
  • A trick for managing and coaching hiring managers
  • The e-mail tricks you use to get candidates to respond
  • Your calling strategy

Surprisingly, a lot of the responses to her post aren’t about how to become a better independent recruiter – as in how to find more qualified candidates. They discuss logistical and operational solutions. 1/4th of the independent recruiters posted that the only solution was hard work – again, not to become a better independent recruiter, but to tackle the operational and logistical issues like sending out more emails and dealing with employers.

Raise of hands: How many independent recruiters go down this path to recruit less and worry more about logistics and operations?

That’s right, none of you. It’s just not why you become an independent recruiter!

Independent recruiting is a fulfilling career. Earning a large financial reward and seeing your candidates in positions that they truly enjoys gives anyone a true sense of accomplishment.

There are a few challenges, though: How do you write a killer job description? How do you connect with employers? Is there a quick way to shortlist candidates from your large and abundant contact list?

There is great software out there to help employers manage these kinds of challenges. But independent recruiters, for the most part, are left alone – forced to scour through social media sites in agony, not being able to find what they are looking for; worse yet, many independent recruiters are working from a position of powerlessness in relationships with passive candidates and hiring managers.

The services you do use, as an independent recruiter, should relieve you of the hassle that you as an independent recruiter are currently facing. After all, if you don’t mind the hassle, why quit your 9 to 5?

Shouldn’t recruiting just be about connecting your contacts with great opportunities and collecting your reward? Didn’t you want to become an independent recruiter to recruit more, to connect more people to great opportunities, to provide more companies with the talent they need, and to get the financial rewards you deserve? Independent recruiters spend so much time networking, maintaining their contact list, following up with their contacts – why complicate the process with operational duties that have nothing to do with recruiting?

Finding employers looking for candidates, writing up great job descriptions, understanding exactly what an employer wants in a candidate – these things aren’t about hard work. They are logistical and operational. Any time or effort spent on this kind of work, as a recruiter, is time and effort spent not connecting people to great work – in other words, it’s time and effort spent not recruiting.

The time is now to invest in creating and propagating technological solutions that takes away the burden of operations and logistics from the day-to-day duties of the independent recruiter, so that independent recruiters everywhere can do what they love to do – connect more candidates to more great opportunities.

StartUp Beat: Reflik makes it easier to find top talent for open jobs

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StartUp Beat has featured Reflik in an article written by Oliver Griffin. Griffen lays out the major points behind Reflik’s success, including:

  • Savings of up to 50% compared to agency fees for employers.
  • Reflik picks the 10 most qualified and ready-to-interview candidates in less than 10 days.
  • Recruiters and industry professionals earn an average cash reward of $10,000 for successful hires.

Read the full article here.Click here to read the full article

We are so grateful to Oliver and the entire StartUp Beat team for featuring Reflik. We encourage you to check it out, not only to get a better understanding of Reflik’s innovations in the recruiting and HR space but to understand the broader landscape of innovative companies across industries and around the world. StartUp Beat is truly a pioneer when it comes to digital journalism in general and covering these kinds of companies in particular.

How Reflik is Transforming the Workplace, According to Forbes

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How Reflik is Transforming the Workplace, According to Forbes

Recently, Reflik was featured in How Crowdsourcing Is Transforming The Workplace in Forbes. Reflik CEO, Ash Vachhani described how talent crowdsourcing is positively changing the recruiting industry for recruiters, industry professionals, and employers!

Below is a brief excerpt from the article.

While crowdsourcing has become easily successful in the general marketplace, it has not always been present within a more traditional workplace. That was, until Reflik entered the arena. I heard from Ashish Vachhani, CEO of Reflik, on how the company works. “Reflik crowdsources talent – we find top candidates in half the time and for half the cost, through our extensive network of recruiters and industry professionals. We cast a wide net, which increases the chances of employers finding their dream candidate. Our proprietary algorithm and dedicated account managers filter and rigorously screen the most qualified candidates. We pick the ten most qualified and ready-to-interview candidates in less than ten days.”

The rest of article describes how crowdsourcing is transforming the workplace and many industries. Examples of other crowdsourcing marketplaces include UpWork, OneSpace, AirBnB, and Uber. The Reflik team is thrilled to be transforming the workplace by providing a recruiting marketplace that is helping recruiters, industry professionals. and employers place candidates more quickly and efficiently.

You can read the full article here.

Reflik Announced As One of The 20 Most Promising HR Technology Solution Providers by CIOReview

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Reflik Announced As One of The 20 Most Promising HR Technology Solution Providers by CIOReview

FREMONT, CA—June 28, 2016— Reflik, the leader in crowdsourcing talent that finds top candidates faster and 50% more cost effectively, has been selected as one of the 20 Most Promising HR Technology Solution Providers of 2016 by CIOReview.

Reflik sources top 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 a $10,000 cash reward, on average, for successful referrals.

“We are pleased to recognize Reflik as one among the 20 Most Promising HR Technology Solution Providers of 2016,” said Jeevan George, Managing Editor of CIOReview.  “Reflik’s proven track record of successful hires among their clients demonstrates its prowess by offering the world’s best in talent crowdsourcing technology.”

“We are honored to be selected by CIOReview’s panel of experts and thought leaders as one of the 20 Most Promising HR Technology Solution Providers 2016,” said Ashish Vachhani, CEO of Reflik, Inc.

About CIOReview

Published from Fremont, California, CIOReview is a print magazine that explores and understands the plethora of ways adopted by firms to execute the smooth functioning of their businesses. A distinguished panel comprising of CEOs, CIOs, IT VPs including CIOReview editorial board finalized the “20 Most Promising HR Technology Solution Providers 2016” in the U.S. and shortlisted the best vendors and consultants. For more info visit: http://www.cioreview.com

About Reflik

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 200 businesses use Reflik to hire top candidates, including, Marsh & McLennan Companies, Moog, and Interactive Brokers. CIOReview selected Reflik as one of the 20 Most Promising HR Technology Solution Providers of 2016. Learn more at Reflik.com

Media Contact: Kristen Fletcher

631-398-3456, kfletcher@reflik.com

 

Reflik Takes TechDay NYC

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The Reflik team had the pleasure of attending TechDay, the largest startup event in the United States, in New York City on April 21.  The event took place at Pier 94, an impressive conference venue in Midtown Manhattan able to host over 30,000 attendees! TechDay NYC boasted 550 startup exhibitors, 30 top accelerators, and 24 Billion dollars represented in venture capital, as well as tens of thousands of attendees! The conference was also sponsored by some of the foremost technology companies in the world, like Intel and Uber, and provided access to key influencers and investors.

Eduard Tilihoi, a Recruiting Specialist at Reflik, said that his favorite parts of TechDay were the networking opportunities and the interesting presentations. Reflik CEO, Ash Vachhani and Senior Business Development Manager, Michael Bavaro gave a demo of the Reflik platform, which was enthusiastically received by the audience.

The Reflik team cannot wait to attend TechDay again next year!

7 Steps to Become Self-Employed

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A common dream of many Americans is to become self-employed with a steady stream of income doing something they love. Although this may seem unattainable to the average individual working a 9 to 5 job, entrepreneurship isn’t nearly as inaccessible as many believe it to be. According to a Pew Research Center report from late-2015, three-in-ten U.S. Jobs are held by the self-employed and the workers they hire. The self-employed often provide employment to others in the economy and encourage innovation in their industries as they provide new ideas and products. Self-employed workers invest a tremendous amount of time building their businesses and finding the right audience for their good or service. Not everyone is cut out to be self-employed, you must be comfortable with risks, creative, independent, and most importantly you must have a support system in place as you set out on your own. But with the right guidance and passion, you can become a successful entrepreneur in a field you love!

Here are seven steps to become self-employed:

  1. Find Your Passion

Many pursue entrepreneurship because they don’t love their current job or because they believe they can do better working on their own. To stay afloat in today’s business world, you’ll have to stay driven and motivated to keep going despite setbacks. For this reason, it’s essential that you’re passionate about your goal of self-employment and the business that you’d like to create. If you have minimal experience in a field you’re passionate about then it’s essential that you gain more familiarity with that activity before translating it into a business plan.

  1. Know the Market

Before rushing into your passion, it’s important to determine how saturated your market is with competition and whether an audience would be available to consume your product. Visit this site for additional informational on surveying markets. You should learn meaningful information about salaries in your particular field, types of consumers, statistics about production and sales of your good, economic indicators, and general business statistics. A thoughtful analysis of your market will help you decide if your entrepreneurial dream is realistic and doable.

  1. Make Money in the Meantime

For many entrepreneurs the most difficult part of setting off on their own is losing their current salary as they work towards being self-employed. Before working on your venture full-time, it may be advisable to continue working at your current job while saving up a nest egg. Another way of earning necessary funds while working on your project is to refer and earn with Reflik. Reflik allows entrepreneurs to refer their friends and connections to open positions posted by companies all over the United States. If your referred candidate is hired, you’ll earn the advertised reward for that position. Of course with the proper amount of referrals, you can earn enough to support yourself while working on your entrepreneurial journey.

  1. Consult Others

To succeed you’ll need a strong support system in place, including friends and family members who you can depend on to assist you with your journey. Consulting others about your self-employment dream will also allow you to find potential partners who can assist you with your goal by providing their own counsel on aspects of the business you may not have as much familiarity. For example, if your uncle is an accountant, it would be worthwhile to speak with him about pertinent IRS rules for small businesses you may not be aware of. If you have limited knowledge of an industry you’re passionate about it would also be helpful to find a mentor who can assist you with advice or guidance.

