An Interviewer’s 3-Step Guide to Interviewing Career Changers

At some point in their life, a lot of people change careers or industries (not just jobs) during their working years. Sometimes the change is perfectly planned, other times it’s abrupt. It happens when they want to change jobs but their industries are not hiring; or when they want to pursue their true passion.

As interviewers, you often get to interview career changers. It is a risky move to employ someone in an uncharted area, however, these career changers may surprise you with their guts and confidence, knowledge in your industry, and what they could bring to the company.

So how do you approach a candidate’s career change during the interview?

Here’s a 3-step guide for you to successfully interview career changers.

Step 1: Tell them your concern.

There are only a few job candidates who fit every requirement for a job. Everyone has their weaknesses or missing skills they have to work around in the interview, and it’s really no different when they’re changing careers or industries. The strategy is to focus on the skills they do have rather than the ones they don’t have.

Be blunt and ask them that you’re concerned with their lack of direct experience in your industry, or the job they’re entering in. Ask them about the massive career shift. Most career changers are likely prepared for such a question, and it’ll be really interesting to know what their reasons are.

Sample question: What’s driving you to make this big change?

Step 2: Ask them about their strengths and soft skills.

While they might not be experienced in a particular skill for the job, you’ll be surprised to see that their strength lies in other aspects that would definitely help them succeed on the job.

Here’s a list of the strengths you want to look for that will likely relate to the job you’re hiring for:

•  A high level of attention to detail
•  Persistence and unwavering focus on results
•  Staying current on industry dynamics and professional
certifications
•  Diplomacy and team-building
•  Thorough knowledge of a process that befits the job
•  Project management and follow-through
•  The flexibility and intellectual agility to respond to changing
priorities

Step 3: Ask them for specific examples where they’ve demonstrated these talents.

Ask them to come up with a brief real-world story to back up the strengths they’ve mentioned. This could be anything from facilitating a sales conference for 100 participants that went off without a hitch despite major challenges prior to the event. This demonstrates attention to detail, diplomacy, project management, follow-through, and flexibility. 

The great thing about this three-step strategy is that you’ll be able to see ways in which their previous experience is relevant and transferable which, in turn, will help you determine how well they are qualified.

A candidate with the right basic skills, along with the desire and confidence to learn and contribute in the new arena, will make a strong impression on any interviewer.

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The Leadership Qualities to Look for When Hiring a Manager

Managers have the power to make or break their organizations. Great leaders or managers have the potential to encourage their employees to reach their full potential and achieve organizational goals. Others, however, are not as great with the role and may come out ineffective or incompetent.

According to a recent article by the Society for Industrial and Organizational Psychology (SIOP), nearly every industry across the country is suffering from a leadership crisis, and hiring managers are doing very little to improve the situation.

“People rarely get appointed to senior positions based upon their talent for leadership. They reach their job level as a result of internal politics. But if the wrong people are in charge, it can be disastrous for the employees and the organization,” Robert Hogan, president of a personality test provider Hogan Assessment Systems, told SIOP.

Wall Street Journal, also mentioned that nearly half of employees who leave jobs do so because of their managers or the company’s management. Since you don’t want to lose your best employees, it’s critical that you do everything you can to ensure you fill managerial positions with the right people in the first place.

As you go about your search for a new manager, keep in mind that great ones usually possess these 10 leadership qualities.



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Simon-Sinek-delivering-a-talk

Simon Sinek: The 2 Important Questions to Ask When Hiring Millennials

The millennials are here — classified as the group of twenty-somethings which currently make up a significant part of the Philippine workforce.

Apart from what we’ve seen and heard about this generation — indolent, entitled, lack of basic etiquette — millennials also have their fair share of great contribution to the society today. For employers and business owners, a good understanding of this generation will be crucial in helping your business grow. Just think they’ll become your company’s future leaders so choosing a potential employee from the start is vital.

Here’s what Simon Sinek, author of Find Your Why, must absolutely ask millennials when hiring them.

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3 Signs You’re A Burnt Out Recruiter (And How to Win Yourself Back)

You’ve smiled your way through hundreds of interviews, found out your best candidate just took another job, and now you have to go through piles of resumes before you could go home.

Recruiting is a tough job and without a doubt, you’ll eventually get super exhausted after a rough day — but if every day starts to feel rough, chances are, you might be close to burning out.

The clinical definition of burnout is “a state of emotional, mental, and physical exhaustion that occurs when we feel overwhelmed by too many demands, too few resources, and too little recovery time.” Sounds like a perfect recipe for any recruiter.

However, the good news is once you feel the signs of burnout starting to rise, there are steps you can take to help you stop it.

1. Warning sign 1: Really small things start to irritate you.

The first sign of burnout is often a short fuse. Maybe every little thing about an applicant is rubbing you the wrong way. That recruiting manager’s requirements are way too much and you just don’t have the energy to politely set them straight. The Wifi is down once again and you feel like it’s already the end of the world.

