Reflik

Recruiting & Talent Acquisition Blog

How the Mobile Revolution Has Redefined Recruiting Forever

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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!

Maximize Your Recruiting Campaigns with Social Media

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 Instead of clinging to an outdated recruiting system that doesn’t fully utilize social media’s incredible potential, a switch to Reflik will maximize the acquisition of top talent!

Reflik Is Already Ahead of the Mobile Game

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.

By Ashish Vachhani

Source 1, Source 2

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

How Referring Jobs to Friends Can Make you Real Money

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It’s always great referring jobs to good friends.  While the appreciation of your friend is welcome, it’s even better if you can get paid for doing it.

At Reflik, we give you a way to do both at the same time – help your friends find great new jobs and put some real cash in your pocket through our referral program.  Our rewards are real cash – an average of $7,000.

Many companies have in-house referral programs where employees can earn a referral fee when they help the company find a new employee.  These programs are great but they are very limited because:

– They only work for employees – you have to work at the company to use them

– They only work for the company’s openings – they have to be for a job at your company

– You may not know about a lot of open jobs outside of your department – you may know about the open desk next to you but may not even know about the open desks across the hall

– You may not know about open jobs at other locations – most of the time, hiring managers are focused on one location – yours, but there may be jobs at other company offices that don’t get your attention

– Referral fees usually aren’t very big – most company referral fees are less than $500, sometimes a lot less.

Reflik gives you the opportunity to make real cash and it works for all of your social connections, in all of your networks, at any of the companies that have jobs listed with us.  Reflik can make you real money through our:

Automatic Matching Algorithm

After you become a Reflik member, our matching algorithm will compare your social media connections to our job listings.  When a match is made, Reflik can send an email with a unique link directly to your connection (with your permission of course).  If your connection clicks on the link and gets a new job – you get the referral reward.

Send Direct Messages

Rather than using our automated email, you can use our algorithm to identify your connections that match a particular job and capture the link yourself.  You can send the job posting to your friends through direct messaging on your social media networks or you can post it to their page.  If they click and get hired – you get the referral reward.  If they pass it on to another connection, you still get a share of the referral reward.

Leverage your Social Media

You can also search through the job listings yourself and have a link generated for posting on your social networks – through Facebook, Twitter, Google+ or LinkedIn.  Anyone who uses your link to apply for a job and gets hired is credited to you – and you still get the referral reward. Here is how to get the most out of your social media profiles.

The average referral reward is $5000, which is real money.  Imagine what you could do with an extra $5000 – imagine double, triple or even ten times that!

You have lots of connections – and they have lots of connections – and they have lots of connections and each time your link is used to help someone get a job, you get paid.  Capitalize on your connections, find jobs for your friends and make money – all at the same time.

Start earning REAL cash by signing up for free!

By Ashish Vachhani

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!

Retain your Top Performing Employees in 7 Steps

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Your employees can be your greatest asset, but too many times managers find that the top employees leave for greener pastures.  This can be for a number of reasons and you may need to make some changes to encourage them to stick around.  Here are 7 ways to retain your top performing employees.

1. Give them Access & Follow the Open-Door Policy

In order to feel “heard,” your employees need you to listen.  Whenever possible, practice an open-door policy but don’t judge.  Allow them to give feedback and ask for assistance – from their managers and from “the boss.”  Employees who don’t have access, don’t feel valued.

2. Keep them Engaged by Constantly Challenging them

For a top performer, being interested in work is a must.  If a job becomes boring – they will go elsewhere as they often thrive on competition – with themselves or with others.  Keeping them interested in the job by adding new skills, new training or new territory helps maintain their attention and gives them something for which to strive.

3. Provide them with Authority and more Responsibility

A top-performer has figured it out and may be ready to move on.  When they are ready, give them the authority to make some decisions on their own.  This can be something as simple as no longer needing approval to take a client out for lunch or it may involve greater responsibility in the work place.  They have done a good job so far – and you should trust them.

4. Give your Top Performer Credit

Job satisfaction requires feeling valued.  When an employee has done a good job, say so.  This doesn’t always need to be a promotion or a raise (though that is certainly valuable) but can be much smaller.  The occasional gift card or lunch on the company doesn’t hurt – but even a simple “thank you” is highly valuable.

5. Provide Opportunities for Mentors

Even your top performers may benefit from a mentor – someone who can help them progress in their career path.  In addition, a lot of employees like to share their knowledge and experience by becoming mentors.  Offering someone a “trainer” position can go a long way in making an employee feel valued.

