7 Things Employers Must Do When Hiring Millennials

Make way for the millennials who are classified as the group of twenty-somethings which currently make up a significant part of the Philippine workforce.

Millennials are strongly bonded with technology—they practically breathe technology, live on the internet, and consume so much of social media, as well as other virtualization. They have a unique way of interacting with people and creating relationships. However, they do come with their own set of quirks.

For employers and business owners, a good understanding of this generation will be crucial in helping your business grow. To get the best and the brightest millennials to answer your job advertisement, here are some tips you can follow:

1. Give millennials their desired corporate culture.

Millennials look forward to a business climate and environment that is creative, challenging, accessible, and highly responsive. Further, corporate culture plays a crucial role in both recruitment and retention of good employees from this kind of generation. So, focus on developing a corporate culture that adheres to their expectations.

2. Demonstrate your corporate values to them.

Businesses with ethical values mean a lot to them. Companies that demonstrate that their business lives up to its values and ethics will most likely appeal to the idealistic and youthful workers.

3. Adapt diversity in the workplace.

Millennials are particular about how their future workplace practices diversity in the workplace and respects differences. Encourage your team members to gather and collaborate healthily by challenging each other’s ideas to result in devising innovative strategies, which can be greatly beneficial to the business.

4. Hire from a variety of disciplines.

Regardless if you are hiring for a financial position, creatives, tech, or some other specializations, it is best to keep an open mind as you can hire applicants who graduated with other relevant degrees. Millennials are fast learners, and they can be trained easily. Be ready to be open to various possibilities.

5. Become their mentor.

Millennials are eager to learn new things in their pursuit of developing an amazing career. As an employer, you should train them and encourage growth despite your perspectives not aligning with each other.

Be patient and teach them. Once they have learned the ropes, you will be surprised at how fast they can take over the task and how much they can contribute to your company’s success.

6. Develop them through challenges.

Many millennials don’t know how much they are capable of, or the extent of the things they can do. But, know that they desire personal and professional growth while being in your organization. Help them become developed in their roles by challenging and training them.

7. Allow an open communication.

For millennials, constant, open communication is necessary, considering that they are online and in touch almost 24/7. With all the technology that’s available at their disposal, you can reach them anytime, anyhow, and anywhere.

Instead of seeing this as a distraction, you can make this work to your advantage by appreciating regular updates and quick exchanges during the day.

Instead of holding to our mistaken notions of millennials, it is vital that we acknowledge that they have their own unique skill sets and a certain way of doing things. They offer a significant contribution to the current and the next generation of personnel.

Hiring millennials is never a problem if you understand exactly where they are coming from. Overall, young workers can make a change for the betterment of your business since millennials are the new face of the modern workforce.

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This Is How Google Hires Their Talent (Whitepaper)

Every year, Google receives over one million resumes and applications. Only 4,000-6000 applicants will actually be hired — that’s less than a 1% hiring rate. With over 60,000 employees spread across 70 offices in 40 countries, there has to be set measures when it comes to bringing people into the company.

Hiring managers at Google used to spend 10 hours a week on recruiting and top executives would dedicate a full day to it. They made their hiring process more efficient and through extensive research, experimentation, consultation, note taking, and note revisiting, they’ve done the impossible. They have cut 10 hours into 1.5 hours a week accomplishing the same amount of work for recruiting.

It sounds like a dream but it wasn’t one that came easy. However, it’s important to remember that the work Google put into their hiring process may not all directly apply to you and your company. The strategies they have uncovered, while all great, are applicable to the needs of Google, the pace at which Google is growing, and the profiles that they are looking for.

So how do they do it? To know about their processes and secrets, download our ebook, This Is How Google Hires Their Talent.

3 Takeaways

  1. Adapting recruitment strategies to fit your recruitment needs
  2. Using tech for recruiting
  3. Keeping the end goal in mind

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8 Inexpensive Company Perks Your Employees Will Definitely Love

This article was originally published on Inc Southeast Asia. Read more here.

There’s proof that positive work cultures with employee investment lead to more productive employees. Small investments in employees can have huge returns later on down the road. Engaged employees are 38% more likely to have above-average productivity, and even just a 10% increase in employee investment can increase your revenue by as much as $2,400 per employee, per year.

There are dozens of employee perks you can offer to keep employees engaged and motivated.

1. Allow Remote Work

Unless you absolutely must have your employees working in the office, punching the clock, and reporting for duty, then one perk you could offer is allowing them to work remotely. Allowing for remote work tells employees you trust them, and it gives them the freedom to work at their own pace from wherever they feel most comfortable.

It costs you virtually nothing and makes life easier for employees, especially those with young children and scheduling issues.

Perks employees love

Source: Canadian Business

2. Compensate Community Outreach

Employees of all ages want to be active in their local communities – some through outreach and community service programs, others through their church or programs. A great, affordable way to give back to employees is by helping them make time for those activities and even compensating them for that time.

Southwest Airlines has a program similar to this, with their employees working to support Ronald McDonald House Charities.

3. Simple Concierge Services

Employees lead busy lives outside of the workplace, and anything you can do to make their lives a little easier is going to be appreciated. It costs very little to lighten their loads by making concierge services available to employees. This can include anything from picking up dry cleaning to getting car washes, grabbing grocery items, paying a bill, or dropping off paperwork. The less your employees stress about their personal lives, the more they can focus on their work.

“We’ll have a large company and they’ll say ‘We want to give back to our employees – they’re working 60-80 hours per week; what can you do for us?'” says Dustyn Shroff, COO of One Concierge in Boca Raton, Florida. “We’re providing services to employees that don’t have time to fulfill them…Basically whatever an individual doesn’t have time to do themselves, we do it.”

Taking a little bit of the load off their shoulders might be just what your employees need to focus and help you achieve consistent and sustainable growth.

