Reflik

Recruiting & Talent Acquisition Blog

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

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.

 

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

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.

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

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

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

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

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

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

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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

 

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

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