Every recruiter has to face some annoyances, but if you’re feeling like you’re at your at your wit’s end, you might be burning out. Ignoring this would possibly revolve into angry outbursts and serious arguments both at home and at work.

Solution: Get some sleep, even if that means taking a 20-minute power nap under your desk.

 girl beach kid tired sleepy GIF

Sleep deprivation messes us your concentration, mood, and ability to cope with stress. So get some good shut-eye at home—at least 6 hours—or take short naps at the workplace. Taking naps at work may sound wrong, but studies have shown that power naps improve cognitive functioning, leading to greater productivity at work. It also says that napping elevates moods and even improve immune function.

2. Warning sign 2: You can’t seem to concentrate on anything, and your productivity is dwindling

When you’re overworked or stressed, your mind tends to wander off to nowhere land and makes it difficult for you to focus.

Have you been reading the same resume five times already? Or taking two hours to a task that usually takes only one?

Solution: Get more movement into your day.

If you have trouble concentrating, chances are you might be suffering from a “foggy brain” because too much sitting at work. One study found that a simple 20-minute walk can significantly improve your ability to concentrate. While another at Stanford University determined people were more creative when they were walking versus sitting. Did you know that former US President Obama takes walking meetings around The White House?

Take your lunch breaks seriously and incorporate a brain-replenishing walk outside your office building. Don’t think of a taking a walk as taking a break or slacking, but instead consider it a tool that will improve your productivity and bring more innovative ideas to your work.

3. Warning sign 3: You’re feeling compelled to overwork because you think it’s the only way to get everything done

Working at talent acquisition often means that you will find yourself working after hours or on weekends. You may not mind doing this if you’re passionate about your work. But passion can be double-edged. At one hand, you may see yourself taking on the challenge, but on the other, you may become too driven that you can’t even stop to smell the flowers or check to see that work has taken a toll on your health and well-being.

Solution: Give yourself a break. Overworking won’t help you get things done.

Sometimes our reaction to finishing work is to work over-time, sometimes even during the weekends. We forget to take breaks or sacrifice vacation leaves for work. These habits are not healthy and will essentially make you more unhappy and stressed, which will lead you to the slippy slope to burnout.

Take vacation time to really disconnect from work, emails, and mobile devices that connect you to work. Being away from the thought of work will help you relax and give your mind that reboot it’s long been waiting for. And when you come back from that weekend of relaxation, you’ll have more clarity and some fresh perspective to help you be the productive beast that you’re supposed to be.

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5 Things to Look for When Hiring a Real Estate Agent

Finding the right real estate agent to best represent your company is vital in order to maximize your returns and help your company achieve its organizational goals. You’ll need to find one who will always prioritize your customers’ interest, and ensure that both parties will have a smooth, stress-free transaction.

However, sourcing for the right real estate agent could often get difficult, which is why we’ve prepared a free downloadable checklist of what you should look for when hiring an agent.

What you’ll find inside:

  • Right questions to ask about the candidate’s working experience in real estate;
  • Skills and education about the industry;
  • Candidate’s market knowledge and work ethics.


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6 Crucial Questions to Ask Before Hiring a Business Accountant

Finding the right business accountant for your company—be it a growing start-up or a medium-sized enterprise—plays a crucial role as it will determine the end-result of your business. Get one single number wrong, and it messes up the entire calculation of your company leading it to become a hindrance to any progress.

When it comes down to cost, a business accountant can save you thousands and make your life much easier.

While there are many great CPAs around, the dilemma here now is how you’ll know if they’re perfect for you and your organization? Well, it all boils down to asking the right questions.

Download the Free PDF below to find out the important questions to ask before hiring a business accountant, especially if you’re a small- to medium-sized business.

What you’ll learn: 

  1. Why you need to hire a business accountant now for your growing company.
  2. Why references are important when sourcing for a potential accountant.
  3. The relevance of asking each question to potential accountants.


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How to Be an Effective Mentor at the Workplace

Socrates, the founder of Western Philosophy mentored Plato. Plato mentored Aristotle; Aristotle mentored Alexander the Great, and in the ancient Greek era, Alexander the Great conquered a part of the world.

Mentoring is basically training others. Anyone can be a mentor as long as he or she is ready and willing to impart important knowledge to someone so long as their ready and willing to learn and grow. For someone who’s only starting out in their careers, there’s always uncharted territory ahead, and guidance from someone who’s been there can make the difference in their next steps.

On the other hand, mentoring can also be beneficial to you as the mentor. For starters, the most effective mentors also improve their own leadership skills. As you assist your mentee, you have the chance to reflect on and articulate your own expertise and experience–something you probably don’t take time to do otherwise.

So, what does it take to become an effective mentor? Here are a few we’ve listed down:

Develop and manage the mentoring relationship.

