In the spring of 1958, talks broke down between 38-year-old distributor Charles Webb and Rocket Chemical – predecessor to the WD-40 Company, which continues to manufacture the mechanic lubricant WD-40 today out of its San Diego headquarters.
Shortly thereafter, Webb founded Corrosion Reaction Consultants – renamed CRC Industries later on in the 1980s – to compete directly with Rocket. One of Rocket’s lead chemists and the apparent inventor of WD-40, Norman Larsen, headed the newly-formed Corrosion Reaction Consultants out of Warminster, Pennsylvania.
Today, CRC Industries is a global supplier of chemical specialty products, manufacturing over 1,300 items and developing specialized formulas to meet the unique needs of the Automotive, Marine, Heavy Truck, Hardware, Electrical, Industrial and Aviation markets.
The company continues to hold onto Webb and Larsen’s dedication to innovation, experimentation, and optimization.
We spoke with Susana Guzman-Agle, HR Manager at CRC Industries. She is a 20-year-veteran in the Human Resources space, having spent seven of those years working in Mexico where she was born and graduated college.
“We never used anything like Reflik before,” she told our marketing team. “We depended entirely on platforms like LinkedIn and Monster as well as a few external vendors and manually managed the whole process.”
What Susana made clear to us is: Reflik helped her as she tested a variety of recruitment technologies and tried Reflik in particular. It enabled her to scale, to ease into the fast-moving waters of technology.
Susana’s strategy in figuring out the merit of new recruitment technology is: Post a small number of jobs (two to three) and test to see if it is successful. Reflik is built to accommodate this kind of testing.
Reflik is a success-based platform. Employers pay only when a member of Reflik’s community of recruiters and recruitment firms has placed a candidate.
Implementing Reflik is quick and easy. There are no upfront costs, no implementation or training costs, no investment of time during the learning curve. Thus, Reflik minimizes the risk involved in trying out its recruitment technology.
What’s more, Reflik’s analytical capabilities allow managers like Susana to keep track of the entire recruitment process – measuring the candidate pipeline as well as important metrics like time-to-fill and cost-to-fill.
CRC’s account manager is Preetam, who works very closely with Susana. “She checks on candidates, follows up on my behalf with recruiters, and gives me valuable insight on what recruiters need to know,” Susana told us.
Reflik is completely re-thinking the recruitment vendor management process. Reflik account managers (AMs) work with the large, yet very tightly-nit groups of recruiters who work on each job. AMs host webinars, speak directly with recruiters, and so on. This allows them to build meaningful relationships with the recruiters working on jobs that they are assigned.
Reflik’s Account Managers enable the tech-enabled recruitment services company to provide for employers the effectiveness of having on board a large group of external recruitment vendors, while managing them effectively without any administrative burden or material cost. Employers can leverage this relationship to fill their jobs quicker and in a more cost-efficient way.
Reflik has filled two positions for CRC Industries – each candidate was found about 10 days after the job was posted. Currently, CRC has two more jobs posted on the platform, with a healthy pipeline of over 20 candidates. Having had so much success together, we cannot wait to fill even more jobs for this incredible company.
This is one post in a series about Reflik’s clients. Click here to read the previous post in this series. If you want to read a post about members of Reflik’s community of independent recruiters and recruitment firms, click here to read the last post in that series.
