Reflik

Recruiting & Talent Acquisition Blog

COVID-19: How to Transition to Interviewing Virtually and Hiring Remotely

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how-to-transition-to-interviewing-virtually-and-hiring-remotely

COVID-19, or coronavirus, has forced most businesses to rethink how they run daily operations, particularly when hiring. Processes such as bringing a candidate in for an interview are no longer an option for most companies due to office safety rules. However, for businesses that are able to maintain continuity through remote work, vacancies are being filled through a fully online interview process.

Is your business looking to hire while unable to call candidates for on-site interviews?

Below are a few steps that can help you transition to interviewing virtually and hiring remotely. [Read more…]

How To Fill Your Cybersecurity Workforce Gap 

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With an increase in cyber attacks, companies and organizations are more focused than ever on increasing cybersecurity and protecting data. While big companies struggle to cope with these security breaches, small businesses are equally at risk. They’re often even a bigger target for cybercriminals because their security defenses are weaker than those of larger companies.

This means that cybersecurity professionals are more necessary than ever. But this high demand for security is creating a severe shortage of cybersecurity talent for companies of all sizes. In 2019, companies are becoming more desperate to come up with solutions for recruiting and hiring skilled professionals.

[Read more…]

10 Reasons Why Businesses Must Be Faster With Their Hiring Process

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ten reasons why businesses must hire faster

In a tight job market, the costs of hiring slowly are more significant than most hiring managers and talent acquisition teams realize. Current Bureau of Labor Statistics data shows that unemployment is lower than it has been for over a decade. Industry analysts warn now that it is too low for long-term sustainability.

From a job seeker’s perspective, this is a positive situation. It means they may leave one job and experience no great difficulty in acquiring relevant employment elsewhere. From an employer’s perspective, this buyer’s market makes hiring difficult. Ghosting, where a contact goes silent and doesn’t respond to attempts at communication – a problem once limited to the world of online dating – is now common in recruitment. Employees are accepting jobs and then either canceling on the Friday before the Monday they are due to start a new job, or simply not turning up for work on day one because they had another, better, offer. [Read more…]

How Reflik Has Helped Interactive Brokers Hire Top Talent

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Evan Lerman is the Director of Recruiting at Interactive Brokers. He uses external vendors to find the best talent out there in the recruiting industry. He isn’t alone.

Outsourcing the process of finding top talent allows senior management to focus on building strategy and strengthening their company – rather than having to read thousands of resumes or worse speak to thousands of potential candidates.

Ironically, many senior talent acquisition executives wind up sifting through hundreds of emails and voice mails trying to find the right vendors for their companies. It’s especially hard when you have to keep efficiency, quality of work, and your company’s budget in mind. [Read more…]

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…]

What are the 2019 Hiring Trends for IT Professionals?

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2019 software and technology recruiting trends

Hiring in IT software and hardware has always been a highly competitive area for recruitment. It’s a landscape undergoing near constant change with new technologies and challenges arriving every year. 2019 is already showing signs as being competitive in most industries; it’s called “The War for Talent” and many businesses don’t feel as though they are winning. The situation in Information Technology is particularly competitive in the world of talent acquisition.

  • Unemployment in general technology is presently 1.9%
  • Unemployment in the computer and mathematical sciences is presently 2%
  • These figures are against a national average unemployment rate of 3.9%

Technologies in development and just entering the market now is adding new roles every day. Clearly, there will not be enough people to fill them. We took a deep dive into the 2019 hiring trends for software, technology and IT professionals in a recent webinar (recording here). For your convenience, we have summarized the key takeaways. [Read more…]

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.

[Read more…]

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.

[Read more…]

2019 Trends for Hiring Accounting & Finance Talent

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2018 has been a great year for the financial services industry. Continued shrinking of the unemployment figures saw a ratio of 1:1 of job openings against unemployed figures for the first time since the year 2000. The start of 2019 will likely see 6,000 more new openings across all industries for finance and accounting roles, rising to 163,000 in January from 157,000 in December 2018. It’s looking like a great year, but one with several trends indicating potential problems if not addressed.

