What Is Artificial Intelligence, And How Does It Work?

When you read about artificial intelligence, some would think that it’s the stuff of futuristic movies. But complicated as it may seem, it’s quite useful once you get to learn more about it.

As a technology-driven company, Kalibrr believes in embracing these hard and seemingly complex ideas. That’s why for today, we’ll discuss exactly what AI is and what it’s capable of doing—especially when it comes to recruiting for your business.

How It Works

John McCarthy, an American computer and cognitive scientist and widely considered the founding father of artificial intelligence, defined artificial intelligence as: “the science and engineering of making intelligent machines, especially intelligent computer programs.”

The machines/programs are built and trained to perform cognitive tasks that humans can perform, except at a much larger capacity. Scientists are able to use AI, for example, to analyze volumes upon volumes of data within hours (or even minutes), creating efficiency in their research. Perhaps you may have already heard of Google’s foray into neural networks, or the first robot citizen Sophia too—but AI doesn’t need to be as complex.

Photo source: marketstrategies.com

Thanks to today’s consumer gadgets, artificial intelligence is within our reach: virtual assistants that power your phone—from Siri to Google Now—recognize your speech and learn from your requests; computerized opponents on video games analyze your behavior in order to survive, and even automated fraud detection for credit card owners is making security smarter than ever for the typical shopper.

Here at Kalibrr, the AI that we built operates by executing similar activities. Put simply, our AI engineers were able to train the AI powering our new service (KalibrrPro) so that we find the best candidates for every job post on our platform within a few clicks.

This training helps our AI perform key tasks:

  • It reads and understands the text in job posts and resumes, then translates them into data points.
  • These data points are then analyzed and matched for relevance.
  • After which the AI ranks these matches and presents them to a recruiter for curation.
  • After a recruiter accepts/rejects matches, the AI learns from this feedback and incorporates it for the next time.

We built our AI in this manner in order to address large pain points in the traditional recruitment process. Here are a few more benefits that AI yields for the recruitment sector in general:

1. Saving time for recruiters

Photo source: Working In Peel Halton

As every recruiter knows, taking the time out to just filter candidate profiles eats up so much of your workday. Not only do you have to manually filter them one by one, but you also have to assess them, contact them for interviews, and so on.

Based on our research, the industry average is at 4 hours per day just performing this scouring process. Across multiple AI-driven platforms (including ours), this time is shaved down to a matter of seconds. And once these manual tasks are automated, it helps recruiters save time so they can use it to build quality relationships and better connections instead.

2. Leveling up your pool of candidates

Photo source: www.s-suresh.com

The edge of AI technology over manual database mining is its ability to learn: not only can it use a complex amount of data points as a reference to qualify the perfect candidate, but it also learns from the human input so it can recommend a more tailor-fit set of talent the next time around. Instead of recruiters simply inputting keywords in a database to search for profiles, AI technology aids them in this search as it learns from human inquiry.

In the words of Forbes contributing writer Bernard Marr (with the context of using AI at work): “we should really just be able to give machines access to data and let them learn for themselves.” When these technological tools act as a second decision-maker in your curation of candidates, it helps increase the overall quality of your candidate pool because it does the thinking for you—giving you a richer pool of talent that you may otherwise have not produced alone.

3. Reduce Bias

Photo source: fthmb.tqn.com

Given the artificial nature of a computer simply solving a complex cognitive problem in finding the right candidate, AI technology helps produce a more diverse and equalized set of candidates for the recruiter to choose from that doesn’t incorporate unconscious bias.

All human recruiters, like it or not, will have some form of implicit partiality when making decisions. With the help of an impartial, additional decision-maker like a smart machine, the chances of this bias affecting the recruiting process are greatly reduced.

The Changing Times

We’re confident that AI can only get better from here. Whether we’re looking at predictive analytics or increasing our capacity to service more clients, we at Kalibrr are always excited for what lies ahead. Stay tuned for the future of our AI technology—and how it can transform your business.

Interested in Kalibrr Pro? Click here to learn more.

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Kalibrr Talks About Recruiting in the Digital Age at PCAAE

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

This was what Julius Paras, Kalibrr’s VP for customer engagement, discussed about at the Philippine Council of Associations and Association Executives (PCAAE) Association Summit 5 held last November 23 at the Philippine International Convention Center Manila.

Speaking in front of company executives from different industries here and abroad, he shared how today’s recruiting processes is different compared to that of years ago.

