Recruiting & Talent Acquisition Blog
Having brought to life five ecological non-profits since the 1980s, John Roulac founded Nutiva in 1999 with 500 hemp bars and a mission to revolutionize the way the world eats. Today, Nutiva is the leading plant-based organic food brand and has been named one of the fastest-growing companies in America by Inc. Magazine seven times. Read more >>
Business services is 4 times less profitable than the 20 most profitable industries in the US! [Click to enlarge]
This doesn’t have to be the case. Your recruiting agency can be more profitable with talent crowdsourcing!
Imagine pumping up your profit margin past 50%, say theoretically past 85%, approaching 100%. Moving swiftly to maximize your revenue and minimize costs. Sounds pretty good, right?
This isn’t an all too distant fantasy. Plain and simple, it is actually a reality for thousands of recruiting firms across the country. And many of your competitors are already there. Read more >>
You have tried everything. You have followed recruiting best practices to find the most qualified candidates.
“What now?” you ask yourself. The candidates you are reviewing just aren’t good fits for your organization’s needs. You know there has to be a next move. You know there has to be more to innovative talent acquisition out there. But what is it? How do you find the perfect next hire?
Kathryn Kurinsky is the Director of Human Resources at Simpson Technologies and, believe it or not, she was in your shoes just a few weeks ago. Read more >>
On Reflik, Dave has submitted dozens of highly-qualified candidates, has gotten plenty of interviews for his candidates, and has even made a few placements. He has earned thousands of dollars in placement fees.
That’s right. Dave works on Reflik as an independent recruiter on a part-time basis – placing candidates and earning thousands of dollars.
We spoke with Dave to see exactly how Reflik gives freelance recruiters like him the opportunity to recruit for jobs they want to work on, when and from where they want to work on them. Read more >>
“I am always looking for opportunities to apply my skill set as a recruiter to fill jobs. Reflik allows me to do just that.”
Cory has over 10 years of recruiting experience. The Ohio-native has submitted dozens of highly-qualified resumes using the Reflik platform. Most recently, he has filled two positions for The Wills Group within a month. Read more >>
Melanie Shellhorn is the Director of Human Resources at YouVisit, a New York City-based immersive technology company.
YouVisit helps brands, corporations, destinations, and institutions to drive deeper levels of engagement and conversions through interactive 360 experiences. YouVisit’s award-winning production studio has created over 1,000 interactive experiences that are viewable across mobile, desktop, and VR devices.
The idea behind YouVisit, which was founded in 2010, came about when college buddies Abi Mandelbaum, Taher Baderkhan, and Endri Tolka realized that there was no easy way for prospective students to tour college campuses – especially when travelling to the campus is not possible.
YouVisit recently hired a sales consultant using Reflik. We spoke with Melanie about her experience with Reflik. Read more >>
For 18 months, United Initiators was looking for a Senior Sales Manager in Houston, TX. Just 2 days after they posted the position on Reflik, the perfect candidate for the role was found. He started with them in early June.
Viveka is the successful recruiter who found this candidate. He has been recruiting for the last eight years. Until about three years ago, when he decided to strike out on his own with a couple of his friends, Viveka had been recruiting for a large, multinational IT recruitment and staffing services agency.
We spoke with Viveka about his recruitment methodology, what he thinks about Reflik, and most importantly how he was able to fill such a hard-to-fill position so quickly. Read more >>
For over 15 years, working on the corporate side as well as the agency side, Mario Renzulli has been helping organizations meet their hiring needs. He began his career back in 2000 at an agency in New York. Until Winter 2016, when he decided to recruit on his own, Mario was the Director of Corporate Recruiting at a tech company in Boca Raton, Florida.
Mario is certainly no stranger to the recruiting/staffing industry. He is an expert in acquiring and delivering top talent. Yet, the issue that Mario faced as an independent recruiter was gathering meaningful feedback and insight from employers. Read more >>
In the spring of 1958, talks broke down between 38-year-old distributor Charles Webb and Rocket Chemical – predecessor to the WD-40 Company, which continues to manufacture the mechanic lubricant WD-40 today out of its San Diego headquarters.