You can view the full webinar from December highlighting the 2019 trends for hiring accounting & finance talent below, but for your convenience, we have summarized many of the key takeaways that our research uncovered:

[Read more…]

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.

sourcing tips - 1

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.

Do Firms Focus Too Much On College Rank?

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College is increasingly seen as the primary gateway to a successful life in the United States as more bright-eyed students are entering four year universities. Unfortunately, many of these students attending state universities or lesser known colleges will discover after four years that firms give priority to students from “brand name” universities over those from less prestigious institutions regardless of experience, grades, or activities. In Lauren Rivera’s article, Firms Are Wasting Millions Recruiting on Only a Few Campuses, ironically published in Harvard Business Review, she outlines how top firms are actually losing hefty sums by recruiting exclusively from select institutions. According to many firms, they seek candidates from particular schools because they believe students at these institutions have the traits desired by the firm.  Apparently clients of firms also feel more at ease with a consultant or associate with an impressive alma mater on their resume. Clearly hiring managers at top firms have strong feelings about recruiting from top universities but are they right to be prejudiced against lower ranked colleges?

Rivera certainly doesn’t think so as she lays out clear reasons for why top firms should consider recruiting from lesser known schools.

  • Limiting recruitment to top schools can limit your ability to attract highly motivated and skilled students.

    Many top-performing students, especially those from limited means may attend schools that better match their budget, turning down universities with better recognition. By limiting hiring exclusively to the top ten schools in the nation, hiring managers are not exposing themselves to students from diverse backgrounds and means who would provide value to a firm.

  • The current recruiting strategy is broken.

    Top firms attract talent by sending ambassadors to universities to host receptions, info sessions, luncheons, and dinners to find great candidates for future employment. Quotas are allocated for certain schools and before applications are received, jobs are set aside for certain prestigious universities. The whole process is costly and inefficient, qualified candidates are ignored if they’re from the wrong school and the cost of ambassadors/events can quickly add up.

  • “Top Tier” is left to the imagination and isn’t data-based.

    Hiring managers often have an idea of top schools in mind without actually knowing whether these schools produce better employees. For example, a state university’s engineering department could produce better engineers than a lower-ranked Ivy League department but a hiring manager will still pick the Ivy-League student over the better prepared state university student. Researchers even found that students from top-tier schools are significantly less satisfied at large law firms than those with a less prestigious institution on their resume. A portion will even leave the job within two years after being hired from dissatisfaction, not allowing firms to recoup the amount they spent on recruitment or training.

  • Training fees just aren’t worth it.

    Rivera found that many of the top universities, regardless of focus, are less likely to offer adequate instruction of the skills necessary to work at positions provided by firms. Companies are forced to provide training that can last up to a year for graduates, a huge cost added to recruiting fees. For example, students from higher-ranked universities are not usually the best performers on skill exams like the Bloomberg Aptitude Test.

Rivera ends her article by encouraging firms to look beyond status-quo recruiting strategies to find un-tapped talent from lower-ranked universities, who likely have better skills and will cost less in the long term. Change is certainly necessary if top firms wish to remain competitive and acquire the most qualified candidates. A vital tool that employers can utilize to acquire the best talent possible is the Reflik platform. Rather than spending large sums on college ambassador programs, where thousands are spent on travel, lodging, and lavish food spreads, firms could post open positions on the Reflik platform, where independent recruiters and individuals refer highly qualified candidates directly at no cost unless a candidate is hired. Referrals are analyzed and the most qualified candidates from the list are passed along to the employer to ensure maximum efficiency. Sometimes traditions have to be broken and Reflik is leading the charge in radically transforming the recruiting industry.

Source: Harvard Business Review

Reflik’s Ease of Use

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

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

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

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

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

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

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

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

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

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

 

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

By Ashish Vachhani

The Perks of Social Recruiting with Reflik!