4. Employee Discounts

If your company sells products, then give your employees a larger discount than they might expect. Many companies provide a standard 10-15% discount. Give them 50% or more. You could even go so far as to provide employees with free product, and/or extend a large discount to their families and friends.

You may be discounting more frequently this way, but it will also bring new business and happier employees.

5. Open a Tab for Employees

Perks employees want

Source: Business Insider

If you want a perk your employees will love, and it entails bonding time for more meaningful workplace connections, then open a tab at the local watering hole or restaurant. Set a policy so that if three or more employees are together, then drinks are on the tab. You can set whatever limitations you like on frequency, but it’s best to leave it open for when your team members want to get together. This promotes socialization among team members and can foster a more casual environment in which your employees are more open with each other.

6. Hire Recommendation Incentives

Some companies offer sizable bonuses in the hundreds and even thousands of dollars for recommending a new hire who works out and stays with the company past a certain point. It’s a great way to source talent. If you currently don’t have the ability to offer large cash rewards, then consider other incentives like extra paid time off, vacation days, or a handful of “I don’t feel like coming to work today” coupons. It will save you quite a bit of money, and it’s a win-win because employees love having extra paid time off.

“When a growing company like ours looks for top talent who fit within our dynamic culture, it’s important to use our most valued asset to help recruit: our employees,” says Kate Pope, manager of talent acquisition at Achievers. “Job boards, sourcing tools, and job fairs can be a huge expense. We would much rather invest our dollars back into our employees by rewarding them for helping us find A-Players.”

7. Give Rewards Points Away

Companies often accumulate a ton of points and miles with all the purchases put on the company’s credit cards. A great perk that costs you virtually nothing is to turn those rewards over to employees as incentives for project completions and on-the-job performance. In tight financial times, employees appreciate the extra compensation with points, gift cards, and travel packages.

8. Buy Movie Tickets

This is another great way to reward employees and get them to go out together as part of a team. Buy movie tickets in bulk and give them away to your teams as an added perk, with extras that allow them to bring family on some occasions. It’ll keep everyone happy, and bulk quantities of tickets are usually offered at cheaper prices than retail.

This article was written by Sujan Patel, the co-founder of Content Marketer and Narrow.io, which provide tools to help marketers scale their content marketing and social-media efforts. He’s helped companies like Mint, Intuit, Salesforce, and others land more customers, make more money, and grow their business. @sujanpatel

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How to Tell If a Candidate’s Lying During an Interview

One of the biggest challenges about job interviews is that interviewers can’t detect if a candidate is telling the truth, which can lead to a bad hire. So how can you tell if a job candidate is lying during an interview? You can’t. Not really.

Not all hope is lost. There are some clues you can use to determine whether someone is telling the truth.

Watch out for the body language

You might have heard that the avoiding eye contact and fidgeting is an indication of lying, however, nervousness is a natural behavior especially in high-stakes conditions – like a job interview. In a study across 75 countries, they found that using cues of nervous behavior to detect lying is unreliable.

Professor DeSteno’s experiments on trustworthy body language found that a set of four cues, taken together, seems to indicate deception, and should be what you should look out for:

  • hand touching
  • face touching
  • arms crossing
  • leaning away

    body language cues that indicate that someone is lying

    Source: HBR

Watch out for verbal cues

In their review of the research on lie detection, researchers found that there is no word (or nonverbal cue) that is directly related to someone lying. However, there are behaviors that were found to be correlated with lying:

    • They are being too vague/provide few details
    • They are contradicting
    • Their answers or responses are overly scripted and chronological
How to Tell If a Candidate's Lying During an Interview

Source: LinkedIn

However, the research say that trying to detect whether a job candidate is lying during an interview is difficult and probably not really worth the effort. A better way to do it is to make sure your interviews are designed to best predict the candidate’s future job performance, like increasing validity by asking questions related to the knowledge, skills, abilities, and characteristics required for the job.

The truth is that job interviews often fail not because the job candidate is deceptive, but because the interviewer isn’t conducting a proper interview in the first place.

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5 Things You Should Watch Out For When Hiring Fresh Graduates

Every year 500,000 new students graduate, and move on to join the labor force. This leaves recruiters a lot of options for their next wave of hires. Fresh grads are enthusiastic, excited to start their first. However, before you start hiring the newest additions to the work force, here are 5 things you have to know before you hire fresh graduates.

1. Work Experiences

Your average fresh grad is not inexperienced. Many students now opt to take internships, it’s important to know what responsibilities they had. Student organizations are like a workplace, they involve heavy teamwork, cooperation, and a goal to accomplish projects. This is a sign of good time management and work life-balance skills needed in the workplace.

2. Fixing the sense of entitlement

Most fresh grads have high ambitions, they want to get high salaries and top positions right away. This might lead to some of them to want everything all at once. In some instances, many fresh grads have their school habits, such as constantly checking social media or being late to work, cross over to their work.

3. Having an office-ready skill set

While many fresh grads possess technical knowhow from their degrees, it’s more important for them to be able to work in an office. Skills can be taught, it’s important to know if the candidates can work well in the office. Do they have good communication skills? Have they had experience with leadership roles? These are qualities that recruiters must look out for.

4. Settle commitment issues

You have to know that many fresh graduates may not last in a company forever, as these people always want to move on to bigger and better things. It’s hard to forge loyalty among fresh graduates, they might be more inclined to go through job hopping. This may be unavoidable, so a recruiter must be aware that while they are enthusiastic now, they are prone to these tendencies once hired.

5. Don’t get fooled by grades

A prospects grades during their time in class means very little in the workplace. It tells you that the student tests well and studies hard. However, this may not always translate in the workplace. Were they able to balance their other responsibilities to get those grades? Can they demonstrate competence on the task at hand? Grades, at the end of the day, are just a number, it’s how they apply them that counts.