“We used to walk-in an office and submit our resumes to the secretary, or browse job openings in the newspaper. Today, finding a job is as easy as browsing online on your phone or on a desktop, open a job portal, and click ‘Apply,'” he shared his jobseeker experience back in the days.

In his talk, Julius mentioned that by 2020, 60% of millennials will be the main driver of the APAC economy. He further added that in today’s dynamic recruiting landscape, high touch and high tech recruiting is necessary for successfully snaring qualified candidates in a tight labor market.

“Because we are now living in a digital world, recruitment is now going mobile, it’s going social. It’s time for companies to do the same,” mentioned Julius. Moreover, he expressed the importance of employer branding and continuing to build relationships with current employees, with candidates, and with potential candidates.

The PCAAE, dubbed as an “association of associations”, has over 1,000 members and supporters and was launched on November 20, 2013, to further advance association governance and management in member-serving organizations in the country.

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 on Hiring Millennials at Recruitment Asia

Last November 22, SM Aura’s SMX Convention Center saw itself packed with HR professionals from all over Asia: Singapore, Hong Kong, Malaysia, and the Philippines. Their reason? Human Resources Magazine was hosting its annual Recruitment Asia event—and holding it for the first time on Philippine shores.

Recruitment Asia is “an annual recruitment-strategy-focused event gathering top-notch HR thought leaders from across industries in Asia.” And if last Wednesday was any indication, it definitely lived up to its promise. With an extensive lineup of experts in the recruitment industry, the day was filled with interesting insights on the future of recruitment—including one from Kalibrr’s very own CEO, Paul Rivera.

Image courtesy of Learning Curve

How to Manage Millennials

Ever since Kalibrr’s launch 5 years ago, it has steadily attracted a vast supply of millennial talent. “The average age of a Kalibrr employee is 24 years old,” Rivera shared at the talk. Mostly born after 1990, he went on to describe these millennial employees as entrepreneurial, eager learners, and impact-driven. “And I talk about [these millennials] because they’re the ones you want to recruit,” he added.

But in order to attract this popular demographic, you have to think like them first. After surveying said millennials about their job search experience, Rivera saw the gap that Kalibrr could fill:

Image courtesy of Paul Rivera

Whether it’s helping candidates stand out from the crowd or enabling them to learn their suitability to multiple roles, Rivera emphasized that the traditional notions of recruitment no longer held. To help foster such meaningful connections with jobseekers, companies and recruiters alike would do well to meet millennials them where they were—just like how Kalibrr did to reach 1 million users. As Rivera quoted from Harvard Business Review:

“Ultimately, millennials are consumers of the marketplace. They shop around for the jobs that best align with their needs & life goals. [Companies] have to make it easy for prospects to choose them over their competition.”

But these insights, of course, were more applicable to a job platform, not a recruitment process. How then could these HR executives translate them into their profession?

Taking Your Employer Brand Digital

According to Rivera, the solution there was to focus on the digital sphere. After all, having an edge over the competition is really about meeting candidates where they were. As millennials increasingly shift much of their behavior to this channel—from shopping to communicating—recruiters had to make sure their hiring process was not only up to the challenge, but overhauled altogether.

“Companies need to transform ‘recruitment processes’ into a delightful ‘candidate experience’ that places candidate expectations at the center,” he added. And to learn what expectations their company may not be meeting, Rivera highly encouraged everybody in the room to apply to their own hiring stream anonymously.

There were also a few insights they could act on:

  • Jobseekers valued speed. Based on a survey by Indeed, the top companies in the world had application processes that lasted as short as 1 minute (like Netflix).
  • Jobseekers expect to hear back in less than a week. Based on a survey of 670 responses, 60.9% of jobseekers expect a response—whether positive or negative—in 7 days or less.
  • Own your social media pages. Jobseekers appreciate being able to contact companies via multiple channels: from Facebook pages, to LinkedIn and company career pages.
  • Facebook ads work to attract applicants if you invest in great artwork.
  • Tell your story with video.
  • Events engage the community offline.
  • Content establishes thought leadership.

A Few Final Findings

With all this in mind, Rivera had a final insight to leave recruiters with: “Don’t be disruptive. Be delightful.” Whether we’re enticing jobseekers to join the Kalibrr platform or launching new services for companies such as KalibrrPro, the company is always aiming to provide a great customer experience. And with these insights in mind, Rivera is optimistic that we’ll all get there—one jobseeker at a time.

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.

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

12 Reasons Why You Should Keep Recruiting This December

For most companies, the end of the year is usually the time when everything slows down. The job market slows down like molasses, traffic drips on your job boards, and perhaps your getting low response rates from applicants. However, there are still some sweet treats for the competent recruiters this holiday season.