6. Provide Fair Pay

While job satisfaction can keep many people in a particular position for a long period of time, eventually a bigger paycheck may encourage them to jump ship.  Top performing employees should be compensated for their good work.  This means more than the standard “cost-of-living” raise or “next level” raise, it means that each employee should be evaluated and rewarded for performance.

7. Consider Greater Compensation, Not Just a Bigger Paycheck

If too many of your workers are leaving, you might consider greater compensation, and this doesn’t mean just the paycheck.  You may be constrained by budgetary concerns but one of the most important contributors to job satisfaction is the “other” pay, which are the benefits.  In today’s environment you probably can’t do much about healthcare but you can look elsewhere – vacation days, bonuses and flex-time or work-from-home can be good rewards for high performance.

In addition, you need to make sure that your employees are happy with the technology and workplace amenities.  No employee likes a clunky computer, uncomfortable chairs or distressed break-rooms – and these are easy fixes.

In closing, by providing a competitive, accessible, and engaging workplace, your company can retain top performers and ensure higher performance from happier employees!

By Ashish Vachhani

How to Ace an Interview with these 6 Tips

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Congratulations, you got the interview!  Now what?

You have probably had interviews before – maybe many – but this time you really want to ace an interview.  You need to take control of the interview – here’s how.

1. Be Assertive

Above all, you need to show confidence.  Remember, you are selling yourself – not begging for a job.  Approach the event as if you are not the only one being interviewed.  Answer the questions that they ask completely and honestly, but come prepared with some questions of your own.

2. Be Prepared

Make sure that you do some research on the company.  If it is publicly listed, check the stock prices and background financials.  If it is international, find out where the company has operations.

You also want to know as much as you can about the interview before you get there.  Will it involve a written test (yes, you can ask)? Will it be with a single person and who is that?  Will it be a panel-type interview?  Find out as much as you can about the interview and interviewers ahead of time.

3. Rehearse Interview Q & A’s

It may sound silly but practice your interview answers.  Most interviews include some typical questions such as, “What are your weaknesses?”  You need to have an answer ready to turn that weakness into an asset.  The more comfortable and relaxed you seem, the more confident you look.

4. Be Candid & Paint a Story

Tell anecdotes about your experiences.  These are stories about how you solved a particular problem that should come from your actual past.  Support your skills and credentials with examples of results that you have gotten in past jobs.  Don’t be afraid to address the “weakness” questions.

5. Be Selective About Time

If you have a choice, your best interview time is late morning on Tuesday, Wednesday or Thursday.  Late mornings are better as the office is in full swing, everyone has had their coffee and morning emails have been answered, but the after-lunch low has not kicked in and no one is trying to rush out yet.  Mondays and Fridays are not so great as Mondays are often dedicated to solving last week’s emergencies and Friday – well everyone is looking forward to the weekend.

All this advice goes out the window if the job is newly listed – in which case you should take the first slot that you can get.

6. Don’t Leave Without Asking

Remember, you are confident and in control.  Make sure that you have made good eye contact and confidently stated “I can do this job” and “you won’t be sorry if you hire me.”  Ask the interviewer if you have answered all the questions.  Ask when they expect to make a decision and with whom you should keep in touch. If you can work it in, try and be the one to ask the last question.

When you have finished, be sure to send a personal email, thanking the “decider” for consideration and telling them that you look forward to hearing from them.

If you prepare and practice – you decrease your anxiety which will make you look more confident and capable.

Reflik is a revolutionary way that jobs find people and people find jobs.  Once you get the interview it is up to you, but we can help you find the right job to go for.

by Ash Geria

Source 1, Source 2

 

Five Ways for Recruiters to Quickly Earn More Money

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Recruiting can be a lucrative profession – but it can also be a hassle.  You have a resume database full of current and past contacts, you have your LinkedIn network and all of your other social media contacts.  You have job boards, company notifications and professional groups that may post jobs.  Up until now, you have had to go through your lists and match those jobs you know about with your own contacts.

Some of those contacts may be active job seekers who have reached out to you recently.  Others have used you as a recruiter in the past but a lot of your work is cold-calling and tedious matching.  You have to manually compare job listings to your database and contact lists – and you have to spend a lot of time getting new contacts, trying to get referrals or cold-contacting, hoping for a magical match.  In addition, even though you may have a few direct avenues or exclusive relationships, a lot of job listings are unavailable to you.

Just like everyone else, you are in business to make money. Here are five ways to earn more money quickly, making your job easier with Reflik.

