Reflik

Recruiting & Talent Acquisition Blog

Make More Placements With Reflik: A Recruiting Agency’s Success Story

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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.

About Plaxonic Workforce Solutions

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.

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Diversifying Your Recruiting Portfolio: Insights from a Seasoned Recruiter

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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.

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How Recruitment Agencies Make Consistent Placements Using Reflik

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One key takeaway from most recruiters and agencies working on Reflik is how much and how quickly they can scale their recruitment business through the platform. Chicago-based agency, Raymax Recruitment Solutions is one such example. This up-and-coming agency, specializing in medical, engineering, and hospitality industries, started working on Reflik in October 2021.

Within just a few months of signing up on the Reflik platform, Raymax has successfully made seven placements. The opportunity to focus on generating revenue rather than chasing clients has significantly contributed to this agency’s success.

We recently spoke to Ian Ali – the Head of Recruitment at Raymax. He was happy to share his experiences recruiting via Reflik and explain what working on this platform means to Raymax.

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Kickstarting your recruiting business using Reflik: Featuring a newly established Agency

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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.

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A Reflik Guide: Candidate Vetting Best Practices

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The Bureau of Labor Statistics estimates the cost of a bad hire at billions of dollars to the US economy. It is not just the financial cost, though; a previously strong team can also lose productivity, morale, and time in mitigating bad decisions taken by wrong hires.

These issues can be avoided with a robust candidate vetting framework. With a reliable vetting system during recruiting, bad hires are reduced considerably. By extension, this means more successful placements and a better reputation for the recruiter, agency, or talent acquisition specialist. Here, we share key strategies on vetting candidates to secure a strong hire for your client.

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Top Candidate Sourcing & Recruiting Technologies 2020

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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.

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Recruiting Tips And Strategies: Advice From A Top Reflik Agency

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Reflik is always pleased to hear success stories from recruiters utilizing our platform. We recently spoke to Alexandra Elinsky, owner of the recruitment agency Empower Human Potential about her recent accomplishments on the platform. Alexandra started using Reflik and just three months later, made her first placement. She has since made several more placements on the Reflik platform. Here, she shares her story and offers recruiting tips and strategies for other agencies considering using Reflik to drive their business forward.

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Scaling Recruiting Operations with Reflik: InterAction24 Shares Their Experience

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scaling-recruiting-operations-reflik-interaction24

Reflik is a revolutionary technology platform that is changing the face of recruitment. Yet for all the technology, the human factor, the recruiters and recruitment agencies, are the key to Reflik’s success. InterAction24 is a recent success story; we met with them virtually to discuss how they are using Reflik to scale their recruiting agency.

Founded in 2016 by Anna Maria Silva, we were delighted to hear the great ways in which they apply Reflik’s information and methods to fill available roles.

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How to Recruit for Security Clearance Jobs

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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…]

The Benefits Of Running Your Recruiting Business On Reflik

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benefits of running your business on Reflik

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.

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How Staffing Firms Can Make Placements With Fortune 500 Clients

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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.

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Beyond the Job Boards: Sourcing Candidates Using Non-Traditional Methods

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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…]

Tips For Growing Your Recruiting Agency on Reflik

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recruiting agency growth on reflik: tips for building your recruiting agency
Christopher Tubaugh
CEO at Radiant Recruiting Services

In 2019, it’s more important than ever for businesses to hire the right people. As more companies consolidate their recruiting vendor programs, Reflik has been playing a key role for many recruiting agencies. Christopher Tubaugh, the CEO of Colorado-based recruiting agency, Radiant Recruiting Services, understands just how much recruitment has changed in a short time. Many people like Christopher have turned to Reflik as a channel for growing their recruiting agency. He has harnessed the power of a variety of web tools to grow his business and reach out to clients, which he has adapted successfully. Part of his arsenal is Reflik.

In a recent interview, Christopher explained how Reflik is a vital link in the chain of the success of his recruitment business. “I see the future of recruiting leading to more outsourcing of HR departments,” Christopher said, acknowledging the fundamental changes and pointing out the enormous spike in agency and independent recruiters in the U.S., mimicking the situation as it currently stands in Europe.

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2019 Trends for Hiring in Construction and Engineering

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2019 trends for hiring in construction and engineering

As an industry, engineering and construction have traditionally been areas of high employment. The trend for decreasing unemployment continued through to December 2018 across all sectors, including engineering and construction. As 2019 begins, Reflik perceives an increase of 6,000 job openings in January 2019 alone, up from 157,000 in December to around 163,000 this month. It could be a great year. The unemployment rate for this sector is steady at 1.3% for engineering, and at 3.6% for construction. Management roles in construction are currently low at 0.4%. This is mostly good news, but there are some talent acquisition issues that will need addressing as we go through the year.

We covered the research outlined below and many of these trends in our December webinar, which can be viewed by clicking here. This is a follow-up to our trends reporting for accounting & finance.