This involves assessing your own readiness and interest and selecting someone to mentor. It’s not ideal to train someone who’s not ready for what you are about to impart. So choose someone you think is ready, who you think is capable of thriving in his or her career with your guidance.

Over time, it means working to build trust, set goals and keep the mentoring relationship on track.

Guide and counsel.

You may serve as a confidant and personal advisor to your mentee, especially as the relationship grows deeper over time. You may help him understand conflict or explore ways to deal with problems, for example. You also can advise them about behavior that is a poor fit with the organizational culture.

Model.

Just while observing you mentees pick up many things: ethics, values and standards; style, beliefs, and attitudes; methods and procedures. They are likely to follow your lead, adapt your approach to their own style, and build confidence through their affiliation with you. As a mentor, you need to be keenly aware of your own behavior as well.

Motivate and inspire.

Mentors support, validate and encourage their mentees. When you help your mentees link their own goals, values, and emotions to the larger organizational agenda, they become more engaged in their work and in their own development.

Remember that each mentoring situation is different and that you will need to shift your focus depending on each person. If you’re mentoring an up-and-coming project manager, you will need to focus on the near-term challenges and prepare her for the next step.

Mentoring is a shared responsibility, and you and your mentee will need to work together for it to be successful. And at the end of it all, when your mentee is ready to spread its wings and go out into their next step, you will feel a sense of fulfillment knowing that you had something to do with their success. One day of mentoring can change one life forever. Be that mentor.


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The 3 Best Insider Tips From a Time-Management Master

Time management master Laura Vanderkam has written several books, including the best-seller 168 Hours, on how even the most in-demand leaders maintain incredible productivity. Both she and I agree that the most precious resource you have isn’t money, but time.

Here are three master tips she shared for a strong time management system:

1. Write down how you spend your time

Create a time journal, not unlike people concerned with their eating habits create a food journal. How can you maximize your time if you aren’t sure how you’re really spending it?

Vanderkam admitted that she thought she worked 60 hours a week but, after keeping a time journal for several months, realized it was closer to 40 hours a week. By keeping a journal, you can squeeze out the inefficiencies and better understand why you may not feel as productive as you think you should be.

2. Do a (time) portfolio review

Do a portfolio review of how you spend your time, just like you would for stock performance. In this case, however, you are looking at the allocation of your time assets. Are you spending 10 percent of your time sending and tracking invoicing? Then we’re talking five to six weeks out of every year.

Vanderkam found that virtual assistants, interns, and smart software can help immensely – and the financial outlay pales compared to the time you save. How else could you be growing your business with the proverbial 10 percent of your year you’d get back?

3. Done is better than perfect

The ultimate time suck is perfection. Spending too much time perfecting a product or service not only can hurt your business, but it can create an opportunity cost for the other great, new things you could be working on (the brilliant, conflicted artist Kanye West is a perfect example).

Vanderkam highly recommends this: “Let it go. Done is better than perfect.” Think about the last time you spent an inordinate amount of time for an incremental improvement on a completed project. Now imagine all the other things you could have been doing with that time. At a certain point, spending more time on something will provide significantly diminished returns. Being honest about when you reach that point is perhaps the toughest, most important skill in great time management.

This article was originally written by Damon Brown. He co-founded the Apple Top 10 app Cuddlr, jump-starting the platonic connection industry. A TED speaker. His latest book is The Bite-Sized Entrepreneur: 21 Ways to Ignite Your Passion & Pursue Your Side Hustle@browndamon


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Tony Robbins: The 3 Questions to Ask Before Hiring Someone

Every company should strive to have a team of stellar people whose skills and personal attributes match the company’s core values. Unfortunately, it’s not always easy to find the right talent. It gets even harder especially now that job seekers have become more mindful of the companies they want to work with.

But more than that, when candidates do come in for a shot at the position, it will be up to your hiring team to find a qualified talent worthy of a second, third interview. Life coach and author of Unshakeable, Tony Robbins shares his foolproof strategy for evaluating potential employees.

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Kalibrr talks about technology and social media at 30th ECOP meeting

As Philippine economy continues to grow and becomes more competitive, are companies and businesses poised to keep up with the latest trends in talent acquisition and retention?

This was the key issue at the 30th General Meeting of the Employers Confederation of the Philippines (ECOP) held last July 20 at the Henry Sy Auditorium at St. Luke’s Medical Center – Global City. Attended by CEOs, executives, and HR Managers of top organizations in the Philippines, the membership meeting focused on the current profile of the Filipino working population and several strategies in attracting and retaining talent.

Kalibrr’s very own co-founder and CEO Paul Rivera shared knowledge on how the technology wave and the startup scene in the country are defining how Filipino talents choose and apply for jobs.

In his talk, Paul mentioned that Filipino talents today care about a company’s vision and purpose – something that startup companies use to brand themselves. He suggested that for other companies to keep up, they must learn to blend human resource (HR) practices with sales and marketing strategies in order to attract the best talent.

