Hiring? Dig deep in an applicant’s online presence

Posted by Bernie Reifkind on October 2, 2017

Some advice from a healthcare recruiter: dig deep about an applicant’s online presence before making a hiring decision.

Never before in the history of business is so much information available to hiring employers before making a hiring decision.

We live in a time when most people share personal things online.

Social media can offer a treasure trove of information on just about anyone. Even an employer does not use Facebook, LinkedIn, Google, You Tube, Instagram, Twitter etc., one can at least get a glipse behind the resume by doing a little snooping online.

Receiving a good resume from a well-qualified applicant without checking the applicant out online can save many headaches.

Every hire is risky both financially and in company morale. Checking out a potential new hire by doing deep online research can mitigate a poor hiring decision. Consider the following:

  • Check out a prospective applicant’s LinkedIn profile. A bad LinkedIn profile is a red flag. Does the profile match the person’s resume?. Make no bones about it, employers are using (and should be using LinkedIn) to pre-screen a prospective applicant. In addition, employers are looking at an applicant’s picture. To be candid, a LinkedIn profile is a resume with a photo.  Advice to anyone on LinkedIn: make sure your picture is a professional “head shot” and not some casual selfie picture taken while driving your car.
  • Someone’s Facebook page can be almost be a first interview; if you don’t like a person on Facebook, you probably won’t like working with them. Though many profiles are restricted to what the general public can see, there is still a ton of information to decide if an applicant may be a good hiring fit.
  • Google is completely invasive to our privacy, but business is business.  Google every aspiring new hire and find out everything available.

Checking on someone’s social networking activity is about learning as much about the character and makeup of the applicant as possible. Consider this: to whom a candidate responds to and agrees with online, can be just as revealing as personal updates and comments.

Another huge reason to thoroughly vet someone online: there are certain questions employers aren’t allowed to ask during interviews, especially if they’re of a personal nature. A social media search offers a glimpse into a candidate’s life. A digital footprint can reveal whether or not a candidate’s personal beliefs could clash with a company’s message or harm a reputation.

In conclusion, conducting deep online research is critical to making good hiring decisions.  Social media is a terrific tool in for employers.

A warning to applicants: be conscious of the long term effects of items you’re posting or agreeing with online. Social media is a virtual version of you – make sure that it is an accurate, appropriate representation.

Please feel free share this article to those that might benefit. Thank you!


Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1 310 247-8900  or email at ceo@premiersearch.com.

Recruiter Advice: How to Avoid Epic Career Damage

Posted by Bernie Reifkind on August 16, 2017

Navigating a career can be tricky business.  Just one career mistake is all it can take to have a damaging impact on your professional ambitions. To avoid tripping up, here is a list of common career mistakes.

Avoiding these mistakes, while keeping your focus and passion for your work, will help you navigate a successful career. We all want to excel at our jobs and grow in our careers, but there are certain tendencies and behaviors that can really end up holding us back.

Here are a few traps to avoid if you’re looking to advance in the workplace.

1. Belief in the delusion of job certainty

No job is secure and everyone is replaceable. Accept that. Now move on. Do your best and don’t over analyze every meeting your boss has with or without you, or every mistake you make, assuming that it could mean the end of your current job.

Always have a current resume and treat yourself by going on confidential interviews.  Keep your eyes and ears open for great opportunities.  It is important to be loyal to your employer, however loyalty begins with yourself.  Welcome change.

2.  Not taking credit for your successes

Nobody likes a bragging coworker.  Conversely, downplaying your role when achieving success is a good way to stunt your own career growth. Though modesty is admirable, you shouldn’t feel awkward to subtly ensure that you receive credit where it’s unquestionably due. In so doing, management will recognize your contributions and factor them in when things like promotions and raises come into play.

3.  Not seeing the bigger picture

It is essential to understand what your organization wants to achieve, how you fit in and how your achievements contribute to its overall success. Developing a broader understanding and appreciation of your organization’s ultimate goals will not only provide you with a deeper sense of purpose and passion for what you do, and ultimately make you more successful.

4.  Apologizing too much

Own your success—don’t ask for permission.  Many employees often fall into the trap of not wanting to disturb or disrupt anyone else, and so they come across as timid and apologetic. Employees who are too timid often do not get things done and can often be more of a drag on their supervisors. Remember why you were hired and get results.  If you make a mistake, own it.

5.  Not following your intuition.

There is a lot of evidence that your gut or intuition is an intelligent and finely tuned system. Countless stories abound of people who have a gut reaction to a decision and then choose to go against it, only to regret it in the long run. If you are ignoring your intuition, you’re discounting the years of wisdom that you’ve gathered.


Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1(800) 801-1400  or email at ceo@premiersearch.com.

Employers: here is the only reason to recruit someone!

Posted by Bernie Reifkind on August 11, 2017

If you’re an employer no matter what the size of your company I urge you to please consider the following:

There is only one reason why you should ever recruit or hire anyone: profit.

If you think any differently, than go watch Dr. Phil or waste your time surfing the web, just like your employees are doing when you’re not keeping an eye on them.

It’s all about profit.  Money, period.

Never hire anyone unless you profit from it economically. After all, you are in business to make a profit or at least to stay in business.

Moreover, any hire should benefit you and you only. Even if you work for the largest company on earth, if you are the boss and you need to hire than your only motive should be to profit. Profit keeps you in business or it keeps you your job.

So really, it’s about the Benjamins. To make money.

Unless your game is charity why on earth would you settle on hiring someone that did not benefit you? In addition, why not hire the very best? Remember: profit.