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Top Candidate Sourcing Technologies for 2019

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top candidate sourcing technologies for 2019

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.

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9 Ways To Find Clients For Your Recruiting Firm

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9 Ways to Find Clients for Your Recruiting Firm

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:

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4 Recruiting Trends for 2017

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Each new year brings gradual changes to the recruiting industry. These recruiting trends can be a result of new technology, political change, cultural changes and/or social transition. Whether these new trends come from any or all of those sources, we, at Reflik, have had our ear to the ground in anticipation. Here are some of our predictions for the trends in recruiting industry in 2017:

  • Increased competition in both software and firms

With new staffing agencies and recruiting software companies entering the market, it gets more difficult for each one to stand out. We foresee these companies having to spend much more on sales and marketing this year with additional funds being used to create an identifiable logo, a strong presence and a sleek, engaging website to attract new customers. We also predict that some agencies will do the opposite. They may opt to save on costs and worry a little bit less about their brand’s exposure so that they can focus solely on recruiting. Agencies can do just that with a recruiting platform like Reflik. In a marketplace like ours, agencies do not have to worry about attracting any clients because recruiters have access to a multitude of requisitions. Recruiters earn a fee for each placement made on our platform.

  • Demand for new skills

With new technologies and ideas come new practices, with new practices come new needs, and with new needs come new jobs. Whether its big data doctors or augmented reality analysts, there are always changes in the types of jobs on the market each year. This means it is up to recruiters to know what these roles are and what they require. We suggest that recruiters follow blogs in different industries to get a sense of where job roles and expectations are heading.

future doc

  • Diversity of candidates

Aside from the obvious need for inclusion and diversity from a demographic sense, each year companies are becoming a little more open to looking beyond the “traditional candidate.” Such changes in employer behavior will allow recruiters to easily target millennial candidates whose backgrounds are different from candidates a decade ago. Recruiters and, in turn, employers should ask themselves questions such as: do the candidates really need a traditional four-year educational background? Do they really need to have five years’ experience exclusive to one industry? Is knowledge of one technology transferable to another? These sorts of questions are going to be raised more frequently as companies are looking to attract a younger, more diverse generation entering the workforce. If employers and recruiters underestimate this trend, then they might overlook great candidates.

  • Need for human element

The push towards adopting new recruiting technology can sometimes have an adverse effect on recruiters. While technology facilitates interactions with candidates, it can also create more barriers to the critical human interaction needed in this industry. It is vital to develop an actual relationship with candidates in order to attract the quality person you are seeking rather than a large number of unqualified candidates. Recruiters cannot be replaced by technology when it comes to conducting certain critical tasks. Take for example a recruiter’s expertise when it comes to matching a candidate’s personality to a prospective employer’s work culture, can technology handle this? Reflik understands this need for the human element. Our platform allows agency recruiters to perform their functions with a significant degree of flexibility and equips them with the information that is required to find the best candidates.

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

4 Sourcing Tips for Recruiters

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Here at Reflik we get a lot of questions about sourcing the best candidates for any given job requirement. While there is no one absolute method to go about it nor is there one place to find all of your quality candidates, we thought we would give you a few of our sourcing tips to find great candidates.

Sourcing Tip 1) Plan Your Search

It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.

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Internal Thesaurus

Sourcing Tip 2) Figure out who to search for

It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!

Sourcing Tip 3) Search in the right places

Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.

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Pinterest Portfolio

Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!

Sourcing Tip 4) Rinse, Switch-up, Improve

The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Happy Hunting!

 

 

Independent recruiters should not be hassled

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

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

I’m thinking things like…

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

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

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

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

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

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

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

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

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

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

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

Reflik’s Ease of Use

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

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

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

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

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

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

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

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

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

Watch our video “how it works”, for an overview or sign up today as a member, independent recruiter or employer and start posting and referring right now.

 

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

By Ashish Vachhani

Knowing What the Candidates Really Want

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

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

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

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

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

  • Their skills and experience

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

  • Their background

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

  • Their interests

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

  • Their real desires

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

  • Salary

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

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

Candidates Want:

  • Communication

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

  • Information

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

  • Efficiency

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

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

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

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

by Ash Geria

The Importance of Knowing Your Clients

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

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

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

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

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

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

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

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

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

By Ashish Vachhani

How to Become a “Good to Great” Recruiter

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

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

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

Great at Networking

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

Great at Focus

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

Great at Organization

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

Great at Listening

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

Great at Intuition

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

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

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

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

By Ashish Vachhani

Social Recruiting 101

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

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

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

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

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

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

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

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

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

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

Check out how Reflik can work for you by watching our how it works video.

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

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

by Ash Geria

So Your Talent Acquisition Database Is Big. Now What?

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

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

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

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

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

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

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

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

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

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

By Ashish Vachhani

How Reflik is Disrupting the Recruiting Industry

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

For Employers

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

For Recruiters

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

For Job Seekers and Members

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

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

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

Check out how Reflik works!

by Ash Geria