“Recruiting is the selling and marketing of careers. Recruiters are very good at screening but don’t do a good job at selling the opportunity, “ he said.

To do this, Paul recommended that companies own and establish their brand pages. This means leveraging on touch points like Facebook, LinkedIn, and the company career page to establish themselves as a brand.

Moreover, companies must also ensure that the application process is fast and has minimal friction in order to sustain the engagement of their candidates and provide an overall good experience.

“Jobseekers prefer to apply to responsive employers and recruiters. If X company has a slow application process, they begin to tell their friends and say maybe ‘don’t apply to this ‘cause no one ever gets back to you,” he remarked.

Also, given the traffic situation in the country, Paul suggested that companies today must allow flexibility in terms of work hours and locations for employees to remain productive and able to provide high quality work.

Other speakers in the session were of Eric Riego de Dios, HR Director of Baker McKenzie, and Grace Sorongon, Senior Vice President and Managing Director of John Clements Consultants, Inc.

The Employers Confederation of the Philippines (ECOP) is an organization with the goal of consolidating and articulating the employer’s voice and interest in matters relating to labor, employment, industrial relations, and socio-economic development.  For more information, email hrmbsinc.bdd@gmail.com.

If you or your organization is interested in inviting Kalibrr as a speaker, email our Country Marketing Manager Jan L. Garrovillo at jan@kalibrr.com.


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Kalibrr CEO suggests the use of social media in recruiting talents at 10th Philippine HR Summit

In this age when everything is mobile and almost everyone is online, how can companies and businesses leverage social media to reach and attract talents?

Kalibrr CEO Paul Rivera brought this issue into light at the 10th Philippine HR Summit held last August 3 and 4 at the Crowne Plaza Galleria.  Speaking in front of HR leaders, executives, and CEOs, Paul shared how companies must include a sales and marketing perspective in the business of recruiting.

“You have to sell, get them excited, not just about the career, but about the opportunity and the vision of the organization,” he shared.

Paul also mentioned that using only one sourcing channel would not help companies reach and attract the talents that they want. He said that job platforms today attract a specific demographic of people and companies must think about the right channels to use to reach talents.

Aside from job matching platforms like Kalibrr, Paul also advised companies to own their career websites and make use of platforms like Facebook in running digital ads and publishing content. He emphasized that ads must be relevant and visually appealing.  

“Don’t be the company that just takes a random stock photo and puts in on Facebook. There’s a lot talented designers in the Philippines. You just have to make sure that you want to invest in that,” said Paul on creating content that work on social media.

Paul also suggests for companies to be authentic in the story that they tell. This, he said, can be done by highlighting the people and the growth that they have gotten in the organization.

The 10th Philippine HR Summit is an annual gathering and conference of HR professionals with keynote talks focused on the changing landscape of HR industry. This year, the summit revolved around the topics of employer branding, the use of technology and social media in HR, and modern challenges in the workplace.

If you or your organization is interested in inviting Kalibrr as a speaker, email our Country Marketing Manager Jan L. Garrovillo at jan@kalibrr.com.


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6 Important Management Questions to Ask (and Keep Employees from Quitting)

Gallup, the research-based, global performance-management consulting company, has been measuring employee engagement data for nearly two decades, and the numbers have remained dismal. In an opinion piece released last month, Gallup CEO Jim Clifton said this:

Only 15% of the world’s one billion full-time workers are engaged at work. It is significantly better in the U.S., at around 30% engaged, but this still means that roughly 70% of American workers aren’t engaged. It would change the world if we did better.

What the whole world wants is a good job, and we are failing to deliver it — particularly to millennials. This means human development is failing, too. Most millennials are coming to work with great enthusiasm, but the old management practices — forms, gaps and annual reviews — grinds the life out of them.

Source: www.ragan.com

If you’re in a leadership role, the first step to high engagement is to assess your own perception of how your employees feel. To start, ask yourself these 6 management questions to help you diagnose the situation.

6 questions to ask yourself

If you can answer all six of these questions with a resounding “yes,” you passed the engagement test and may be well on your way to helping to release discretionary effort across the organization.

  1. Do your employees believe that you want to hear their ideas and will value them?
  2. Do your employees understand how their daily work helps accomplish the organization’s goals?
  3. Do your employees communicate their ideas and vision for the organization when you are around?
  4. Do you frequently acknowledge and recognize each employee for his or her contribution — in ways that matter most to each?
  5. Do they believe that you are committed to helping them develop and grow?
  6. Do you regularly offer career path guidance to your people?

What to do next…

If these questions confirm what you already know to be truth, be ready to take action with intent. Effective engagement stems from a mindset of wanting to best meet the needs of each employee so they are equipped to succeed. In turn, they will give you their best work. This can only happen when mutual trust, respect, encouragement, and affirmation are clearly displayed along the way.

