Recruiting & Talent Acquisition Blog
At Reflik, we love celebrating the success of our recruiting partners. This month, we had the pleasure of speaking with Prestige Staffing, a well-established agency that has been in the staffing industry for over 26 years. Led by Charlotte Rea, who has been with the company for 14 years, Prestige Staffing recently made two successful placements through Reflik’s Talent Marketplace — and their journey offers valuable insights for other agencies looking to succeed on the platform. [Read more…]
Your company’s hiring goals didn’t shrink, but your team and budget did. Sound familiar?
Most Talent Acquisition leaders today are caught in a strange paradox. You’re expected to fill roles faster, find better candidates, and keep your hiring pipeline healthy. All while your resources, budget, and internal support are trending in the opposite direction.
No worries. Here’s the download:
Recruiting is fast-paced, highly competitive and constantly evolving. Success requires access to the right job requisitions, strong client partnerships, and technology that accelerates your workflow rather than slows it down.
Dimensional Thinking, a staffing agency with a team of over 30 recruiters, has cracked the code to consistently place top-tier talent. Their key to success? A strategic partnership with Reflik.
Nicholas O’Connor, Account Manager at Dimensional Thinking, shares insights into their successful strategies—and how you can replicate these results. [Read more…]
For over 18 years, VBeyond has been a global recruitment firm providing tailored staffing solutions and executive search services. Bhanu Pratap Singh, an Assistant Vice President at VBeyond, shared his experience working with Reflik and the positive impact it has had on their recruitment business.
Established in 2006, VBeyond has grown into a leading provider of staffing and executive search services with operations in the US, UK, and India. “We’re proud to be certified with ISO 2000 and recognized as a Great Place to Work,” shares Bhanu. He adds, “We focus on IT, banking, healthcare, engineering, and other verticals like pharmaceuticals and RPO services.”
VBeyond’s unique combination of executive search and leadership hiring has made them a key player in the recruitment industry, specializing in senior-level roles and client-specific solutions. [Read more…]
Roshan Kumar, a senior leader at Plaxonic, has seen significant growth in his recruitment agency, thanks to Reflik. Plaxonic, which started as an IT consulting firm, has now expanded into staffing and recruiting across various industries. In this interview, Roshan shares how Reflik has been instrumental in their recent success.
Plaxonic, established in 2013, initially focused on IT consulting before venturing into the staffing industry in 2019. “Staffing and recruiting have now become our primary business,” says Roshan. The agency specializes in delivering high-quality staffing solutions across a wide range of industries, including IT, healthcare, engineering, and manufacturing. “We provide both permanent and contract-based recruitment services,” he adds.
Shaina Kashyap is an experienced account executive at Patterns Hiring, a recruitment agency that initially specialized in healthcare. Since joining Reflik in 2023, Shaina and her team of recruiters have diversified their recruiting portfolio, expanded into new industries like IT and engineering, and consistently made placements across various functional roles.
In this interview, Shaina shares how Reflik has been a pivotal part of her agency’s success.
Melanie Minjares is a seasoned recruiter who joined Reflik in 2021. She was exploring opportunities to grow her recruiting business and discovered Reflik from a Google search, “How to scale my recruiting business.”
Here, she explains how she has succeeded in expanding her business and diversifying her recruitment portfolio while pursuing an MBA and juggling her family responsibilities.
Recruiting is a dynamic and demanding career where maintaining a good work-life balance can be challenging. However, Chloe Hayes, a seasoned independent recruiter, has achieved just that – using Reflik to take ownership of her life and continue to grow her recruiting business.
Our partnership with Chloe Hayes began in August 2021. Since then, she has placed several quality candidates, from a C++ Developer to a Vice President in the food services industry. She was excited that the first two hires came in just the first six months of working on Reflik, which she said demonstrates the growth potential on the platform.
In a recent conversation, Chloe explained her journey building her recruiting business and how Reflik has contributed to her growth.
Reflik is proud to be named to the prestigious Inc. 5000 list for three consecutive years — 2020, 2021, and 2022. Reflik has accelerated its growth exponentially over the past few years with innovative recruiting solutions, including direct hire, contingent hire, and agency management. During this period, Reflik has consistently added Fortune 500 clients, as well as small and mid-size enterprises (SMEs), in a range of different industries from Financial Services and Manufacturing to Technology and Professional Services.