Hiring fresh grads can be tricky, but learning how to turn these issues into positives is a surefire way to provide enthusiastic, skilled workers into your company.

fresh grads

Source: www.rolfsuey.com

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4 Ways to Motivate Your Employees After the Holidays

Waking up at 6AM on the day after a long holiday is one of the worst feelings in the world, and most of us would agree to this. You may find your employees feeling the same (did they get diarrhea right after New Year?). The post-holiday dip is a common phenomenon in all workplaces, and it usually takes people a few days to get over the holiday blues and get back to their pace.

As a manager, it’s part of your job to get things going by jumpstarting your employees’ motivation and start the year with record-breaking productivity. Here’s how to do it:

1. Get some team time

The reason behind post-holiday blues is the thought that all the fun has passed, and what lies in the future is nothing but the dutiful suffering. To get pass this, let your employees realize that the office is also a place of fun and social interaction.

Take baby steps here. Don’t just let your team sit behind their computers and ask them to start working, instead, have a catch-up with them over coffee or snacks and talk about how their holidays were and the plans coming up ahead.

2. Mention the good points of getting back to work

If you set your mind into it, you can find plenty of positive things about getting back to work. Having a team meeting is one; another is mentioning and making an impact on a certain project, or possible future plans.

So mention the points where you feel like it’s going to excite you and your team to get back into full productivity mode. A little enthusiasm will go a long way!

3. Remind them of the greater purpose

When your employees left for holidays they left their work stresses behind as well. When they come back, these stresses will be the first coming into their minds. So what they need to hear after a long break is how their work is part of a greater purpose. Ask your employees to think about what they want to reach in the coming weeks, months, and year. Setting their own goals will make them feel that their work is less like a task and more like a quest.

5. Set the right example and take the lead

Motivation is infectious. If you put yourself on the frontline and show the world that you’re hustling hard, for sure your employees will take notice and follow your lead.

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Why Company Culture Is Important For Every Business

Written by Karl Loo, CEO & Co-founder of ServisHero. Originally published on Medium.

Had you asked me 3 years ago when I was working on other entrepreneurial projects, what the most important thing about running a business is, I wouldn’t have said culture. I was wrong.

However, having worked for about a decade, I can now tell you that culture is everything. It is the thing that drives a team towards a common goal, it is what motivates people to work hard, and it is the fuel that fires innovation. You can’t arbitrarily define a culture for a business. It has to develop from the hearts (and minds) of the founders, and the way to have (at least) some control over that development is to have strict frameworks for hiring; and policies in place to ensure culture is protected.

On hiring

If you want to have a fun culture, make sure you hire fun people. If you want to have a performance driven culture, make sure you hire over-achievers. If you want an innovation culture, make sure you make sure your team is as diverse as possible.


Source: ServisHero

As a high-growth company, it is extremely challenging to be exceptionally selective as the organization demands more resource. But I caution all entrepreneurs, make sure you have a cultural guardian — if not the CEO, make sure it’s another co-founder. Ideally, culture guardianship should be driven by the founders. At ServisHero, every full-time candidate must meet with either Paul, Jason or Myself (after undergoing at least 2 interviews with other senior members of our team)—we are the cultural guardians for the organization. We know to have longevity as a technology company we need to ensure everyone that joins us is aligned with our spirit of innovation, inclusiveness and achievement.

On policies to protect culture


Source: my.wobb.co

As we scale, we know it will become ever more difficult to maintain our culture, but we have started laying down the frameworks and processes to maintain our unique culture. We do this a couple of ways:

1. Regular meetings

Each team has regular meetings (daily or weekly) and changing the times of these meetings requires some act of god!

2. ServisHero Swarm

This is an invention by Paul, and something that has helped us maintain momentum in the organization. ServisHero Swarm is our weekly regional meeting — everyone dials in via video conference to: a) receive thanks; b) get strategic updates; c) be introduced to new team-members; d) get briefed on targets and performance.

This weekly update is our way, as founders, to foster a culture of radical transparency. We know that for our team to be aligned with our vision, they need to know what is happening in our heads. The meetings are not long, and in fact there is a timekeeper to ensure no one speaks for longer than the allocated time.

3. Accessibility

There are no offices at SerivsHero — no one, including myself sits in a room where we may be seen to be inaccessible. If we are to transmit our values, we must be accessible and approachable.

4. Socialization

Every Friday, Courtney calls for requests for our Friday music playlist requests over slack. From 6pm, we let loose and we socialize. There is no better way to cement a culture than to get everyone to mingle and exchange their thoughts. This is just one of many ways where we foster socialization.

5. Accountability

Today, co-founders hold themselves accountable to maintain the culture. In the future, we will need managers to help keep us accountable. Intra-company, every employee has an unwritten rule with each other to uphold our values. In addition to an unspoken rule, every employment offer letter comes with an Appendix of our core values — to accept our offer means acceptance of our core values. We’ve had this Appendix since day 1.


Paul (CTO), Myself (CEO) and Jason (CFO). Source: ServisHero

I hope entrepreneurs and aspiring entrepreneurs take note that it’s not just financial performance metrics that drive the success of an organization. Nor is it about the rate of growth of your company. It’s about the people, it’s about culture. A big shout-out to my co-founder, Paul for reminding me constantly that culture is everything.

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The Ultimate Guide For Getting Your Candidates to Show Up For an Interview

With the state of the Philippines’ thriving economy, companies are posting job openings and are in the hunt for talent to fill up those positions. However, candidates are no longer willing to wait long for interviews. Some, if not, most applicants are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview. Some simply do not show up and do not call at all.

Kalibrr recently conducted a survey of Metro Manila jobseekers to find out if they’ve ever stood up from an interview, and 40% of respondents say that they skipped an interview without informing the recruiter beforehand.

Finding out why some applicants didn’t show up for interviews can help you improve your marketing and recruitment process, making it more effective and efficient.

