Employee Recruitment Archives

4 Sourcing Tips for Recruiters

January 16, 2017 By Team Reflik

Here at Reflik we get a lot of questions about sourcing the best candidates for any given job requirement. While there is no one absolute method to go about it nor is there one place to find all of your quality candidates, we thought we would give you a few of our sourcing tips to find great candidates.

Sourcing Tip 1) Plan Your Search

It’s best to know what you are looking for in a candidate before you actually start sourcing. Recruiters often overlook what the client is asking of them. Understanding the exact requirements of the job opening/position is critical to finding the right person for the job: his or her title, skill, expertise. After conducting initial searches, make sure to break out the trusty internal thesaurus and begin searching for alternative titles, skills, technologies and etc.

Internal Thesaurus

Sourcing Tip 2) Figure out who to search for

It is a good idea to know what type of person is perfect for your role. An important rule of thumb is not to judge a candidate’s worth solely on his/her resume. Even professional resumes cannot detail every bit of a person’s experience and expertise.
A resume is a candidate’s attempt to remember his or her accomplishments, duties, and work experiences. So make sure to have a conversation with a candidate before writing them off. In addition, even if a particular candidate is not qualified for a job now he or she can be qualified for another job down the line, so always keep your candidates in the back of your mind!

Sourcing Tip 3) Search in the right places

Qualified candidates tend to receive hundreds of InMails from recruiters on LinkedIn in a week. Why take such a crowded path? Consider taking the road less traveled. Use other forms of social media, such as: Pinterest and Twitter. They may prove to be helpful tools in the talent search.
Pinterest is great for looking for creative talent. You can see a graphic designer’s and a web designer’s chops through their profiles or, at the very least, what inspires them. On the other hand, Twitter has a huge user base and an advanced search capability. With it, a perceptive recruiter can network and grow her candidate pool without breaking the bank.

Pinterest Portfolio

Why not also take things offline? Attending in-person recruiting events or attending industry-specific conferences can prove to be resourceful. Expand your network breadth. Do not leave any hidden talent pools untouched. Use all possible means and resources!

Sourcing Tip 4) Rinse, Switch-up, Improve

The last bit of advice we would like to leave you with is not to let your searches bog you down and to not allow your searches to get stagnant. Create dynamic searches for each type of role, person, and company. If certain combinations of role, person, and company indicate that Linkedin is the place to go, then go there. If another combination points to Pinterest then look there. Sourcing needs to remain proactive and not passive. Most importantly, you have to understand what kind of candidates you are looking for and where those candidates are. Find what works best for you and always strive to make it better.
Happy Hunting!

The Importance of Knowing Your Clients

November 6, 2015 By Ashish Vachhani

As an independent recruiter, you try to do more than simply find candidates to fill open slots in company employee listings. You work in employee recruitment to find the right candidate for the right job. To do that, you need to know what the client really wants.

A job listing is just that. It may describe some things about the particular position – job description, salary range, education and skills required – but it may not tell the whole story. To be a great recruiter, you may need to go a step further and find out what the employer really wants. This may require researching the company culture, industry specifics, details about company projects, and ongoing development programs. It’s important to find the candidate that matches not just the job, but the company too.

A thorough knowledge of your candidates, whether they be active or passive job-seekers, is essential to successful recruiting. By understanding their aims and requirements for future employment, you can guarantee fruitful placement and content clients, whether they are candidates or employers.

Doing your job really well takes a lot of time, much of that time is spent combing the listings on job boards, association websites and company boards. Even then you may not get access to the best jobs for your candidates. You also have to spend a good deal of time tracking all of your work, figuring out what you don’t know, and tracking down payments. This leaves you less time to network and do what you do best – recruit new contacts and find out “who” they really are and what they really want.

Reflik can help you get back to what you do best so that you do have more time for networking and personal attention. We do a lot of the tedious work for you.

First: We have the best jobs, many of which aren’t available anywhere else. You have the same access to those listings as other recruiters, large or small.
Second: Our automated algorithm provides the base for your match. We tell you what and who it is – and you can do the rest.
Third: Our system can do the contacting for you, if you want – through posting or email contacts. Or, you can do it yourself through private messaging, email or social media posts.
Fourth: We track the process for you. No confusing candidate tracking systems or payment troubles. When a match is made and a hire is successful, you get paid.

We have a technology driven system that takes your database and resume listings and compares them with our open jobs. When a match is made – you get a unique link to that job. You can put as much into the recruitment process after that as you need to, send it to as many candidates as you want. If any of those prospects work – you get paid.

Reflik can free up part of your employee recruiting time – and let you spend more time finding more candidates. If you haven’t seen it yet, our “how it works” video will explain it all or you can start right now and sign-up for free!

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

By Ashish Vachhani

Are You Well Connected with Your Clients and Candidates?

October 2, 2015 By Ashish Vachhani

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!

By Ashish Vachhani