importance of human resources

This Is Why HR Is Important For a Growing Company and Country

 This article first appeared on Globe myBusiness. Visit their page or Subscribe to their newsletter for more business and leadership resources.

To many people, HR simply means Human Resource, the department where people go to and submit their requirements for employment. However, not known to many is the complexity that this job plays.

Essentially, the HR department of a company works to ensure that the employees are treated legally, ethically, and morally while they work to ensure the well-being and success of the company. This, of course, is no joking matter since there are many considerations and factors involved in the employment of human resource such as salaries, professional development, and career growth, all while taking into account the mission, vision and values of the company. However, many companies have already seen HR as an investment as they keep hiring costs minimal and maximize overall employee productivity.

These points thus beg the question. How much should a company or a small to medium enterprise invest on HR?

HR and the welfare of the organization

Source: Execute Marketing

The gains that come from having an effective and running HR is not as apparent as any other department like accounting, marketing or sales who are at the frontline of a company. Thus, the return of investment or ROI for HR requires more foresight.

Emma Cristobal, HR Head for De La Salle Santiago Zobel School, speaks of how important HR is in maintaining the welfare of a school. According to her, when an HR department for a school is effective, it is able to send employees or teachers to relevant seminars and trainings. HR is then able to “train the trainer” or train the teacher so that he or she becomes more effective in the classroom. This effective teacher in turn benefits the company or school since there will be no unnecessary spending on replacing teachers and that teacher is able to train his colleagues as well. Furthermore, the school gets vicarious promotion from good feedbacks from satisfied parents or clientele, thereby resulting to company growth and a more foreseeable return of investment.

HR and securing the benefits of the employees

Source: Money – US News

Additionally, there are other aspects of company and employee satisfaction and welfare that HR handles. For instance, in finding the most beneficial deal for an HMO or a healthcare provider, HR takes the lead in dealing with proposals from HMO providers. HR will have to balance company spending and the actual health requirements of employees as a company procures a healthcare plan for its constituents. It will have to seek, bargain, and work to cut a deal with HMO providers that will optimize company spending and subsidy while considering the health requirements of employees. Overall, HR becomes an important auxiliary department that works to secure the benefits and interest of the company and its employees.

HR and a company’s growth


An HR department has become synonymous to company growth. Cristobal recalls the time in the past when De La Salle Santiago Zobel School was planting the roots of its current HR system. Before 2001-2003, the school’s HR department was simply called administrative office whose primary function was to file records, particularly 201 files of teachers and employees in the school. However, as the school grew, the administrative office had to grow into a functioning HR department who overlooked teacher and employee records, welfare, and professional development. They eventually took care of filing teacher licenses, securing social security, bargaining for housing, ensuring work-life balance, and calendaring out-of-school activities such as outings and retreats. Basically, an effective HR department became a prerequisite for this growing company.

Still, human resource does not exist in a vacuum since a company’s HR department has to benchmark with practices of other HR departments. This is to find out best practices that can be tested, applied, and implemented. Presently, De La Salle Philippines has its own consortium of HR departments under the De La Salle system under the name of ONE HR Commission. The goal of the commission is to ensure that the individual HR departments for the different schools share and observe best practices, systems, and programs. Furthermore, Cristobal points out that De La Salle Santiago Zobel School is also part of HR consortiums outside of the La Salle system to ensure that the school or company is at par with other schools and companies as well.

Now that the country has seen growth in business due to local and foreign investments, corporations should consider investing on an efficient HR department. They should take the lead in ensuring that the interests of corporations would merge with the welfare and interests of its employees.

Globe myBusiness is a community for leaders and entrepreneurs of micro, small to medium businesses. They provide customizable innovative solutions designed to fit a business’ needs and help them grow. Visit their page or Subscribe to their newsletter for more business and leadership resources.

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How to Handle Job Candidates Who Negotiate for a Higher Salary

Looking for the perfect employee, can be like looking for a needle in haystack. And when you finally find the right person, the finish line is just a shake of the hand away.

However, there will always be that candidate who is armed with the best skills, is loaded with experience, and can talk their way out of any difficult interview question that will, almost always, ask for more than what you can offer.

As a hiring manager, there are quite a few ways to move gracefully around the fine lines of this sticky situation. Below are some tips in handling candidates who negotiate for a higher salary when you can’t provide it — or when you think they don’t deserve it yet.

1. Know what you are looking for.


An applicant’s resume could be teeming with skills and experiences but not all of them are applicable to the position they are applying for. Know and highlight those skills that you want to see and use that as leverage if you think the candidate is not yet ready for the higher salary.

A classic response you can get from the candidate is that he/she is willing to learn. Make them realize this, along with a hint that other applicants have better familiarity with highlighted skills, will help downplay thoughts of a possible higher offer.

2. Mention the many great benefits of the company.


Deserving candidates might not get their asking price from you but be ready to enumerate the many benefits, bonuses, and other ways the company shows how they value their employees. These could range from performance appraisals, 13th or 14th month bonuses, SL/VL Payouts, quarterly incentives, discounts in leading establishments, medical coverage, even facilities that are unique to the company (in-house gym, shower area, sleeping quarters, day care, built-in insurance, retirement pay, etc.).

Emphasize these perks to further stress that they might not be getting what they want in terms of salary, but they can definitely get more in company benefits.

It would be best to gear yourself up with company benefits that are not usually offered in other companies because the usual benefits might not be as enticing.

3. Always have some leeway with the advertised salary, when possible.


Let’s say you have already established that, as a hiring manager, you know what you are looking for and you are well aware of the benefits. But you are also aware that you have found a rare person fit for the position. Skills and attitude are at par with what you need.

Another extra step is to be ready to negotiate. Even before the hiring process, ensure that you have some leeway in terms of the salary. Express this as early as the job post by having a good minimum and maximum range will make the applicant feel they have flexibility with the salary.