What you’ll get the white paper:

  1. Why they’re not showing up
  2. Common reasons for not informing before becoming a no show
  3. Common mistakes you’re making
  4. What recruiters can do to avoid future no shows

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New Year’s Resolution Every Recruiter Should Have

2016 is expected to be the most exciting year for the Philippines’ job market. With the unemployment rate down, the economy is showing quite a turnaround in employment. Companies are bolstering their hiring efforts, and economists are optimistic this will continue in 2017.

With that in mind, we see this year as a real opportunity for companies to innovate their recruiting and hiring efforts. It is paramount for companies to have hiring programs up and going because finding and bringing on the best candidates is going to become a more intense battleground.

Here are 3 resolutions companies should hopefully practice to get their game up and running for 2017:

1. Embrace social recruiting.

Thanks to the social media channels such as Facebook and LinkedIn, the trend is that hiring on social professional networks have bypassed Internet job boards, company career websites and employee referral programs over the past four years. It’s been the most important and fastest growing source of quality hires. Companies need to make concerted efforts to prioritize sourcing through social networks in the next year.

2. Make hiring a team sport.

The war for talent is in full swing as companies compete for a shrinking pool of talent. As the number of applicants per job continues to decline, how can small- mid-sized companies compete against the corporate giants?

Collaboration is key. Recruiting is a social activity and hiring should be a group decision. Your employees need to size each other up and determine whether a candidate is a good fit . Assemble hiring teams of about three to four people to evaluate and engage with candidates.

3. Approach recruiting with a marketer’s mindset.

Think of your potential candidates as customers. Think: marketing requires knowing supply and demand for talent; creating a “brand” that evokes specific, positive and emotional associations; and developing and targeting messaging that resonates across multiple channels.

It’s all about selling and we need to create a culture of selling to our candidates.

Make the next year as fruitful and as exciting when it comes to recruitment. If you keep these resolutions, you will be able to rise above the crowd and deliver their best year yet.

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7 Christmas Songs Every Recruiter Can Relate To

While some people are gearing in for the holidays, some of us are still trying to get jobseekers to apply, and finally hire someone before we say farewell to 2016.

So, to make the season more jolly while you’re scouting for applicants, we decided to find Christmas songs that exactly relates to the ups-and-downs recruiters face in their career.

Ready your earphones because we have songs for:

1. When your boss asks you to hire someone before the year ends.

2. When you’re hoping and praying that jobseekers will apply to your job post.

3. When you’re interviewing someone and you think they’re perfect for the job.

4. When a candidate you thought you had declines your job offer.

5. When you’re trying to convince a candidate to reconsider the offer.

6. When you’re asking Santa for an assurance that your candidate would say yes.

7. And finally, when that perfect candidate finally says yes and signs the offer.

It’s indeed the most wonderful time of the year!

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3 Rules From Richard Branson for Hiring Remarkable People

This article was originally published on Inc Southeast Asia. Read more here.

Serial entrepreneur Richard Branson describes his conglomerate The Virgin Group as an “open zoo.”

Writing in his book “The Virgin Way: Everything I Know About Leadership,” published in September 2014, Branson emphasizes the importance of creating a friendly (if, in his case, chaotic) company culture. After all: entrepreneurs should love what they do, and that often means finding the right people to work with.

No matter what culture you’re trying to create–be it zoolike or more traditionally serious–hiring the right people is critical.

Here’s what Branson does to ensure his business brings on the best people:

1. Don’t delegate—do it yourself.

While it’s tempting to let HR handle everything, Branson urges entrepreneurs to get their hands dirty. He, like Google CEO Larry Page, insists on being involved with all senior-level hiring decisions (even when it means flying those candidates out to Necker island for an interview.)

What’s more, Branson likes to look for talent in places where he himself does not excel, recalling that Spanx’s CEO Sara Blakely once said to him: “The smartest thing I ever did in the early going was to hire my weaknesses.”

Evaluate where you personally could stand to improve, and seek out that quality in others.

2. Prioritize character over the resume.

Branson warns that you shouldn’t put too much emphasis on the applicant’s past experience. After all, cultivating a diverse team–including candidates from different job sectors–can lead you to better, more creative solutions.

Citing Ralph Waldo Emerson, who once said “Character is higher than intellect,” Branson goes on to explain that Virgin conducts group interviews where applicants are asked to play games with one another: “The idea being to let applicants’ personalities shine through in simulated real-life situations–we want people who can laugh and have fun with our guests, which is not something you can easily reconnoiter by reading a CV and asking questions over an interview desk.”

And sometimes, if the applicant is really nervous during an interview, Branson will ask them to tell him a joke. It’s a great icebreaker, he writes, allowing them to express their own, unique personality.

3. Beware of candidates who want to be “set free.”

As an entrepreneur, it’s also tempting to favor formerly “caged” applicants who say that they’re ready for a more open position in a startup with less structure.

But be careful, writes Branson: “The not insignificant issue is, ‘You can take the person out of the cage, but can you take the cage out of the person?'”

Many former executives actually depend on structure, and can’t handle the responsibility that comes with having freedom at work.

This article was written by Zoë Henry is a staff reporter at Inc. and a graduate of Brown University. She lives in Brooklyn, New York. @ZoeLaHenry

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6 Things to Accomplish Before the Holiday Break

The holidays are looming in on us and everyone at work is probably jollier with each passing day. There are decorations in the office, perhaps a secret Santa in the works, and a Christmas party that everyone is excited for.

Before you let the Christmas season take over, you've got to make sure that your operations are ready for the holidays as well. We may be closing the books on 2016 but 2017work year is just around the corner. Just like Santa, make your pre-holiday list and check it twice to be sure you're ready for 2017.