If you’re not fully aware, the end of the year is also a time where many individuals are reevaluating their current work and life situation and planning for the future. So, it’s definitely a great time for you to continue recruiting and be the first to receive the best gift this Christmas.

Here are 12 reasons why December is a powerful time to recruit:

1. What better gift to give than a great job?

Tis the season of giving, and recruiters should not let their prospects wait until new year to provide them with exciting opportunities. A gift of a new job costs the individual nothing but they will get a great long-term benefit from it.

2. Prospective candidates have ample time. 

Many employees take time off during this month, and many projects are put on hold until the next year. There simply is more slack time for actively seeking jobseekers to look for a job and respond to recruiter calls.

3. Little recruiting competition.

Many corporate recruiting budgets run out in December, organizations that plan poorly may literally have no money available so they have no choice but to limit recruiting. The lull in the office may also cause recruiters from competing companies to be less active.

This is a great opportunity for you simply because you won’t encounter many of your competitor’s recruiters actively fighting with you over top candidates.

Download the FREE PDF below for the complete list. 

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5 Strategies to Apply Before Your Employees Start Quitting

This article was originally published by Inc. Asean. View the original article here.

According to a recent study of 17,000 employees, 71 percent of employees are actively looking for new jobs. This means that a large percentage of your team is likely less focused on their job and heavily engaged in the pursuit of something better. This negatively impacts productivity and drives up employee turnover cost — two factors that damage the bottom-line.

Can you blame them?

If they can get a 10-20 percent pay increase by changing jobs it seems like a sensible thing to pursue. However, you can go on the offensive against this job-hopping headwind with a few simple actions, retain your top talent, and increase their productivity.

1. Create an open dialogue about team member pain points.

Every team has pain points. The only difference is if the leader is aware of what they truly are. Leaders who are are willing to dig beneath the surface to uncover the deeper problems on the team can do something about it. Those who turn a blind eye to the problems will continue to suffer the consequences including employee turnover.

Ask your team to maintain a list of the recurring obstacles they encounter during their workday. See if you if you can dig a little deeper into the problem; then brainstorm a solution as a team.

2.Actively communicate the bigger picture.

People like to be on a winning team, yet often team members are kept in the dark about how things are going as a whole. Highlight not only the in-team wins, but also share how the team is measuring up to the rest of the field.

Create a measurable way to track your team performance. Schedule a reminder to communicate it out to the team each week.

3.Share your vision and their role in it.

Share where you would like the team be 12-months from now. Go one step further and explain how much each team member’s role contributes to make that vision a reality. When they understand your vision and their role in it, they are more likely to stick around to make it happen.

Take time to share individually with team members 2-3 actions they can take to move the team towards its goal.

4. Ask for their commitment.

After you share your vision for the team, do not forget to ask for their commitment to that vision. Their commitment increases the likelihood of their continuing contribution. It is better to find out now, rather than later if your vision is not shared.

Create a periodic reminder to check in with your team to see if they are still engaged.

5. Talk up your future team opportunities.

Do not assume your team is aware of possible job opportunities or projects coming soon. Share potential ways they could grow within your team, and help maintain optimism about what’s next.

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5 Helpful Tips on How to Write an Effective Job Description

A job description is a critical document for every position. It’s similar to a blueprint in that they detail the layout and important aspects of a job. When it comes to recruiting, having a broad job description is bound to give you hundreds of unqualified candidates—something a lot of recruiters and human resources personnel would want to avoid.

According to RecruitLoop, a good job description performs these important aspects:

  1. It describes the skills and competencies that are needed to perform the role;
  2. It defines where the job fits within the overall company hierarchy;
  3. It is used as the basis for the employment contract; and
  4. It is a valuable performance management tool.

To be able to write an effective job description, here are 5 tips we got from HR professionals.

1. Give specifics.

Rather than stating that a business development position “talks to clients and increase sales,” it’s better to spell out the specific requirements of the role. This would include being involved in pitching and presenting, generate new leads, maintaining customer relationships and ensuring customer loyalty and so on.

2. Give some idea of the company culture.

Let the job seeker know what a great place they may be signing up with. It’s the one area of the job description that is most often forgotten. When you are out vying for the best talent, a job ad that lets the job seeker know that real human beings work there will help.

