Kalibrr’s Head of Artificial Intelligence Research wins World Bank Data Science Competition

Aivin Solatorio, Kalibrr’s Senior Manager for Research & Development, came in 5th out of over 2,000 entrants to the World Bank’s machine learning competition called “Pover-T Tests: Predicting Poverty” which ended last February 28, 2018. He also won the bonus prize awarded to the top participant coming from a developing country.

The competition was hosted by data science platform, Driven Data and funded by World Bank’s Knowledge for Change Program, with the aim of engaging data scientists from developing countries and applying a cost-effective solution to testing approaches to poverty prediction.

Poverty measurement and prediction is an important starting point to determine if poverty reduction policies and strategies are effective. Currently, measuring and predicting poverty is very challenging, time consuming and costly— typically done through in-depth surveys on household consumption. The competition helps World Bank see how harnessing machine learning and data science can predict poverty status based on easy-to-collect information. These models would allow World Bank to more rapidly measure the effectiveness of poverty alleviation policies and interventions to maximize the impact of these strategies.

“I was really happy when I learned that I won the bonus prize because I know that some participants there are elite Kaggle competitors. Putting the prize aside; however, coming from a developing country myself, I immediately recognized the significance of the competition and its corresponding social impact.” Aivin said. “While AI technology is frequently associated with loss of jobs; this World Bank initiative shows the positive aspect of AI – providing novel solutions to help directly address global problems such as poverty.” he added.

At Kalibrr, Aivin and his team work on applying artificial intelligence to help solve the problem of job matching and recruitment.


Rediscovering the human touch for HR Professionals

Coming from last month’s theme “#GirlBoss: Power Women Leading in 21st Century Manila”, Kalibrr Communities set their sights on understanding the people behind Human Resources. This April’s Kalibrr Communities focused on the challenges that different HR professionals go through, hence the title “Human Rediscovered: Putting the Human Back in Human Resources.”

“Kalibrr Communities is not just another meet up. This is an avenue for dialogue among different professionals from different industries.” says Julius Paras, Kalibrr Vice President for Customer Engagement as he kicked off the event. He then challenged the audience to understand the different challenges that HR professionals face on a day to day basis.

The stage was graced by experts from different companies such as Alex Gentry, Co-founder and Chief Product Officer of Sprout Solutions, Mary Solina, Customer Success Manager of EngageSPARK, Jojo Gumino, Head of Learning Partnerships of STORM Learning, and Jaclyn Cayetano, Founder and Chief Brain of Zentellect Corp.

Alex Gentry painted a picture of the Human Resources Industry in the Philippines. Alex pointed out that innovation and technology is one of the main drivers in creating an effective HR team. HR departments should be considered as strategic partners, developing programs and processes to support the changing needs of the business.

Mary Solina gave a very interesting perspective on technology integration in HR. She pointed out there is resistance in adopting technology because of fear. However, she stressed that technology can never replace the personal human touch that HR professionals bring. Technology is meant to complement and improve HR processes.  

The last speaker, Jojo Gumino focused on employee engagement and empowerment. She highlighted how giving employees the power of choice can positively impact the way they work and how they will grow in the company.

Missed this event? Don’t worry, Kalibrr Communities happens every month, so be on the lookout and be updated on our Facebook page. See you in May!

To learn more about Kalibrr Communities or if you want to sponsor Kalibrr’s future events, you may email us at partnerships@kalibrr.com

Need help with your recruitment? Sign up for Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

Kalibrr celebrates successful launch of Kalibrr Communities

The Mezzanine Hall at the Kickstart Office was packed with young professionals and a few graduating students from different schools and industries; eagerly waiting to commence Kalibrr’s first ever Kalibrr Communities, and listen to the roster of expert speakers’ talk about career development and recruitment.

Kalibrr Communities is a monthly gathering of professionals who are interested to further learn about how to develop their careers and everything HR and recruitment, specifically growth strategies, industry trends, and networking with like-minded individuals. 

“Kalibrr Communities is more than just a gathering of people, it is a space where everyone can share a common goal, a sense of belonging,” says Julius Paras, Kalibrr Vice President for Customer Engagement.

