Reflik

Recruiting & Talent Acquisition Blog

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.

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

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

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.

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

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

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 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

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

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!

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!

Reflik Launches at TechCrunch Disrupt NY

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International Worker’s Day is celebrated around the world to support members of the workforce and it usually coincides with “May Day,” a public holiday in many countries. This year, in concert with International Worker’s Day, Reflik – the newest way that “workers” with great talent can find great jobs – is participating in TechCrunch’s Disrupt NY event held May 4-6.

Reflik and TechCrunch Disrupt NY

TechCrunch Disrupt is one of the premier technology conferences held each year in the U.S. The 2015 event starts on May 2 with a two-day “hackathon,” a 24 hour hands-on collaborative programming session. On May 4, 5 and 6, the Disrupt event starts every day with panels and breakout sessions featuring leaders from the tech industry. The afternoons are given to the “Startup Battlefield” in which 30 candidates pitch their ideas for the “Disrupt Cup,” but the most exciting part of Disrupt NY may be the exhibitors on “Start-Up Alley,” which includes the game-changing, referral-driven recruitment platform, Reflik. [Read more…]