4. Explain the situation and emphasize growth from within.


Some companies will not give out a higher salary and will stick with the stated one  for the position. So how do you go about keeping the candidate interested? Highlight opportunities for professional growth within the company.

For example, a company that is fairly new could be positioned as a chance for development and increased chances of an immediate promotion since the applicant will be entering as a pioneer employee. This angle could also be used as an opportunity to grow and get more experience within the company. The salary might not be much now, but an increase is just a couple years away and could speak better of them.

5. It’s not what you say, but how you say it!

You’ve probably heard that before, but it works. These steps are easy to execute but if they aren’t packaged the right way, there won’t work. In negotiating with a candidate, walk the fine line gracefully because anything you say can either make the person stick with the company’s offer — or find greener pastures elsewhere.

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Effective Meetings

6 Ways to Have the Most Effective Meetings Ever

Actually, there are no secrets. An effective meeting is the result of organization and a zero tolerance for dilly dallying. Meetings are one of the biggest time waters in many companies and that’s because the composition of your meetings is usually a mix of stress levels and priorities so they tend to veer off track at one point or another. For those of you who have been to your fair share of meetings that seem to drag on forever, this could be helpful.

PS: You might also want to send these tips out as an office memo.

1. Choose carefully the participants of your meeting

Before you go sending a company wide invite for your next alignment meeting, think about what your attendees can contribute or gain from the meeting. Attendance can make or break the effectiveness.

If you have deadbeats at the meeting, you won’t get anything done. If the manager/executive isn’t there, then no big decisions can be made. Select your attendees carefully (it won’t take much time) and make sure that everyone will be there.

2. Send relevant material ahead of time

effective meetings

(Source: myinsightmag)

Mark Zuckerberg does this and it is golden. Apart from your meeting having an objective, it saves up on think time to send your attendees relevant material, data, and reports beforehand.

This way they can study up and the meeting time can be used for discussions. If you want to take it a step further, ask your attendees for their individual feedback on the material before the meeting and you can save even more time for pressing matters if they come up.

3. Have an end goal

effective meetings


You can use this as a means to drive the meeting or you can let your attendees know that this discussion or that decision has to be made by the end of the meeting. By doing this, you significantly decrease the chances of getting sidetracked and you can implement a parking lot for when unrelated ideas come up.

Setting a specific goal, as opposed to just a ‘having a meeting’, gives the meeting a clear purpose, and will direct the discussion towards achieving that goal.  If you have one takeaway from this article, let it be this.

4. Stick to your agenda

effective meetings

Something has to happen in order for you to get from point A (objective) to B (end goals). Set an agenda for even the simplest of meetings and you eliminate the risk of time wasting distractions during the discussions.

It doesn’t have to be a detailed agenda, sometimes a simple list of topics and priority points is enough. In relation to sending material ahead of time, you can send this beforehand, too, and ask for feedback or points for inclusion that you might have missed.

5. Start on time, finish on time

And here’s the clincher. Let go of the concept of #FilipinoTime. Whether or not you call for the meeting, start changing the culture around the office and arrive on time so that you can finish on time as well.

Your employees/boss have things to do after the meeting (and you probably do too) so it really is a win-win practice. This is also a great way for you to practice punctuality (which is a great habit to have, in the first place).

6. If you’re at the meeting, be at the meeting

effective meetings

Source: Madalyn Sklar

This one is as literal as it gets. When the people at your meeting are busy checking Facebook or cramming a report, its going to take twice as long to finish your meeting.

Implement a no (unnecessary) technology rule at the meeting so that your attendees are all ears (and minds). This will direct the focus to the objective at hand and allow everyone to contribute, both out of respect for the person who called the meeting and for the purpose of actually getting something done in that meeting.

It might be time to send that office memo.

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3 Quick-Fire Ways to Hire Smarter Talent

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

The smartest companies in the world understand they have less than 10 days to connect with the very best talent before that talent is off the market again. Yet the embarrassing truth is that clinging to traditional practices, adding steps and overcomplicating the process has the average company burning 63 days to make a hire. In the time it takes to finally hire someone, that rockstar they missed is already assimilated to a competitor’s culture and actively making an impact.

Here are three best practices to snag from companies that are succeeding in shaving the hiring process down to days:

1. Think like consumers and design a 24/7 process.

Employers who hire in days not months design their process from the consumer’s perspective. Our access to multiple devices, desire to connect via social, and expectations to do so when it’s convenient, require that a mobile first hiring process is a foundation, not a phase on the implementation roadmap.

3 Ways to Hastily Hire Smarter Talent


It’s refreshing (and telling) to see an established brand such as Unilever commit to reducing their 4 month hiring process to just 2 weeks. Their process includes leveraging both corporate and employee social media reach to create awareness for jobs and uses videos captured on a smartphone to facilitate introductions and screen-in candidates who are a good culture and skills fit.

It’s a textbook example of why your hiring strategy should support your business strategy. With their acquisition of Seventh Generation they’re making a bold statement to attract a healthier, hipper demographic, and now their hiring strategy reflects that.

2. Collect and analyze more relevant information in a shorter amount of time.

3 Ways to Hastily Hire Smarter Talent


Employers who hire in days not months, design a process that eliminates long, irrelevant applications and leverages an analytics driven approach to capturing a candidate’s true story. Studies continually prove that what we scan about a person on a resume barely scratches the surface of who they are and can’t help us predict success in a given role. In addition, a resume based process feeds our unconscious bias and prematurely robs great talent from the opportunity to tell their story all together.

A recent talk by Facebook COO Sheryl Sandberg illustrates just how unfair unconscious bias can be. She shared a case study that used identical resumes, one with a man’s name and one with a woman’s. The study found that 79% of applicants with a man’s name vs. only 49% with woman’s name were ‘worthy of hire’.

Instead of limiting themselves to a superficial resume search, smart employers are uncovering diamonds in the rough with a light-touch, video first approach that allows them to actually see and analyze the attitude, passion and skills demonstration of the real person.

