Recruiting & Talent Acquisition Blog
At Reflik, we love celebrating the success of our recruiting partners. This month, we had the pleasure of speaking with Prestige Staffing, a well-established agency that has been in the staffing industry for over 26 years. Led by Charlotte Rea, who has been with the company for 14 years, Prestige Staffing recently made two successful placements through Reflik’s Talent Marketplace — and their journey offers valuable insights for other agencies looking to succeed on the platform. [Read more…]
Your company’s hiring goals didn’t shrink, but your team and budget did. Sound familiar?
Most Talent Acquisition leaders today are caught in a strange paradox. You’re expected to fill roles faster, find better candidates, and keep your hiring pipeline healthy. All while your resources, budget, and internal support are trending in the opposite direction.
No worries. Here’s the download:
If you’re leading talent acquisition (TA) at a large company, chances are you’re juggling multiple agency relationships, managing internal pressure to deliver on speed and quality, and trying to make sense of vendor performance across functions, geographies, and hiring managers.
And yet… you’re still not seeing the consistency you need.
Pressed for time? Here’s the quick version—read on if any of this sounds familiar.
If you’re managing too many vendors and still not hiring faster, this might be worth a full read.
Recruiting is fast-paced, highly competitive and constantly evolving. Success requires access to the right job requisitions, strong client partnerships, and technology that accelerates your workflow rather than slows it down.
Dimensional Thinking, a staffing agency with a team of over 30 recruiters, has cracked the code to consistently place top-tier talent. Their key to success? A strategic partnership with Reflik.
Nicholas O’Connor, Account Manager at Dimensional Thinking, shares insights into their successful strategies—and how you can replicate these results. [Read more…]
We’re thrilled to announce that Reflik has once again been named to the prestigious Inc. 5000 list, marking our fifth consecutive year of recognition from 2020 to 2024. This achievement is a testament to our continued growth and innovation in the recruitment industry.
Over the past few years, Reflik has accelerated its expansion by delivering cutting-edge recruitment solutions, including direct hire, contingent hire, and agency management services. Our growth trajectory has been powered by partnerships with both Fortune 500 companies and small to mid-size enterprises (SMEs), spanning industries such as Financial Services, Manufacturing, Technology, and Professional Services.
Like many young graduates – Karl Becker was not sure what he wanted to do after college. That was until a chance discussion with a college friend planted the seed of an idea. That seed (recruitment, naturally) became the right career choice for Karl. A year after starting his recruitment business, he discovered Reflik. Now, only a year later, Karl is Reflik’s most recent success story.
Here, he discusses how the opportunities on Reflik enabled him to boost his recruiting business and highlights strategies that helped him find success on the platform.
Few understand the challenges and uncertainties of the dynamic job market better than the nation’s biggest recruiting agencies. From onboarding clients to managing the relationships and the hiring process, larger agencies experience the responsibilities and overhead costs associated with running a recruiting business daily.
Reflik’s unique business model tackles some of these bigger burdens head-on. As a result, larger agencies such as Lawrence Harvey and Infinity Consulting Solutions recognize the wealth of opportunity to increase the volume of placements for top clients through Reflik.
Here, we show how such firms are benefiting from utilizing this service:
COO & Co-Founder, Ash Geria (left), and, Director of Community & Strategic Alliances, Scott Poniewaz (right), accept The Workies award for “Best Sourcing Technology.”
At this year’s Work Awesome conference, Reflik earned the top spot in the category of “Best Sourcing Technology” as part of 2019’s The Workies awards. Reflik edged out finalists in the category, which included runners-up, Greenhouse and JobDiva. [Read more…]
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.
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…]
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.
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…]
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.
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:
On July 26th, Reflik hosted a panel discussion with three members of the Reflik recruiting community. Hundreds of agency executives and freelance recruiters registered for the webinar and asked some very interesting questions. The panelists spoke at length about talent crowdsourcing and their experience using it. They were thrilled to answer the audience’s questions.
Thribhu Chevva, the marketing and communications lead at Reflik, moderated the conversation. Eric Weissman, Jennifer Simmons, and Marzette Henderson were on the panel to discuss how talent crowdsourcing helps recruiting agencies and freelance recruiters make more money.
Eric Weissman has over 20 years of experience recruiting and has placed over 1,000 candidates in his career. He has made a number of placements on the Reflik platform and has earned thousands of dollars.