The accepted estimate for the cost of a bad hire is 1.5 to 4.5 times the salary of the job in question, after all costs are factored in. These costs can include, among other things:

  • Interview time
  • Potential customer problems
  • Staff problems with low morale and/or having to replace an employee in the middle of an assignment
  • Lost profit margins
  • Reference checking time
  • Manager training time

Even if it takes a while to find the right fit, hiring the wrong person can cost you in ways that are exponential. Contact a healthcare recruiter and you’ll end up saving time and energy.

When you do find the right person, let others be involved in the interview process. Even subordinates can be part of the interview process. After all, they’re obviously going to work with each other.

After you have done all of your “due diligence” and you can feel it in your heart that hiring someone can benefit you, than pull the trigger. Don’t waste anymore time.

Cut Turnover By More Than 90%….

Posted by Bernie Reifkind on June 28, 2017

No business or operation can afford to lose their top talent. The ultimate goal of any organization should be to recruit and retain their human capital.

Increasingly, it’s become a quite a challenge for organizations to keep good people.

The costs associated with talent turnover with regard to employee morale and real dollars is potentially devastating to the substance and growth of any organization moving forward.

How can one expect to build a successful company if employees are coming and going?

When the work environment is essentially a revolving door, it’s virtually impossible for organizations to maintain any momentum. Instead of focusing on the larger goals, managers are forced to retrain new employees constantly, as well as keep their other workers engaged.

Successful employee retention can bring an organization to new heights, weather potential storms and most importantly generate substantial employee morale in which everyone benefits. This translates to potentially much stronger revenue generation.

Premier Search  the nation’s leader in successful recruitment and placement of key professionals has concluded that many factors are relevant with regard to employee retention.

It’s all about the relationships between management and employees. As in any relationship, treating employees with respect and dignity is critical to retaining happy employees. Research continues to show that employees who do not feel respected by their employers are over 3 times more likely to leave their jobs within 2 years than those who feel they are treated respectfully.

More than 90% of employees (who are changing jobs) say that they do not receive proper acknowledgement for the work that they do.

When one feels recognized, we feel more motivated to succeed.

Here is How to Keep Your Best Employees:

  1. Acknowledge all employees for their accomplishments (when appropriate) and provide them with the freedom to use their judgement
  2. Appreciate employees in frequent and creative ways, such as public awards or time off
  3. Solicit employees to find on how they can be more successful and then put words into action.
  4. Encourage employee’s ideas.  Sometimes the solution to problems or business growth ideas are known by employees
  5. Provide employees with helpful coaching and timely feed back
  6. Be inclusive with employees and value their input.
  7. Encourage full communication without fear of negative consequences
  8. Listen to employee’s complaints and mitigate immediately concerns if possible.

In summary, your employees should feel valued and proud of the work. This will not only do wonders for your employer branding strategy, but will immediately reduce your turnover rate. Develop a work culture that encourages diversity and creativity and put in place effective anti-discrimination policies that promote flexible working, where possible.

Creating a strategy for staff retention is not always easy, but it will greatly benefit any organization.


Bernie Reifkind is the CEO and founder of Premier Search, Inc. a nationwide executive search and placement firm.   In addition, Bernie provides career guidance and strategic interviewing techniques to professionals at all levels.

P: 1(800) 801-1400  or email at ceo@premiersearch.com.

Career Reboot: 5 Steps to Freedom

Posted by Bernie Reifkind on May 18, 2017

Sometimes our computers or smart phones get stuck.   Ugh.  When that happens, tech repair professionals will usually tell us to reboot our device and see if the problems disappear.  So we shut down our device and flip it back on.   And voila, like magic our device is back is back up and running.  (At least for the time being.)

Sometimes our careers can feel stuck.  Things jam up or slow down. We feel trapped.

When that happens maybe a career reboot is the cure.

So how do you reboot a career?

Here are 5 steps to rebooting your career:

  1. Wake up!

Take some inventory about where you are in your career.  Things always change. How aware are you about these changes?  Have things changed in your industry? Of course. There are trends in every industry and the easiest way to find out is to ask people how they see the future.  Are you reading? Are you watching? Are you asking?  In any industry, we must take a proactive approach to maintain awareness of what is going on.  So open your eyes to what “is” and not what “should be.”

  1. Complacency is a trap.

Take a shot.  If there is something that you want or need, go get it.  Trust yourself and accept any fear that you may have.  Do you want to change jobs?  Do you want to go back to school?  Do you have an idea that you would like to offer to your boss or to the world?  Fear is powerful, but so is success.  Fortune favors the bold.  If you are waiting for the right time, that is delusional thinking.  There’s never the right time to do anything.  Give yourself permission to want more out of life.

  1. Accept the possibility of rejection.

Rejection is a reality of life.  Someone says no to your idea or need? So what; keep going. Rejection is an imposter.  Why not convince yourself that rejection is a part of life no different than the seasons.  Rejection can feel personal, but it rarely is.  If you are a sales person, rejection is built into the equation of your job.  But in reality, rejection only means that you have to maintain persistence until acceptance.  Acceptance can be just around the corner.  Rejection is simply a temporary nuisance.

  1. Trust yourself, fully.

No one has the formula for success.  So trust yourself regardless of what others think. Look back at your accomplishments in life and break it down into smaller decisions that you had to make along the line.  All accomplishments are achieved with some element of self-trust.  Try this:  believe that you are able to accomplish the things that you want to do for yourself.  Do not fall into the trap of listening to other people’s opinion.  Belief in a possible outcome can only come from completely trusting yourself.

  1. Take action right now.

Do something right now.  What are you waiting for?  Re-booting yourself can be a process in which you take action a little bit each day.  What small step can you do right now to make a make a dream come true?   Read something that might help.  Make one phone call to find out the information you need.  Write a sentence.  Fix your resume. Do 10 minutes of research.  The point is to do something no matter how small or trivial.

“Nothing happens until something moves.”- Albert Einstein

So today, make something move.