3. Remove risk and uncomplicate the process.

Employers who hire in days not months, remove layers of risk and replace them with layers of data. In any hiring process risk is directly proportional to the number of humans you insert to unravel it.

When it comes to hiring, we humans are a risky bunch. If suffering from unconscious bias wasn’t embarrassing enough, we decision-shame ourselves further with confirmation bias wherein interviews become a huge waste of effort as we spend the entire time proving that our first impression is indisputable truth.

3 Ways to Hastily Hire Smarter Talent

The hiring process should not have more than three rounds of interviews. Period. If there’s more than that the process falls victim to group think. Last year, Lazlo Bock published Work Rules detailing how Google finally discovered the genius of limiting the process to no more than 4 structured interviews.

It works. Structured interview questions, ratings and feedback engineer fairness and create structured data. Structured data supports a repeatable formula that can predict skill and cultural fit with shockingly greater accuracy than anything else. A repeatable formula means you’re landing on the right decision the first time.

While ten days may seem like the blink of an eye in the world of traditional hiring, for talent in high demand, it can feel like a lifetime. World Hiring Day saw over 300 employers conduct 15,000 interviews in a single day. It’s proof that plenty of employers already embrace top talent’s expectations and are ready to build their competitive advantage through a smarter faster hiring process that thinks like a consumer, captures what’s relevant and doesn’t over complicate it.

inc-aseanThis article was written by Mark Newman, founder and CEO of HireVue. Mark’s passion centers on the belief that people are more than just a resume or profile. Through digital, video and mobile technologies, Mark first introduced the world to On Demand Interviews™, improving the way companies build and coach their teams, and helping candidates tell their stories – anywhere, anytime. Mark earned a bachelor’s degree in International Business from Westminster College and a master’s degree in Finance from the University of Utah. @markhirevue

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This Is How You Should Get Unmotivated Employees Back on Track

Over the course of their careers, employees experience a series of highs and lows when it comes to work performance. When they are new hires, they’re excited to please and achieve making work easy to assign and tasks are always accomplished. The veteran employees understand the bells and whistles completely and so it seems as though they glide through the motions.

However, for those who fall in the category between new hire and veteran, they often go through work slumps and become unmotivated to work. They come into work with tired eyes and at 4 o’clock they are just counting down the last sixty minutes. Perhaps the work is stressful or monotonous. Maybe they are dealing with financial or personal problems that are affecting their focus at the office. They want to get out of the rut as much as you want them out, why not help them along the way?

Find the source

find the source

Is your employee just lazy or unprofessional? Or is there something more deeply rooted to the problem? You want to understand where they are coming from and what is causing the lack of productivity because whatever the source is, the approach to addressing it will vary. This rapport creates trust in your work relationship ad if you understand what makes your employees tick, motivating them will be second nature.

Loosen up the work environment

work from home flexitime

With much of the workforce comprising of younger people, constraints don’t sit well with them. If you give employees some freedom when it comes to when and where they work, their fidgeting is appeased and are able to balance task with time much better. More and more companies are adopting a form of flexitime where it can be implemented within the structure. If permitting, the option to work from home once a week or twice a month would surely be appreciated by everyone.

Make the work meaningful

meaningful work

When someone feels like their work adds up to nothing and is just another string of processes, they will get burned out. This turns your employees into zombies. One way to churn out productive employees is to make them see the value of their work and it’s place in the bigger picture. Demonstrate that each process, added up, is what keeps the company going. If you can help them find meaning in the work, your employees become self-motivated.

Reward and recognize contributions


Now, there’s no need to have a ceremony or certificate for each booked client or sale. But recognizing top performers or major account acquisitions are worth even just a small celebration. You can make a system or metric and have a recognition of certain contributions. This is called the Carrot Principle. When an employee feels appreciated for their work, they are driven to repeat the feeling by accomplishing their tasks.

Confront potential toxicity

toxic employee

Coming full circle now, if there is a potential cancer in the workplace, you want to catch it before it spreads. If you have a happy team going, there will always be someone who wants to bring the ship down because they are unsatisfied. As a manager, you want to help this sour apple find his/her way but at the same time, you need to muffle their effects so as not to spread to the rest. It’s best to catch and address it early.

Move as a single unit


Even if the specific roles in a team are distinct, it’s important to act as a unified front. If one person achieves a goal, everyone cheers. If one person loses a deal, everyone wallows (for a second) then come together to find the next lead. The camaraderie helps gives employees a sense of responsibility to the whole team so they know that if they achieve or underperform, everyone is affected.

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Here’s How You Should Convince A Candidate That Everyone Wants to Hire

Finding and closing candidates isn’t the easiest thing to do, especially when they are considering other offers. Many of them decline job offers like it was candies on Halloween, and this may be due to delays or indecision by the hiring manager, not having enough details about the job, or not providing consistency during the hiring process.

While this matter may be against you, it is still possible to turn it around in your favor and secure the candidate you want. Here are some ways to help you convince those candidates:

1. Have the “ABC” mindset.

Image result for always be closing mindset


ABC – Always Be Closing. The key to winning the war candidates with multiple job offers is to continuously work on closing them from the start. The offer stage isn’t the time to begin working on closing them, it begins when you first meet them. Sometimes, sweetening your deals when you’ve made the offer is already too late.

Find out during the first interview what other roles they may have applied for, or what positions other recruiters may have presented to them.they may have been represented for by a recruiter.

2. Reduce your hiring cycle.


Once you see a potential candidate’s CV on radar, contact them and schedule your interviews as quickly as possible. Ask for samples of their work prior to or during the interview so that you can make a good decision in less time.

Remember, the more you take your time to make a decision, it opens the door for your candidates to explore other opportunities.

3. Listen intensely to what they want.


How often do you ask questions about what is important to your candidates? Like when they asked details about the benefits, did you ask them what was most important to them, or did you just go on and recited it to them? Listen.