This article was originally written by Marcel Schwantes, a principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged, and profitable work cultures.

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Kalibrr CEO Paul Rivera shares how to recruit, retain millennial employees at franchise conference

Success of a business begins with having the right knowledge and a thorough investigation of all business opportunities. It also starts with recruiting the right people into your company to ultimately create a great, solid team.

Kalibrr CEO Paul Rivera, was invited by the Philippine Franchise Association (PFA) to talk about recruiting and retaining millennial employees at one of the breakout sessions at Franchise Asia Philippines 2017, the largest franchise conference and expo in Asia, on July 19, at SMX Convention Center Manila.

Kalibrr CEO Paul Rivera at Franchise Asia Philippines 2017

In his talk, Paul discussed that with millennials being aggressive and competitive in today’s work setting, businesses must adopt a “marketer” kind of mindset in order to attract talent.

“You have to think like a sales and marketing person specifically for career professionals when you want to recruit millennials,” said Paul, adding that having a good recruitment experience and a clear vision of your company’s purpose helps with attracting qualified candidates to apply.

Retaining millennials, on the other hand, Paul emphasized planning out a growth strategy for your employees. Millennials, he said, love to work when they know their efforts create an impact and essentially help them grow professionally.

“Millennials like to learn, and what they often need is someone to be their coach or mentor in order for them to succeed at their job,” mentioned Paul to a room full of franchisees and franchisors from 7-11, Goldilocks, Army Navy to name a few.

However, while his talk revolved around millennials, he pointed out that businesses shouldn’t design their organization solely for the younger tribe. Instead, build a company culture that leads to all employees wanting to join, stay, and perform at their best.

Dr. Maynoll Montalbo CEO of Mont Albo Massage Spa also spoke about recruiting and retaining millennial franchisees at the Franchise Asia Philippines 2017.

Kalibrr is a recruitment tech startup that aims to transform the way candidates find jobs and the way companies hire talent. It uses technology to match jobseekers and companies on the basis of skills, experience, interests, and fit.

If you or your organization is interested in inviting Kalibrr as a speaker in one of your events, kindly email our Country Marketing Manager, Jan L. Garrovillo at jan@kalibrr.com


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Kalibrr talks about hiring rockstars at Acceler8 learning sessions

In all companies and businesses, it’s highly important to have a great set of people to help meet your organization’s goals. But did you know that building that winning team also requires talent?

Acceler8, a co-working community for entrepreneurs and professionals recently conducted SPRINT talk+workshop series on Building Your Winning Team on June 28, at their office in Legazpi Village, Makati.

Kalibrr’s very own Senior Vice President Julius Paras was able to share some fruitful knowledge on How to Hire Ninjas and Rockstars to a room packed with new entrepreneurs, business owners, managers, recruiters, and human resource professionals.

In his talk, he identified the top qualities, or in his case, “rockstar” qualities, employers should look for in a candidate. Apart from skills and knowledge, he also emphasized the importance of teamwork, how they handle issues, and their eagerness for growth and on pushing boundaries.

“They may stumble once in a while, but rockstars perform consistently,” says Julius on looking for candidates who will still do the job despite circumstances.

Other speakers of the session were Shahab Shabibi of Machine Ventures, who talked about Leadership in the 21st Century, and Gino Cabigao of TaskUs PH who talked about Evaluating and Firing Employees.

SPRINT talk + workshop is a new series of learning sessions that equips you with the work hack you need. Every talk is followed by a workshop to further help you execute your ideas. They have different topics from industry experts every month. For their schedule of events, email rani@acceler8.ph

If you or your organization is interested in inviting Kalibrr as a speaker, email our Country Marketing Manager Jan L. Garrovillo at jan@kalibrr.com.


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2 Things to Look for When Hiring Passionate Employees

“Passion” may seem like an overused word, especially in the world of startups and SMEs. But there is a good reason why entrepreneurs look for that kind of personality from every candidate. Simply put, being fully committed to and caring about your company does — whether it’s running the whole company or just selling its product — always produces the highest-quality results.

Building a culture of employees who love their work begins during the hiring process. Life Is Good CEO Bert Jacobs reveals the most effective interview questions he uses to select ideal candidates for his company.

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Here Are 7 Reasons Why You Should Hire Fresh Graduates Over Experienced Applicants

The Commission on Higher Education (CHED) released data that projected over half a million (656,284) Filipinos earned their undergraduate degrees at the end of the academic year 2015-2016, and were set to join the workforce. The data was higher by almost 10 percent (605,375) from 2014.

The data shows that there are a lot of new and ambitious talents to choose from. While hiring recent graduates has its disadvantages such as lengthier on-boarding procedures and additional handholding, the advantages are still palpable, as fresh minds are considered as future leaders.