  1. Write a Business Plan

Writing a great business plan is one of the most important steps to becoming self-employed because it provides a guide for the future and it allows others to better understand your goals. A well-thought out plan also provides revenue projections especially if you truly understand the market you plan to enter. Use this site to build your business plan and get started on your journey to self-employment!

  1. Choose a Business Structure

Determining your business structure is an integral step in becoming self-employed because it will affect your responsibilities, tax structure, and hiring abilities. Each business structure holds its own perks and challenges. For example, if you open a sole proprietorship, you’ll be responsible to pay all of your company’s taxes but you’ll also earn all the profits from your business. If you want to work with someone else, you can create a partnership or if you want to offer stock options you could form a corporation. It’s essential that you carefully research each available option before becoming self-employed because your choice of business structure will affect so many aspects of your business. To learn more about available business structures, visit this site.

  1. Complete the Practical Steps

To finalize your goals, you must perform the necessary financial and legal actions to establish your business. For example, you must determine where your business will be located, which licenses you need, which laws pertain your company, how you will register your business, and how you will finance operations. Luckily many of these steps are laid out here.

Becoming self-employed may be a great struggle but the triumph of achieving independence and working on your passion is well-worth initial difficulties like completing necessary regulatory requirements. As CEO of Reflik, I have achieved my entrepreneurial aspirations by creating a talent recruiting platform like none other available on the market, that rewards recruiters and individuals who successfully refer qualified candidates to exciting open positions. Reflik allows recruiters who previously were dependent on contracts from companies to earn a living by referring candidates in their database to the many open positions on our platform. Nothing has made me happier in my career than seeing others use Reflik in the pursuit of their own independence.

Good luck in your pursuit of self-employment, working at your passion is well-worth the effort!

Sources

Pew Research Center

Small Business Administration

The Simple Dollar

Do Firms Focus Too Much On College Rank?

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College is increasingly seen as the primary gateway to a successful life in the United States as more bright-eyed students are entering four year universities. Unfortunately, many of these students attending state universities or lesser known colleges will discover after four years that firms give priority to students from “brand name” universities over those from less prestigious institutions regardless of experience, grades, or activities. In Lauren Rivera’s article, Firms Are Wasting Millions Recruiting on Only a Few Campuses, ironically published in Harvard Business Review, she outlines how top firms are actually losing hefty sums by recruiting exclusively from select institutions. According to many firms, they seek candidates from particular schools because they believe students at these institutions have the traits desired by the firm.  Apparently clients of firms also feel more at ease with a consultant or associate with an impressive alma mater on their resume. Clearly hiring managers at top firms have strong feelings about recruiting from top universities but are they right to be prejudiced against lower ranked colleges?

Rivera certainly doesn’t think so as she lays out clear reasons for why top firms should consider recruiting from lesser known schools.

  • Limiting recruitment to top schools can limit your ability to attract highly motivated and skilled students.

    Many top-performing students, especially those from limited means may attend schools that better match their budget, turning down universities with better recognition. By limiting hiring exclusively to the top ten schools in the nation, hiring managers are not exposing themselves to students from diverse backgrounds and means who would provide value to a firm.

  • The current recruiting strategy is broken.

    Top firms attract talent by sending ambassadors to universities to host receptions, info sessions, luncheons, and dinners to find great candidates for future employment. Quotas are allocated for certain schools and before applications are received, jobs are set aside for certain prestigious universities. The whole process is costly and inefficient, qualified candidates are ignored if they’re from the wrong school and the cost of ambassadors/events can quickly add up.

  • “Top Tier” is left to the imagination and isn’t data-based.

    Hiring managers often have an idea of top schools in mind without actually knowing whether these schools produce better employees. For example, a state university’s engineering department could produce better engineers than a lower-ranked Ivy League department but a hiring manager will still pick the Ivy-League student over the better prepared state university student. Researchers even found that students from top-tier schools are significantly less satisfied at large law firms than those with a less prestigious institution on their resume. A portion will even leave the job within two years after being hired from dissatisfaction, not allowing firms to recoup the amount they spent on recruitment or training.

  • Training fees just aren’t worth it.

    Rivera found that many of the top universities, regardless of focus, are less likely to offer adequate instruction of the skills necessary to work at positions provided by firms. Companies are forced to provide training that can last up to a year for graduates, a huge cost added to recruiting fees. For example, students from higher-ranked universities are not usually the best performers on skill exams like the Bloomberg Aptitude Test.

Rivera ends her article by encouraging firms to look beyond status-quo recruiting strategies to find un-tapped talent from lower-ranked universities, who likely have better skills and will cost less in the long term. Change is certainly necessary if top firms wish to remain competitive and acquire the most qualified candidates. A vital tool that employers can utilize to acquire the best talent possible is the Reflik platform. Rather than spending large sums on college ambassador programs, where thousands are spent on travel, lodging, and lavish food spreads, firms could post open positions on the Reflik platform, where independent recruiters and individuals refer highly qualified candidates directly at no cost unless a candidate is hired. Referrals are analyzed and the most qualified candidates from the list are passed along to the employer to ensure maximum efficiency. Sometimes traditions have to be broken and Reflik is leading the charge in radically transforming the recruiting industry.

Source: Harvard Business Review

Maximizing LinkedIn

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LinkedIn is the most popular professional network for connecting with colleagues, advertising yourself as a candidate, and sharing content applicable to your trade. With so many people joining LinkedIn daily, it’s important to differentiate yourself with a well-organized and informative profile. The best LinkedIn profiles effectively summarize the key aspects of a user’s career and are interesting to read without providing unnecessary details. As LinkedIn becomes increasingly more important in the professional world, here are some of the most important ways you can maximize your LinkedIn profile.

Personalization

While populating your account with pertinent career information should be your primary goal when editing your LinkedIn account, select personal details make all the difference in making yourself appear more personable and interesting. For example, adding a few personal interests in your summary can serve as an easy ice-breaker for new connections eager to learn more about you.

  • A background photo to replace the dull blue stock background that we all started with can inform viewers of your current city if you post a skyline or your favorite sports team if you choose an applicable background.
  • Many companies provide free headshots to staff specifically for LinkedIn, but even if that’s not your circumstance, a headshot is worth the investment to land your profile more attention.
  • Another key detail on LinkedIn is the personal URL. On your personal page under your picture, name, and education there should be a small bar that allows you to change your stock URL to something more personable for a business card or email signature.

It’s All About The Details

In your summary, you should give an overview of your professional career complete with what you do at your current position, career ambitions, any pertinent skills, and as mentioned previously a few personal details to liven up your profile.

  • For experience, you should summarize your current position and past positions with important accomplishments, an overview of tasks performed, and whenever possible a record of quantifiable achievements (ex. annual sales total). There’s even a section for volunteer activities, which can allow you to connect with other volunteers at organizations all over the world.
  • The Education section on LinkedIn is pertinent especially to college students or recent graduates but visitors to your account will certainly pay attention to important details like your Alma Mater, activities you took part in at school, pertinent courses you took, and your GPA.

Posting and Interacting

A personalized LinkedIn account isn’t complete without regular interactions with connections.

  • Posting regularly puts your profile at the forefront of your connections’ minds and allows you to show some of your personal interests. Liking and sharing connections’ posts also shows them that you’re interested in their content.
  • You can post articles associated with your industry or you could even post open positions from Reflik, if a connection applies to the position from your link and is hired, you’ll be sent the referral reward for the hire.
  • Endorsing a connection’s skills similarly demonstrates interest and encourages them to in turn endorse you for a skill.
  • Make sure to join groups that have to do with your interests or career on LinkedIn. Type a few key words into LinkedIn search to see what’s out there and check out what your colleagues or college friends belong to on LinkedIn. Groups are a great way to show off your interests as well as find valuable new connections.

Leveraging LinkedIn

After following some of our tips for maximizing your LinkedIn, you can get started making the most of your newly edited profiled! Here are a few ways you can leverage LinkedIn to your benefit.

  • With an edited profile it will be far easier for connections to find you online or recruiters to reach out to you with new job opportunities.
  • Export your LinkedIn information into resume format or at the very least utilize it as a resource when editing your resume.
  • Post open positions from Reflik on LinkedIn and earn money when candidates that use your links are hired!
  • Advertise your business or work by posting content on LinkedIn.

The Crowdsourcing Disruption: Airbnb and Reflik

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Crowdsourcing is the process of acquiring services or information by seeking contributions from communities, particularly from those that are online. Some of the most successful new companies on the market are currently using this process to make people’s lives easier and better. Reflik will regularly be releasing blog posts from a number of authors on the Crowdsourcing Revolution, where we will be comparing the origins and strategies of the exciting new companies that are utilizing crowdsourcing at the core of their business.

Airbnb’s rise from a San Francisco startup to a global success with 1,500,000 listings and a valuation at $20 billion certainly did not occur overnight. Co-founders of Airbnb, Brian Chesky and Joe Gebbia began their entrepreneurial journey humbly in a small apartment trying to get by while working on a completely different venture. With barely enough money on hand to eat, they rented out a room of their apartment with the promise of breakfast in the morning. They created a simple website and quickly had three renters sign up for a cost much lower than the average hotel. Soon after, ‘Airbed & Breakfast” was born just in time for the 2008 Democratic National Convention held in Denver, Colorado, where hotels were filled to the brink and passionate politicos needed places to stay.

As Airbed & Breakfast rapidly scaled its operation, the founders found a brilliant set of products to take advantage of the 2008 presidential election. They bought generic cereal in bulk and designed new boxes named Obama O’s after Senator Barack Obama and Cap’n McCains after Senator John McCain. This terrific idea raised $30,000 for the venture and the team was quickly proving that their creativity could be highly profitable. Soon after in 2009, Airbed & Breakfast joined Y Combinator and earned an additional $20,000 in funding. Seeking a catchier name, Airbed & Breakfast was renamed Airbnb and the team began the hunt for more funding, eventually receiving an offer of $600,000 from Y Ventures and Sequoia Capital.