3. Pick your job posting title with care, then test it.

There’s a big difference in the number of applications between saying ‘customer service rep’ and ‘customer service representative’ in your title. On average, ‘rep’ received 15 fewer job applicants than ‘representative.’ The shorthand seems harmless, but if it’s not what applicants are searching for, then it’s not what applicants are going to find in their results. Research for the popular keywords for that kind of job and make sure to include that in the description.

4. Keep job descriptions current.

Change happens and there have been many jobs that have significantly changed over the years. If your job descriptions haven’t been up to date, confusion and legal challenges are headed your way. The time to review and rewrite your job description is now.

5. Sell the opportunity

The job posting’s job is to sell the opportunity and convert the reader. A good job description focuses purely on job expectations and outcomes, not how the job is handled by the person who happens to be in it.

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What to Look for in a Great Web Developer

The Internet has helped us bring our ideas to life more easily and cheaply than before. But before getting that big idea out in front of the masses, you need that idea to transform from a sketch into a working website or mobile app.

Which, in most cases, means you need a great Web or mobile developer.

But if you’re a bit inexperienced in this area, the task can feel extremely daunting. Many people waste a lot of time and money running through multiple developers before they find the perfect one.

To help you find the right developer for your team, here are 6 things you need to look for.


There will always be that one bug which refuses to die. Testing programs come in and with most cases, they are the perfect means of indicating what the problem is. However, epic levels of patience are required to still look for errors and make improvements.


Make sure all candidates have a well-developed portfolio that includes samples of previous sites they’ve worked on. If they’ve never worked on a project of your caliber or industry, it might be a red flag to do some more research.

Download our FREE PDF to get the complete list.

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5 Things to Look for When Hiring a Digital Marketing Specialist

As more businesses are moving their campaigns online, and working with a digital marketing specialist can help your company grow tremendously.

But what should you be looking for in a digital marketing employee? Is experience the key to a great hire, or should you also be looking for culture fit?

Here are five fantastic qualities every digital marketing specialist should have.


A jack-of-all-trades (but a master of none) may fit when your company’s first starting out. But when you’re trying to take your business to the next level, make sure the person you’re hiring also has the level of expertise you need.

Ask questions about their background and preferred areas of interest. What aspects of digital marketing do they specialize in? Do they have experience with email marketing? Search engine optimization? Social media? Find out what they know and where they can really help you thrive.

Download the FREE PDF for the complete set of qualities.

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The 3 Most Important Traits of Growth-Minded Leaders

There are endless lists of important leadership traits, ranging from being a visionary to be able to forgive others who have wronged us. There are endless lists of the traits of the most toxic leaders as well. They are all correct!

There are 3 traits, however, that determine how effective a leader will be in growing their company and developing personally and professionally.

1: Being Coachable and Open to Help

The single most important action a leader can take to be a better leader is to ask for help. Often when we start out, we mistakenly believe that asking for help is a sign of weakness. The opposite is true. Asking for help is a sign that you are secure enough with yourself, and committed with such conviction to your growth that you are open to learning what you need to know in order to make good decisions.

Once you embrace the idea that learning from others and seeking help is a sign of strength, your potential for growth is unlimited.

2: Being Open to Accountability

One of the biggest frustrations my CEO clients share is lack of accountability in their organizations. Accountability always starts with the leader. Employees must see their own leadership teams embrace accountability.

I laugh when young business owners say that they started their businesses because they didn’t want to answer to anyone else. They quickly learn that successful entrepreneurs are accountable to everyone: their employees, customers, banks, investors, partners, vendors, advisors – anyone that touches your company.

CEOs that wake up every day with the mindset, “I have to deliver today because others are depending on me” will always meet or exceed the expectations others have of them, will be seen as someone who is dependable and trustworthy, and will be known as a leader who delivers on their promises. These leaders will attract the best talent and the best customers because they live in integrity, which is the foundation of every healthy relationship.

3: Being Comfortable with Discomfort

Leadership is an endless state of discomfort. You’re constantly stepping up your game, being entrusted to guide others through uncertainty, are constantly being watched, and often face difficult situations that are beyond your control.

Leaders know that complacency and comfort are the fastest paths to obsolescence.

The best leaders possess a wide range of traits, but the potential for personal and organizational growth is limitless for those that embrace help, accountability, and discomfort.

This article was originally written by MARISSA LEVIN, entrepreneur, speaker, & globally recognized growth strategist. CEO of Successful Culture, Marissa helps CEOs master the 3 most critical aspects of business growth.

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5 Non-Traditional Employee Workshops to Try Before 2017 Ends

Employee workshops are a great way to bring your team together. They can help employees learn new skills, connect with co-workers, and strategize around business and goals.