Bringing in soon-to-be pros is a good way to balance your experienced senior staff with a fresh perspective. Here are more great reasons to hire those newbies:

1. No Office Politics

Dirty politics, while inevitable, can be frustrating most of the time, which could be one reason to invest in a new breed of workers. Since young professionals haven’t been immersed in a company’s culture long enough to know or even practice old tricks, they aren’t tainted by true or false rumors, and not part of any group within the office, they are likely to offer a non-judgmental perspective of everyone on the team. This, then, becomes a breath of fresh air in the usual, chaotic workplace.

2. A Chance to Cultivate the Ideal Employee

hire fresh grads

(Source: quotesgram.com)

Hiring new graduates means training your own pool of talents, which gives you an opportunity to mold a new professional as opposed to making them unlearn old habits and pre-conceived notions.

In hiring new graduates, employers can foster their unique culture and develop employees in such a way that works for them. Of course, hiring someone outside the organization can greatly undermine those efforts, but new professionals can easily adapt to the culture and build the skills the company needs.

3. Lower Cost

A primary reason companies hire fresh grads is that they can be paid lower salaries. On an average, fresh graduates cost 20-40% less than an experienced individual. This isn’t to say, of course, that new graduates come cheap. It just means not having to spend thousands in a talent search program.

You can, in fact, partner with some of the local universities in your areas, and take advantage of their career center. You can participate in Career Fairs of a few schools and interview people right there and then. This will also reduce all the traveling and lodging costs, which you might end up paying for inviting an experienced person for an interview.

4. Aptitude for Technology

More than 4 out every 5 millennials own a smartphone compared to just two out of three 35- to 54-year olds. Millennials are digital natives and have always found adapting to the latest technology easy. This characteristic makes them valuable to the company, as technology continuously changes the world.

Their way of life caters to the evolving consumer and they can pick up new technology in a matter of minutes. These natural abilities are priceless for employers in today’s quickly evolving world.

5. A Strong Thirst for Knowledge 

hire fresh grads

(Source: itworld.com)

Fresh graduates are often eager to learn and extremely determined to prove themselves. When given a task, they tackle it head one and wholeheartedly. They are not afraid to answer questions and seek answers, because in college, they were trained to be open to learning even on things outside of their expertise.

Being similar to a “blank canvas,” fresh grads can adapt to any corporate culture quickly, as well as different working styles.

6. New Perspective

While fresh graduates have gone through internships, they have yet been instilled into the corporate environment. Their minds are fresh, and thus, can bring a new perspective to your organization.

Most universities emphasize on the importance of innovation, which of these graduates bring to the table. Fresh grads will also be able to point out flaws which current staff might not notice, being so used to the work environment.

7. A Chance to Engage Future Leaders

hire fresh grads

(Source: insperity.com)

LinkedIn reveals that more than 39 million students and recent college graduates are the professional network’s fastest-growing demographic. These are the future leaders, believe it or not.

Smart companies know they need to engage with them early on in order to secure their position within the company as they grow and advance in their careers.

It’s time to start engaging with these new grads and recruiting them. While there are available positions in a certain job advertisement that states newbies won’t cut it, there are many situations that are perfect for new talent. So, don’t miss out on engaging tomorrow’s leaders today!

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Where to Find and Recruit Highly Qualified Candidates in the Philippines

Hiring can be an exhausting process. Just ask any company that has tried to fill in a top position if finding the right person for the job was an easy task. You’ll probably get a solid “no” for an answer.  

With today’s highly competitive job market in the Philippines, the perfect candidates are either not looking for a job — and if they are indeed looking, they’re too choosy — or have already been recruited by another company. So, what other options do you have left in your search for excellent employees?

Here are three ways we found to be really effective not just in getting applicants, but in finding highly qualified applicants you’d want to hire ASAP.

1. Let current employees refer friends and acquaintances

One way to find qualified candidates is simply to motivate your current employees to do it for you. Your employees know what it takes to do the job and what it entails. They want to bring in people who will make the workload lighter, not heavier. And being Filipinos, we have a strong sense of community — use this to your advantage as a recruiter in finding like-minded professionals.

Souce: econostrum.info

To motivate employees to be recruiters themselves, reward them with an incentive of some kind for every prospect they recommended and gets hired. A strong rewards program will yield highly talented people for your company.

2. Check your mutual connections on Facebook

Your personal network, both online and offline, is another channel to find qualified candidates. Your friends, colleagues, and even former colleagues may be able to recommend the right candidate. What’s great about this is that your network can vouch for who they’re recommending as someone who would be a good fit.

Source: techpulseweekly.com

Utilize Facebook or other social media networks to see if there are any mutual connections between you and a potential candidate you’re interested in recruiting. And the best part is mutual networks can also help you get a second opinion on a candidate before arranging an interview or an offer.