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The recruiting industry is evolving at a rapid pace. While old ways of finding new employees  included job boards, professional association websites and internal employee referral programs, social recruiting is emerging as the most effective way to find new employees.  Unfortunately, many employers previously didn’t have the means to recruit through social media and thus don’t have the experience necessary to take advantage of this opportunity. In contrast, recruiters have been using social media sites like LinkedIn as a source of candidates for years but don’t have a central site to connect these candidates with applicable positions efficiently.

With technology continuing to change daily, so has the behavior of the job seeker.  Today’s candidates are much more tech savvy and use social media on a daily basis – often on smart phones or tablets.  As millennials increasingly make up a larger portion of the job market, it is essential that efforts are made by recruiters and employers to capture their interest where it is best held, social media. In order to reach those valuable candidates, you have to use social recruiting, which is made easy for employers and recruiters on Reflik.com.

Social Recruiting For Employers

With the tightening of recruiting budgets at many companies, employers need a reliable source of candidates without the hassle of hiring additional staff to perform new tasks. With Reflik.com they don’t have to allot a good deal of time learning how to use social media to find candidates.  Reflik helps manage the process for employers – saving both time and money!

Reflik is based on social recruiting through crowdsourcing.  We help employers find candidates by using the “crowd” – all those people on social media.  You sign-up and post your job for free with a referral reward that you decide on.  Then our “crowd”, which consists of independent recruiters and members find high-quality candidates for you.  You only pay the referral reward if a successful hire is made.  Social recruiting done the Reflik way is much more cost effective and efficient than recruiting the traditional way with job boards, costing hundreds of dollars for each listing, as well as each site and recruiting firms charging a large percentage of a year’s salary. In short, Reflik lets you be in control.

For Independent Recruiters

When you sign-up with Reflik as an independent recruiter, you have access to all of our hard-to-reach job listing without having to become an approved vendor. All you need to do is sign up! The process is simple; you find a great candidate through social recruiting or your own networking for the right position and you get the referral reward.  You aren’t at a disadvantage against big firms and we manage much of the process for you.

We can automate your communication through social media platforms and email – or you can do it yourself with a unique link that connects the job listing to your account.  Anyone who applies with that link is connected to you – you can track the process through Reflik.com and then when your candidate is hired, we distribute the payment for you. In fact, here are the top 6 reasons why independent recruiters love Reflik.

In today’s tough job market, with most of your target candidates spending a lot of their time on social media, social recruiting is the new trend that you can’t afford to miss.  Reflik makes it happen, right now.

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

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

By Ashish Vachhani

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

Are You Well Connected with Your Clients and Candidates?

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One of the keys to successful employee recruitment is developing good relationships with your clients and candidates.  You need clients to provide open positions that you can fill.  You need candidates to fill those open positions.  You may have contract clients that you work with who provide open positions that you can fill.  In addition, you want them to come back to you with repeat business.  To make sure they do, you must get connected and stay connected.

You can be an “adequate” recruiter by filling openings but you become a stellar recruiter when your clients and candidates feel that they are getting a valuable service with personal interaction.  The companies for which you are recruiting may have already done some employee recruitment on their own.

They want to know that you understand the position requirements and the company culture.  They want to know that you aren’t just looking for “a” candidate, you are looking for the “right” candidate – and that you can deliver with a minimum of effort on their part.

The candidates with whom you work want to know that you are attuned to their skillset, needs and desires.  They aren’t just looking for “a job,” they want the best job.  They may need personal attention, a bit of resume editing and a little interview coaching once you get beyond the first step.

Reflik is a revolutionary recruiting platform built by professional recruiters.  On the company side, we take a lot of your workload right out of the equation.  We have the lucrative job listings that you may not normally have access to.  You no longer have to spend time combing job boards, association websites or company job listings.

With Reflik, you are no longer at a disadvantage in competing with big recruiting firms.  Additionally, we take care of the business end for you.  We have the payment guarantee, the candidate tracking and the payment collection set up ahead of time so you have time to do what you do best – recruit.