1. Update your work calendars

A good number of your employees have probably opted to use up the rest of their vacation leaves for 2016. To avoid wondering where half the company went, have your team update the company and leaves calendars so that you don’t waste time looking for people who aren’t even in the office.

2. Delegate the work that needs to be re-allocated

Since a few people might be on holiday already, you need to make sure someone is going to pick up the work that gets left behind. While it’s ideal that your employees did their work in advance, there is going to be some work that needs to be done in real time.

3. Identify the who will be on call

There are national non-working holidays and if you’re lucky, company declared holidays too. For most teams, you should be able to unplug completely for a couple of days but there will be others like the IT department or customer service that will still need manning even during the vacation.

4. Send Christmas emails to clients

While this isn’t a necessary gesture before the holidays, it is a nice one. Close up your 2016 books with a Christmas greeting thanking them for their business. A holiday email isn’t just polite as you can use this to communicate important information about your operations for the holidays and the new year to come.

5. Clear holiday bonuses

This one is for you just as much as it is for your employees. Though they won’t admit it, your employees are waiting for their 13th month pay and sooner or later, some will start asking for it so that they can cover holiday expenses.

6. Plan and start on the new year

As much as we’d like the new year to be a fresh start, let’s be realistic—when you get back to work in January, you (and most of the company) will still be on vacation mode and it will take a day or two for everyone to get back into the groove.

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How to Manage the Risk Of Good Employees Quitting

“I’ve decided to accept the job offer in another company.”


That’s probably how you’d react if you find out that one of your key employees are actively looking for other opportunities, or worse yet, have already accepted a job in another company. In this competitive market, losing a key employee can cripple your business. What can we say? Life happens.

Companies really have no hold on when their employees want to go into another direction. You could be the most sought after employer this side of Manila, but if you can’t provide what your employees want, chances are, they’ll be out of the door in an instant (well, not really).

Best way to do this is to take a risk management approach to this HR issue.

Get factual

You can avoid the risk of losing your employees by influencing their decisions through a specific employment agreement or contract. This may make them think twice about leaving too soon or too fast, just as long as you have the right and legal terms for it (ie. contract expiration date, etc.)

However, unless prevented under a specific contract term, an employee leaving voluntarily is possible. Just always keep in mind though that people need to do what’s best for them.

Controlling the Loss

Don’t go angry because you felt like you were betrayed. Instead, focus on what’s best for your business and control the loss through prevention and reduction strategies. Keeping your best employees happy and engaged is the best risk prevention.

The right compensation is one trick, which means it needs to be at market for average employees and at least a step above for the great ones.

Another way you can prevent adverse effect on your company is by asking them to communicate honestly, and offer mentorship if they are entering another opportunity in which you are familiar with. In this manner, you’ll earn respect for those who remain because they’ll see that it is not the end of the world or the relationships developed will still continue if they choose to leave.

Improve the employee experience

A great employee experience is always the best way to prevent your employees from leaving. And this is not only limited to having company outings and team buildings, giving recognitions, etc. You can go as personal as having a “check-in” with your employees and ask them what they would like their career path to be, and then help them get there. It’s never too late to find out what you’re employees’ goals are. Intervene if it is in the best interest of your company.

And maybe on a quarterly basis, ask for honest feedback as to how you can improve as a company. If they do decide to leave, ask them a set of questions prior to leaving so you’ll find out which part you should need to improve.

Questions like: What are you not getting here that you can get there? Or what would you have changed? And perhaps asking what the other company is offering that you can’t. 

Try to learn where they want to go in life and confirm that their decision will get them to the end result. That’s a risk you should be willing to take.

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How to Make Up a Successful On-boarding Program

This article first appeared on Inc-South East Asia. Visit their page for more business and leadership resources. 

For homicide detectives, the first 48 hours post-crime are the most crucial for gathering evidence. In sketch comedy, the premise for the scene is set within the first three lines of dialogue. When the line between success and failure is drawn early, processes need to be in place to ensure that everyone hits the ground running.

The same could be said any time you hire a new employee. So why do so many companies struggle with onboarding?

Integrating a new employee into the fold, especially at a growing company, can be more difficult than a business may anticipate. After all, early stage companies likely don’t have a full-fledged HR department to handle the process. Or, in the rush to put the newbie to work as soon as possible, a half-day of document signing is all the welcoming a company is willing to provide.

No matter how impressive a candidate is during the interview process, it can take between eight and twelve months for a new hire to become fully ingrained in a company’s culture and work style. That’s if they make it that far — 31% quit within the first six months, with many citing a bad first impression as a major contributor.

There isn’t a one-size-fits-all approach to onboarding. We give our new employees time to get their feet wet, not forcing a deep dive right off the bat. We also subscribe to the idea that people work is more important than paperwork.

An HR professional’s study revealed that 76% of new hires say socialization in a new work environment is most valuable to a smooth transition. We take that to heart with our approach.

The first 48 hours: Meet the Head Honchos

Google CEO Sundar Pichai meets with game developer of Flappy Bird in a sidewalk cafe in Vietnam. Source: tuoitrenews.vn

During first two days of orientation, our newest employees meet with the most senior members of the organization – right away. Establishing a rapport with the leaders of the company and getting the opportunity to hear their stories both professional and personal breaks down power-related barriers and demonstrates that all opinions are valued within the company.

We encourage our meetings to happen in very informal environments, at Starbucks, in the company courtyard, or over lunch. We also encourage our team to talk about their family and personal lives. As much as we are setting a tone for work, we’re also setting a tone for relationships. In the end, everyone wants to feel valued as an individual.

Day Three: Work buddies

Source: Buzzfeed

Didn’t you always feel better in elementary school when the teacher assigned you a buddy for those walks to the cafeteria and playground? It’s the same concept in an environment that’s unfamiliar to exactly one person. New hires want peers who act as mentors at the beginning of their tenure. Someone to show them the ropes, where the snack drawer is, the best spots for post-work happy hour. Again, people over paper.