As the largest online recruitment marketplace in the U.S., Reflik is dedicated to helping companies find the right talent quickly and efficiently through an all-inclusive centralized platform. Reflik is known as one of the top recruitment solution providers today with a combination of its innovative technology, intuitive user interface, and strong community of agencies and recruiters.
Reflik’s cutting-edge platform has successfully helped clients meet their hiring needs in a candidate-driven market, despite drastic shifts in hiring practices and labor force expectations caused by the pandemic. Its model also provides agencies and independent recruiters a platform to scale their recruiting business by supporting active jobs.
“Over the past three years, we have achieved exponential growth, which would not have been possible without the support of our clients and recruiting community,” said Reflik’s CEO, Ashish Vachhani. “We look forward to maintaining this momentum in 2023 and are excited about the future with our clients and recruiting partners,” Vachhani added.
Like many young graduates – Karl Becker was not sure what he wanted to do after college. That was until a chance discussion with a college friend planted the seed of an idea. That seed (recruitment, naturally) became the right career choice for Karl. A year after starting his recruitment business, he discovered Reflik. Now, only a year later, Karl is Reflik’s most recent success story.
Here, he discusses how the opportunities on Reflik enabled him to boost his recruiting business and highlights strategies that helped him find success on the platform.
Few understand the challenges and uncertainties of the dynamic job market better than the nation’s biggest recruiting agencies. From onboarding clients to managing the relationships and the hiring process, larger agencies experience the responsibilities and overhead costs associated with running a recruiting business daily.
Reflik’s unique business model tackles some of these bigger burdens head-on. As a result, larger agencies such as Lawrence Harvey and Infinity Consulting Solutions recognize the wealth of opportunity to increase the volume of placements for top clients through Reflik.
Here, we show how such firms are benefiting from utilizing this service:
Reflik, a leading talent acquisition platform, was named to the prestigious Inc. 5000 list for 2020. What is considered the largest online recruitment marketplace in the United States, has seen exponential growth in recent years, including the addition of many new Fortune 500 companies to their client list.
Reflik experienced 192% growth over the last three years, making it one of the top recruiting and sourcing services in the world today. What makes Reflik so successful is the combination of applied technology and its diverse pool of recruiters. It is a high touch meets high tech recruiting solution for companies of all sizes.
By being named to the Inc. 5000 list, they join other major brands like Intuit, Microsoft, Oracle, Pandora, Timberland, Under Armour, and many more.
It caps another great year for the talent acquisition platform which has seen revenue increase by 85% during the first half of 2020 compared to the previous year. Reflik also claimed the 2019 award for “Best Sourcing Technology” at The Workies.
“2020 brought many challenges to the world of recruiting. This global pandemic accelerated the digital transformation plans for many of our customers. Fortunately, Reflik’s model is one that allows us to support this trend and find highly qualified talent more efficiently through a single platform. The Reflik model has been able to support many recruiters, agencies, and clients despite the tumultuous 2020 we have had due to COVID-19 and the economy,” said Vachhani.
Ashish Vachhani, Reflik’s Co-founder & CEO, pointed to its innovative solution in sourcing and talent acquisition as a contributing factor to Reflik’s growth and its inclusion in the Inc. 5000 list. Reflik’s model reduces both time-to-hire and the cost of a new hire.
“We are excited to continue our year over year growth, which has put Reflik in the spotlight as a frontrunner in both the recruiting and technology industries,” CEO Ashish Vachhani added.
The recruiting industry is always evolving. The development of innovative technologies that are leveraging increasing virtual connectivity and a growing digital footprint provide access to a wider talent pool, while overcoming challenges posed by this pandemic. Below, we have compiled a list of some of the key online services, virtual interviewing tools, and mobile technologies that any independent recruiter, recruiting agency, or leading talent acquisition team can use to source and recruit top talent.
The defense industry is presently experiencing a difficult situation. With record-high military spending, contractors and government bodies struggle to recruit enough people with relevant security clearances and skill sets. There are two reasons for this. The main reason is a shrinking pool of security-cleared candidates. The second is a backlog of applicants going through security checks; clearance can take up to a year or more. This makes recruiting for roles requiring security clearance much more difficult than it has been in the past. Many of these roles work with the Department of Defense (DoD), meaning they remain less impacted by current situations like COVID-19.