Airbnb’s overnight success became a headache for the growing company as new policies needed to be added to support a wider customer base. With increased transactions and the obvious problems that arose with them, Airbnb was quick to remedy problems and install new policies. For example, Airbnb began providing insurance for those renting out homes and apartments to ensure vandalism or theft didn’t deter hosts. Partnerships with travel companies like Concur and buyouts of competitors like CrashPad and LocalMind have propelled Airbnb into global markets, spurring on the growth of users and hosts. With new features like Price Tips, a price recommendation tool for hosts, regularly being added to Airbnb, it is clear that the future is bright for this young company that seeks to revolutionize the hotel industry.

Just as Airbnb gained success crowdsourcing for the hotel industry, Reflik is gaining popularity by crowdsourcing for the recruiting industry. Homeowners now can rent out their empty spaces to individuals seeking an affordable alternative to hotels with Airbnb. In the same way, the recruiting community on Reflik.com leverages their existing database of candidates, social and professional connections, and social networks to fill open positions more efficiently for less money. The crowdsourcing phenomenon is successful because it provides platforms for individuals to market goods and services to each other without the formalities normally required of businesses. Uber, Airbnb, and Reflik are all leading the charge in providing opportunities for everyone to leverage their goods and abilities to a wider community, creating a virtual revolution that is disrupting the taxi, hotel, and recruiting industries.

By Ashish Vachhani

Source: TechCrunch

 All product and company names are trademarks™ or registered® trademarks of their respective holders. Use of them does not imply any affiliation with or endorsement by them.

Reflik’s Ease of Use

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Reflik makes recruiting easier, faster and more efficient for both employers and independent recruiters.

As recruiting budgets have been cut over the past decade or so, there is less money and less time to spend on the valuable task of recruiting.   Employers still need employees but can’t spend as much time on recruiting systems or money to find candidates.

Job boards work but they have several drawbacks.  For an employer or an independent recruiter – each job post costs a flat fee regardless of results.  These posting costs can range into hundreds of dollars – and you may have to do a lot – and for multiple periods.  These fees can quickly add up.

Posting on association websites may require you to join that professional association – pay the corporate dues and you may not use their services for any other reason. In addition, looking for jobs on those association websites requires that the job hunter also pay the professional dues…which can be deterring to your audience.

We all know that traditional recruiting – through big-agencies is expensive and in-house employee referral programs just don’t have the muscle to get the job done.  They don’t get the press – even in the company and often the incentives just aren’t great enough to entice a real effort – and your audience is limited to friends of your employees.  Plus, you have to track the process manually – and do you have the manpower?

Most employers know that referrals provide the best source of employees with faster-to-hire candidates who fit the corporate culture better and are more likely to stay at your company longer, cutting down on the costly expense of training. …and what about those passive job seekers.  You just can’t easily find them.

Reflik’s recruiting systems provide the solutions to these and many more problems.  Membership in our program is free to employers, recruiters and members.  Posting jobs is free – and referring those jobs are free.

  • Members get the ability to refer jobs to friends, who in turn can refer others, and so on. When a successful hire is made, the referee gets the reward.
  • Recruiters get access to all of Reflik’s job openings with an automatic candidate tracking system. It no longer is necessary to compete with the big guys for jobs you can’t get to.  The referral process is free and you can reach some of those passive job seekers.  It takes less of your time – but still provides a substantial reward.
  • Employers get access to recruiting through the social crowd. Let the crowd do the work for you, gaining access to social media that you have no other chance of reaching.  Much more robust and manageable than your internal system and you have a greater reach – including the passive job seekers.  You can track the process automatically and referral rewards are listed at no risk – payable only when a successful hire is made.

Reflik has something for everyone.  It’s fast, efficient and effective.

Watch our video “how it works”, for an overview or sign up today as a member, independent recruiter or employer and start posting and referring right now. Interested in more?–Download our whitepaper “Crowdsourcing for Talent Acquisition”

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings and earning referral rewards using our platform.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Knowing What the Candidates Really Want

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Working in talent acquisition is an all-encompassing proposition.  Whether the job market is “up” or “down,” whether you have plenty of applicants for only a few jobs, or plenty of jobs for only a few applicants – you have to work hard to match those job openings to candidates.

It can be easy to let your vision narrow to the point where you only think about getting those candidates matched with job openings you know about.  It would be nice if you could simply fill “every seat on the bus” but is that really enough?  Your decision to become a recruiter was likely, at least in part, motivated by the satisfaction of doing a job well and helping people find work they love.

When you are trying to place a candidate in a position, remember that you aren’t just looking for “a” job, you are looking for “the” job.  With lots of jobs to choose from, your approach needs to be unique, fresh and unforgettable.  To be successful, you need to learn about the job openings that you know of but you also need to know more about “them,” the candidates that you want to help.

You need to study the company to know about the industry and the company culture but the true work comes in knowing what the candidates want.  Job referrals are the best source of new employees because they match the work environment better.  You want to provide the best candidates for the company and you want to provide the best company for your candidate.

You need to get to know the candidate by learning about:

  • Their skills and experience

    – work skills and education are fine on a resume but you can get a better story with a conversation.

  • Their background

    – are they wanting to be near family-friendly activities or closer to a fast-paced, city life?

  • Their interests

    – do they want to be near the coast, feel better in a city or do they like to spend weekends in the country?

  • Their real desires

    – are they early in their career path and looking for a way to move up or looking for a permanent job to practice what they know?

  • Salary

    – we all know there is a range, you need to know about the dream, the “good enough” amount, and the bottom line.

The more you know about the candidates, the more you can find what they really want.  You aren’t eliminating anyone when you do a bit of digging, you are ensuring the best match.  When you think you have found the right candidate for the right job, candidates want to hear from you.

Candidates Want:

  • Communication

    – about their progress. A lot of candidates who submit resumes never even hear that they were received.  As a talent acquisition professional, you keep them apprised of their progress in the job search.

  • Information

    – as much as you have learned about the company, they want to know that, too. Tell them what you know – but encourage them to research on their own.  This includes looking beyond the company website and further into news and financial stories, industry reports and new developments.  Not only will they learn – they will be more prepared for an interview and more committed to working for that company when the time comes.

  • Efficiency

    – your candidates don’t want to spend a lot of time spinning their wheels. They want their time to matter – which is why they have you to do a lot of the footwork.

Reflik helps talent acquisition professionals manage a lot of the mundane processes without a lot of effort through our candidate matching, communication options, and tracking processes.

Reflik’s system lets you get back to what you love to do – finding the right candidates for the right jobs.  Check out Reflik’s “how it works” on video or get started right now and sign-up for free, today!

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

by Ash Geria

The Perks of Social Recruiting with Reflik!

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The recruiting industry is evolving at a rapid pace. While old ways of finding new employees  included job boards, professional association websites and internal employee referral programs, social recruiting is emerging as the most effective way to find new employees.  Unfortunately, many employers previously didn’t have the means to recruit through social media and thus don’t have the experience necessary to take advantage of this opportunity. In contrast, recruiters have been using social media sites like LinkedIn as a source of candidates for years but don’t have a central site to connect these candidates with applicable positions efficiently.

With technology continuing to change daily, so has the behavior of the job seeker.  Today’s candidates are much more tech savvy and use social media on a daily basis – often on smart phones or tablets.  As millennials increasingly make up a larger portion of the job market, it is essential that efforts are made by recruiters and employers to capture their interest where it is best held, social media. In order to reach those valuable candidates, you have to use social recruiting, which is made easy for employers and recruiters on Reflik.com.

Social Recruiting For Employers

With the tightening of recruiting budgets at many companies, employers need a reliable source of candidates without the hassle of hiring additional staff to perform new tasks. With Reflik.com they don’t have to allot a good deal of time learning how to use social media to find candidates.  Reflik helps manage the process for employers – saving both time and money!

Reflik is based on social recruiting through crowdsourcing.  We help employers find candidates by using the “crowd” – all those people on social media.  You sign-up and post your job for free with a referral reward that you decide on.  Then our “crowd”, which consists of independent recruiters and members find high-quality candidates for you.  You only pay the referral reward if a successful hire is made.  Social recruiting done the Reflik way is much more cost effective and efficient than recruiting the traditional way with job boards, costing hundreds of dollars for each listing, as well as each site and recruiting firms charging a large percentage of a year’s salary. In short, Reflik lets you be in control.

For Independent Recruiters

When you sign-up with Reflik as an independent recruiter, you have access to all of our hard-to-reach job listing without having to become an approved vendor. All you need to do is sign up! The process is simple; you find a great candidate through social recruiting or your own networking for the right position and you get the referral reward.  You aren’t at a disadvantage against big firms and we manage much of the process for you.

We can automate your communication through social media platforms and email – or you can do it yourself with a unique link that connects the job listing to your account.  Anyone who applies with that link is connected to you – you can track the process through Reflik.com and then when your candidate is hired, we distribute the payment for you. In fact, here are the top 6 reasons why independent recruiters love Reflik.

In today’s tough job market, with most of your target candidates spending a lot of their time on social media, social recruiting is the new trend that you can’t afford to miss.  Reflik makes it happen, right now.

Check out how Reflik can work for you by watching our “how it works” video and download our whitepaper “Crowdsourcing for Talent Acquisition”to find out more.

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings using our automated system and through earning referral rewards. Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

The Importance of Knowing Your Clients

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As an independent recruiter, you try to do more than simply find candidates to fill open slots in company employee listings.  You work in employee recruitment to find the right candidate for the right job.  To do that, you need to know what the client really wants.