We handle a lot of the in-between work for you so you can spend more time nurturing your candidates.  When you can concentrate your business on candidates, you can do more than send the occasional “are you interested in” or “do you know anyone who” email.  You can spend more time networking on social media and looking for more clients.  You can also stay connected with the clients you already have.

Keeping up with the latest trends in their industry, knowing what is available – and how it fits in helps you show personal involvement when it comes to the actual recruiting.  Even if they aren’t interested today – they will come back when they are and you may be able to surprise them with a dream job.

Since Reflik was built by recruiters, we know what your challenges are and how to solve them.  If you haven’t checked it out – see “how it works” on video or get started right now and sign-up for free, today!

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

By Ashish Vachhani

Employers & Recruiters can Leverage Social Media Contacts

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Over 75 percent of American adults are using social media on a routine basis including most of those in the “career age”.  Many of these people have hundreds of social media contacts – which makes them a rich source of contacts for job recruiting through job referrals.

For the Employer

In today’s job environment, corporate headhunting budgets have faced cuts and though more job openings are available, companies don’t have the finances available to ramp up internal recruiting programs.  Most companies know that the best employees come through referrals but internal referral programs aren’t enough.  In addition, though the exponential growth of social media is a well-known fact – company managers don’t often know how to use social media effectively to find better candidates.

Reflik puts all of these problems together – and solves them through a referral-driven social media recruiting platform.  Social media recruiting uses the “crowd” to identify quality candidates at a much lower cost than traditional headhunting. Employers have the benefit of hiring through referrals – and access to many more social media contacts, including those “passive” job seekers that can’t often be reached.  Referral rewards are set by the employer and paid only if a match is made.

For the Independent Recruiter

Most experienced, professional recruiters have large databases full of the resumes of qualified candidates.  Finding the right candidates for a particular job, however, may require the time-consuming effort of Boolean search or worse, manual sorting through the database to find a matching prospect for a particular job listing.  In addition, independent recruiters who don’t work for a large firm with preapproved vendor contracts, may find it difficult to access many lucrative job postings.

Reflik gives the independent recruiter equal access to all job listings, with a substantial reward for a successful match.  Reflik’s proprietary system can automatically match database resumes and profiles of social media contacts to job listings based on the matching algorithm, without spending the recruiter’s valuable time.  The Reflik system will also automate email contacts, social media posts and private messages if the recruiter desires.  This allows the recruiter to spend more time, identifying new contacts through social media.

Recruiters can also access the “hire” platform to post any jobs listings they have access to – providing an additional potential revenue stream.  The candidate’s progress is tracked automatically through the Reflik system and referral rewards are paid when a successful match is made. Here are 7 ways you can start leveraging social media for larger referral rewards.

The advantage of utilizing social media contacts as a recruiting base is clear.  Most people are on social media, many on multiple networks.  Most people also have hundreds of contacts who can be contacted through those platforms with a minimum of effort.  The added benefit of social media-driven referral networks is the ability to exponentially increase the number of potential candidates – and increase the quality at the same time.

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

by Ash Geria

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

The Crowdsourcing Disruption: Uber and Reflik

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Crowdsourcing is the process of acquiring services or information by seeking contributions from communities, particularly from those that are online. Some of the most successful new companies on the market are currently using this process to make people’s lives easier and better. Reflik will regularly be releasing blog posts from a number of authors on the Crowdsourcing Revolution, where we will be comparing the origins and strategies of the exciting new companies that are utilizing crowdsourcing at the core of their business.

Prior to becoming a global success worth tens of billions of dollars, Uber was merely an idea in the mind of StumbleUpon founder, Garrett Camp, and entrepreneur, Travis Kalanick. While hanging out one day, they realized that taxis ran an inefficient monopoly on transportation in San Francisco and that this system could be made more streamlined and cost-effective. They discovered that by connecting drivers directly to customers through a phone application, customers would pay less for rides and drivers could find customers more quickly.