Jennifer Simmons recruited in-house as well as at agencies for over 10 years before signing up to Reflik. Reflik helped her build and scale her recruiting business. Most recently, on Reflik, Jennifer placed a tax manager at a financial services company.
Marzette is the director of operations and recruiting at one of the most successful healthcare recruiting agencies in Chicago: OmegaHealth Group. The OmegaHealth Group is a diversified healthcare company that assists healthcare organizations in their mission of helping people heal and helping to make the health system work better for everyone. Reflik is a key piece of OmegaHealth’s business development program.
Thribhu gave a brief introduction to talent crowdsourcing before the panel discussion began. Below is a quick summary of the event. Click here to watch the full webinar.
Talent Acquisition is the process of attracting, acquiring, and retaining candidates whose skills, experiences, and personalities suit the needs of an organization. Talent Acquisition has become more global and structured over time. Current trends in Talent Acquisition suggest that, going forward, Talent Acquisition will become more cost-effective, efficient, and quicker with the development of automated Talent Acquisition technologies and services.
In this blog post, we will cover:
Business services is 4 times less profitable than the 20 most profitable industries in the US! [Click to enlarge]
This doesn’t have to be the case. Your recruiting agency can be more profitable with talent crowdsourcing!
Imagine pumping up your profit margin past 50%, say theoretically past 85%, approaching 100%. Moving swiftly to maximize your revenue and minimize costs. Sounds pretty good, right?
This isn’t an all too distant fantasy. Plain and simple, it is actually a reality for thousands of recruiting firms across the country. And many of your competitors are already there. Read more >>
Each new year brings gradual changes to the recruiting industry. These recruiting trends can be a result of new technology, political change, cultural changes and/or social transition. Whether these new trends come from any or all of those sources, we, at Reflik, have had our ear to the ground in anticipation. Here are some of our predictions for the trends in recruiting industry in 2017:
With new staffing agencies and recruiting software companies entering the market, it gets more difficult for each one to stand out. We foresee these companies having to spend much more on sales and marketing this year with additional funds being used to create an identifiable logo, a strong presence and a sleek, engaging website to attract new customers. We also predict that some agencies will do the opposite. They may opt to save on costs and worry a little bit less about their brand’s exposure so that they can focus solely on recruiting. Agencies can do just that with a recruiting platform like Reflik. In a marketplace like ours, agencies do not have to worry about attracting any clients because recruiters have access to a multitude of requisitions. Recruiters earn a fee for each placement made on our platform.
With new technologies and ideas come new practices, with new practices come new needs, and with new needs come new jobs. Whether its big data doctors or augmented reality analysts, there are always changes in the types of jobs on the market each year. This means it is up to recruiters to know what these roles are and what they require. We suggest that recruiters follow blogs in different industries to get a sense of where job roles and expectations are heading.
Aside from the obvious need for inclusion and diversity from a demographic sense, each year companies are becoming a little more open to looking beyond the “traditional candidate.” Such changes in employer behavior will allow recruiters to easily target millennial candidates whose backgrounds are different from candidates a decade ago. Recruiters and, in turn, employers should ask themselves questions such as: do the candidates really need a traditional four-year educational background? Do they really need to have five years’ experience exclusive to one industry? Is knowledge of one technology transferable to another? These sorts of questions are going to be raised more frequently as companies are looking to attract a younger, more diverse generation entering the workforce. If employers and recruiters underestimate this trend, then they might overlook great candidates.
The push towards adopting new recruiting technology can sometimes have an adverse effect on recruiters. While technology facilitates interactions with candidates, it can also create more barriers to the critical human interaction needed in this industry. It is vital to develop an actual relationship with candidates in order to attract the quality person you are seeking rather than a large number of unqualified candidates. Recruiters cannot be replaced by technology when it comes to conducting certain critical tasks. Take for example a recruiter’s expertise when it comes to matching a candidate’s personality to a prospective employer’s work culture, can technology handle this? Reflik understands this need for the human element. Our platform allows agency recruiters to perform their functions with a significant degree of flexibility and equips them with the information that is required to find the best candidates.
That being said, none of these trends are certain, but we are expecting an exciting and prosperous recruiting year!
Here at Reflik we get a lot of questions about sourcing the best candidates for any given job requirement. While there is no one absolute method to go about it nor is there one place to find all of your quality candidates, we thought we would give you a few of our sourcing tips to find great candidates.