A job listing is just that.  It may describe some things about the particular position – job description, salary range, education and skills required – but it may not tell the whole story.  To be a great recruiter, you may need to go a step further and find out what the employer really wants.  This may require researching the company culture, industry specifics, details about company projects, and ongoing development programs.  It’s important to find the candidate that matches not just the job, but the company too.

A thorough knowledge of your candidates, whether they be active or passive job-seekers, is essential to successful recruiting. By understanding their aims and requirements for future employment, you can guarantee fruitful placement and content clients, whether they are candidates or employers.

Doing your job really well takes a lot of time, much of that time is spent combing the listings on job boards, association websites and company boards.  Even then you may not get access to the best jobs for your candidates.  You also have to spend a good deal of time tracking all of your work, figuring out what you don’t know, and tracking down payments.  This leaves you less time to network and do what you do best – recruit new contacts and find out “who” they really are and what they really want.

Reflik can help you get back to what you do best so that you do have more time for networking and personal attention.  We do a lot of the tedious work for you.

  • First: We have the best jobs, many of which aren’t available anywhere else. You have the same access to those listings as other recruiters, large or small.
  • Second: Our automated algorithm provides the base for your match. We tell you what and who it is – and you can do the rest.
  • Third: Our system can do the contacting for you, if you want – through posting or email contacts.  Or, you can do it yourself through private messaging, email or social media posts.
  • Fourth: We track the process for you.  No confusing candidate tracking systems or payment troubles.  When a match is made and a hire is successful, you get paid.

We have a technology driven system that takes your database and resume listings and compares them with our open jobs.  When a match is made – you get a unique link to that job. You can put as much into the recruitment process after that as you need to, send it to as many candidates as you want.  If any of those prospects work – you get paid.

Reflik can free up part of your employee recruiting time – and let you spend more time finding more candidates.   If you haven’t seen it yet, our “how it works” video will explain it all or you can start right now and sign-up for free!

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Why Reflik is Working Hard to Revolutionize Recruiting

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Reflik is leading the charge in the recruiting revolution, radically altering the way status-quo recruiting is carried out. By utilizing social media, Reflik allows independent recruiters to find better candidates more easily for employers. Internal and external candidates can be reached by referrals on Reflik, ensuring only the best of the best are chosen. This groundbreaking recruiting solution will guarantee quality hires for your company, regardless of profession or industry!

So why did we do it? To connect great candidates with hard-to-fill positions, benefiting the candidates, employers, and recruiters.

We Know – the Job Market Is Tough

When companies are expanding and hiring lots of candidates, competition for the right candidates is tough. When the job market is tight, there are still openings to fill but companies need more than a warm body, they need the best candidate.

We Know – There Are Great Candidates out There

No matter what the job market looks like, there are always great candidates around. Companies and recruiters need a better way to find those candidates – even if they are “passive job seekers.”

We Know – Social Media Use Is Still on the Rise

Nearly every adult in the U.S. is on social media, meaning there is an endless supply of candidates available with the right recruitment method. Social media better connects us both socially and professionally. Reflik allows recruiters to better utilize networks as valuable resources. The best recruiting practices have to tap into social media.

We Know – It’s About Time Crowdsourcing Reached Recruiting!

With the changing face of technology and how we communicate with one another, companies have to move away from job boards and association websites. They aren’t as attractive to the career-set as they once were. In addition, posting with job boards and associations can be more time consuming and more costly than letting the “crowd” find your employees for you. This is crowdsourcing.

We Know – Referrals Are the Best Source of Employees

Employers find that candidates hired through referrals are quicker to hire. They also are a better fit with the company culture – and they stay longer. Unfortunately, internal employee referral programs just don’t often have enough power to fill all available spots. Social media recruiting does.

We Believe – Reflik Fits the Bill

Reflik was designed to use the best recruiting practices in today’s techworld. We take advantage of social media use but still allow recruiters to integrate their own databases. This gives employers the best chance of finding that perfect candidate – and it gives the jobseeker, the best chance to find their dream job.

To pat ourselves on the back just a bit, we believe Reflik is the best recruiting method available on the market today. It is free to use when signing up as a Member, an Employer, or a Recruiter – referral fees are paid only if a successful hire is made – but it is a great incentive.

Reflik is changing the recruiting game through the power of social media and crowdsourcing. We know that the best source of candidates is through referrals. Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people. It’s a win-win-win. Employers win by getting the best candidates through referrals for less money. Recruiters win by accessing more job listings, using our automated system and through hiring rewards. Members and job-seekers win by finding great jobs and getting real rewards. Check out Reflik today to see how rewarding it is!

by Ash Geria

How to Become a “Good to Great” Recruiter

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One vital difference that separates good recruiters from great recruiters is creative recruiting with attention to detail. To go from good to great, you need to do more than just push around resumes while cold contacting potential clients. You need a system that helps you manage all the details that are required in order for you to become truly great.

Most likely, you got into recruiting because you’re a charismatic people person. When the job market is hopping, the money isn’t bad either – but even in down times, you need to make a living. This is where being great makes the difference.

To go from good to great in the recruiting game, you need to be:

Great at Networking

This is a no-brainer. If you are a good recruiter, you’re friendly and love meeting new people, especially those that you can place at the perfect position. Becoming a great recruiter means that you have to step up your game. In today’s world, this requires using social media like a pro.

Great at Focus

Focus is part of the details. Candidates thrive on attention and communication. You have to stay on-task and complete follow-through with each candidate.

Great at Organization

Again, part of the detail-oriented requirements for recruiting. You need to have a system so that you don’t lose track of candidates or a position’s progress, allowing you to focus on what matters.

Great at Listening

Your candidate’s resume or profile doesn’t always tell the whole story. You can sometimes learn a lot more by talking to them – and listening to what they say. You can learn more about what they will or won’t take, whether they are willing to move and what might be a good alternative career path if they need a change.

Great at Intuition

Being a good recruiter means you match candidates to jobs. Being a great recruiter means you match great candidates to the right jobs. Sometimes this requires creative recruiting with intuition and knowledge about the company culture and whether that employee will “fit.” When you are successful – candidates may help you find others to match up.

Reflik helps good recruiters become great ones by managing a lot of the ordinary processes of the business. We have the great job listings you are looking for. We can also help you filter through your database to narrow down the matches you might consider. In addition, we can do the tracking for you of both the candidate progress – and the money. In short, we make your job more efficient so you can focus on the “people” part of the job.

Reflik also offers training for recruiters that helps you hone your skills. You can partner with us and become a Reflik Certified Recruiter through our On-demand recruiter training. So no matter what area you might need to work on to go from “good” to “great” – Reflik can help!

Reflik is changing the recruiting game through the power of social media and crowdsourcing. We know that the best source of candidates is through referrals. Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people. It’s a win-win-win. Employers win by getting the best candidates through referrals for less money. Recruiters win by accessing more job listings, using our automated system and through hiring rewards. Members and job-seekers win by finding great jobs and getting real rewards. Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Social Recruiting 101

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The job market is tough for everyone.  The economy is improving and companies are starting to hire again – but unemployment is down and there is stiff competition for qualified candidates.  Traditional recruiting is expensive and many companies are eager to find cost-effective alternatives to recruiting firms or job boards.   Those searching for alternatives that provide real results need to consider social recruiting. Social media use has grown exponentially and with  “millennials” coming on board, online social activity is everything.  It only makes sense that social media is the perfect place for companies to find great candidates to fill an increasing number of open positions.

Referrals are still the best source of new employees with a much higher rate of success than other methods, but most internal company referral programs don’t offer as much as a well-executed social-recruiting strategy.

Through social recruiting, you don’t have to wait for a candidate to find you, you can find them.  Social recruiting lets you identify those valuable passive candidates who are already employed but may be willing to relocate to another job if it’s a greater opportunity.   It’s like an online recruiting fair – with no gatekeepers. There are many other perks of social recruiting over conventional recruiting methods.

Reflik is the newest way for companies to find candidates through social media and since a lot of companies – and many recruiters – don’t understand how to effectively use social recruiting, Reflik takes a good deal of the work out of this complex process.

Reflik helps you by automating part of the social recruiting burden by making it easier to:

  • Use LinkedIn, Facebook, Twitter and other platforms to identify candidates
  • Contact and start direct interaction with those candidates
  • Increase your efficiency
  • Track the hiring process

Recruiting through social media can hasten the hiring process by providing you with those valuable referrals that fit your company better.  You can reach passive candidates more easily and source new employees in a different, more efficient and less expensive way.

Reflik helps you remove the geographic barriers that you may have in traditional job listings – like the “location” requirement that filters out your listing on many job boards due to the searcher’s current location.  We also automate the process, so that your contact and subsequent interaction is simple, transparent and tracked.

Most employers know that referrals are the best source of new employees.  Research has shown that since referrals are essentially “pre-screened,” they are often faster to hire, fit better with the company culture, and stay at the company longer.  Despite knowing that referrals are better, many companies have a hard time finding enough candidates because they rely on in-house referrals and the choices are limited.

Posting a job is free, using it to recruit new hires is free.  Employers only have to pay a referral fee if a successful hire is made.  Employers aren’t risking anything by using our service – and even when a successful match occurs, it is often much less expensive than most other methods of recruiting.

Check out how Reflik can work for you by watching our how it works video and download our Whitepaper “Crowdsourcing for Talent Acquisition” to find out more.

If you are ready – you can sign-up right now and start posting!

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

by Ash Geria

Are You Well Connected with Your Clients and Candidates?