To celebrate International Women’s Month, Kalibrr couldn’t have chosen a more appropriate theme for their launch event last March 21, 2018: #GirlBoss: Power women leading in 21st century Manila. They invited top women leaders today as guest speakers for the event namely Ms. Minette Navarette, Vice-Chairman, and President of Kickstart Ventures, Inc., Ms. Nina Ylagan-Pedro, Vice President for the Aboitiz Human Resources Group, and Ms. Niña Terol, co-founder and Chief Fireball of Kick Fire Kitchen.

Nina Pedro talked about Leadership Insights of HR and the corporate path she went through to get to where she is now. “Learn as much as you can at where you are now. The brighter you are, the more you have to learn,” says Nina.

Minette Navarette talked about Learning to Lead in a Changing World. She shared how she went from working in the consumer goods industry to shifting to digital ventures and how she consistently improved herself in the process.

“Kalibrr Communities is a really great concept. I’m glad I was able to attend and get to meet people from different industries. I’ll definitely tell my students to attend the next one,” mentions Nikko Magalona from Freelancer.com.

Missed this event? Don’t worry, Kalibrr Communities events happen every month, so be on the lookout and be updated on our Facebook page. See you in April!

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To learn more about Kalibrr Communities or if you want to sponsor Kalibrr’s future events, you may email us at partnerships@kalibrr.com

Need help with your recruitment? Sign up for Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

How This IT Risk Manager Flourished with Kalibrr Pro

With technology-based systems, data, and processes now almost ubiquitous in today’s modern workplace, one would think that security for these would be a top priority for most companies.

But when you ask Jed Languayan, the IT Risk Officer of Bank of Makati begs to disagree. “You’d be surprised at how many companies don’t see the full need of IT security,” he started. “That’s why I take my job so seriously: it’s not every day you find a company that invests a lot in this technology. At the end of the day, doing my job well means protecting the customer.”

Indeed, the AMA Computer Learning Center graduate has always been ahead of the curve when it comes to the role of IT. “I’ve always been driven by the pursuit of continuous improvement: for process standards, work methods, and operation strategies,” he shared excitedly. “Ultimately, this doesn’t just make work easier for everyone—it also guarantees that clients get what they paid for. And that’s important.”

Jed Languayan

Finding more than just a job

This strong moral code in his work isn’t the only thing admirable about Jed. When one delves deeper into his professional philosophy, one gets impressed with his views that aren’t just typical platitudes.

“Challenge is my personal preference. Being an IT Servicing professional, I want to make a career out of an opportunity, not just a job,” he states. “When choosing which company to work for, you have to see the path you can pursue there in the long run. If you don’t see yourself growing, go with something else.”

Savvy jobseeker that he is, it’s not surprising then that Languayan has reached this point in his career. After successful stints in RightCloud and GrabAgility, along with a completed online course in Operations Management from The Wharton School via Coursera, he was glad to finally land his current role at Bank of Makati.

“When I left my previous company, I was looking for something that would expose me to IT governance,” said Jed. “I wanted something that was managerial. Being that high up would mean enabling me to evaluate the performance of the whole IT scope within an organization.”

And land it he did. But it wasn’t just professional philosophies that got him the role—Jed has his strategic tactics, too. “When I’m looking for a good job, I look at two main factors: the role and the company. If the role isn’t challenging enough, I look elsewhere,” he says.

“And you can assess if a company is good through a few key metrics: years in the market, compensation packages, if they truly understand the needs of the customer, and of course, how much they invest in their employees,” he added. “But it’s not that easy to find a company that satisfies all four.”

Indeed, when Kalibrr Pro came calling, Jed was pleasantly surprised. “I had just left my previous role, but I wasn’t really looking for a job right then. That’s why when the recruiter from Kalibrr Pro called, I was glad.”

More than just being a recruiter

Based on Jed’s account, he was ultimately turned down for the first role that the recruiter endorsed him for. But she was bent on helping him land a great role.

“My recruiter was determined to find me a great fit. I was really impressed when she followed through, giving me this opportunity even when I didn’t pass the first one,” he shared. “I thought to myself, ‘Wow, galing ah!”