Shortly thereafter, Webb founded Corrosion Reaction Consultants – renamed CRC Industries later on in the 1980s – to compete directly with Rocket. One of Rocket’s lead chemists and the apparent inventor of WD-40, Norman Larsen, headed the newly-formed Corrosion Reaction Consultants out of Warminster, Pennsylvania.
Today, CRC Industries is a global supplier of chemical specialty products, manufacturing over 1,300 items and developing specialized formulas to meet the unique needs of the Automotive, Marine, Heavy Truck, Hardware, Electrical, Industrial and Aviation markets. Read more>>
Dina Stellwagen, Talent Acquisition Manager at Mauser, recently spoke with Human Resources executives from all over the country at Reflik’s most recent monthly webinar. Read more>>
As a business head for Blue Ocean Ventures, a recruitment business, Fahad Mistry has much to handle. His many tasks include calling his account managers to find out which requirements are most important, relaying these details to his team succinctly, and delegating the recruitment process steps to the rest of his team.
This all can be a lot to handle for any talent acquisition agency. To be as efficient as possible for the company, Fahad manages offices in Atlanta, Georgia and Bangalore, India. “We work with two strategic verticals. This way we can approach different technical jobs efficiently,” Fahad said.
Despite all these efforts at efficiency, Blue Ocean Ventures always experienced the typical recruitment agency struggles. Read more>>
Denise has been a recruiter for 12 years and the president of Client Growth Consultants, a recruiting and consulting agency, for 3 years. Denise prides herself on creating a happy relationship between a candidate and a company, particularly in the manufacturing industry.
Denise achieves this by working with a team of researchers who are responsible for tracking job description updates and candidates’ progress in the recruitment cycle. Working with researchers is an important aspect of Denise’s dynamic recruitment methods. Read more>>
Each new year brings gradual changes to the recruiting industry. These recruiting trends can be a result of new technology, political change, cultural changes and/or social transition. Whether these new trends come from any or all of those sources, we, at Reflik, have had our ear to the ground in anticipation. Here are some of our predictions for the trends in recruiting industry in 2017:
With new staffing agencies and recruiting software companies entering the market, it gets more difficult for each one to stand out. We foresee these companies having to spend much more on sales and marketing this year with additional funds being used to create an identifiable logo, a strong presence and a sleek, engaging website to attract new customers. We also predict that some agencies will do the opposite. They may opt to save on costs and worry a little bit less about their brand’s exposure so that they can focus solely on recruiting. Agencies can do just that with a recruiting platform like Reflik. In a marketplace like ours, agencies do not have to worry about attracting any clients because recruiters have access to a multitude of requisitions. Recruiters earn a fee for each placement made on our platform.
With new technologies and ideas come new practices, with new practices come new needs, and with new needs come new jobs. Whether its big data doctors or augmented reality analysts, there are always changes in the types of jobs on the market each year. This means it is up to recruiters to know what these roles are and what they require. We suggest that recruiters follow blogs in different industries to get a sense of where job roles and expectations are heading.
Aside from the obvious need for inclusion and diversity from a demographic sense, each year companies are becoming a little more open to looking beyond the “traditional candidate.” Such changes in employer behavior will allow recruiters to easily target millennial candidates whose backgrounds are different from candidates a decade ago. Recruiters and, in turn, employers should ask themselves questions such as: do the candidates really need a traditional four-year educational background? Do they really need to have five years’ experience exclusive to one industry? Is knowledge of one technology transferable to another? These sorts of questions are going to be raised more frequently as companies are looking to attract a younger, more diverse generation entering the workforce. If employers and recruiters underestimate this trend, then they might overlook great candidates.
The push towards adopting new recruiting technology can sometimes have an adverse effect on recruiters. While technology facilitates interactions with candidates, it can also create more barriers to the critical human interaction needed in this industry. It is vital to develop an actual relationship with candidates in order to attract the quality person you are seeking rather than a large number of unqualified candidates. Recruiters cannot be replaced by technology when it comes to conducting certain critical tasks. Take for example a recruiter’s expertise when it comes to matching a candidate’s personality to a prospective employer’s work culture, can technology handle this? Reflik understands this need for the human element. Our platform allows agency recruiters to perform their functions with a significant degree of flexibility and equips them with the information that is required to find the best candidates.
