Reflik

Recruiting & Talent Acquisition Blog

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…]