Gain Access to More Job Listings

You haven’t always been able to get to all the job listings out there.  With Reflik, you have access to all of our jobs and can use your contacts for more of those listings.  It doesn’t take as much time and you don’t have to go through your database or contact list manually.  When you have access to more jobs and matching is faster – you earn your referral reward quicker.  In addition, you don’t even have to generate the contact letter if you don’t want.  Reflik can contact the potential candidate and track the process for you.

Tap into Resume Database Matching

Reflik operates on a game-changing algorithm which matches candidates in your database to Reflik’s job listings.  Our algorithm works to increase your efficiency by doing your matching automatically, without a lot of tedious searching and comparing, that you have previously had to do with your own eyes.  It can save you a lot of time and energy – to match current job-seekers and those passive job-seekers that can be so hard to reach.

Leverage LinkedIn Contacts

Reflik can do the same with your LinkedIn contacts and give you an advantage that you didn’t have before.  You can offer referrals though direct messaging and when you find potential new matches, you can send the job referral through In Mail.  You can also post a job directly to members of any of the groups you belong to.  Any way you look at it, Reflik can help you utilize LinkedIn in a more efficient and more lucrative manner.

Utilize Your Other Social Media Accounts

As a recruiter, you may reserve certain social media sites for personal use.  But even if you do, there are probably a few business associates out there – and you use others.  Reflik works through all the social media sites you may be using – Facebook, Google+ and Twitter.  On any of these sites, you can refer a job directly to one of your contacts or you can get a lot of traction with an open post on Google+, Facebook and Twitter.  You may even find that you want to ramp up your activity on those sites – just because of the opportunities that Reflik offers.

List the Jobs you Know About

If you do have some of those  direct avenues which have given you an advantage in the past over other recruiters, you can still use those on Reflik.  In addition to using Reflik as an independent recruiter, you can sign up (still free) as an “employer” and offer any direct-line jobs that you know about to Reflik members.  You decide the reward you want to offer for our members and if one of their referrals gets the job, you pay the reward – but you collect your direct reward from the employer same as always.  Essentially, you are splitting your payment – but you have exponentially widened your audience and can work faster and better – which makes you a recruiting star for that business and makes you likely to get more “exclusive” listings.

No matter how you look at it, using Reflik is a win for you.  There is no cost, no downside and the average reward is $10,000+.  You can find more candidate matches to more jobs, faster.  Isn’t that what you want – to make fast cash? Signup takes only a few minutes and is FREE!

Game-Changing Presentation at TechCrunch Disrupt

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TechCrunch DisruptReflik, presented its game-changing technology at TechCrunch Disrupt in New York City on May 4th – 6th.  This was the startup’s first year of participation in the 3 day event, one of the largest technology conferences held annually in the U.S. and New York is the happening place.

“Disrupt was a Great Way to Introduce our Revolutionary Platform”

Reflik was one of only 100 companies featured on “start-up alley”.  Ashish Vachhani, CEO of Reflik said “Disrupt was a great way to introduce our revolutionary platform and Start Up Alley gave us lots of exposure to just the right people.”

In the “Enterprise” category, Reflik was unique in its offering – which fits with the company view of the product.  Reflik’s platform harnesses social media and the power of crowdsourcing to help employers find good candidates and job-seekers find great jobs.

Leveraging the Power of Social Media to Bring People and Businesses Together

Reflik works through a referral system in which members can match their social media connections from Facebook, LinkedIn and other networks to jobs listed on the site.  A successful hire of a connection – means a reward for the referring member.

Employers, recruiters, members and job-seekers all win on Reflik and the platform is set to change the way recruiting is done.  Reflik’s management looks forward to more events like Disrupt so that everyone can see how great the service is.

As they say, “Referring has never been more rewarding” – check out the already released beta version of Reflik’s game-changing platform.

Reflik Launches at TechCrunch Disrupt NY

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International Worker’s Day is celebrated around the world to support members of the workforce and it usually coincides with “May Day,” a public holiday in many countries. This year, in concert with International Worker’s Day, Reflik – the newest way that “workers” with great talent can find great jobs – is participating in TechCrunch’s Disrupt NY event held May 4-6.

Reflik and TechCrunch Disrupt NY

TechCrunch Disrupt is one of the premier technology conferences held each year in the U.S. The 2015 event starts on May 2 with a two-day “hackathon,” a 24 hour hands-on collaborative programming session. On May 4, 5 and 6, the Disrupt event starts every day with panels and breakout sessions featuring leaders from the tech industry. The afternoons are given to the “Startup Battlefield” in which 30 candidates pitch their ideas for the “Disrupt Cup,” but the most exciting part of Disrupt NY may be the exhibitors on “Start-Up Alley,” which includes the game-changing, referral-driven recruitment platform, Reflik. [Read more…]