Reflik

Recruiting & Talent Acquisition Blog

Knowing What the Candidates Really Want

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Working in talent acquisition is an all-encompassing proposition.  Whether the job market is “up” or “down,” whether you have plenty of applicants for only a few jobs, or plenty of jobs for only a few applicants – you have to work hard to match those job openings to candidates.

It can be easy to let your vision narrow to the point where you only think about getting those candidates matched with job openings you know about.  It would be nice if you could simply fill “every seat on the bus” but is that really enough?  Your decision to become a recruiter was likely, at least in part, motivated by the satisfaction of doing a job well and helping people find work they love.

When you are trying to place a candidate in a position, remember that you aren’t just looking for “a” job, you are looking for “the” job.  With lots of jobs to choose from, your approach needs to be unique, fresh and unforgettable.  To be successful, you need to learn about the job openings that you know of but you also need to know more about “them,” the candidates that you want to help.

You need to study the company to know about the industry and the company culture but the true work comes in knowing what the candidates want.  Job referrals are the best source of new employees because they match the work environment better.  You want to provide the best candidates for the company and you want to provide the best company for your candidate.

You need to get to know the candidate by learning about:

  • Their skills and experience

    – work skills and education are fine on a resume but you can get a better story with a conversation.

  • Their background

    – are they wanting to be near family-friendly activities or closer to a fast-paced, city life?

  • Their interests

    – do they want to be near the coast, feel better in a city or do they like to spend weekends in the country?

  • Their real desires

    – are they early in their career path and looking for a way to move up or looking for a permanent job to practice what they know?

  • Salary

    – we all know there is a range, you need to know about the dream, the “good enough” amount, and the bottom line.

The more you know about the candidates, the more you can find what they really want.  You aren’t eliminating anyone when you do a bit of digging, you are ensuring the best match.  When you think you have found the right candidate for the right job, candidates want to hear from you.

Candidates Want:

  • Communication

    – about their progress. A lot of candidates who submit resumes never even hear that they were received.  As a talent acquisition professional, you keep them apprised of their progress in the job search.

  • Information

    – as much as you have learned about the company, they want to know that, too. Tell them what you know – but encourage them to research on their own.  This includes looking beyond the company website and further into news and financial stories, industry reports and new developments.  Not only will they learn – they will be more prepared for an interview and more committed to working for that company when the time comes.

  • Efficiency

    – your candidates don’t want to spend a lot of time spinning their wheels. They want their time to matter – which is why they have you to do a lot of the footwork.

Reflik helps talent acquisition professionals manage a lot of the mundane processes without a lot of effort through our candidate matching, communication options, and tracking processes.

Reflik’s system lets you get back to what you love to do – finding the right candidates for the right jobs.  Check out Reflik’s “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!

by Ash Geria

Why Crowdsourcing Works for Recruiting

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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:

  • What is Crowdsourcing
  • Why referrals are the best source of candidates
  • Why your internal referral programs aren’t enough
  • How crowdsourcing can cut costs and time in recruiting
  • How Reflik’s platform works for corporate recruiters
  • How Reflik can boost the efficiency of the recruiting process

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!

Download the Whitepaper

So Your Talent Acquisition Database Is Big. Now What?

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As an independent recruiter, you likely have worked hard to network with professionals.  You may have found candidates to successfully fill hundreds or even thousands of jobs over the course of your career.  You may have dutifully entered each person into your database, whether you made a match or not.   If any of these descriptions accurately describe you then you likely have quite a large talent acquisition database.

Being a successful recruiter with a large database, makes your job easier some days.  You have access to lots of candidates and you know you can cover just about any job opening with a potential applicant.  Other days it is much harder like when you find a great job listing and know you have the perfect candidate but they’re hidden deep within your database.

Having a large database is still great but often it’s difficult to find the right resume, keep resumes up-to-date, and ensure potential candidates are interested in a new position.  At some point, your database may be difficult to manage.  You need an up-to-date management system to provide logic-based search, a way to make sure that all of your candidate data is current and a better system to communicate with candidates about potential job openings.

Reflik can help you do your job much more easily.  Our system is built for recruiters – by recruiters.  We help independent talent acquisition professionals drive their recruiting business to new heights.

Our system quickly works to match job listings to candidates in your database without any effort on your part! It is just one of the ways that Reflik can help recruiters make more money. All you have to do is provide the candidate data and our algorithm does the rest.  Our system will even securely and confidentially email the candidates for you. If you prefer, you can do the emailing or contacting yourself but we can still keep track of the process for you.

Reflik is designed to work seamlessly with social media as well.  When we identify a job match, we generate a link that is uniquely connected to you.  If a successful hire is made – you automatically get the referral reward. You no longer have to track applicant progress or chase down payments.

You can communicate through LinkedIn, Facebook, Twitter or Google+ with an open-post or a direct message to a particular candidate.  If you want to do a manual search, you can do that as well.  We generate the link and you can send or post it as you deem appropriate.

With Reflik, we can cut down on the amount of manual searching, sorting, notifying and tracking that you have to do.  This lets you get back to what you like – matching great candidates with exciting open positions.

You can use Reflik to boost your income – or you can use our system for your full-time business. Reflik puts you back in the driver’s seat with access to more job listings and an automated system that makes your job easier and more profitable.

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