Employee workshops are also valuable to promote team building and boost company culture. If you already have workshops planned with guest speakers and lunch-and-learn activities, make sure you plan a few out-of-the-box activities that give employees a chance to have fun, work together, and get out of the office.

Here are five non-traditional workshops you should try before this year ends.

Rock Climbing

Source: climbonrockgym.com

Rock climbing is a fun activity that requires physical strength, mental focus, and teamwork. When you’re up on the rock wall, you place your full trust in your belay partner to get you back to the ground safely. Staff members can pair up and take turns climbing and belaying. Chances are some of your employees will enjoy rock climbing or have always wanted to try it. In a survey of 3,500 Americans, rock climbing ranked second among indoor activities people want to try.

Besides having fun, your employees will get a valuable lesson in teamwork, trust, and listening. While you may not be able to take all of your staff members rock climbing at once, this is a fantastic activity for individual teams.

 Meditation Workshop

Source: www.marcmojica.com

With a never-ending workflow and tight deadlines, stress levels can escalate in the workplace. Your employees can’t perform well when they’re stressed out and increased stress can also lead to health problems.

Give your employees a valuable lesson in mindfulness with a meditation workshop. “As a leadership strategy, mindfulness helps people to be more effective by directing focus to the most pertinent task at hand,” according to Kimberly Schaufenbuel from Harvard Business Review.

“Deprogramming multitasking tendencies and intentionally focusing on full attention results in higher quality interactions and decisions.” Mindfulness isn’t just great for your leaders and CEOs, however, all of your employees can reap the health benefits of meditation.

There are a number of ways to bring mindfulness into the workplace. If you really want your employees to learn the techniques, find a meditation course or a teacher. If you want to go the DIY route or need ideas for ongoing meditation sessions, use guided meditations on YouTube or mobile apps like Headspace and Insight Timer.

Personality Test

Source: www.16personalities.com

Personality tests can be fun (if you pick the right ones) and very insightful. They’re especially useful in work settings where you can see how varying personality traits affect professional teams. Try the StrengthsFinder test to learn where your employees excel and how you can put staff members in situations which will help them succeed.

Personality tests are great for workshops because employees are reluctant to complete them on their own. Staff members can learn about their similarities and differences and understand themselves and their coworkers on a much deeper level.

Here are some personality tests you can try:

“Speed Dating” Happy Hour

Source: ilovemorgantownwv.com

 Team happy hours are easy to plan and a fun way for co-workers to spend time together outside of the office. While grabbing drinks and talking amongst yourselves is fine, you may want to do some pre-planning to make sure your happy hour is effective for team building. Try this “speed dating” game at your next team happy hour.

  • Give each employee a number (you can assign them or ask them to draw numbers from a bag or hat).
  • Before sitting down at the restaurant or bar, instruct the odd numbers to sit on one side of the table and the even numbers to fill in the seats across from them.
  • Like in speed dating, give each pair five minutes to talk. You can have a list of icebreakers or ask them to focus on something related to your company.
  • After five minutes, the odd numbers switch and continue to the next person at the table.

This game is a fantastic way to encourage mingling among staff members. Employees may have a chance to talk to someone they rarely interact with and will have the opportunity to learn something new about a co-worker. After the activity, ask participants to share something fun or interesting they learned about a coworker.

Bootcamp Challenge, Race or Fundraiser

Source: www.baileysbodies.com.au

Successful teams are able to work together and you can hone this skill with an out-of-the-office activity like a race, fun run or fundraiser. Sign up as a company or break up into smaller teams based on employees or departments. Offer rewards or incentives for the teams with the most participants or the team that raises the most money.

Races are great to encourage some friendly competition while also promoting teamwork. Your staff will have a blast on race day and will have pictures and stories to share when you get back to the office.

While in-office, learning workshops are important, make sure you plan some fun, non-traditional activities as well. Your staff members will look forward to these events and they will learn to appreciate their coworkers in a new light.

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6 Qualities to Look for When Hiring a Content Marketing Strategist

They say content is king.

It’s a powerful key to make or break simply anything from a small business to a multinational corporation. And for the past few years, companies have been hiring content writers, marketers, and strategist to help them grow their businesses in the world of marketing and social media.

Content marketers generally wear many hats within an organization, and this multifaceted role requires a diverse skill set. So if you are looking to build your content marketing team, here are 6 skills to look for.

Download this free PDF to find out the 6 important skills to look for in a Content Marketing Strategist:

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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
•  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

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: 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.


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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