Unknowingly, one of the First modern Crowdsourcing Ideas was Born

Camp and Kalanick had unknowingly just fathered one of the first crowdsourcing ideas, one where taxi services are crowdsourced to a wider range of riders and drivers, not just licensed taxi drivers and customers on the street. Their first prototype revolved around splitting the cost of a Mercedes and a garage, as well as creating a mobile application called Ubercab.

Three employees of the new company tested out Camp’s and Kalanick’s idea by driving through New York City to deliver customers found from the application to their destinations quickly and for less money than normal means. The test proved successful and Uber first went live in San Francisco in the summer of 2010. Despite legal issues, Uber became wildly successful and has expanded into 58 countries. This fascinating company will undoubtedly continue to innovate to make ride-sharing more cost-effective and exciting.

Uber Brings Drivers to Travelers Just as  Reflik Connects Employers with Independent Recruiters and Jobseekers

Just as Uber disrupted the unimaginative and expensive world of taxi services, Reflik has made the disruption of the traditional world of recruiting one of its primary goals. A foremost cause of Uber is to increase efficiency, which it accomplishes for both the driver and customer. The driver has the ability to create their own schedule and use the car of their choosing, not just a mandatory yellow cab.

The customer has the ability to use their mobile phone to quickly hail a private car instead of waiting in the street for a taxi to come around the corner. In the same manner, Reflik increases the efficiency of the recruiting industry by directly connecting employers with third party recruiters and individuals to fill positions more quickly with better candidates. The slow moving recruiting industry of the past has experienced small improvements from online job boards but nothing can beat the speed of a referral-driven platform.

Reflik Drives More Hires for Less Money than Traditional Recruiting  Avenues

Taxi services can also be incredibly expensive while Uber’s overall cost is usually lower than the cost of a taxi. In the same way, traditional recruiting methods can cost up to 20% of the hire’s salary, while a typical hire with Reflik’s crowdsourced recruiting can be accomplished with a referral reward of only $5000!

Reflik replaces the need for typical recruiting methods by exposing open positions to third party recruiters and individuals who can then refer their qualified social and professional contacts to those positions at no cost to the employer. If the employer finds a perfect hire then a referral reward is paid to the referring party. Ultimately, Reflik drives more hires for less money than traditional recruiting avenues just as Uber gets passengers to their destinations more efficiently than traditional taxi cabs.

Posting jobs is free, quick & easy! Get started today!

By Ashish Vachhani

 

8 Considerations when Selecting an Applicant Tracking System

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For some companies, the most challenging aspect of business is the finding and acquiring of highly-qualified employees. In the past, inefficient paper files were used in talent acquisition management and more recently, cumbersome internal systems were utilized despite their impotence. With the rise of Applicant Tracking Systems (ATS), that electronically handle recruitment needs, companies are increasingly finding their recruitment tactics to be streamlined and organized. Despite a new age of recruiting dawning with the introduction of  ground-breaking new technology, companies still have to make the difficult decision of choosing the perfect ATS that will fit their recruiting needs.

Here are eight things you should consider when looking for an Applicant Tracking System (ATS):

1. Ease of Use

A good Applicant Tracking System should be easy to use.  It should be intuitive in performance and it should not be excessively difficult to use the system effectively. It should also offer the ability for multiple users to manage applicants.

2. Training and Support

Optimally, an ATS will be easy enough to use that little to no training is required, and support will not be needed.  In the event that a breakdown does occur, the system should include both training and technical support so that your recruiting process will not be interrupted.

3. Visibility

Part of the reason for a switch from paper files was increased visibility within the recruiting chain.  If the system doesn’t offer immediate visibility for each candidate, position, and for the company as a whole, consider another vendor.

4. Cloud Based

With the introduction of more cloud based technologies, data storage has never been easier! If your ATS is stored in the cloud then even if your internal systems fail, your data stays intact. In addition, using cloud-based systems and storage allows users to access data from any location, with the right credentials.

5. Time and Cost

As recruiting budgets have been cut, cost outlay has become a big issue.  It is hard to justify the need for an expensive program when company managers think you should still be able to do it all on paper.  A cost-efficient system is a must but the ATS should be simple enough so that you don’t have to spend all of your time managing an inefficient system.