3. Let recruitment agencies or headhunters do the job for you

With the rapid pace of how the Philippine economy has been thriving, many businesses have also been growing. With this in mind, these businesses simply don’t have the time or sometimes even the internal knowledge required to hire the best staff. This is especially so if they’re recruiting in a new location, a hard-to-fill position, or for a newly-created role.

Source: Shutterstock

Recruitment agencies give you the opportunity to hand the job to experts who will aim to bring you candidates matching your exact requirements in a shorter timeframe. They can turn a month-long search into one that lasts just a few weeks or even days. Knowing when and how to use them effectively can not only reduce the stress of recruiting, it can also guarantee a long-term hire.

There are accessible agencies like Kalibrr’s recruitment service that helps companies source and connect with qualified candidates in at a short period of time; giving you more time to focus on impactful tasks.

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Here Are 8 Ways to Hire the Right Talent Every Time

As a leader, nothing is more important than hiring great people. Great hires impact virtually every facet of your organization, from culture and values to the ability to innovate, adapt, and persevere over time. When we hire the right people they generate returns that significantly exceed the costs of their employment.

Conversely, poor hiring decisions cripple organizations. Bad hires require additional supervision, create conflict and make the leader’s job harder. These distractions pull people away from the essential tasks of building products, delighting customers, and innovating ahead of the competition.

Leaders who have cracked the code adhere religiously to practices that dramatically increase the probability of hiring exceptional people. Here’s how they do it:

1. Stop Trying to Hire Yourself Over and Over

Fight the urge to select only candidates who look and act like you. Studies consistently show that managers evaluate people more favorably when they share similarities in functional background, attitude, academic achievement, political views, and even physical appearance. However, besides being potentially discriminatory, this robs the organization of different perspectives and skills necessary to find new and innovative solutions to problems.

2. Don’t Fall in Love Too Fast

Resist the rush to grab the first candidate that meets your most basic criteria. You want to hire exceptional people. Build in time for a sufficient search. A bad hire is like a bad deal – it’s easy to get into and very difficult to get out.

3. Pay More Attention to Character

Managers caught up in the day-to-day pressures of running a business often overvalue a candidate’s specific technical or functional skills. Character and other broad capabilities seem more like “nice to haves” rather than “necessary essentials.” But a person’s character and ability to meet unexpected challenges more typically determine their performance over the long run.

4. Get to the Heart of Whom You Are Hiring

Gather the right information. It is time-consuming and difficult, but good in-depth interviews are critical to understanding an applicant’s accomplishments, shortcomings, talents, values, motivation, and other job-relevant information. Unfortunately, many managers conduct interviews too quickly, with little preparation and not much structure.

5. Carefully Vet Your Finalist

Managers who fail to check references typically make this mistake out of ignorance or out of a mistaken belief that reference checks don’t yield useful information. However, smart managers do them — and they don’t rely solely on primary references (those provided directly by the candidate). Solicit secondary references from those initial calls and consult your own network (usually a candid resource). You want to explore an applicant’s ability to work well with others, her leadership style, and how she works under pressure.

6. Make Sure to Utilize Your Team

Involve multiple members of your team in the hiring process. It is the best way to assess a candidate’s competency for all aspects of the job. The team may include those who will be working directly with the new hire or are familiar with the job requirements. In a well-organized interview, colleagues with different perspectives can triangulate their knowledge to reveal a fuller picture of a candidate. They will be grateful to participate and more invested in the new employee’s success.

7. Look Everywhere for Talent

Current employees need to know they are valued and have upward mobility, so give internal candidates fair consideration. These candidates often suffer because hiring managers tend to know a lot more about their strengths and weaknesses. Don’t over-glorify the outsider, but keep in mind that it is often in your best interest to bring in new people who challenge the status quo.

8. A “Sink or Swim” Approach Often Leads to Drowning

Socialize and integrate the new hire into the organization. Don’t just throw them into the pool. Lunches and informal gatherings are essential. A good onboarding process is attentive and provides continuous feedback for improvement. This reinforces the message that the organization is trying to win as a team, helping all players perform to the best of their capabilities.

This article was originally written by Joel Peterson, chairman of JetBlue and founder of Peterson Partners, a Salt Lake City-based investment firm.


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3 Key Interview Questions to Find the Perfect Employee

With today’s global environment, hiring and keeping the right employee is often a difficult job for managers. While most of the decision makers focus on the skill sets needed to get a job done perfectly, they often overlook the basic skills and personality traits that are actually critical to being a valued and productive team member. The consequences of bad hires are immense, and it’s the manager’s job to see the red-flags early on the interviews.

Spencer Rascoff, CEO of Zillow Group shares what questions he asks during interviews to identify a perfect hire.

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5 Telltale Signs Someone Has True Leadership Ability

Sometimes, the only way you’ll truly know whether the skills a leader possesses is genuine is to measure a not so great manager against the one that had you thinking often, “This is too good to be true.”