It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.
Internal Thesaurus
It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!
Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.
Pinterest Portfolio
Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!
The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Happy Hunting!
SOMERSET, N.J., Oct. 11, 2016 /PRNewswire-iReach/ — Reflik, the leader in crowdsourcing talent, today announced that it has partnered with SmartRecruiters, the Hiring Success Company, to offer a new way to source top talent on SmartRecruiters’ Marketplace. The partnership integrates Reflik’s innovative talent crowdsourcing platform into SmartRecruiter’s complete talent acquisition platform, to help companies find quality candidates in half the time and for half the cost.
Reflik sources top-quality candidates from its extensive network of thousands of recruiters and industry professionals. Then, Reflik’s proprietary algorithm and dedicated account managers filter and rigorously screen the most qualified people to deliver the 10 most qualified and ready-to-interview candidates in less than 10 days. Employers only pay for a successful hire, while recruiters and industry professionals receive cash rewards for successful hires.
“We are thrilled to launch Reflik on SmartRecruiters’ Marketplace and help more customers source top talent,” said Ashish Vachhani, CEO of Reflik, Inc. “Reflik is an innovative way to find talent – we crowdsource the most qualified candidates through our extensive recruiting community and our dedicated account managers drive the process. We are able find the right people quickly for less.”
The SmartRecruiters Marketplace dramatically eases the traditional pain of integrating 3rd party recruiting solutions into applicant tracking systems by providing over 250 pre-integrated sourcing, advertising, testing, and screening solutions.
“We are pleased to have Reflik join the SmartRecruiter Marketplace and impressed with how well their technology integrates with ours” said Jerome Ternynck, SmartRecruiters Founder and CEO. “Recruiting and hiring candidates through crowdsourcing is a new and powerful way to identify, source and engage with potential applicants. Together with Reflik, SmartRecruiters will help customers accelerate their hiring efforts and find their dream candidates.”
To learn more about SmartRecruiters’ Marketplace, visit marketplace.smartrecruiters.com
About Reflik
Reflik, the leader in crowdsourcing talent, finds top candidates in half the time and for half the cost, through its extensive network of recruiters and industry professionals. More than 150 businesses use Reflik to hire top candidates, including, Marsh & McLennan Companies, Reckitt Benckiser and CarMax. CIOReview selected Reflik as one of the 20 Most Promising HR Technology Solution Providers of 2016. Learn more at Reflik.com
About SmartRecruiters
SmartRecruiters’ modern enterprise talent acquisition platform is the generational successor to yesterday’s applicant tracking systems, allowing organizations to find, engage and hire the great talent they need to compete effectively in today’s economy. Atlassian, Ancestry.com, Equinox Fitness Clubs, Marc Jacobs, NBTY, Skechers, and Ubisoft are among the leading enterprises that have replaced their legacy systems with SmartRecruiters’ intuitive, powerful and complete solution. For more information, follow us at @SmartRecruiters, on LinkedIn or on https://www.smartrecruiters.com.
Media Contact: Kristen Fletcher, Reflik, 631-398-3456, [email protected]
News distributed by PR Newswire iReach: https://ireach.prnewswire.com
Katrina Kibben, managing editor for RecruitingDaily.com, opened up a new forum post on RecruitingBlogs.com. She writes:
Here’s the deal: we’re working on pulling together a tips and tricks type ebook + podcasts and I’m looking for your best recruiting tricks.
I’m thinking things like…
- A technology that cuts down on e-mail and saves you a ton of time
- A trick for managing and coaching hiring managers
- The e-mail tricks you use to get candidates to respond
- Your calling strategy
Surprisingly, a lot of the responses to her post aren’t about how to become a better independent recruiter – as in how to find more qualified candidates. They discuss logistical and operational solutions. 1/4th of the independent recruiters posted that the only solution was hard work – again, not to become a better independent recruiter, but to tackle the operational and logistical issues like sending out more emails and dealing with employers.
That’s right, none of you. It’s just not why you become an independent recruiter!
Independent recruiting is a fulfilling career. Earning a large financial reward and seeing your candidates in positions that they truly enjoys gives anyone a true sense of accomplishment.
There are a few challenges, though: How do you write a killer job description? How do you connect with employers? Is there a quick way to shortlist candidates from your large and abundant contact list?