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One of the keys to successful employee recruitment is developing good relationships with your clients and candidates.  You need clients to provide open positions that you can fill.  You need candidates to fill those open positions.  You may have contract clients that you work with who provide open positions that you can fill.  In addition, you want them to come back to you with repeat business.  To make sure they do, you must get connected and stay connected.

You can be an “adequate” recruiter by filling openings but you become a stellar recruiter when your clients and candidates feel that they are getting a valuable service with personal interaction.  The companies for which you are recruiting may have already done some employee recruitment on their own.

They want to know that you understand the position requirements and the company culture.  They want to know that you aren’t just looking for “a” candidate, you are looking for the “right” candidate – and that you can deliver with a minimum of effort on their part.

The candidates with whom you work want to know that you are attuned to their skillset, needs and desires.  They aren’t just looking for “a job,” they want the best job.  They may need personal attention, a bit of resume editing and a little interview coaching once you get beyond the first step.

Reflik is a revolutionary recruiting platform built by professional recruiters.  On the company side, we take a lot of your workload right out of the equation.  We have the lucrative job listings that you may not normally have access to.  You no longer have to spend time combing job boards, association websites or company job listings.

With Reflik, you are no longer at a disadvantage in competing with big recruiting firms.  Additionally, we take care of the business end for you.  We have the payment guarantee, the candidate tracking and the payment collection set up ahead of time so you have time to do what you do best – recruit.

We handle a lot of the in-between work for you so you can spend more time nurturing your candidates.  When you can concentrate your business on candidates, you can do more than send the occasional “are you interested in” or “do you know anyone who” email.  You can spend more time networking on social media and looking for more clients.  You can also stay connected with the clients you already have.

Keeping up with the latest trends in their industry, knowing what is available – and how it fits in helps you show personal involvement when it comes to the actual recruiting.  Even if they aren’t interested today – they will come back when they are and you may be able to surprise them with a dream job.

Since Reflik was built by recruiters, we know what your challenges are and how to solve them.  If you haven’t checked it out – see “how it works” on video or get started right now and sign-up for free, today!

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Why Crowdsourcing Works for Recruiting

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Crowdsourcing is a “buzzword” that describes procuring services or goods from the “crowd.” Crowdsourcing is being widely used for soliciting funding, ideas and many other things, but the newest use of crowdsourcing is for talent acquisition.

Talent Crowdsourcing is the practice of leveraging a large community of independent recruiters, staffing firms, and in many cases industry professionals, to recruit and hire talent that matches the strategic and cultural goals of an organization.

Companies know that referrals are the best way to find candidates to fill open positions.  Referrals are often more qualified, take less time to hire and “fit” the company culture better but, in most cases, sources of good referrals are limited to in-house recruiting programs.

Companies may also know how much time people spend on social media – but they don’t know how to take advantage of it and put the two together.  The answer – crowdsourcing for recruiting.

Reflik is a game-changing system in recruiting based on social media networking and crowdsourcing.  We help you use the “crowd” to find applicants for your job openings.

Our whitepaper can help you understand how crowdsourcing works and how Reflik’s social media referral platform can help you find the best employees, better and faster than ever before.  In “Crowdsourcing for Talent Acquisition” you will learn:

  • What is Crowdsourcing
  • Why referrals are the best source of candidates
  • Why your internal referral programs aren’t enough
  • How crowdsourcing can cut costs and time in recruiting
  • How Reflik’s platform works for corporate recruiters
  • How Reflik can boost the efficiency of the recruiting process

In today’s economy, many companies have been forced to cut recruiting budgets.  This means that corporate recruiters and HR managers must make the most of what they have.  Reflik can help you increase your hire-rate and make your recruiting process run more smoothly, quickly and efficiently, while providing high-quality applicants for your open positions.

Download our whitepaper “Crowdsourcing for Talent Acquisition” and find out how Reflik can help you today!

Download the Whitepaper

6 Reasons Why Independent Recruiters Love Reflik

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In a tight job market, recruiting is a tough business.  Companies who have previously had to cut jobs may be hiring again but it can be hard to find the right candidates.  Internal recruiting budgets have been cut and companies rely on cost-effective recruiting measures more than ever.  Still, making money as an independent recruiter is possible – if you have the right system.  Reflik is the “right” system.

Reflik is a recruiting solution – built by professional recruiters.  Using Reflik, you can increase your candidate matches, more efficiently – giving you time to find additional candidates.  As an independent recruiter, Reflik helps you:

1. Access More Job Listings

Reflik has top companies listing jobs on our platform.  We offer an advantage to companies because job postings are free up front.  The company specifies the referral reward – and pays it when a match is made.  There is no risk to the company – but recruiters get access to jobs that may not be available other places.  Recruiters don’t have to get “approved” vendor status and have equal opportunity to match a candidate to any open job on our system.

2. Match by Algorithm

The Reflik system is built on a revolutionary platform with an automatic matching algorithm that can match the skills and experience of candidates in your resume database to the requirements of our job listings – and identify matches for you.  We increase your efficiency by eliminating the requirement for individual searches – or reliance on your shortlist of who is really “looking.”

3. Automated Contact

Our system can automate your email contacts.  Once a potential job match is made, you have the ability to let us send the email – using our language or yours.  You can also use the unique link that we generate for each job to manually notify candidates through direct messaging on LinkedIn and Facebook, Twitter posts, or Facebook page posts.  Anytime that link is used – it tracks back to your recruiting account so when a successful hire is made – you get the referral reward.

4. Candidate Tracking System

Instead of going it alone and tracking candidate progress and payment status, Reflik does that for you.  You can follow your candidate every step of the way.  When a candidate you referred is successfully hired and the company referral fee is paid, you get paid automatically.  No invoicing, no tracking – no problems.

5. Recruit Passive Job-Seekers

Active candidates are “looking” for a job and ready to take one right away. These are certainly a resource – but there are a lot more “passive” candidates out there. These are the people who have a job – but might consider a change if the right opportunity comes along.  Using our matching algorithm, you can identify those possibilities a lot more efficiently.  You can also reach out to connections, friends and followers with an open post on your page or account – making your chance of finding those lucrative passive job-seekers more often.

6. More Time for You

Because so much of our system is automated and efficient, you spend less time on the tedious, manually-driven part of your job.  This gives you more time to network and find additional contacts to recruit.

We were built by recruiters, for recruiters so we know what your challenges are and how to solve them.  See our video, check-out our Independent Recruiters page or sign-up for free, today!

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Employers & Recruiters can Leverage Social Media Contacts

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Over 75 percent of American adults are using social media on a routine basis including most of those in the “career age”.  Many of these people have hundreds of social media contacts – which makes them a rich source of contacts for job recruiting through job referrals.

For the Employer

In today’s job environment, corporate headhunting budgets have faced cuts and though more job openings are available, companies don’t have the finances available to ramp up internal recruiting programs.  Most companies know that the best employees come through referrals but internal referral programs aren’t enough.  In addition, though the exponential growth of social media is a well-known fact – company managers don’t often know how to use social media effectively to find better candidates.

Reflik puts all of these problems together – and solves them through a referral-driven social media recruiting platform.  Social media recruiting uses the “crowd” to identify quality candidates at a much lower cost than traditional headhunting. Employers have the benefit of hiring through referrals – and access to many more social media contacts, including those “passive” job seekers that can’t often be reached.  Referral rewards are set by the employer and paid only if a match is made.

For the Independent Recruiter

Most experienced, professional recruiters have large databases full of the resumes of qualified candidates.  Finding the right candidates for a particular job, however, may require the time-consuming effort of Boolean search or worse, manual sorting through the database to find a matching prospect for a particular job listing.  In addition, independent recruiters who don’t work for a large firm with preapproved vendor contracts, may find it difficult to access many lucrative job postings.

Reflik gives the independent recruiter equal access to all job listings, with a substantial reward for a successful match.  Reflik’s proprietary system can automatically match database resumes and profiles of social media contacts to job listings based on the matching algorithm, without spending the recruiter’s valuable time.  The Reflik system will also automate email contacts, social media posts and private messages if the recruiter desires.  This allows the recruiter to spend more time, identifying new contacts through social media.

Recruiters can also access the “hire” platform to post any jobs listings they have access to – providing an additional potential revenue stream.  The candidate’s progress is tracked automatically through the Reflik system and referral rewards are paid when a successful match is made. Here are 7 ways you can start leveraging social media for larger referral rewards.

The advantage of utilizing social media contacts as a recruiting base is clear.  Most people are on social media, many on multiple networks.  Most people also have hundreds of contacts who can be contacted through those platforms with a minimum of effort.  The added benefit of social media-driven referral networks is the ability to exponentially increase the number of potential candidates – and increase the quality at the same time.

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

by Ash Geria

So Your Talent Acquisition Database Is Big. Now What?

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As an independent recruiter, you likely have worked hard to network with professionals.  You may have found candidates to successfully fill hundreds or even thousands of jobs over the course of your career.  You may have dutifully entered each person into your database, whether you made a match or not.   If any of these descriptions accurately describe you then you likely have quite a large talent acquisition database.

Being a successful recruiter with a large database, makes your job easier some days.  You have access to lots of candidates and you know you can cover just about any job opening with a potential applicant.  Other days it is much harder like when you find a great job listing and know you have the perfect candidate but they’re hidden deep within your database.

Having a large database is still great but often it’s difficult to find the right resume, keep resumes up-to-date, and ensure potential candidates are interested in a new position.  At some point, your database may be difficult to manage.  You need an up-to-date management system to provide logic-based search, a way to make sure that all of your candidate data is current and a better system to communicate with candidates about potential job openings.