Ask your candidates what they want from the job, everything from what type of manager they want to work for; what hours they want to work; if they want flexible working hours; what kind of additional training they may be expecting, etc. It’s easy to assume what they want, but do you really know what they want? Again, listen.

4. Make the offer ASAP.


When your hiring manager gives you the go signal to give the offer, should you wait the next day to call your candidate and tell them the good news? No! Call them as soon as possible. Remember, they still need to go over the offer and contract which will definitely take time. But of course, you, too, have a deadline. So, in your email, say that you would appreciate an answer in a day or two so they won’t feel rushed.

5. When they’re considering other offers, get the details.


When they mention that they’re considering another job offer, ask for that company’s offer details such as the salary, benefits, work environment, and what they like and dislike about the job opportunity. It’s also best to ask what their deciding factors are.

You don’t have to make any new offers here, you’re simply gathering information. Ask them simply and respectfully, letting them feel that you understand what the competition garners and how you compete with it.

6. Create meaning and purpose.


Sometimes, a meaningful job with a lower salary will be chosen over a less meaningful job with a higher salary.

Career progression, challenge, and wider impact are ways to make a job more meaningful. During the interview stage, show the candidate how they can progress in the company—what kind of challenges will the role be facing, or how the company, or their role can help make a different in the world. Millennials today want to find meaning and purpose in what they do, and this is the best time to show it to them.

7. Make them feel like they already belong.


Isn’t it great to feel like you belong to a group? This is precisely true to candidates as well, even if they’re not hired yet. Invite them to lunch to go over the job details, give them a tour of the office, introduce them to the team, or better yet, to the key people like the CEO or vice president of the company. Give them a bigger look on how great it’d be working with you and the people in the company.

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5 Alternative Ways to Finding Experienced Candidates (That Doesn’t Involve a Job Board)

It not always easy for a company to look for experienced candidates to fill in for top positions. Today, we're already living the "Golden Age of Recruiting" which requires a combination of many forces—market-driven, people-driven, technology-driven—that will smoothly match the right people in the right jobs and companies.

However, today's job market is highly competitive and potential candidates are either too choosy or have already been recruited by another company. So, where do you go to search for excellent employees?

Here is a short 5 item guide to help you look and recruit for the top talents out there:

1. Encourage your current employees find your next new hire.

One way to find experienced candidates is simply to motivate your current employees to do it for you. Your employees know what it takes to do the job and what it entails. They want to bring in people who will make the workload lighter, not heavier. To motivate them to be the recruiters, award them with an incentive of some kind for every prospect they recommended who is then hired, and actually stays in the company for long time.

2. Use online communities.

Niche online communities are also good places to find your next great hire. You can easily determine well-versed experts in the field and be able to actually discuss or converse with them on the community's forums.

3. Look for mutual connections on LinkedIn and Facebook.

Going into your personal networks online is another place to find good employees. Your friends, colleagues and former colleagues can help to recommend the right type of candidate who would be a good fit with your company and the details of the job. Try utilizing Facebook or LinkedIn to see if there are any mutual connections between you and a potential candidate you don't know. Mutual networks also help to get a second opinion on a potential candidate before arranging an interview.

4. Be where your future employees spend their time most.

One way to reach and engage great talent in this competitive landscape is to be at the same places where your future employees usually spend most of their time in. Physical places such as workshops, niche community gatherings, and/or those users who are regularly commenting on popular blogs and forums.

5. Target your competitor’s employees.

Pirating. That's probably how others would term it. Identify who your closest competitors are, or other companies within your industry. Once you know who they are, solicit their top employees with similar titles and roles, and start reaching out to them through email, phone call, or LinkedIn.

This strategy both has its pros and cons: It's good because the person will have substantial experience already with that specific role, but the bad side would be, they could be passive jobseekers, and the recruiting process will definitely take a lot of time and effort.

Then again, you could always use Kalibrr to help you source for top talents.

Download the PDF for free for an added alternative.

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FEATURE shorter work day

5 Reasons to Implement a Shorter Work Day

There’s been quite a lot of buzz about companies adopting a shorter workday to help boost employee efficiency. When a Swedish retirement home cut their work day from 8 to 6 hours per day with the same pay, the government-run home experienced increasingly improved results with both the nurses and the elderly they were caring for.

The idea of working less hours and getting the same, if not more, work done is not a new one. As early as 2003, there were companies piloting the 30-hour week and the results were good enough that the shorter work day became their standard. While there are arguments that adopting the shorter work day isn’t for everyone, the number of companies making the shift have been growing in recent years and some have even assumed a 4-day work week.

Your company might not be ready for a three-day weekend just yet but perhaps a 6-hour work day is for you. Here’s why:

Increased productivity


When employees are made to work 8 hours a day, they have a tendency to procrastinate because of the amount of time they have. Our brains stretch the workload and in doing so, tire us out. Having 6 hours to finish their work, employees will be able to be on crunch time without losing focus or much energy. They will be “pressured” to finish their work without the opportunity to burn out within the day.

More time for everyone

A 9-3 or 8-2 work day means that you can either bring your kids to school or pick them up and in both cases, you can still spend a good bit of the afternoon with them. If you don’t have kids, this extra time can be for you to spend as you please–do some cleaning around the house, pick up a hobby, cook a real dinner, or simply read a book. A shorter work day means more time for you, too.

Employees who stay

Source: Entrepreneur

As the boss, a shorter work day is a risk but to your employees, it’s quite the attraction. You can use this to leverage new talent and to keep your existing talent on board. Martin Banck of Toyota Gothenburg made the switch and his employee retention is better than ever, as are the sales of the car company. Employees, a good number being millennials, value work-life balance and if you can help provide that, they won’t go anywhere.