That being said, none of these trends are certain, but we are expecting an exciting and prosperous recruiting year!
Marzette Henderson is the kind of recruiter who looks at the bigger picture of things, especially in the staffing/recruitment industry. He enjoys knowing that his work as a recruiter brings positive, impactful change in the lives of his candidates. Marzette explains, “I just love to connect people with opportunity. I hope that the opportunities I present to my candidates will allow them to provide for their families, improve their professional careers, and give them a sense of purpose.”
Henderson finds fulfillment in tasks that may seem mundane. “I just love it all: the whole process of recruiting, even checking emails, making calls, networking.” Nevertheless, he finds that staying on top of the political, social, and economic context in which recruiters do their work is as important as these day-to-day tasks.
“The changes happening to recruiting are bigger than the field itself.” As a 12-year veteran in recruiting, specializing in the healthcare industry, Henderson understands the influence policy has on recruiting. The Affordable Care Act, also known as Obamacare, has created nearly one million jobs. Changes to this Act by the new administration, then, can certainly affect America’s job market.
Marzette Henderson
However, for Henderson, “the recruiting industry is still the [best] it has ever been in a long time. There are more opportunities, more platforms, and resources to help recruiters. Because of all this, recruiters are more empowered.” Technology offsets the tumultuous changes caused by social, economic, and political changes.
Reflik is able to do this by crowdsourcing talent. Before Reflik, indeed, a variety of variables destabilized the recruiting industry and kept recruiters from recruiting – none of which were necessarily a recruiter’s merit. Recruiters were bogged down by trying to acquire new business – whether that meant finding work at an agency or becoming an approved vendor. Employers could hire only so many recruiters. So, no matter how good a recruiter was at filling jobs, they were unable to recruit.
Reflik simplifies the whole process, stripping recruiting down to its most important function: finding top candidates. We’ve got jobs. You’ve got candidates. It is just that easy.
Henderson concluded: “I believe Reflik is a blessing to the industry. It lowers the barrier of entry for anyone who wants to recruit. It is easy to use and straightforward.” There are jobs of all kinds, cutting across functions and industries.
Jennifer Sprague has been recruiting on Reflik’s Talent Crowdsoucring Platform for the past 4 months and has found great joy in being able to approach the platform with her own style of recruiting tactics.
Sprague, like many recruiters or owners of recruiting firms, feels that bringing the business in is one of the toughest parts of the recruiting business. “Ideally, I would just like my focus to be on the actual recruiting rather than searching for new clients.” 
Trying to find the balance between the search for clients that suit your expertise and for more well-known employers can be tough. Sprague had explained to us that Reflik’s Talent Crowdsourcing Platform allows her to focus on what she loves doing: recruiting. “I love being able to make the perfect match for both sides – the client and the jobseeker. Recruiters need to remember to make their candidates happy as well as their clients.”
Sprague is the kind of recruiter who really takes the extra step on coaching her candidates through the job seeking process. “You need to be able to look at someone and see beyond what they have said they are good at. You need to see what kind of skills are transferable to certain roles.”
She believes that one of her recruiting tactics is to act as a guide for her candidates, helping them to land their dream job. “Looking beyond [the usual recruiting attitude] also applies to years of experience. There are some brilliant minds who may not have the traditional 4-year bachelor’s degree. I think that industries should be aware of these types of people and be more open to people who may not have a traditional education.”
Another of Sprague’s recruiting tactics when it comes to talent acquisition is to follow the news and current events closely. “My trick is to read the news closely. Wherever I see a lot of lay-offs happening, I scan Linkedin for people from particular areas or companies now in need of jobs.” Sprague continued to explain that, “when it comes to sourcing, recruiters cannot be passive.”
She firmly believes that you need to be constantly up to date and dynamic in your search, which is another reason why she loves Reflik. Sprague finds the Tuesday Update Calls with Eduard Tilihoi (the account manager here at Reflik), the job insights, and intake sessions with the employers to be perfectly in line with her proactive recruiting style. In addition, the availability and responsiveness of the account managers suites her needs as well.