6. Social Media Recruiting

Three in four people in the U.S. are using social media on a regular basis.  If an ATS cannot manage to integrate with social media for recruiting – your company is likely losing essential components in the recruitment process.

7. Optimized for Mobile

Many internet users, particularly the millennials access the web more often through mobile devices than traditional desktops.  Some of these users access the web exclusively through mobile devices which means that any job posting ads or other systems need to be mobile-ready.

8. Employee Referral Tracking

Many companies offer employee referral programs and your ATS should be able to track those so the right person gets credit at the right time.  If you have to track referrals separately, you are wasting valuable time. Also, you should ensure that employee referral tracking is a built-in component of the ATS.

Eliminating paper, saving time and money, and using up-to-date recruiting technology can help you fill those open positions — fast.  Reflik, a social recruitment platform, solves all these problems and more at no risk to the employer.  You post the job, track the applicants, and only pay when a qualified hire is made – and it costs nothing until that happens.  You can eliminate the need for any standalone system; our system is easy-to-use and support is always available in case you get stuck.

Reflik specializes in cloud-based, crowdsourcing, social media-driven recruiting, which can be used by your employees and by our members to exponentially increase your candidate pool. Ultimately, by integrating your ATS with Reflik’s system or by using Reflik exclusively, your company will find higher quality candidates in less time on an intuitive platform.

by Ash Geria

Where Social Media Meets the Future of Recruitment

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Because of corporate belt-tightening, many companies have been forced to cut back on external hiring resources.  This means their internal resources are stretched thin, stressed out, and may be falling short on finding enough of the right candidates.  The good news is that employers now have access to an efficient way to find the best employees in a cost effective manner – Reflik, the future of recruitment.

While most employers agree that referrals are the best source of qualified candidates, internal referral programs may not be as effective as companies need.  A company’s employees may only know a few people looking or even willing to consider a job move.

They may also not be aware of jobs in other company locations and many company recruiting programs don’t have a comprehensive referral program that makes it easy for employees to learn about job openings and they may be limited to knowledge about openings in their department or at their location.  In addition, many internal recruiting programs just don’t offer enough incentive.

Maximize Investment & Capitalize on High-Quality Candidates

Reflik is the best way for company recruiting managers to maximize their investment – and capitalize on the high quality of candidates identified through referrals at the same time – garnering the benefits of:

  • Employees who have a better “fit” with the company culture
  • Shorter “time-to-hire”
  • Employees who are more likely to stay longer

Reflik works through social networking with no risk to the employer.  The employer posts a job opening with a prospective referral reward and our members can refer that job to their social connections on LinkedIn, Twitter, Facebook, Google+ or even through email.  The job can also be referred to connections of connections in an exponential fashion.  This mean the employer has access to a much larger candidate pool, a state-of-the-art applicant tracking system, and only when a hire is made through Reflik, does the employer pay the fee.

Access to Many Professional Recruiters

Employers also have access to a number of professional recruiters who use the Reflik platform – with the same posted reward fee which even at the average reward of $10,000, is still substantially lower than traditional professional recruiting services.  Employers also find that the savings in job board posting fees, internal recruiting hours and candidate tracking makes Reflik efficient and cost-effective.

In addition, a company’s own employees can still use the Reflik platform – just the same as any user but the employee will be able to see all of a company’s job openings and use our automatic matching algorithm to identify their social connections that may qualify as a referral, and that’s not the only perk of Reflik’s talent crowdsourcing platform.

Reflik is set to revolutionize the recruiting field – and with at least three-fourths of all Americans already on social media, it is the future of recruitment. Both employers and recruiters benefit tremendously by leveraging social media contacts and social media recruiting!  Reflik isn’t taking the people out of recruiting but we are dramatically increasing the effectiveness of those people and finding better candidates, faster and more efficiently.

Join the Reflik revolution by posting a job for free today!