That’s why, at our company, each member of our team sits down with a new employee for thirty minutes within the first two days of employment. Again, the conversations don’t even have to touch on work. We think of it as a form of speed dating without any judgments.

Two Weeks Later: The First Check-in

Source: humanresources.about.com

We don’t believe in the 90-day review. With the rate at which employees resign early into their stints, we can’t wait that long to see how things are going. Our process is simple: we sit the new hire down with a leader and a peer (in separate meetings) to see how they’re getting along. We also invite feedback on our process so we know how to streamline it even more for the next hire.

At this moment, we also start setting both qualitative and quantitative goals for the employee. Qualitatively, our key focus is employee understanding and cultural fit. Quantitatively, we agree on formal 90-day goals with each new hire.

Our onboarding process is not complicated. But it is structured, and that goes a long way towards keeping employees happy in the long-term. The same HR study showed employees onboarded with a proper program are nearly 70% more likely to stay with that company for three years. Investing in an onboarding process is worth not having to constantly hire new personnel.

But note: this is just one company’s idea of onboarding. You might find success with a more drawn out program, or your new hires might respond to having their feet held to the fire on day one. The key is to be consistent, structured, and to never take onboarding for granted.


Written by Jeff Pruitt, chairman and CEO of Tallwave as well as co-founder and CEO of integrated digital marketing agency Ethology. Previously, Jeffrey served as president of iCrossing. He is a frequent speaker at industry conferences and has sat on the advisory councils of Google, Yahoo! and Microsoft.

Sign up on Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

One of Wall Street’s Top Recruitment Firms Identified Key Trends in Hiring

This article was originally published on Business Insider. Read more here.

The new year brings with it new beginnings, new goals, and oftentimes, a new career.

Once Wall Street bankers get their bonuses in January and February, many look ahead to the next opportunity. So leading Wall Street recruitment firm Options Group published a report on hiring trends into 2020.

As companies focus on cost cutting, “new hires will be made only in the strongest product areas and mass layoffs (potentially within entire products or assets) will characterize the weakest-performing areas,” according to the report.

That means job cuts in equities and fixed income sales and trading. Options Group said there will be a “contraction in equities sales positions and in all non-algorithmic electronic positions,” and that sales teams in future will be made up of “effective relationship managers or data-science/programming professionals serving in dual capacities.”

In fixed income, sales team “will become largely cross-asset.”

National and regional banks will focus on technology, expanding hiring for developer and IT roles. These banks, going more digital, will decrease headcount for more automated tasks like opening bank accounts.  The report also predicts that tech marketing teams will replace conventional sales professionals, so expect less hires for wealth managers and personal bankers.

Finally, the most aggressive growth initiatives will come from Japanese, Korean and Chinese banks.

If you’re still having trouble finding a job, brush up on those tech and programming skills. And there’s always the rest of Asia.

This article was written for Tina Wadhwa for Business Insider. Tina is markets editor at Markets Insider and finance reporter at Business Insider covering finance and markets.

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3 Signs Your New Hire Won’t Make It In Your Company

Did you know that the first 90 days of employment will determine if a new hire will make it in the company for a long time? Hiring a new employee is costly for any company. As a result, recruiters and hiring managers are often pressured to only hire great potentials. And when they do get hired, human resources will then take over and look for warning signs of a subpar performer and find ways to coach that person. Otherwise, if that new hire doesn’t show improvement with either his work performance or attitude within a span of time, then there’s a possibility that he/she could be let go.

But new hires don’t usually fail in a job because they lack experience, often they lack the right attitude or their approach to the job. If they don’t fit the culture of the company, it makes it harder for the other team members who do fit to work with them.

So how do you know if they won’t make it? Here are three kinds of attitude that will help you tell that they’re not gonna last long.

1. The Jack- or Jill-of-all-Trades

When new hires jump in and claim to know how to do everything, they’re actually sending a message that they’re better than the rest of the team. Well, confidence is important to succeed in life, but when they claim to do it all, that’s already a bad sign. Everyone on the team has a particular expertise and they stick to it, and then learn the ropes as they go along.

In the first 90 days, new hires should spend time figuring out what each person brings to the table so they can leverage their strengths and offer theirs up to help the team succeed.

2. The High Maintenance

Sometimes, new hires, especially the experienced ones, vocalize constrains over what they can do and when they can do it. When they list down things they need before they’ll do the job, they create more work for others. New hires should be focused on learning ways their work can make teammates’ jobs easier, not the other way around. The more value someone provides to the team, the sooner he or she is viewed as a vital contributor.

3. The Opportunist

It’s normal for new hires to be excited when they meet great influencers within or even outside the company. But what’s concerning is if they only talk to those people–people who they think would be of value to them–and not find time or interest to get to know other people in the company—the receptionist, the office messenger, or even someone in a different department. When you find your new hire showing this sign, it shows that they don’t see the value in respecting other people’s contributions in the company.

New hires should be focused on making friends with everyone they meet in the company, because you just never know whom you’ll need to tap in the organization for help.

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Recruit & Travel #KalibrrRecruitersChallenge

Rasakan mudahnya merekrut melalui #KalibrrRecruitersChallenge! Dapatkan solusi terbaik untuk rekrutmen Anda dan ikutilah HR Summit & Expo Asia yang dihadiri oleh para HR expert dari perusahaan yang mendunia seperti Netflix, eBay dan Lazada. Anda bisa mendapatkan perjalanan dan akomodasi tanpa biaya, hanya dengan 3 langkah mudah ini:

1. Bergabunglah dengan Kalibrr gratis!

Daftarkan perusahaan Anda untuk menggunakan sistem rekrutmen kami bebas biaya!

2. Jadwalkan hanya tiga interview dalam dua minggu

Wawancara tiga kandidat terbaik Anda dalam periode free trial kami.