Overall Sprague encourages any hard-working recruiter who is looking for supplemental work to his or her full time positions or an abundance of jobs to fill, to join Reflik. “Reflik truly stands out with its easy to use platform and engaging account managers!”
Here at Reflik we get a lot of questions about sourcing the best candidates for any given job requirement. While there is no one absolute method to go about it nor is there one place to find all of your quality candidates, we thought we would give you a few of our sourcing tips to find great candidates.
It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.
Internal Thesaurus
It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!
Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.
Pinterest Portfolio
Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!
The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Happy Hunting!
On Monday, December 5th, NJBIZ recognized Reflik for its excellence as an emerging business in New Jersey. As New Jersey’s leading business journal, NJBIZ holds the Business of the Year Awards each year to recognize New Jersey’s most dynamic businesses and business leaders, who share a commitment to professional excellence, business growth, and the New Jersey community.
CEO/Co-Founder Ashish Vachhani attended the ceremony that was held at the Palace at Somerset Park on the 5th to accept this prestigious award. Vachhani, in accepting this honor, said: “I am happy to receive the award on behalf of the entire team at Reflik.
We have been picking up a lot of attention lately for our innovative Talent Crowdsourcing Platform and the attention has not ceased!
From external eyes, Reflik has become quiet the successful business because of its ever increasing user base that has helped to fill jobs in the Tri-state area and across the country.
We would like to thank the New Jersey business community for coming out to this event as we celebrated successful entrepreneurs in the Garden State and their very exciting stories of success.
Thanks again to NJBIZ for this honor and a great ceremony. We look forward to many incredibly successful events like this one, celebrating NJ’s businesses and economic growth, in the near future.
“I recently received a text from a candidate, whom I had placed, stating how the new job changed his life,” Jenna explained to us. She feels that getting to know someone and making a positive impact in their life is truly rewarding for a recruiter.
Jenna Leach has been a recruiter for about three years. We got the opportunity to get her input on how to be a good recruiter and ultimately a recruiter who cares.
According to her, success comes from going beyond the resume. “Getting to know a human being rather than a piece of paper.” She believes success comes from being able to look past long, impersonal emails and trying to make a genuine connection with a candidate. We all know that nobody likes to be treated as a number or a chore.
We then moved on to discussing her recruiting experience using Reflik. She has been using Reflik for four months now and has successfully filled an Accounts Payable Specialist position at The Wills Group. “I liked that Reflik’s platform allowed for the recruitment process to be smooth. I also found the platform to be very user-friendly.” She also explained that Reflik has jobs from various industries and functional roles, and it enables her to expand her boundaries as a recruiter.
So finally how can one become a good recruiter? According to Jenna, it takes the right attitude, approach, and tools to become a good talent searcher and change some lives!
Barbara Taylor was an IT manager for twenty years. In 2008, when the economy slowed down, she became one of the 3 million Americans who were laid off that year.
Though a set-back, this bad news did not hold Barbara back. She began applying to jobs and finally a company hired her as a corporate recruiter.
“I knew what recruiters do,” she told me. “I thought I would be good at it. So I went for it.” Keep Reading
SOMERSET, N.J., Oct. 11, 2016 /PRNewswire-iReach/ — Reflik, the leader in crowdsourcing talent, today announced that it has partnered with SmartRecruiters, the Hiring Success Company, to offer a new way to source top talent on SmartRecruiters’ Marketplace. The partnership integrates Reflik’s innovative talent crowdsourcing platform into SmartRecruiter’s complete talent acquisition platform, to help companies find quality candidates in half the time and for half the cost.
Reflik sources top-quality candidates from its extensive network of thousands of recruiters and industry professionals. Then, Reflik’s proprietary algorithm and dedicated account managers filter and rigorously screen the most qualified people to deliver the 10 most qualified and ready-to-interview candidates in less than 10 days. Employers only pay for a successful hire, while recruiters and industry professionals receive cash rewards for successful hires.