Employees who are healthy


Constant long hours result in poor performance and increased stress levels.Conflict in the workplace is also triggered by tiredness and irritability. Alleviating the late work nights and the lack of sleep from your employee’s days will do wonders for their well-being and in the long run, this will show in their output and the office harmony. By allowing them (and yourself) to recharge properly, health and wellness will improve drastically.

A smaller carbon footprint

(Source: entrepreneur)

(Source: entrepreneur)

Everyone dreads  Manila traffic but the shorter work day and a new energy level might prompt employees to ditch their cars and opt to commute to work. No matter the size of the company, a car off the road is a car off the road. For the individual, this also means nearly beating the traffic altogether; for the environment, you would actually be decreasing the traffic and pollution. Two for the price of one at no added cost.

Are you ready to make the switch?

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How Much Should You Be Paying Your New Hires?

Jobseekers are becoming quite the negotiators when it comes to their salaries. What used to be a standard amount for all new hires is soon becoming a game of tug-of-war between companies and persistent jobseekers. Before one of them catch you off guard with an argument for a higher salary, make sure you aren’t putting too much or too little on the table.


This begs the question of, “How much should I pay my new hires?” There are metrics that will tell you to look at financial capacity, skill level, experience, etc. and you adjust your offer based on that. From accounting to public service, we’ve compiled a kit containing the starting salary ranges for some of the top industries in the Philippines based on the thousands of companies on Kalibrr. Stay ahead of the game and get the most bang for your buck!

download button

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3 Tips to Identify Productive People When Hiring

When it comes to hiring your future employees, it’s one thing that they’ll have the right skills you’re looking for, or have the best fit on your company’s culture. Sure, they did well on the initial interviews and got positive feedback from your colleagues, but how can you tell if they’re really in it to deliver great results and perform highly well?

Leadership advisor Anese Cavanaugh explains how to sift through the crowd and find the most productive job candidates for your company.

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How to Separate Good Hires From Bad

As we all know, turnover and hiring new employees can be consuming and costly for a company. That’s why most recruiters today not only look at a candidate’s skills and knowledge, they also look at attitude and character.

The reason why top companies are successful is because they heavily weigh on personality when determining the most qualified employees. Although, skills are always the first priority when hiring a person, it’s also best to understand that information can always be taught.

While businesses put much effort to retain their best employees, they also work twice as hard and make good hiring decisions to avoid such loss in the future. And knowing a good hire from a bad one starts during the interview stage.

Here's a checklist you can base on. While this might not be all there is to it, it's something you should definitely consider before hiring someone. We've made a free downloadable PDF and explained each item there thoroughly as well.

The Good and the Great

  • Action oriented
  • Detail oriented
  • Intelligent
  • Ambitious
  • Displays leadership
  • Confident
  • Cultural fit
  • Honest
  • Hard-working
  • Enthusiastic and Passionate
  • Team player

The Bad and the Ugly

  • No longevity with past employers
  • Significant gaps in employment
  • Lack of achievements
  • Lack of eye contact
  • No pre-interview research
  • Lack of attention
  • Demanding attitude
  • No questions for you

Remember, you can always train an employee on your product or service, but you can’t train someone to have integrity, resiliency, self-confidence and work ethic. Think about it.

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21 Awesome Ways to Show Some Love to Your Employees

When your employees thrive at work, they shine. And they shine even brighter when when you let them know that you appreciate what they’ve contributed for the company, and even for their fellow colleagues. A simple “thank you” can definitely help keep your employees engage and excited about their work.

It does not take a big raise or expensive gifts to make your employees happy. They just need to know that they are appreciated by their superiors and the more effectively you are able to do that, the better results you will achieve from the people on your team.

Here are 21 great ways to say thank you to your employees:

1. Thank You Note. Saying thanks about something specific is the ultimate reward. If you do it right, a thank you note may be pinned above your employee’s desk for years.

2. Pizza Party. What’s a way to say thanks but to surprise the team with boxes of pizza! Lunch with colleagues is fun, and it also breaks up the daily work routine. A win-win for anyone who likes to eat.

3. Day Off Pass. An extra day off from work is always a good idea, and is even better when employees can pick the day and get paid to boot.

4. Presidential Seal. Create a formal letter recognizing your employee’s achievement. Sign it and use the company’s seal to give it a lot of importance. Frame it too if you really want to make it extra special.

5. Cake for all. Who doesn’t like a sweet moist chocolate cake? Add in some ice cream too if you like

6. Standing Ovation. Get all your employees together in the same room, then invite in the employee you’re recognizing and give him or her a standing ovation. A speech from you at the end would be needed.

Source: Giphy

7. Buy them their favorite Starbucks coffee. And if you’d like, let the barista put a note on the cup like “You’re the best!” or “Thanks for everything.”

8. Breakfast from the Boss. Bring in a catered breakfast for your team, be the main waiter, serving all your wonderful employees.

9. Wall of Fame. Create a wall of fame for each recognized employee. And below their photo, place in what they’re being recognized for.

10. Name the Room. Name an office, lounge, conference room or any room in your office building after the employee. Be sure to put a plaque right outside the room.

11. Massage. Have a massage therapist come to your office for the day and give every recognized employee a chair massage.

cat massage

Source: Giphy

12. The Oscars. Have your own annual Academy Awards ceremony. While this is a big event, you can do this as a one-time big-time company event once a year.

13. Picnic Basket. Get them a catered lunch, in a picnic basket.

14. Recognition Circle. Get each employee to write something positive about the person you’re recognizing on a piece of paper. Either give them the box of collected sayings or frame them for the person.

15. Movie Time. Free movie tickets for two, and some time off to go see their favorite movie.

16. Just Say it. The words “thank you” are powerful. And sometimes all you need to do is to say it sincerely.

Source: Giphy

17. Thank You Video. Create a video recognizing your employee. Post it on YouTube for your employee and anyone they want to share it with.