Reflik is presently seeing a greater demand for these candidates. This year alone, we have helped engineering firm, General Dynamics, and cybersecurity specialists, Newberry Group, fill many vacancies that require a security clearance. Both firms discovered that the market is in a place where candidates are more selective than ever. The question of how to recruit for clearance jobs in this difficult situation requires careful consideration and a few simple steps. [Read more…]
It has been a long time since the talent pool for most professional jobs was as small as it is now, something all too familiar to Dave Murry of Cloud Talent. He has been recruiting for IT and engineering roles for 25 years and is fully aware of the talent acquisition problems those industries currently face. He shares the benefits of running your recruiting business on Reflik.
Few would disagree with the assessment of the extent and depth of change in recruitment happening right now. With unemployment at an all-time low in the US, it’s getting harder for businesses to recruit the right people for the right roles. As such, more companies are turning to recruiters to fill their roles and Reflik helps recruiters spend more time finding candidates and less time chasing new clients and jobs to work on.
We spoke to him about the struggles of recruiting for IT and engineering and how Reflik’s unique model helped move his business forward.
The professional recruitment environment has changed substantially in the last 10 years. Most industries are enjoying record-low levels of unemployment. This is good news for job seekers, but can be difficult for staffing firms and recruiters to find the right people. It also means the talent pool is smaller than ever, something that Ron Johnson of RKL Resources understands all too well. Recently, he placed a Software Engineer with one of Reflik’s longstanding clients – Fortune 500 listed company Interactive Brokers. It was another great hire for Interactive Brokers and another successful placement through the Reflik platform for a recruiter. So how do recruiting firms make placements with leading companies like Interactive Brokers, Marsh & McLennan, or Canon?
Ron shared his insights into how he was successful in finding and placing a software developer into a challenging role. The full interview can be found at the end of this article.
A great recruiter is only as strong as their network of candidates. The best recruiters are consistently meeting people and building relationships. In this installment of our Lunch & Learn series, Lori Bradsell, Reflik’s Director of Strategic Accounts, walks through a variety of techniques to source passive candidates.
You can view the full webinar recording and presentation slides at the bottom of the article. [Read more…]
A year is a long time in technology and the past year has been heavy in innovation within the recruiting world. 2018 brought us AI and machine learning. In 2017, it was emerging but now, it’s already part of the mainstream. By the end of 2019, we expect any recruitment technology worth using will have machine learning and AI at its core. It can be hard to keep up with all the technology out there, so we compiled a list of the top candidate sourcing technologies to keep an eye on in 2019.
To ensure you can find the right candidates, you need the right technologies utilizing the most up-to-date advances. The following 20+ technologies and tools will help drive success and improve your recruiting process regardless of whether you are an independent recruiter, a recruiting agency, or leading talent acquisition for a Fortune 500 company.
Frequently, recruiting firms and staffing agencies ask themselves, “how do I find more clients?” As a recruiter, you won’t need anyone to tell you that your business won’t survive long without a regular supply of new clients. Outreach can be time-consuming; in an ideal world, clients will approach you for their recruitment needs. But with a globally interconnected marketplace and a mountain of competition, that is unlikely to happen in most cases.
You can, however, improve your own outreach, use a better approach and streamline your business using some of the methods we discuss here. Alternatively, many recruiting agencies are turning to Reflik – one of the web’s top hiring marketplaces. Reflik’s technology platform allows businesses to post job orders and select candidates while Reflik’s independent recruiters and recruiting firms source top talent. Below are several sources you can use to find new clients for your recruiting business:
Meet Jennifer Simmons: With over a decade of experience in the recruiting and staffing industry as a corporate recruiter, Jennifer decided to set off by herself. She wanted to work as a freelance recruiter. For over a year now, Jennifer has done just that. She has become very familiar with recruiting online.
She has experimented with a number of services like Reflik, which bring jobs to professional recruiters who are looking to work remotely from home.
Reflik also works with staffing agencies that are looking to make more money by reducing costs in sales and business development. Read More>>
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 >>
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 >>
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!
“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
Being a Human Resources professional for over 15 years, I have had to take on many responsibilities. What has always been the most enjoyable for me is talent acquisition – finding great people to work for remarkable companies. Recruiting is my passion.
Recruiters have certain pain points, certain ambitions and dreams, and a unique perspective that no single solution can fully appreciate. At these points, we dream of a simple solution. We want a way to realize our potential. We want a solution that integrates smoothly with our workflows, with the way we look at the world.
When the Reflik Team asked me to write a quick blog post about the platform, with little hesitation, I began jotting down the five reasons why every recruiter should use Reflik today. Recruiters have always wanted to use a talent crowdsourcing platform like Reflik. Here is why:
My area of expertise is recruiting in the manufacturing, distribution, and supply chain spaces. This is what I am most comfortable doing. Reflik allows me to thrive in my comfort zone and gives me the opportunity to extend my reach. I’ve always wanted to explore talent acquisition in the IT space; Reflik allows me to do just that.