3. Menangkan perjalanan ke HR Summit Asia 2017 di Singapura untuk 2 orang!

Dapatkan kesempatan untuk terbang ke Singapura dan hadiri convensi HR terbaik se-Asia bersama dengan rekan Anda.

Syarat dan Ketentuan #KalibrrRecruitersChallenge:

1. Campaign #KalibrrRecruitersChallenge diselenggarakan oleh PT. Kalibrr Teknologi Personalia. Pihak penyelenggara akan memulai campaign pada 15 Desember 2016 sampai dengan tanggal 15 Maret 2017, kedua tanggal tersebut dinamakan Periode Kampanye. Pihak penyelenggara berhak untuk mengakhiri Campaign lebih awal dari tanggal yang telah ditetapkan, yaitu 15 Maret 2017. Aplikasi yang diterima setelah Periode Kampanye tidak akan berlaku.

2. Campaign ini terbuka untuk semua peserta dari perusahaan yang:

  1. Baru pertama kali menggunakan Kalibrr dalam proses rekrutmen perusahaan
  2. Telah mendapatkan periode percobaan gratis dari Kalibrr, namun belum memulai penggunaan fasilitas Kalibrr

3. Kategori berikut adalah peserta dari perusahaan yang tidak memenuhi syarat untuk mengikuti campaign ini:

  1. Sudah menggunakan periode percobaan gratis sebelum campaign ini dimulai
  2. Sudah berlangganan dengan Kalibrr
  3. Sudah memiliki akses Kalibrr sebagai rekruter sebelum campaign ini dimulai

4. Berikut adalah proses campaign #KalibrrRecruitersChallenge:

  1. Peserta dari perusahaan yang bersangkutan akan mendaftar untuk berpartisipasi dalam #KalibrrRecruitersChallenge melalui website
  2. Peserta dari perusahaan yang bersangkutan akan dikonfirmasi dari pihak penyelenggara, dan akan diberikan akses untuk mengikuti campaign.
    1. Peserta dari perusahaan yang bersangkutan akan memiliki akses untuk memasang lowongan kerja tanpa batas
  3. Peserta dari perusahaan yang bersangkutan akan diberikan percobaan gratis untuk menggunakan fasilitas Kalibrr selama dua minggu (14 hari)
    1. Hari akses diberikan kepada perusahaan adalah hari pertama dari periode percobaan gratis selama dua minggu (14 hari)
  4. Peserta dari perusahaan yang bersangkutan akan menggunakan Applicant Tracking System (ATS) dari Kalibrr sebagai bukti penggunaan Kalibrr, dengan memindahkan minimal tiga kandidat ke posisi “Interview” atau “Wawancara” dalam periode free trial dan menjadwalkan wawancara dengan “Interview Scheduler” atau “Penjadwal Wawancara”
  5. Peserta dari perusahaan yang bersangkutan diperbolehkan untuk merekrut melalui fasilitas Kalibrr
  6. PT. Kalibrr Teknologi Personalia akan mengkonfirmasi kepada peserta dari perusahaan yang bersangkutan bahwa mereka sudah mendapatkan kesempatan untuk memenangkan penerbangan ke Singapura untuk menghadiri HR Summit 2017
  7. Pada 20 Maret 2017, pihak penyelenggara akan mengumumkan pemenang dari campaign melalui email dan social media

5. Berikut adalah Hadiah Campaign dari #KalibrrRecruitersChallenge

  1. Tiket pesawat untuk 2 orang ke Singapura
  2. Akomodasi hotel untuk 2 orang
  3. Pass masuk untuk HR Summit Asia & Expo 2017 yang diselenggarakan pada bulan Mei.

6. Hadiah Campaign tidak dapat dipindah tangankan dan tidak dapat ditukar dengan uang tunai.

7. Bila pemenang tidak dapat menggunakan Hadiah Campaign, PT. Kalibrr Teknologi Personalia berhak untuk memberikan Hadiah Campaign kepada peserta beruntung yang lain.

8. Dengan mendaftarkan diri untuk mengikuti campaign, peserta dari perusahaan yang memenangkan campaign #KalibrrRecruitersChallenge menyetujui untuk diwawancara oleh pihak penyelenggara mengenai pengalaman merekrut melalui Kalibrr. Hasil dari wawancara ini akan digunakan untuk sebagai testimoni oleh PT. Kalibrr Teknologi Personalia.

9. Dengan mendaftarkan perusahaan ke PT. Kalibrr Teknologi Personalia, setiap peserta setuju untuk terikat dengan syarat dan ketentuan ini.

10. Keputusan PT. Kalibrr Teknologi Personalia dalam kaitannya dengan setiap aspek campaign, termasuk namun tidak terbatas pada pemenang campaign, akan dianggap final dan tetap dalam keadaan apapun. Keputusan PT. Kalibrr Teknologi Personalia adalah mutlak, tidak dapat diganggu gugat, dan PT. Kalibrr Teknologi Personalia tidak akan merespon pertanyaan, surat-menyurat, dan usaha banding terhadap keputusan PT. Kalibrr Teknologi Personalia dalam bentuk dan untuk aspek apapun.

Short Team Building Activities You Could Do In the Office

Team building activities are a great way to get your team to connect and work better together. Not only that, team activities also improve communication, morale, it motivates and increases productivity, it helps employees get to know each other better, and learn about one’s strengths and weaknesses.

“Team work makes the dream work.”

And trying out the right kind of exercise for your team can be challenging. So here are a few short team building activities you could try with your team. Try it in the office or outside, we’re pretty sure they’ll enjoy these.

Lost on a Desert Island

Time required: 30 minutes

Ever wonder what things you’ll need to survive if you were stuck in a desert island?