There is great software out there to help employers manage these kinds of challenges. But independent recruiters, for the most part, are left alone – forced to scour through social media sites in agony, not being able to find what they are looking for; worse yet, many independent recruiters are working from a position of powerlessness in relationships with passive candidates and hiring managers.
The services you do use, as an independent recruiter, should relieve you of the hassle that you as an independent recruiter are currently facing. After all, if you don’t mind the hassle, why quit your 9 to 5?
Shouldn’t recruiting just be about connecting your contacts with great opportunities and collecting your reward? Didn’t you want to become an independent recruiter to recruit more, to connect more people to great opportunities, to provide more companies with the talent they need, and to get the financial rewards you deserve? Independent recruiters spend so much time networking, maintaining their contact list, following up with their contacts – why complicate the process with operational duties that have nothing to do with recruiting?
Finding employers looking for candidates, writing up great job descriptions, understanding exactly what an employer wants in a candidate – these things aren’t about hard work. They are logistical and operational. Any time or effort spent on this kind of work, as a recruiter, is time and effort spent not connecting people to great work – in other words, it’s time and effort spent not recruiting.
The time is now to invest in creating and propagating technological solutions that takes away the burden of operations and logistics from the day-to-day duties of the independent recruiter, so that independent recruiters everywhere can do what they love to do – connect more candidates to more great opportunities.
StartUp Beat has featured Reflik in an article written by Oliver Griffin. Griffen lays out the major points behind Reflik’s success, including:
Read the full article here.
We are so grateful to Oliver and the entire StartUp Beat team for featuring Reflik. We encourage you to check it out, not only to get a better understanding of Reflik’s innovations in the recruiting and HR space but to understand the broader landscape of innovative companies across industries and around the world. StartUp Beat is truly a pioneer when it comes to digital journalism in general and covering these kinds of companies in particular.
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.
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.
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.
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.
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
Crowdsourcing is the process of acquiring services or information by seeking contributions from communities, particularly from those that are online. Some of the most successful new companies on the market are currently using this process to make people’s lives easier and better. Reflik will regularly be releasing blog posts from a number of authors on the Crowdsourcing Revolution, where we will be comparing the origins and strategies of the exciting new companies that are utilizing crowdsourcing at the core of their business.
Airbnb’s rise from a San Francisco startup to a global success with 1,500,000 listings and a valuation at $20 billion certainly did not occur overnight. Co-founders of Airbnb, Brian Chesky and Joe Gebbia began their entrepreneurial journey humbly in a small apartment trying to get by while working on a completely different venture. With barely enough money on hand to eat, they rented out a room of their apartment with the promise of breakfast in the morning. They created a simple website and quickly had three renters sign up for a cost much lower than the average hotel. Soon after, ‘Airbed & Breakfast” was born just in time for the 2008 Democratic National Convention held in Denver, Colorado, where hotels were filled to the brink and passionate politicos needed places to stay.
As Airbed & Breakfast rapidly scaled its operation, the founders found a brilliant set of products to take advantage of the 2008 presidential election. They bought generic cereal in bulk and designed new boxes named Obama O’s after Senator Barack Obama and Cap’n McCains after Senator John McCain. This terrific idea raised $30,000 for the venture and the team was quickly proving that their creativity could be highly profitable. Soon after in 2009, Airbed & Breakfast joined Y Combinator and earned an additional $20,000 in funding. Seeking a catchier name, Airbed & Breakfast was renamed Airbnb and the team began the hunt for more funding, eventually receiving an offer of $600,000 from Y Ventures and Sequoia Capital.
Airbnb’s overnight success became a headache for the growing company as new policies needed to be added to support a wider customer base. With increased transactions and the obvious problems that arose with them, Airbnb was quick to remedy problems and install new policies. For example, Airbnb began providing insurance for those renting out homes and apartments to ensure vandalism or theft didn’t deter hosts. Partnerships with travel companies like Concur and buyouts of competitors like CrashPad and LocalMind have propelled Airbnb into global markets, spurring on the growth of users and hosts. With new features like Price Tips, a price recommendation tool for hosts, regularly being added to Airbnb, it is clear that the future is bright for this young company that seeks to revolutionize the hotel industry.