“We are thrilled to launch Reflik on SmartRecruiters’ Marketplace and help more customers source top talent,” said Ashish Vachhani, CEO of Reflik, Inc. “Reflik is an innovative way to find talent – we crowdsource the most qualified candidates through our extensive recruiting community and our dedicated account managers drive the process. We are able find the right people quickly for less.”
The SmartRecruiters Marketplace dramatically eases the traditional pain of integrating 3rd party recruiting solutions into applicant tracking systems by providing over 250 pre-integrated sourcing, advertising, testing, and screening solutions.
“We are pleased to have Reflik join the SmartRecruiter Marketplace and impressed with how well their technology integrates with ours” said Jerome Ternynck, SmartRecruiters Founder and CEO. “Recruiting and hiring candidates through crowdsourcing is a new and powerful way to identify, source and engage with potential applicants. Together with Reflik, SmartRecruiters will help customers accelerate their hiring efforts and find their dream candidates.”
To learn more about SmartRecruiters’ Marketplace, visit marketplace.smartrecruiters.com
About Reflik
Reflik, the leader in crowdsourcing talent, finds top candidates in half the time and for half the cost, through its extensive network of recruiters and industry professionals. More than 150 businesses use Reflik to hire top candidates, including, Marsh & McLennan Companies, Reckitt Benckiser and CarMax. CIOReview selected Reflik as one of the 20 Most Promising HR Technology Solution Providers of 2016. Learn more at Reflik.com
About SmartRecruiters
SmartRecruiters’ modern enterprise talent acquisition platform is the generational successor to yesterday’s applicant tracking systems, allowing organizations to find, engage and hire the great talent they need to compete effectively in today’s economy. Atlassian, Ancestry.com, Equinox Fitness Clubs, Marc Jacobs, NBTY, Skechers, and Ubisoft are among the leading enterprises that have replaced their legacy systems with SmartRecruiters’ intuitive, powerful and complete solution. For more information, follow us at @SmartRecruiters, on LinkedIn or on https://www.smartrecruiters.com.
Media Contact: Kristen Fletcher, Reflik, 631-398-3456, [email protected]
News distributed by PR Newswire iReach: https://ireach.prnewswire.com
SOMERSET, N.J., Sept. 27, 2016 /PRNewswire-iReach/ — Reflik, the leader in crowdsourcing talent, today announced the availability of its new appfor download on ADP® Marketplace to help companies find top candidates in half the time and for half the cost, through the platform’s extensive network of recruiters and industry professionals.
Reflik harnesses recruiters’ and industry professionals’ networks using a Smart Candidate Matching Algorithm to find the best candidates from their databases and connections on LinkedIn, Facebook, Twitter, and Google+. From this large pool of qualified candidates, Reflik’s proprietary algorithm and dedicated account managers filter and rigorously screen the most qualified people to deliver the 10 most qualified and ready-to-interview candidates in less than 10 days. Companies only pay for successful hires, while recruiters and industry professionals receive cash rewards for successful hires.
“We are thrilled to join the ADP Marketplace and provide a seamless way for companies to crowdsource top talent to fill their open positions,” said Ashish Vachhani, CEO of Reflik. “At Reflik, we are proud to help companies find top new talent in half the time and for half the cost while simplifying their process and finding their dream candidates.”
Reflik joins an ever-growing lineup of critical HCM and business applications that enable employers to optimize decision-making by seamlessly integrating workforce data across their company through secure ADP application programming interfaces (APIs). ADP Marketplace is a cloud-based “one-stop-shop” designed to help employers dynamically manage an ecosystem of enterprise applications from ADP and world-class partners.
According to the ADP Research Institute®, the typical large company operates more than 31 separate HR applications and 33 payroll systems*. Many HR systems currently lack the ability to share workforce data with each other – and other core business systems. Today’s constantly evolving business environment requires a digital enterprise application shopping experience and seamless data integration capabilities across solutions to drive meaningful business productivity.
“Companies entrust many service providers to support various aspects of their HR and business operations and we’re providing them an intuitive platform to alleviate the management complexities,” said Don Weinstein, chief strategy officer, ADP. “Reflik’s customers only need to sign into one platform where they can access workforce data, integrate other HCM applications through secure cloud infrastructure and utilize developer resources to enhance their existing HCM services.”