Reflik can help you do your job much more easily.  Our system is built for recruiters – by recruiters.  We help independent talent acquisition professionals drive their recruiting business to new heights.

Our system quickly works to match job listings to candidates in your database without any effort on your part! It is just one of the ways that Reflik can help recruiters make more money. All you have to do is provide the candidate data and our algorithm does the rest.  Our system will even securely and confidentially email the candidates for you. If you prefer, you can do the emailing or contacting yourself but we can still keep track of the process for you.

Reflik is designed to work seamlessly with social media as well.  When we identify a job match, we generate a link that is uniquely connected to you.  If a successful hire is made – you automatically get the referral reward. You no longer have to track applicant progress or chase down payments.

You can communicate through LinkedIn, Facebook, Twitter or Google+ with an open-post or a direct message to a particular candidate.  If you want to do a manual search, you can do that as well.  We generate the link and you can send or post it as you deem appropriate.

With Reflik, we can cut down on the amount of manual searching, sorting, notifying and tracking that you have to do.  This lets you get back to what you like – matching great candidates with exciting open positions.

You can use Reflik to boost your income – or you can use our system for your full-time business. Reflik puts you back in the driver’s seat with access to more job listings and an automated system that makes your job easier and more profitable.

Reflik is changing the recruiting game through the power of social media and crowdsourcing.  We know that the best source of candidates is through referrals.  Our referral-driven system uses a proprietary matching algorithm to match great jobs with great people.  It’s a win-win-win.  Employers win by getting the best candidates through referrals for less money.  Recruiters win by accessing more job listings, using our automated system and through hiring rewards.  Members and job-seekers win by finding great jobs and getting real rewards.  Check out Reflik today to see how rewarding it is!

By Ashish Vachhani

Why Networkers Will Always Win in Professional Recruiting

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Recruiting is a tough business, particularly in a tight job market. The economy is improving and hiring is on the increase, meaning that companies are in need of high quality candidates for their openings. In response, professional recruiters are tasked with the tremendous task of filling corporate and technical positions. To fill these positions, professional recruiters must network effectively with decision makers and qualified candidates.

Take Advantage of Social Media Connections

Luckily for professional recruiters, sites like LinkedIn and the rise of online networking have provided incredible outlets to maximize candidate placement. Unfortunately for most people in the professional world that aren’t full-time recruiters, very few outlets allow regular people to monetize their professional and social networks. The introduction of Reflik to the world of recruiting allows everyone to take advantage of their vast networks of connections by offering great monetary rewards to those who successfully refer candidates to open positions. Reflik’s visionary service allows recruiters and individuals alike to benefit from networking well!

Without social networking, recruiters wouldn’t be able to recruit effectively and individuals wouldn’t have access to crowdsourcing technology like Reflik. Despite the outstanding convenience of most social networks, some issues do arise when recruiting via sites like LinkedIn. For example, manual messaging or posts can be tedious and ineffective. With Reflik, an automated matching algorithm matches qualified candidates with open positions, streamlining the recruiting process. Reflik’s groundbreaking technology makes recruiting more lucrative, simple, and enjoyable by simplifying the most frustrating aspects of a recruiter’s job. For example, Reflik helps recruiters by:

  • Granting access to more job postings
  • Automatically matching open jobs to database profiles and contacts
  • Generating intuitive referral posts and messages
  • Tracking applicants
  • Tracking Payments

Mobile-Ready Recruiting to Reach More Candidates

Professional recruiters and individuals can sign up and start using Reflik for free.  If a successful match is made, the employer will pay the recruiter or individual a predetermined referral reward and all of the tracking is done by Reflik.  It makes recruiting more efficient and  allows recruiting to be done as a “side” business or as a source of  full-time income.

In addition, Reflik is “mobile” ready – meaning it can be done “on-the-fly”.  Recruiters can access more candidates who spend most of their internet time on a mobile device.  Reflik also helps recruiters to reach more of those “passive” candidates – who are often hard to reach but may provide the best match.

In today’s world of social media – with over 70 percent of adults on social media –recruiters’ jobs have never been easier with such a wide array of networks.   Reflik automates much of the process, giving the professional recruiter a whole box of tools that were unavailable before. Check out how Reflik works  and become one of our successful Independent Recruiters.

by Ash Geria

Pew Research Center, (09 January 2015), Social Media Update 2014, Pew Research Center, retrieved from http://www.pewinternet.org/2015/01/09/social-media-update-2014/

How the Mobile Revolution Has Redefined Recruiting Forever

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The advent of the mobile phone changed the way we talk to people, providing the capability to remotely communicate through call or text. The later invention of the smart phone changed the way we acquire information, communicate and do business. These technological improvements have dramatically shifted the way the world operates and communicates, as a result almost every industry including recruiting has changed over the last decade. For example, recruiting was once inaccessible to the average individual, but with the rise of social media, almost anyone can recruit using networks like LinkedIn. Unfortunately, most companies are using recruiting practices left over from the days before the advancement of mobile communication and social media.

To keep up with the modern world, companies must adopt new practices to acquire and retain top talent. One of these practices, should include a ready acceptance of mobile accessibility, especially since Americans spend 60% of their internet time accessing it from a mobile device. Using Reflik for corporate recruiting provides a wealth of benefits including social media and mobile integration!

Maximize Your Recruiting Campaigns with Social Media

Facebook, Twitter, LinkedIn and Google+ count so much on mobile traffic that they have popular apps that are downloaded more than nearly any other apps – and many are preloaded onto the phones. No matter what platform you use – Android, iOS or Windows, most social media sites are mobile ready. If you are going to maximize your recruiting campaigns, you must choose a system that is mobile-friendly.

Reflik’s system is based on referrals – largely through social media . The proprietary algorithm works to automatically match the profiles of our members’ social media friends and connections with job listings. The platform can then seamlessly use social media to refer those jobs to appropriate matches. Instead of clinging to an outdated recruiting system that doesn’t fully utilize social media’s incredible potential, a switch to Reflik will maximize the acquisition of top talent!

Reflik Is Already Ahead of the Mobile Game

Half a billion Facebook users visit only on mobile devices , 90 percent of Twitter video views are on mobile, and many marketing consultants are advising that companies go “mobile first” with their website designs. Reflik has already taken all of that into consideration.

For companies looking to hire new employees, there is no need to worry about whether your website is mobile-friendly – because users can refer directly from Reflik’s mobile-friendly website! For members looking to make money through Reflik’s referral program – you can do that right from your mobile device and the Reflik website connects directly to Facebook, Twitter, LinkedIn and Google+.

Reflik is the best referral-driven recruiting system with great rewards for a successful referral match. Membership is free and our users receive a substantial referral reward for finding a successful match to one of our job listings. Signing up is free for employers and there is never a cost unless a successful hire is made. Check out how Reflik works and sign up today.

By Ashish Vachhani

Source 1, Source 2

How Reflik is Disrupting the Recruiting Industry

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Since the dawn of the 21st century, technology has drastically improved healthcare, transportation, and communication but certain industries like recruiting have remained relatively untouched. Mobile connectivity and more accessible job boards have certainly helped but they haven’t opened up recruiting fully to the general public. With the introduction of Reflik to the recruiting world, anyone now has the ability to refer qualified candidates to exciting positions in exchange for referral rewards. Reflik’s disruption of recruiting benefits employers, recruiters, job seekers, and the general public!

For Employers

Most employers know that the best new hires come through referrals.  The problem is that there aren’t enough referrals from in-house recruiting programs.  A company’s employees can refer their friends but they may not know about many of the jobs that are open in the company – particularly in different departments or at different locations.  Company referral programs often don’t offer enough incentive for their employees to “look” very hard for new candidates.  Reflik disrupts the process – providing employees greater incentive and opening up the process to our members – giving the employer an exponential increase in potential candidates for less than the cost of using a recruiter.

For Recruiters

Recruiters are great at recruiting – but they are often limited by the need to manually find job listings – some of which they may not have access to.  Sorting through candidate lists to match known job openings to candidate lists takes time, contacting potential applicants takes time, and tracking the process and progress of the applicant’s progress takes time.  Reflik disrupts the process – providing the recruiter with more job listings and automating the process through our matching algorithm and contact system and by tracking the progress of the applicant at every step of the way.  Recruiters can save time, find more jobs and focus on what they do best – recruiting more applicants.

For Job Seekers and Members

Our members have access to potentially hundreds of job seekers in their social networks.  Reflik is where social media meets recruiting. Some of these are “active” job seekers – but some are “passive” job seekers who might take a better job if they were referred to it.  Our automatic matching algorithm compares social media profiles to our job listings – and identifies matches which can be referred by our members.  The members who refer successful candidates are rewarded with a substantial referral fee.  We are disruptive because our referral reward is “real money” with an average of $5000, and matching and referring is easy.

Reflik is “disrupting” the traditional job search and recruiting industry with new, revolutionary ideas.  The job market will never be the same.

Another incredible perk of Reflik is that it is open to everyone regardless of experience in the recruiting world! Reflik is free for members, job seekers, recruiters, and  employers to sign up and use.  The only time money exchanges hands is when a successful candidate is found and the referral fee is paid.  Employers win by gaining access to exponentially more candidates at a much lower cost than recruiting services or multiple job board postings.  The recruiter wins by gaining access to more job listings and automated time-saving systems.  The job seekers and members win by easily finding jobs and getting paid for referring their friends and contacts.

Check out how Reflik works!

by Ash Geria

The Crowdsourcing Disruption: Uber and Reflik

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Crowdsourcing is the process of acquiring services or information by seeking contributions from communities, particularly from those that are online. Some of the most successful new companies on the market are currently using this process to make people’s lives easier and better. Reflik will regularly be releasing blog posts from a number of authors on the Crowdsourcing Revolution, where we will be comparing the origins and strategies of the exciting new companies that are utilizing crowdsourcing at the core of their business.