Just as Airbnb gained success crowdsourcing for the hotel industry, Reflik is gaining popularity by crowdsourcing for the recruiting industry. Homeowners now can rent out their empty spaces to individuals seeking an affordable alternative to hotels with Airbnb. In the same way, the recruiting community on Reflik.com leverages their existing database of candidates, social and professional connections, and social networks to fill open positions more efficiently for less money. The crowdsourcing phenomenon is successful because it provides platforms for individuals to market goods and services to each other without the formalities normally required of businesses. Uber, Airbnb, and Reflik are all leading the charge in providing opportunities for everyone to leverage their goods and abilities to a wider community, creating a virtual revolution that is disrupting the taxi, hotel, and recruiting industries.
Source: TechCrunch
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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.
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!
Reflik is leading the charge in the recruiting revolution, radically altering the way status-quo recruiting is carried out. By utilizing social media, Reflik allows independent recruiters to find better candidates more easily for employers. Internal and external candidates can be reached by referrals on Reflik, ensuring only the best of the best are chosen. This groundbreaking recruiting solution will guarantee quality hires for your company, regardless of profession or industry!
So why did we do it? To connect great candidates with hard-to-fill positions, benefiting the candidates, employers, and recruiters.
When companies are expanding and hiring lots of candidates, competition for the right candidates is tough. When the job market is tight, there are still openings to fill but companies need more than a warm body, they need the best candidate.
No matter what the job market looks like, there are always great candidates around. Companies and recruiters need a better way to find those candidates – even if they are “passive job seekers.”
Nearly every adult in the U.S. is on social media, meaning there is an endless supply of candidates available with the right recruitment method. Social media better connects us both socially and professionally. Reflik allows recruiters to better utilize networks as valuable resources. The best recruiting practices have to tap into social media.
With the changing face of technology and how we communicate with one another, companies have to move away from job boards and association websites. They aren’t as attractive to the career-set as they once were. In addition, posting with job boards and associations can be more time consuming and more costly than letting the “crowd” find your employees for you. This is crowdsourcing.
Employers find that candidates hired through referrals are quicker to hire. They also are a better fit with the company culture – and they stay longer. Unfortunately, internal employee referral programs just don’t often have enough power to fill all available spots. Social media recruiting does.
Reflik was designed to use the best recruiting practices in today’s techworld. We take advantage of social media use but still allow recruiters to integrate their own databases. This gives employers the best chance of finding that perfect candidate – and it gives the jobseeker, the best chance to find their dream job.
To pat ourselves on the back just a bit, we believe Reflik is the best recruiting method available on the market today. It is free to use when signing up as a Member, an Employer, or a Recruiter – referral fees are paid only if a successful hire is made – but it is a great incentive.
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
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!
Crowdsourcing is a “buzzword” that describes procuring services or goods from the “crowd.” Crowdsourcing is being widely used for soliciting funding, ideas and many other things, but the newest use of crowdsourcing is for talent acquisition.
Talent Crowdsourcing is the practice of leveraging a large community of independent recruiters, staffing firms, and in many cases industry professionals, to recruit and hire talent that matches the strategic and cultural goals of an organization.
Companies know that referrals are the best way to find candidates to fill open positions. Referrals are often more qualified, take less time to hire and “fit” the company culture better but, in most cases, sources of good referrals are limited to in-house recruiting programs.
Companies may also know how much time people spend on social media – but they don’t know how to take advantage of it and put the two together. The answer – crowdsourcing for recruiting.
Reflik is a game-changing system in recruiting based on social media networking and crowdsourcing. We help you use the “crowd” to find applicants for your job openings.
Our whitepaper can help you understand how crowdsourcing works and how Reflik’s social media referral platform can help you find the best employees, better and faster than ever before. In “Crowdsourcing for Talent Acquisition” you will learn:
In today’s economy, many companies have been forced to cut recruiting budgets. This means that corporate recruiters and HR managers must make the most of what they have. Reflik can help you increase your hire-rate and make your recruiting process run more smoothly, quickly and efficiently, while providing high-quality applicants for your open positions.
Download our whitepaper “Crowdsourcing for Talent Acquisition” and find out how Reflik can help you today!
Recruiting is a tough business, particularly in a tight job market. The economy is improving and hiring is on the increase, meaning that companies are in need of high quality candidates for their openings. In response, professional recruiters are tasked with the tremendous task of filling corporate and technical positions. To fill these positions, professional recruiters must network effectively with decision makers and qualified candidates.