18. A New Chair. Most of them have been sitting there for eight hours in a day. And a new comfortable, supportive chair will go a long way.

19. Sticky Notes. Post a sticky note on their monitor, saying thanks and saying why. Simple, but effective, when it’s authentic.

20. Email Everyone. Send an email to the entire company explaining how impressed you are by your employee for going above and beyond.

21. Double Time Breaks. Double the time of their breaks for a day or two—double the lunch break, coffee break, and any other breaks they have.

22. BONUS: Puppy Attack. Puppies! Cute, adorable puppies everywhere! What a way to say thank you than by letting puppies lick their faces for a day in the office. Plus, it releases all the stresses your employees are in.

Source: Tumblr

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[FEATURE] crazy interview questions

Crazy Interview Questions Asked By Real Recruiters (and Why You Should Too)

When it comes to hiring the best talent, more and more employers are going beyond the standard set of questions, and are asking situational brain twisters to reveal a candidate’s logical thinking and creativity.

Companies such as Facebook, Google, and Amazon are known to throw a curveball at their interviewees, and for a valid reason. Lily Zhang, Career Development Specialist at MIT says, “Your interviewer isn’t necessarily looking for a right answer. He wants to determine how quickly you can think on your feet, how you’ll approach a difficult situation, and, most importantly, whether you can remain positive and proactive and make progress in the face of a challenge.”

So, the next time you interview someone for a position on your team, you might want to add one of these off-the-wall questions and see how your interviewees’ minds work. Plus, it’s also fun to listen to what answers come up with.

1. “How would you solve problems if you were from Mars?”

From Amazon. This questions shows a candidate’s creativity and what actions and solutions they’ll present in order solve the situation.

2. “What would you do if you were the only survivor in a plane crash?”

From Airbnb. This shows how the applicant can think ahead and plan for emergencies.

Brian Chesky (Airbnb CEO). Source:

3. “If you woke up and had 2,000 unread emails and could only answer 300 of them, how would you choose which ones to answer?”

From Dropbox. It shows how a candidate would prioritize duties in a potentially stressful situation.

4. “Who would win in a fight between Spiderman and Batman?”

From Stanford University. This shows how a candidate assesses an unexpected challenge.

5. “What are the first things you’d accomplish on your first day at work here?

From Facebook. Shows a candidate’s drive, values, and their potential to grow and learn.

Mark Zuckerberg (Facebook Founder). Source:

6. “Describe the color yellow to somebody who’s blind.” 

From Spirits Air. Best asked for Sales and Marketing candidates. It shows how creative and sensitive a candidate is to their clients.

7. “Why are manhole covers round?”

From Microsoft. This assesses how a candidate approaches a problem with more than one possible answer, and to test their logic, common sense, and ability to think through an unusual question.

8. “If you were an animal in the rainforest, what would you be and what would you contribute to the ecosystem?”

From Kalibrr. This question pokes at fun but also looks into the creativity and quick thinking of of the candidate. It also shows how they can adapt to the company, and what they can contribute to the organization.

As an employer, you have to find out what motivates them, and what their personality is in order to match your preference to the job criteria. If they meet your standards in all aspects, well, go ahead offer them that job role.

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Why You Should Also Consider Candidates Without College Degrees

Back when we were still studying, we were taught one common thing – “Good grades make for a better future.” As far as I can remember, I was told to do well in school, earn a degree or two and score an admirable, first-rate job right after. A life map that we’ve probably had ever since we were asked “What do you want to be when you grow up?” But in a time where everyone is trying to diversify the field, is a degree necessary for employment? Why should jobs consider candidates without degrees?

Here are three reasons why you should still consider hiring people without college degrees:

They prove their worth with skills to match


One might argue that while a college degree may not be necessary for entry-level work, employers would still want to hire candidates who can potentially be promoted to higher-level positions where a college education could come in hand. However, for most jobs, previous experience or just skills alone are enough to be considered for the work. Many degreed applicants think their degree speaks for them. Extensive degrees or credentials alone do not totally predict job performance. Find a potential candidate that have actual skills at play that can get the job done.

Don’t exclude, include!

Source: Forbes

By eliminating the degree requirement, recruiters or employers are able to widen their candidate pool, consequently enabling them to explore an array of applicants with different backgrounds. This helps diversify the workplace and bring diverse resources, that in a way, is beneficial.

Success comes from learning


There are institutions who are changing the course of education in fundamental ways; they are based not on time in a course but on tangible evidence of learning. Candidates who have not yet acquired their degrees are very flexible when it comes to employee training. They are most likely open to learning and are easier to handle when it comes to managing them. This is also an opportunity for hiring managers to get creative with their instruction to help their new employees become more qualified in the skills necessary for the job.

Success comes from learning. If an applicant doesn’t have a college degree, but you can sense that he/she is a lifelong learner devoted to developing themselves and learning new and relevant skills, then they will be worth the hire.

For now, having a degree remains to be the norm, but one should remember that sometimes, good grades don’t equate good performance.

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How to Attract the Best Candidates on a Budget

This story first appeared on The Muse, a Web destination with exciting job opportunities and expert career advice. 

Most of us can remember the first time that we felt completely strapped for cash. For me, it was one semester into my freshman year at IU. I had run out of money, and my dining card did not cover the cost of late night pizza and breadsticks. (Side note: For any Hoosiers reading this, my allegiance is with Aver’s.) In no way did I plan to sacrifice my social life due to my lack of funds, so I had to get creative. I got a job that required me to take two buses to call alumni for money (yes, I was that person), but in a few short weeks, I was back in the black.

Since then, I’ve worked for several small companies where budget was sometimes tight. I had jobs to fill and candidates to woo, but I didn’t have a huge marketing spend to fuel the quest. Luckily, most candidates don’t need a ton of pomp and circumstance in order to feel like a company cares about them, so there are many ways to improve recruitment efforts without spending a lot.

Here are five ways to make your candidate feel like a million bucks, even when your budget is closer to three figures.