Recruiting is challenging. Finding good people can be difficult and, in times when the economy is not doing so well, companies are simply not hiring. Reflik solves this problem through sheer volume.Reflik essentially has two crowds – the recruiters and the employers.By having so many employers on the platform, Reflik provides its recruiting community with plenty of quality jobs that need to be filled.Moreover, there is always a job on the platform for any kind of professional. I find myself submitting candidates for certain positions that I find while sourcing for other positions. This is possible only because Reflik has a lot of jobs that need to be filled.
Reflik integrates seamlessly with my sourcing strategy. To sell a job to a candidate – the essence of recruiting – I need a job that pays well. The company that is trying to fill that job must be reputable, as well.Reflik seems to only have good jobs and highly reputable clients, differentiating itself from similar services out there for independent recruiters. This allows me to be very productive and efficient in the way I source candidates.
Reflik is a great platform for lulls. When I am running low on jobs that I can work on, the Reflik platform is a great source for more work. It is a great way to refer candidates that I haven’t been able to submit to other jobs that I have worked on in the past.
Reflik’s communication is superb. Recruiters need constant feedback to fully appreciate the kind of person a company wants. The Reflik Team – composed of dedicated Account Managers and a Community Manager – provides the entire Reflik recruiter community with great feedback and much-needed information.The Reflik Team is willing to help, bridging the gap between hiring managers and recruiters. They are very easy to reach. I have the email addresses, as well as the phone numbers, of the Account Managers and the Community Manager. The chat box feature on the website is an added bonus. Moreover, the webinar and weekly phone calls make communication quick, easy, and constant – perfect for recruiters.
Cherri Politis
I am impressed with how well the Reflik team communicates with the recruiting community. They respond quickly and effectively. Overall, the line of communication between Reflik, its community of recruiters, and the clients is superb. I have never experienced anything like that – it is unlike any of the other services out there.
The platform itself is a powerful and straightforward kind of recruiting software. Whether you’ve been recruiting for over 20 years or have just begun recruiting, the interface is intuitive and easy to navigate. It seems to be designed to find the right people for all kinds of jobs – the essence of recruiting. There is never a lack of jobs on the platform. I get all the information I need when I need it. And yet I don’t find myself having to spend time and money attempting to learn the system.
The candidate pipeline feature is helpful: recruiters have access to information about where candidates’ resumes are in the hiring process.
I’ve been a recruiter for 20 years. I opened up my own staffing agency, Direct 4U Recruiting, about a month ago. I use Reflik to get the jobs I work on. Reflik is fabulous and easy to use.
Shortly before transitioning into independent recruiting, I was a recruiter in the aeronautic industry. Even though I was a top recruiter, the company I worked for had to cut my recruiting fees. I didn’t like how unpredictable corporate recruiting was becoming. So, I decided to recruit by myself. Reflik was the perfect place to start.
There are plenty of positions on the platform. They are of different kinds – such as IT and management. These different positions are all easy to find.
I don’t have a lot of experience here, but with the help of Relik’s community manager and the team of account managers, learning has become a quick process. They are easy to talk to.
Reflik is easy to use. The staff works to make it easy to source the right candidate. Job Descriptions are effective.
I love Reflik’s “Job Insights” feature. It explains exactly what I should be looking for in my candidates. As far as I know, there is literally nothing like it out there today.
Susan, the account manager I work the closest with, provides me with deep insight into what it takes to get my candidate an offer. She draws out the exact picture of what employers want.David, the community manager, answers any question I have at any time.
During off-duty hours, I love using the chat box conveniently housed on Reflik’s main page. The responses are quick and effective, as is expected from Reflik.
What I love about Reflik the most is that it is free for independent recruiters to sign up. It’s a risk-free entrance into independent recruiting. I love it. I was skeptical, at first, to try independent recruiting. After finding corporate recruiting to be less than what I wanted, I decided to open up my own recruiting firm. I went all in. I took the risk. And Reflik was there to guide me every step of the way in a very simple and easy to use kind of way.
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.
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:
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.
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.
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.
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.
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!
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.
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
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.
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.
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!
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!
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:
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.
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.”
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.
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.
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.
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!
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.
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.
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
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.
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:
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/
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.
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.
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.
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.
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.
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!