Prior to becoming a global success worth tens of billions of dollars, Uber was merely an idea in the mind of StumbleUpon founder, Garrett Camp, and entrepreneur, Travis Kalanick. While hanging out one day, they realized that taxis ran an inefficient monopoly on transportation in San Francisco and that this system could be made more streamlined and cost-effective. They discovered that by connecting drivers directly to customers through a phone application, customers would pay less for rides and drivers could find customers more quickly.

Unknowingly, one of the First modern Crowdsourcing Ideas was Born

Camp and Kalanick had unknowingly just fathered one of the first crowdsourcing ideas, one where taxi services are crowdsourced to a wider range of riders and drivers, not just licensed taxi drivers and customers on the street. Their first prototype revolved around splitting the cost of a Mercedes and a garage, as well as creating a mobile application called Ubercab.

Three employees of the new company tested out Camp’s and Kalanick’s idea by driving through New York City to deliver customers found from the application to their destinations quickly and for less money than normal means. The test proved successful and Uber first went live in San Francisco in the summer of 2010. Despite legal issues, Uber became wildly successful and has expanded into 58 countries. This fascinating company will undoubtedly continue to innovate to make ride-sharing more cost-effective and exciting.

Uber Brings Drivers to Travelers Just as  Reflik Connects Employers with Independent Recruiters and Jobseekers

Just as Uber disrupted the unimaginative and expensive world of taxi services, Reflik has made the disruption of the traditional world of recruiting one of its primary goals. A foremost cause of Uber is to increase efficiency, which it accomplishes for both the driver and customer. The driver has the ability to create their own schedule and use the car of their choosing, not just a mandatory yellow cab.

The customer has the ability to use their mobile phone to quickly hail a private car instead of waiting in the street for a taxi to come around the corner. In the same manner, Reflik increases the efficiency of the recruiting industry by directly connecting employers with third party recruiters and individuals to fill positions more quickly with better candidates. The slow moving recruiting industry of the past has experienced small improvements from online job boards but nothing can beat the speed of a referral-driven platform.

Reflik Drives More Hires for Less Money than Traditional Recruiting  Avenues

Taxi services can also be incredibly expensive while Uber’s overall cost is usually lower than the cost of a taxi. In the same way, traditional recruiting methods can cost up to 20% of the hire’s salary, while a typical hire with Reflik’s crowdsourced recruiting can be accomplished with a referral reward of only $5000!

Reflik replaces the need for typical recruiting methods by exposing open positions to third party recruiters and individuals who can then refer their qualified social and professional contacts to those positions at no cost to the employer. If the employer finds a perfect hire then a referral reward is paid to the referring party. Ultimately, Reflik drives more hires for less money than traditional recruiting avenues just as Uber gets passengers to their destinations more efficiently than traditional taxi cabs.

Posting jobs is free, quick & easy! Get started today!

By Ashish Vachhani

 

8 Considerations when Selecting an Applicant Tracking System

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For some companies, the most challenging aspect of business is the finding and acquiring of highly-qualified employees. In the past, inefficient paper files were used in talent acquisition management and more recently, cumbersome internal systems were utilized despite their impotence. With the rise of Applicant Tracking Systems (ATS), that electronically handle recruitment needs, companies are increasingly finding their recruitment tactics to be streamlined and organized. Despite a new age of recruiting dawning with the introduction of  ground-breaking new technology, companies still have to make the difficult decision of choosing the perfect ATS that will fit their recruiting needs.

Here are eight things you should consider when looking for an Applicant Tracking System (ATS):

1. Ease of Use

A good Applicant Tracking System should be easy to use.  It should be intuitive in performance and it should not be excessively difficult to use the system effectively. It should also offer the ability for multiple users to manage applicants.

2. Training and Support

Optimally, an ATS will be easy enough to use that little to no training is required, and support will not be needed.  In the event that a breakdown does occur, the system should include both training and technical support so that your recruiting process will not be interrupted.

3. Visibility

Part of the reason for a switch from paper files was increased visibility within the recruiting chain.  If the system doesn’t offer immediate visibility for each candidate, position, and for the company as a whole, consider another vendor.

4. Cloud Based

With the introduction of more cloud based technologies, data storage has never been easier! If your ATS is stored in the cloud then even if your internal systems fail, your data stays intact. In addition, using cloud-based systems and storage allows users to access data from any location, with the right credentials.

5. Time and Cost

As recruiting budgets have been cut, cost outlay has become a big issue.  It is hard to justify the need for an expensive program when company managers think you should still be able to do it all on paper.  A cost-efficient system is a must but the ATS should be simple enough so that you don’t have to spend all of your time managing an inefficient system.

6. Social Media Recruiting

Three in four people in the U.S. are using social media on a regular basis.  If an ATS cannot manage to integrate with social media for recruiting – your company is likely losing essential components in the recruitment process.

7. Optimized for Mobile

Many internet users, particularly the millennials access the web more often through mobile devices than traditional desktops.  Some of these users access the web exclusively through mobile devices which means that any job posting ads or other systems need to be mobile-ready.

8. Employee Referral Tracking

Many companies offer employee referral programs and your ATS should be able to track those so the right person gets credit at the right time.  If you have to track referrals separately, you are wasting valuable time. Also, you should ensure that employee referral tracking is a built-in component of the ATS.

Eliminating paper, saving time and money, and using up-to-date recruiting technology can help you fill those open positions — fast.  Reflik, a social recruitment platform, solves all these problems and more at no risk to the employer.  You post the job, track the applicants, and only pay when a qualified hire is made – and it costs nothing until that happens.  You can eliminate the need for any standalone system; our system is easy-to-use and support is always available in case you get stuck.

Reflik specializes in cloud-based, crowdsourcing, social media-driven recruiting, which can be used by your employees and by our members to exponentially increase your candidate pool. Ultimately, by integrating your ATS with Reflik’s system or by using Reflik exclusively, your company will find higher quality candidates in less time on an intuitive platform.

by Ash Geria

How Referring Jobs to Friends Can Make you Real Money

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It’s always great referring jobs to good friends.  While the appreciation of your friend is welcome, it’s even better if you can get paid for doing it.

At Reflik, we give you a way to do both at the same time – help your friends find great new jobs and put some real cash in your pocket through our referral program.  Our rewards are real cash – an average of $7,000.

Many companies have in-house referral programs where employees can earn a referral fee when they help the company find a new employee.  These programs are great but they are very limited because:

– They only work for employees – you have to work at the company to use them

– They only work for the company’s openings – they have to be for a job at your company

– You may not know about a lot of open jobs outside of your department – you may know about the open desk next to you but may not even know about the open desks across the hall

– You may not know about open jobs at other locations – most of the time, hiring managers are focused on one location – yours, but there may be jobs at other company offices that don’t get your attention

– Referral fees usually aren’t very big – most company referral fees are less than $500, sometimes a lot less.

Reflik gives you the opportunity to make real cash and it works for all of your social connections, in all of your networks, at any of the companies that have jobs listed with us.  Reflik can make you real money through our:

Automatic Matching Algorithm

After you become a Reflik member, our matching algorithm will compare your social media connections to our job listings.  When a match is made, Reflik can send an email with a unique link directly to your connection (with your permission of course).  If your connection clicks on the link and gets a new job – you get the referral reward.

Send Direct Messages

Rather than using our automated email, you can use our algorithm to identify your connections that match a particular job and capture the link yourself.  You can send the job posting to your friends through direct messaging on your social media networks or you can post it to their page.  If they click and get hired – you get the referral reward.  If they pass it on to another connection, you still get a share of the referral reward.

Leverage your Social Media

You can also search through the job listings yourself and have a link generated for posting on your social networks – through Facebook, Twitter, Google+ or LinkedIn.  Anyone who uses your link to apply for a job and gets hired is credited to you – and you still get the referral reward. Here is how to get the most out of your social media profiles.

The average referral reward is $5000, which is real money.  Imagine what you could do with an extra $5000 – imagine double, triple or even ten times that!

You have lots of connections – and they have lots of connections – and they have lots of connections and each time your link is used to help someone get a job, you get paid.  Capitalize on your connections, find jobs for your friends and make money – all at the same time.

Start earning REAL cash by signing up for free!

By Ashish Vachhani

Where Social Media Meets the Future of Recruitment

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Because of corporate belt-tightening, many companies have been forced to cut back on external hiring resources.  This means their internal resources are stretched thin, stressed out, and may be falling short on finding enough of the right candidates.  The good news is that employers now have access to an efficient way to find the best employees in a cost effective manner – Reflik, the future of recruitment.

While most employers agree that referrals are the best source of qualified candidates, internal referral programs may not be as effective as companies need.  A company’s employees may only know a few people looking or even willing to consider a job move.

They may also not be aware of jobs in other company locations and many company recruiting programs don’t have a comprehensive referral program that makes it easy for employees to learn about job openings and they may be limited to knowledge about openings in their department or at their location.  In addition, many internal recruiting programs just don’t offer enough incentive.

Maximize Investment & Capitalize on High-Quality Candidates

Reflik is the best way for company recruiting managers to maximize their investment – and capitalize on the high quality of candidates identified through referrals at the same time – garnering the benefits of:

  • Employees who have a better “fit” with the company culture
  • Shorter “time-to-hire”
  • Employees who are more likely to stay longer

Reflik works through social networking with no risk to the employer.  The employer posts a job opening with a prospective referral reward and our members can refer that job to their social connections on LinkedIn, Twitter, Facebook, Google+ or even through email.  The job can also be referred to connections of connections in an exponential fashion.  This mean the employer has access to a much larger candidate pool, a state-of-the-art applicant tracking system, and only when a hire is made through Reflik, does the employer pay the fee.