1. Beef Up Your Brand

Before candidates agree to an interview, you can bet that they are Googling the heck out of your company. Not only is this good prep for them to learn more about what your company does, it also sheds light into what it may be like to work there.

So, make sure that your employment brand is telling the right story–both on your own site and on social profiles and other places where applicants will find you. Get creative and let your company culture shine by focusing on people, not products. Treat your job descriptions, career page, and social media pages like a virtual career fair table and pack them with exciting tidbits, photos, and employee success stories. Your goal is for candidates to think “this seems like a really great place to work.”

2. Be Responsive

Looking for a job is stressful. Don’t add fuel to the frazzled fire by leaving your candidates in the dark about your process and where they stand. From the moment that they apply, they should see a response from your team, thanking them for their interest in the role and letting them know that you will reach out if there is a good fit. This is also a great place to include links to your social media pages. I like to use the line: “In order to get a better sense of what it’s like inside our company, check out our Twitter, LinkedIn, and Glassdoor pages while we review your application.” Hyperlink the sources so they’re easily accessible and, of course, only include links to things that highlight your best attributes.

Automated emails from your ATS are fine, but try to put a personal spin on your message. A cold, sterile, generic response from Not very welcoming. If you don’t want to include your exact email address, include an alias ( and make sure to check for responses or questions on a regular basis. Then make sure to customize your message and use language that accurately reflects your company culture.

Finally, as candidates cycle through the process, communicate with them frequently and be upfront about your progress. It’s completely okay to let candidates know that you have other interviews next week and that you will get back in touch the week following. This puts their mind at ease and hopefully lets them avoid some sleepless nights.

3. Act Like a Host

When candidates arrive for an interview, do your best to make them feel as welcome as possible. If you have a reception desk, put whoever sits behind it on the interview schedule so that he or she is there when interviewees arrive. Offer them water, tea, coffee–whatever your employees drink during the day. Smart candidates arrive five or 10 minutes before their interview time, but you don’t have to rush to grab them right away. Give them a few minutes to soak in your office environment, observe the dress code, and relax a bit before you kick things off.

Once you are ready to start, don’t rush into the nearest conference room. Provide a tour of your office so that people can get a feel for their potential workspace and co-workers. (If they’re used to sitting in an office and you have an open floor plan–they’ll want to come away knowing this!)

Most importantly, set them up for their day by reviewing the docket of folks they’re set to meet. Provide a bit of background on each person-;how long they’ve been with the company, how they interact with the open role-;and cover any initial questions that the candidate may have. Most candidates will have researched their interviewers in advance, but schedules and availability change so this is a quick step to prepare them for what’s ahead.

4. Train Your Interviewers

You can do everything right from a recruiting standpoint, and the candidate can still walk away with a bad taste if you don’t properly prepare your interviewers. It doesn’t matter if the slate of participants includes the CEO, make sure that everyone is on the same page when it comes to who is covering what. You don’t want candidates hashing out the details of their resume over and over; it’s exhausting for them, and it won’t give you the benefit of seeing them from different angles.

Instead, give each interviewer a set list before they shake the candidate’s hand. One person should cover tactical stuff while another asks strategic questions; employees from different teams should dig in to different facets of experience. And remember: Consistency is key in order to fully vet candidates against another.

5. Provide Real Feedback

If candidates invest the time and effort to come in for an interview, you owe them an honest response if you decide to pass. Do your best to avoid the canned “we’re pursuing applicants who more closely align with our needs,” and give them something tangible. If their experience is light in a particular area that you find essential to the job, let them know. They won’t be offended, and it may even open up further dialogue. Would you consider them for a role in the future? Tell them to keep in touch!

When it’s an absolute no, let people down gently but in a way that does not lead them on. If you are sure that they won’t be a fit in the future, don’t string them along. Referrals come from surprising places, so treat every candidate interaction with care.

The good news is, it doesn’t take deep pockets to make candidates feel appreciated. In today’s world of viral content and public-forum reviews, take the right steps to provide a fantastic candidate experience.

This article was written by Kristy Nittskoff, Founder of Talent-Savvy. She consults with growing companies to help them achieve their recruitment and retention goals through implementing innovative talent attraction and employment branding strategies.

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5 Very Real Feelings When You Can’t Find The Candidate You Want

Being a recruiter is a constant search for a needle in the haystack—only, you’re looking for a very qualified needle in an extremely competitive haystack. There are days when your game face is on and you’re ready to get those candidates into the pipeline, but there are also the days when it seems like none of the fish fit the net you’re holding.

Hang in there, recruiters, we feel you.

When boss gives you a new hiring assignment


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And it’s a good day

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(Source: pinterest)

A regular day on the job

(Source: pintesrest)

(Source: pintesrest)

When things take a turn for the worse

(Source: twitter)

(Source: twitter)

When the voice at the end of the tunnel calls out to you

(Source: pinterest)

(Source: pinterest)

When you feel like you’re getting closer

(Source: memegenerator)

(Source: memegenerator)

And the candidates be like

(Source: memegenerator)

(Source: memegenerator)

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7 Steps to Successfully Onboard New Hires (Infographic)

The first few days of employment are the most fragile ones for your new hire and the company. Employer turnovers are always a costly problem, and doing the on-boarding right will definitely help reduce and/or avoid such costs.

Here are 7 simple steps on how you should do it.


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[FEATURE] recruiter checklist2

The 7 Stages Of Recruitment Process New Recruiters Must Know

Hiring a new employee into your company, at the right place, at the right time is crucial to organizational performance. And therefore, having a smart and effective recruitment process is a critical aspect in achieving the company goals.

Here’s a quick guide that first time recruiters can follow to make your hiring process more effective:

Step 1. What position needs filling up?

Source: LinkedIn

First you must gather information about the nature of the job.