Luckily for professional recruiters, sites like LinkedIn and the rise of online networking have provided incredible outlets to maximize candidate placement. Unfortunately for most people in the professional world that aren’t full-time recruiters, very few outlets allow regular people to monetize their professional and social networks. The introduction of Reflik to the world of recruiting allows everyone to take advantage of their vast networks of connections by offering great monetary rewards to those who successfully refer candidates to open positions. Reflik’s visionary service allows recruiters and individuals alike to benefit from networking well!
Without social networking, recruiters wouldn’t be able to recruit effectively and individuals wouldn’t have access to crowdsourcing technology like Reflik. Despite the outstanding convenience of most social networks, some issues do arise when recruiting via sites like LinkedIn. For example, manual messaging or posts can be tedious and ineffective. With Reflik, an automated matching algorithm matches qualified candidates with open positions, streamlining the recruiting process. Reflik’s groundbreaking technology makes recruiting more lucrative, simple, and enjoyable by simplifying the most frustrating aspects of a recruiter’s job. For example, Reflik helps recruiters by:
Professional recruiters and individuals can sign up and start using Reflik for free. If a successful match is made, the employer will pay the recruiter or individual a predetermined referral reward and all of the tracking is done by Reflik. It makes recruiting more efficient and allows recruiting to be done as a “side” business or as a source of full-time income.
In addition, Reflik is “mobile” ready – meaning it can be done “on-the-fly”. Recruiters can access more candidates who spend most of their internet time on a mobile device. Reflik also helps recruiters to reach more of those “passive” candidates – who are often hard to reach but may provide the best match.
In today’s world of social media – with over 70 percent of adults on social media –recruiters’ jobs have never been easier with such a wide array of networks. Reflik automates much of the process, giving the professional recruiter a whole box of tools that were unavailable before. Check out how Reflik works and become one of our successful Independent Recruiters.
by Ash Geria
Pew Research Center, (09 January 2015), Social Media Update 2014, Pew Research Center, retrieved from http://www.pewinternet.org/2015/01/09/social-media-update-2014/
The advent of the mobile phone changed the way we talk to people, providing the capability to remotely communicate through call or text. The later invention of the smart phone changed the way we acquire information, communicate and do business. These technological improvements have dramatically shifted the way the world operates and communicates, as a result almost every industry including recruiting has changed over the last decade. For example, recruiting was once inaccessible to the average individual, but with the rise of social media, almost anyone can recruit using networks like LinkedIn. Unfortunately, most companies are using recruiting practices left over from the days before the advancement of mobile communication and social media.
To keep up with the modern world, companies must adopt new practices to acquire and retain top talent. One of these practices, should include a ready acceptance of mobile accessibility, especially since Americans spend 60% of their internet time accessing it from a mobile device. Using Reflik for corporate recruiting provides a wealth of benefits including social media and mobile integration!
Facebook, Twitter, LinkedIn and Google+ count so much on mobile traffic that they have popular apps that are downloaded more than nearly any other apps – and many are preloaded onto the phones. No matter what platform you use – Android, iOS or Windows, most social media sites are mobile ready. If you are going to maximize your recruiting campaigns, you must choose a system that is mobile-friendly.
Reflik’s system is based on referrals – largely through social media . The proprietary algorithm works to automatically match the profiles of our members’ social media friends and connections with job listings. The platform can then seamlessly use social media to refer those jobs to appropriate matches. Instead of clinging to an outdated recruiting system that doesn’t fully utilize social media’s incredible potential, a switch to Reflik will maximize the acquisition of top talent!
Half a billion Facebook users visit only on mobile devices , 90 percent of Twitter video views are on mobile, and many marketing consultants are advising that companies go “mobile first” with their website designs. Reflik has already taken all of that into consideration.
For companies looking to hire new employees, there is no need to worry about whether your website is mobile-friendly – because users can refer directly from Reflik’s mobile-friendly website! For members looking to make money through Reflik’s referral program – you can do that right from your mobile device and the Reflik website connects directly to Facebook, Twitter, LinkedIn and Google+.
Reflik is the best referral-driven recruiting system with great rewards for a successful referral match. Membership is free and our users receive a substantial referral reward for finding a successful match to one of our job listings. Signing up is free for employers and there is never a cost unless a successful hire is made. Check out how Reflik works and sign up today.