To learn more about ADP Marketplace, visit marketplace.adp.com.
* Source: ADP Research Institute®, 2015. 2015 Global Human Capital Management Decision-Makers Survey. “Harnessing Big Data: The Human Capital Management Journey to Achieving Business Growth“
About Reflik
Reflik, the leader in crowdsourcing talent, finds top candidates in half the time and for half the cost, through its extensive network of recruiters and industry professionals. More than 150 businesses use Reflik to hire top candidates, including, Marsh & McLennan Companies, Reckitt Benckiser, and CarMax. CIOReview selected Reflik as one of the 20 Most Promising HR Technology Solution Providers of 2016. Learn more at Reflik.com
About ADP
Powerful technology plus a human touch. Companies of all types and sizes around the world rely on ADP’s cloud software and expert insights to help unlock the potential of their people. HR. Talent. Benefits. Payroll. Compliance. Working together to build a better workforce. For more information, visit ADP.com.
Media Contact: Kristen Fletcher, Reflik, 6313983456, [email protected]
News distributed by PR Newswire iReach: https://ireach.prnewswire.com
Katrina Kibben, managing editor for RecruitingDaily.com, opened up a new forum post on RecruitingBlogs.com. She writes:
Here’s the deal: we’re working on pulling together a tips and tricks type ebook + podcasts and I’m looking for your best recruiting tricks.
I’m thinking things like…
- A technology that cuts down on e-mail and saves you a ton of time
- A trick for managing and coaching hiring managers
- The e-mail tricks you use to get candidates to respond
- Your calling strategy
Surprisingly, a lot of the responses to her post aren’t about how to become a better independent recruiter – as in how to find more qualified candidates. They discuss logistical and operational solutions. 1/4th of the independent recruiters posted that the only solution was hard work – again, not to become a better independent recruiter, but to tackle the operational and logistical issues like sending out more emails and dealing with employers.
That’s right, none of you. It’s just not why you become an independent recruiter!
Independent recruiting is a fulfilling career. Earning a large financial reward and seeing your candidates in positions that they truly enjoys gives anyone a true sense of accomplishment.
There are a few challenges, though: How do you write a killer job description? How do you connect with employers? Is there a quick way to shortlist candidates from your large and abundant contact list?
There is great software out there to help employers manage these kinds of challenges. But independent recruiters, for the most part, are left alone – forced to scour through social media sites in agony, not being able to find what they are looking for; worse yet, many independent recruiters are working from a position of powerlessness in relationships with passive candidates and hiring managers.
The services you do use, as an independent recruiter, should relieve you of the hassle that you as an independent recruiter are currently facing. After all, if you don’t mind the hassle, why quit your 9 to 5?
Shouldn’t recruiting just be about connecting your contacts with great opportunities and collecting your reward? Didn’t you want to become an independent recruiter to recruit more, to connect more people to great opportunities, to provide more companies with the talent they need, and to get the financial rewards you deserve? Independent recruiters spend so much time networking, maintaining their contact list, following up with their contacts – why complicate the process with operational duties that have nothing to do with recruiting?
Finding employers looking for candidates, writing up great job descriptions, understanding exactly what an employer wants in a candidate – these things aren’t about hard work. They are logistical and operational. Any time or effort spent on this kind of work, as a recruiter, is time and effort spent not connecting people to great work – in other words, it’s time and effort spent not recruiting.
The time is now to invest in creating and propagating technological solutions that takes away the burden of operations and logistics from the day-to-day duties of the independent recruiter, so that independent recruiters everywhere can do what they love to do – connect more candidates to more great opportunities.
StartUp Beat has featured Reflik in an article written by Oliver Griffin. Griffen lays out the major points behind Reflik’s success, including:
Read the full article here.
We are so grateful to Oliver and the entire StartUp Beat team for featuring Reflik. We encourage you to check it out, not only to get a better understanding of Reflik’s innovations in the recruiting and HR space but to understand the broader landscape of innovative companies across industries and around the world. StartUp Beat is truly a pioneer when it comes to digital journalism in general and covering these kinds of companies in particular.