  • The content or tasks making up the job
  • The job’s purpose
  • The outputs required by the employee
  • The skills and personal attributes needed to perform the role effectively

This information can then form the basis of the job description and the kinds of candidates you are looking for.

Step 2. The job description and person profile


The person’s job profile will state the necessary and desirable criteria for selection.

  • Skills, knowledge, and experience
  • Qualifications (which should only be those necessary for the job)
  • Personal qualities relevant to the job, like problem-solving skills, or ability to work with a team.

Step 3. Sourcing candidates


There are two ways to source potential candidates: Internal and external methods


  • Staff sourcing
  • Succession planning, or the process of identifying and developing internal staff to fill in that specific position
  • Secondment of employees, or the arrangement to temporarily assign an employee in a specific position
  • Job sharing, or two employees sharing one full-time job function


  • Online recruitment
  • Job advertisements (social media, newspapers, job boards, etc.)
  • Job fairs
  • Networking

Make sure that your job description should be clear and concise so you could limit the number of inappropriate applications received. It should indicate the following

  • Requirements of the job
  • Necessary and the desirable criteria for job applicants so you could limit the number of inappropriate applications received)
  • Nature of the organization’s activities
  • Job location
  • Reward package
  • Job tenure (for example, contract length)
  • Details on how to apply

Step 4. Managing the application process


There are two main formats which applications are to be received: your resume or application form from the company. This is either submitted on paper or electronically by email or through job websites. If you haven't noticed, the internet is now part mainstream recruitment practices.

Application forms

Application forms allow for information to be presented in a consistent format, and therefore make it easier to collect information from job applicants in a systematic way and assess objectively the candidate’s suitability for the job.

Resumes and CVs

The advantage of this is that they give candidates the opportunity to sell themselves in their own way and don’t have the restrictions of fitting information into boxes. However, CVs make it possible for candidates to include lots of irrelevant material which could make it harder to assess.

Step 5. The selection


This is probably the hardest part when recruiting—selecting the candidates to hire. Selecting candidates involves two main processes: shortlisting and assessing the applicants and decide who should be given a job offer.

Shortlisting is the process slimming down the total number of applications received to a candidates you wish to move forward with into the more detailed assessment phase of the selection process.

When deciding who to shortlist, it is helpful to draw up a list of criteria you already have. It's easier to base an applicant according to those standards, or you may use a simple scoring system as well.

Step 6. Making the job offer


For those who have little recruitment experience, job offer may seem to be a simple matter. It's not. It's more than just offering potential candidates the job, the compensation and benefits. The job offer is a crucial part of a recruiter's job because a lot of aspects rests on it.

Make the offer attractive so you will have an edge over other companies. It doesn't necessarily have to be a better salary, you could offer better benefits like paid vacation leaves, medical coverage, flexitime. The job offer should be made in written form as well as verbal and should cover the following:

  • Confirm previously discussed benefits of the job. If there is an employee handbook, this should be included along with the letter.
  • It is important that all the benefits promised before should be me again in the offer letter or the candidate may feel that they are being cheated out of what was promised to them.
  • State the date and time that they are expected to start work.
  • Provide the candidate with their supervisor’s name and the name of their department.

Step 7. The on-boarding

Source: LinkedIn

While it may sound like a corporate buzzword, on-boarding is probably one of the most important step in recruiting. Here you need to ensure that your new employees start their new jobs on the right food and remain engaged throughout their stay.

Make the on-boarding process more personal and exciting for your new employee. Here are techniques on how to achieve that:

  • Giving employees information about the company's mission, strategy, goals, customers and operational structure, and how their job fits into that bigger picture.
  • Lay out employees' individual objectives and how those will be measured, as well as setting expectations for success and advancement.
  • Ensure that employees not only understand the company's culture and environment, but can thrive in it.
  • Helping employees connect and forge relationships with their new colleagues, both formally and informally.
  • Tour and describing where the facilities are around the office.
  • Explanation of terms and conditions.
  • Details of the organization's history, its products and services, its culture and values.

Want a copy of this checklist?

button checklist

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How Do I Know When I Should Hire My Next Employee?

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

One of the hardest questions facing fledging businesses is when to grow their workforce. Knowing when to add your next employee—or when not to—can have tremendous impact on your bottom line.

One indicator you can use to see if you are financially ready to add a new employee is to take a hard look at your ratio of income to wages. Simply divide the total amount of income by the amount you are paying in employee wages. If this ratio high or trending upwards, you may be overstaffed. However, it may also be a sign that you are understaffed and are paying out a large amount of overtime. If is trending downward, now may be a good time to add a new employee.

An equally importantly indicator is whether you have enough work to justify a new employee. For instance, if you are paying out a large amount of your salary budget in overtime, now would be a good time to add an additional employee.

One caveat, however, is to first determine if your current overtime situation can be expected to continue. You may find that it is being caused by such things as a temporary surge in sales and customer demand, or is simply seasonal or cyclical demand that will quickly subside.

Image result for person interviewing job

If the work is available to justify a new employee, the next question you need to ask yourself is what impact will adding an additional employee have on your wages-to-income ratio. This can be a tricky equation – you need to look at how much the additional employee will cost versus the financial gain of having an additional employee to perform the job, which will free up money you have been spending on overtime.

Also, when adding an employee, make sure you include all the costs of the employee. Health insurance, dental insurance, and other benefits quickly add up and can have a significant impact on your bottom line.

It is also very important that you realize that you may see very little return on your investment in a new employee for weeks or even months. Depending on the complexity of the job, your new employee may require extensive training before performing up their full potential.

Finally, if your new employee requires advanced technical training you will also need to factor in the cost of that training as part of the total cost packageincluding benefits—for that employee.

inc-aseanThis article was written by Rhett Powera best-selling author, Rhett Power is the author of the new book The Entrepreneur’s Book of Actions: Essential Daily Exercises and Habits for Becoming Wealthier, Smarter, and More Successful. Learn more at

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