This activity would require each individual to describe the one thing he/she will need after they are shipwrecked on an island. The thing doesn’t have to be necessary for survival. They can be as creative as they want. After having their thing, the group then converges and using their items, come up with a strategy that will help them survive until rescue comes.

This activity encourages creative problem-solving and collaboration.

React and Act

Time Required: 20 minutes

This is like charades, except if focuses more on your facial expressions.

The actor in the scene has to role-play a certain scenario. For example, winning the lottery or being attacked by a bear. The group then has  to guess what the scenario is. This is a great game to sharpen your teams communication strategies.

Back-to-Back Drawing

Time Required: 15 minutes

This is another great activity for improving communication. Divide your group into pairs, and have them sit back to back. One person in the pair should receive a bunch of pictures of different shapes, and the other person of the pair will have a pencil and pad of paper. Then, the action begins.

Everyone holding a picture has to give verbal instructions to their partners on how to draw the shapes, of course, without actually telling which shape it is. They must make out as many shapes under one minute. When finished, each pair should compare their original shape to the drawing. The pair with the most number of shapes completed, and the nearest to the original shape wins. Let the pairs then discuss how they worked together, and where they could’ve improved in their communication.

Marshmallow Spaghetti Tower

Time required: 30 minutes

This one requires more materials that usual, but swear that it’s gonna be a lot of fun.

You’ll need 20 sticks of uncooked spaghetti, 1 roll of masking tape, 1 yard of string, and 1 marshmallow for every team.

Using these supplies, challenge each team to built the tallest tower. But there’s a catch, the marshmallow has to be at the very top of the spaghetti tower, and the whole structure must be able to stand on it’s own for at least 5 seconds.

 Sign up on Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

What Perks and Benefits Do Jobseekers Value The Most?

Looking to attract your next batch of employees into your company? If you’re thinking of making them come flocking into your doors, you may want to think outside the box when it comes to compensation and workplace perks.

Kalibrr recently conducted a survey to 700+ jobseekers in Metro Manila ages 18-40, asking them what work perks and benefits were important to them. The results reveal that most of the respondents actually desire healthcare/wellness benefits more than sick and vacation leaves or financial incentives/bonuses.

Other results also reveal that importance in benefits differ per age group. While both age groups feel that healthcare is an important benefit that a company should have, millennials chose sick and vacation leave as their second most important, while the older group voted for incentives.


Out of the 700+ respondents, 86.9% or 637 of them agree that having at least 3 of their top benefits in a job will make them satisfied and happy to work in that company, while a small batch (13.1%) said they won’t be satisfied.

And in a choice between two job offers, A.) one having 3 of their top benefits with a livable salary, and B.) the other not having their top benefits but offers a higher salary, 74.2% of the respondents said they would choose a job with a great benefit package over a high salary.

Most of their reasons for having chosen job offer A was that:

  • Benefits were more important for them in the long run.
  • Having great benefits are good reasons to stay longer in a company.
  • Higher salary means higher taxes, also bigger responsibilities and higher stress
  • Not any amount of money can compensate an employee’s health.

Whereas, those that chose job offer B think that a high salary for them was more practical so they can help support their families, and also so that they could save more. 

So next time you want to attract a lot applicants in your company, better consider looking at what benefit package you’re putting in the job description.

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How to Keep Your Employees After Their 13th Month Pay

It’s that time of the year again. Companies are starting to tie up ends for 2016 and your employees are fidgeting in their seats to get their Christmas bonuses and bolt. It isn’t unusual for a noticeable number employees to stay with their respective companies just until the year ends. Come January and you find yourself slightly less staffed than before the holidays.

While 13th month pay is probably what’s making your employees hold on until just December, like work perks and benefits, it is a bonus (albeit a mandatory one) that motivates your employees to do their job. In this case, to hold off their resignations. Offering the right extras or making certain moves early in the year will help your retention rate at the turn of the year.


Create an operations calendar that runs through the holidays


Everyone, even the management team, is excited about Christmas and sometimes we want to finish all the work so you can really unplug during your break. However, it’s precisely that unplugging that gives employees a reason to unplug for good. If you plan your operations to continue through the holidays (project timelines, meeting schedules, etc.), your employees will see a much less clear exit option because there are deliverables waiting at the new year. You can still have your holiday days off but make it clear that the books will need picking up again immediately after the break.

Highlight work-life balance throughout the year


If your employees are at a constant state of home and work equilibrium from January to November, the holidays in December will not seem like a huge break that they can use to sneak away. Creating a conducive environment by not just allowing your employees to recharge but supporting that recharge will make the holidays feel like a bonus break and not a big sigh of relief from all the work.

When employee energy levels are up, work productivity increases and that does not have to be a result of putting in extra hours to get the job done.

Incentivize, incentivize, incentivize.


Some companies don’t have the resources to make use of monetary incentives but here’s a pro tip: they don’t have to be. If a company’s HR or management team studies their employee base close enough, you should have data or insight as to what makes them tick. If you have a bunch of sports fans, have a January gimmick to watch the season together complete with sponsored tailgate snacks. If you have foodies in the office, turn January Fridays into “Try This New Restaurant” Fridays and make the foodies look forward to that.

Even beyond January incentives, it’s important to make your employees stay throughout the year and not just past December so by all means, incentivize the rest of the calendar with small efforts you can afford.

Ask them what will make them stay.

Two businesspeople sitting indoors with coffee laptop and folder

Understanding what makes your employees tick is an indispensable resource. Way before the Christmas fever kicks in, have a one on one with each of your employees and straight out ask them what they would stay for. If you do it close to December, it will be clear that you’re scrambling but done early enough, it will be a collection of employee feedback like any other company appraisal. With this information, you have exactly what you need to come up with a game plan to avoid at least some of your December resignations.

The holidays is both a tough and looked forward to time for companies. Everyone wants a break but let’s make sure that that break ends and you still have a team to come back to in January!

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