Access to Many Professional Recruiters

Employers also have access to a number of professional recruiters who use the Reflik platform – with the same posted reward fee which even at the average reward of $10,000, is still substantially lower than traditional professional recruiting services.  Employers also find that the savings in job board posting fees, internal recruiting hours and candidate tracking makes Reflik efficient and cost-effective.

In addition, a company’s own employees can still use the Reflik platform – just the same as any user but the employee will be able to see all of a company’s job openings and use our automatic matching algorithm to identify their social connections that may qualify as a referral, and that’s not the only perk of Reflik’s talent crowdsourcing platform.

Reflik is set to revolutionize the recruiting field – and with at least three-fourths of all Americans already on social media, it is the future of recruitment. Both employers and recruiters benefit tremendously by leveraging social media contacts and social media recruiting!  Reflik isn’t taking the people out of recruiting but we are dramatically increasing the effectiveness of those people and finding better candidates, faster and more efficiently.

Join the Reflik revolution by posting a job for free today!

Retain your Top Performing Employees in 7 Steps

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Your employees can be your greatest asset, but too many times managers find that the top employees leave for greener pastures.  This can be for a number of reasons and you may need to make some changes to encourage them to stick around.  Here are 7 ways to retain your top performing employees.

1. Give them Access & Follow the Open-Door Policy

In order to feel “heard,” your employees need you to listen.  Whenever possible, practice an open-door policy but don’t judge.  Allow them to give feedback and ask for assistance – from their managers and from “the boss.”  Employees who don’t have access, don’t feel valued.

2. Keep them Engaged by Constantly Challenging them

For a top performer, being interested in work is a must.  If a job becomes boring – they will go elsewhere as they often thrive on competition – with themselves or with others.  Keeping them interested in the job by adding new skills, new training or new territory helps maintain their attention and gives them something for which to strive.

3. Provide them with Authority and more Responsibility

A top-performer has figured it out and may be ready to move on.  When they are ready, give them the authority to make some decisions on their own.  This can be something as simple as no longer needing approval to take a client out for lunch or it may involve greater responsibility in the work place.  They have done a good job so far – and you should trust them.

4. Give your Top Performer Credit

Job satisfaction requires feeling valued.  When an employee has done a good job, say so.  This doesn’t always need to be a promotion or a raise (though that is certainly valuable) but can be much smaller.  The occasional gift card or lunch on the company doesn’t hurt – but even a simple “thank you” is highly valuable.

5. Provide Opportunities for Mentors

Even your top performers may benefit from a mentor – someone who can help them progress in their career path.  In addition, a lot of employees like to share their knowledge and experience by becoming mentors.  Offering someone a “trainer” position can go a long way in making an employee feel valued.

6. Provide Fair Pay

While job satisfaction can keep many people in a particular position for a long period of time, eventually a bigger paycheck may encourage them to jump ship.  Top performing employees should be compensated for their good work.  This means more than the standard “cost-of-living” raise or “next level” raise, it means that each employee should be evaluated and rewarded for performance.

7. Consider Greater Compensation, Not Just a Bigger Paycheck

If too many of your workers are leaving, you might consider greater compensation, and this doesn’t mean just the paycheck.  You may be constrained by budgetary concerns but one of the most important contributors to job satisfaction is the “other” pay, which are the benefits.  In today’s environment you probably can’t do much about healthcare but you can look elsewhere – vacation days, bonuses and flex-time or work-from-home can be good rewards for high performance.

In addition, you need to make sure that your employees are happy with the technology and workplace amenities.  No employee likes a clunky computer, uncomfortable chairs or distressed break-rooms – and these are easy fixes.

In closing, by providing a competitive, accessible, and engaging workplace, your company can retain top performers and ensure higher performance from happier employees!

By Ashish Vachhani

How to Ace an Interview with these 6 Tips

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Congratulations, you got the interview!  Now what?

You have probably had interviews before – maybe many – but this time you really want to ace an interview.  You need to take control of the interview – here’s how.

1. Be Assertive

Above all, you need to show confidence.  Remember, you are selling yourself – not begging for a job.  Approach the event as if you are not the only one being interviewed.  Answer the questions that they ask completely and honestly, but come prepared with some questions of your own.

2. Be Prepared

Make sure that you do some research on the company.  If it is publicly listed, check the stock prices and background financials.  If it is international, find out where the company has operations.

You also want to know as much as you can about the interview before you get there.  Will it involve a written test (yes, you can ask)? Will it be with a single person and who is that?  Will it be a panel-type interview?  Find out as much as you can about the interview and interviewers ahead of time.

3. Rehearse Interview Q & A’s

It may sound silly but practice your interview answers.  Most interviews include some typical questions such as, “What are your weaknesses?”  You need to have an answer ready to turn that weakness into an asset.  The more comfortable and relaxed you seem, the more confident you look.

4. Be Candid & Paint a Story

Tell anecdotes about your experiences.  These are stories about how you solved a particular problem that should come from your actual past.  Support your skills and credentials with examples of results that you have gotten in past jobs.  Don’t be afraid to address the “weakness” questions.

5. Be Selective About Time

If you have a choice, your best interview time is late morning on Tuesday, Wednesday or Thursday.  Late mornings are better as the office is in full swing, everyone has had their coffee and morning emails have been answered, but the after-lunch low has not kicked in and no one is trying to rush out yet.  Mondays and Fridays are not so great as Mondays are often dedicated to solving last week’s emergencies and Friday – well everyone is looking forward to the weekend.

All this advice goes out the window if the job is newly listed – in which case you should take the first slot that you can get.

6. Don’t Leave Without Asking

Remember, you are confident and in control.  Make sure that you have made good eye contact and confidently stated “I can do this job” and “you won’t be sorry if you hire me.”  Ask the interviewer if you have answered all the questions.  Ask when they expect to make a decision and with whom you should keep in touch. If you can work it in, try and be the one to ask the last question.

When you have finished, be sure to send a personal email, thanking the “decider” for consideration and telling them that you look forward to hearing from them.

If you prepare and practice – you decrease your anxiety which will make you look more confident and capable.

Reflik is a revolutionary way that jobs find people and people find jobs.  Once you get the interview it is up to you, but we can help you find the right job to go for.

by Ash Geria

Source 1, Source 2

 

Five Ways for Recruiters to Quickly Earn More Money

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Recruiting can be a lucrative profession – but it can also be a hassle.  You have a resume database full of current and past contacts, you have your LinkedIn network and all of your other social media contacts.  You have job boards, company notifications and professional groups that may post jobs.  Up until now, you have had to go through your lists and match those jobs you know about with your own contacts.

Some of those contacts may be active job seekers who have reached out to you recently.  Others have used you as a recruiter in the past but a lot of your work is cold-calling and tedious matching.  You have to manually compare job listings to your database and contact lists – and you have to spend a lot of time getting new contacts, trying to get referrals or cold-contacting, hoping for a magical match.  In addition, even though you may have a few direct avenues or exclusive relationships, a lot of job listings are unavailable to you.

Just like everyone else, you are in business to make money. Here are five ways to earn more money quickly, making your job easier with Reflik.

Gain Access to More Job Listings

You haven’t always been able to get to all the job listings out there.  With Reflik, you have access to all of our jobs and can use your contacts for more of those listings.  It doesn’t take as much time and you don’t have to go through your database or contact list manually.  When you have access to more jobs and matching is faster – you earn your referral reward quicker.  In addition, you don’t even have to generate the contact letter if you don’t want.  Reflik can contact the potential candidate and track the process for you.

Tap into Resume Database Matching

Reflik operates on a game-changing algorithm which matches candidates in your database to Reflik’s job listings.  Our algorithm works to increase your efficiency by doing your matching automatically, without a lot of tedious searching and comparing, that you have previously had to do with your own eyes.  It can save you a lot of time and energy – to match current job-seekers and those passive job-seekers that can be so hard to reach.

Leverage LinkedIn Contacts

Reflik can do the same with your LinkedIn contacts and give you an advantage that you didn’t have before.  You can offer referrals though direct messaging and when you find potential new matches, you can send the job referral through In Mail.  You can also post a job directly to members of any of the groups you belong to.  Any way you look at it, Reflik can help you utilize LinkedIn in a more efficient and more lucrative manner.

Utilize Your Other Social Media Accounts

As a recruiter, you may reserve certain social media sites for personal use.  But even if you do, there are probably a few business associates out there – and you use others.  Reflik works through all the social media sites you may be using – Facebook, Google+ and Twitter.  On any of these sites, you can refer a job directly to one of your contacts or you can get a lot of traction with an open post on Google+, Facebook and Twitter.  You may even find that you want to ramp up your activity on those sites – just because of the opportunities that Reflik offers.

List the Jobs you Know About

If you do have some of those  direct avenues which have given you an advantage in the past over other recruiters, you can still use those on Reflik.  In addition to using Reflik as an independent recruiter, you can sign up (still free) as an “employer” and offer any direct-line jobs that you know about to Reflik members.  You decide the reward you want to offer for our members and if one of their referrals gets the job, you pay the reward – but you collect your direct reward from the employer same as always.  Essentially, you are splitting your payment – but you have exponentially widened your audience and can work faster and better – which makes you a recruiting star for that business and makes you likely to get more “exclusive” listings.

No matter how you look at it, using Reflik is a win for you.  There is no cost, no downside and the average reward is $10,000+.  You can find more candidate matches to more jobs, faster.  Isn’t that what you want – to make fast cash? Signup takes only a few minutes and is FREE!