If you think your boss is some freak-of-nature and you’re the luckiest person alive, I’ll break it to you gently: He or she is most likely the kind of leader talked about by research and thought-leaders who demonstrate best-in-class behaviors in the most profitable companies on the planet.

Source: huffpost.com

They are often referred to as servant leaders, conscious leaders, authentic leaders or transformational leaders. Whatever you decide to call them, one thing is for sure: Working for a company culture under their helm releases discretionary effort across an organization. That’s good for business.

What I have witnessed in the last ten years in my own practice developing servant leaders is that such leaders shine the spotlight on other people. They don’t want the attention, and they share their power and status to benefit the people under their care.

To get practical, lets dive in to the most prevalent leadership behaviors you will find in such leaders.

1. They spread joy and drive fear away

Let me ask you an honest question: Do you look forward to going to work when you get up on a Monday morning? Do you look forward to interacting with your colleagues? Do you feel appreciated by your boss because he/she takes care of you?

If you’re nodding your head yes to any of these, you probably experience joy. Congratulations! Joy is an emotion evoked by well-being and success that’s experienced by every employee in healthy cultures under such leaders.

It’s the feeling you get in a highly-collaborative environment where people respect one another, there’s real teamwork between colleagues that are encouraging to each other, coworkers share the same values and there’s constant synergy in the air. Next thing you know, you look up and it’s 5:30pm, and the place is still buzzing with energy and excitement, and people find it hard to pull away and go home. This is joy!

And leaders set the stage and create the environment for this to happen.

2. They provide employees with meaning, purpose and belonging

In Give and Take, Adam Grant says that when people find purpose in their work it will not only improve that person’s happiness, it will boost productivity.

Give the people what they want — purpose. One way to give them that purpose, according to Grant, is to give employees the chance to connect with and meet the people they are serving.

In one research cited by Grant, three groups of employees in a university fund-raising call center were tasked to call donors to ask for contributions. One of those groups read personal stories from scholarship recipients, and how those scholarships had changed their lives. Turns out that group increased their fund-raising by 143 percent versus the other groups who just made fundraising calls as part of their duties.

Grant takes it a step further: When these same fund-raisers were given the opportunity to meet a scholarship recipient, and ask them questions for as little as five minutes, their fund-raising went up by more than 400 percent!

Grant’s conclusion? Having employees meet the very people they are helping is the greatest motivator, even if limited to a few minutes.

Employers have a competitive edge when they can give their people access to customers so they can see firsthand the human impact their work makes.

This is about having work that brings with it meaning, every day. When employees feel and know that they are making a difference in the world through the work they do–whether they’re designing apps or laying down asphalt, it increases their motivation to perform.

3. They foster a “learning spirit” within the organization to develop their people

People development is not seen as a separate retention activity enforced by HR. It’s ingrained into the mindset of servant leaders strongly committed to their people’s development. Obviously, this is good business strategy as it will increase team performance

But beyond that, developing people is a goal of leadership in and of itself. It’s a way of being. And this is how they do it:

• They identify their employees’ gifts, talents, strengths and personality types for the best job fit so that they can reach their potential.

• They champion a “learning spirit” within the organization, sending a clear message that “growing our people is one of our highest priorities.”

• They provide ongoing training, coaching and mentoring opportunities that are aligned with job purpose, performance measures, and fulfilling the organizational mission.

4. They build trust that leads to business outcomes

Let’s face it, if you are considering developing leaders, trust is a pillar your company’s leadership should stand on.

In his book The Speed of Trust, Stephen M.R. Covey highlights leadership trusting behaviors that are culturally ingrained in the structures of some great companies known for high employee engagement, including Whole Foods, Campbell Soup, and Semco.

Among those trusted behaviors are:

• Practicing accountability

• Creating transparency

• Confronting reality

• Clarifying expectations

• Listening first

This is how their leadership teams and employees interact day-to-day. Imagine the possibilities of leveraging such behaviors to increase trust across the board. Employee performance ratings go up, and as a result, your customers will notice a difference.

5. They are open and transparent in how they communicate

A clear example of this practice is modeled by Melissa Reiff, the CEO of The Container Store, which is ranked No. 49 on Fortune‘s annual list of “100 Best Companies to Work For.”

Reiff personally crafted the organizational principle of “Communication IS Leadership,” which is defined as the “daily execution of practicing consistent, reliable, predictable, effective, thoughtful, compassionate, and yes, even courteous communication.”

In its purest form, the culture of The Container Store strives for every single employee to know absolutely everything. While this can be a daunting undertaking for any company, The Container Store firmly acknowledges the power behind this principle on its website, which states “nothing makes someone feel more a part of a team than knowing everything has been communicated to them. We know that some information we share could fall into competitors’ hands, but the advantages far outweigh the risks.


This article was originally written by Marcel Schwantes, a principal and founder of Leadership From the Core, a leading provider of servant-leadership training and coaching designed to create healthy, engaged, and profitable work cultures.

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