Jed was very thankful for the relentless support of his recruiter. But let’s not forget the work he put in, too: “When a recruiter approaches you, it’s okay to really be transparent about everything with them. They have the intention to connect you with the right company and opportunity. Being extremely honest enhances the chances that you’d really benefit from each other.”

And it seems like it worked. Now that Languayan has settled into his new role, he’s not looking back. “I’m definitely recommending Kalibrr to my colleagues. There’s really a personal touch when you interact with [their recruiters]. I’m glad I got connected to my current role through them.”

Need help with your recruitment? Sign up for Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

How Kalibrr Pro Helped This Senior Software Engineer Land His Dream Job

If you ask Jeffrey Barron his #1 tip for young jobseekers in the market, the Senior Software Engineer at AEON prefers to keep it focused on the realistic.

“The longer I work, the more practical my approach has become. In my 6 years in the field, the one thing I’ve always focused on improving is my skills. The better my skills get, the better my chances at landing a great role,” he said.

Indeed, the Asia Pacific College graduate has always seen software as his forte. He developed his first original software in college, eventually moving on to deepen his expertise in Java and Spring web applications.

“I’m a firm believer that when [a candidate] reaches a certain level of skill, the job search should come naturally. Plus if you use the right platforms, you should have no problem.”

This mindset has proved effective for Jeff. With one fruitful stint after another in reputable companies—from HP to Infor—he’s been able to upgrade to Senior status in just 5 years. It’s clear then that his strategies for skill development have paid off. But what of the platforms?

Jeff Barron

“Oh, I’ve tried them all! I always try to use my personal connections first, but when that doesn’t work, I go online,” he said.

“Job portals are a great way to evaluate what’s out there. Aside from the role itself, you want to apply to a company that has the technology you want to learn. Plus they have to be in an emerging field! There’s no point learning technology where this isn’t much demand.”

When one speaks to Jeff, one gets the impression of a sharp, strategic jobseeker—and accurately so. Yet it’s not always easy for the talented professional.

“I had a tiring time looking for a job last year. From early March to end October, things just weren’t lining up. That’s why ang laki talaga ng utang na loob ko kay [I have such a debt of gratitude to] Bianca. She was really invested in helping me land the great job I have now.”

And according to him, it seems that this made all the difference. Question is: who exactly was Bianca?

Recruiters and the Kalibrr Pro Experience

When you interview Bianca Chua about Jeff’s case from last year, the tenured Kalibrr Pro recruiter recalls coming close to tears—but not for the reasons you’d expect.

“Recruiting’s very challenging work. Not just because it’s hard to find exact matches between jobs and candidates, but really because you get so invested in their situations. So when Jeffrey ran into some challenges, I felt his frustration, too,”  Bianca shared.

Indeed, it’s this deep sense of empathy that drives much of Bianca’s work. “What really makes this job fulfilling is the genuine connections we make—with candidates and clients alike.”

“We know how frustrating it can be when a candidate is a no-show, or even when a company doesn’t get back to you,” she adds. “Which is why we make sure we never ‘ghost’ our connections. We always give them the information they need… sometimes even when it’s hard to hear.”

Binky Chua wearing black with the Kalibrr Pro recruiters.

Aser Luna, a fellow recruiter, agrees wholeheartedly. “That’s why we always emphasize a great candidate experience,” he shared. “Though we are equally invested in the success of our clients, we understand that a great match wouldn’t take place if you don’t take care of both sides of the equation.”

And when you ask Jeff, this is what truly elevated his experience compared to other recruitment portals or services. “I could feel the genuine concern that Bianca had for me,” he started. “And this really helped, because it kept me going even when the job search wasn’t turning out the way I wanted to. Thankfully, it eventually did.”

Now, the engineer is enjoying his newfound place among AEON’s growing company. “I really value being able to work with people who represent my idea of success in the near future,” he said. “And now that I’ve experienced Kalibrr Pro’s amazing service, I’m never going back.”

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

The journey of how this CEO built her team with Kalibrr

It not easy starting a business on your own. You have to do all the legwork that any new startup would entail—conceptualizing, financing, talking to potential investors, to enduring the long lines at government offices for process your business registration. It’s a tough job to start with and at some point, every entrepreneur must face a challenging decision: is it time for me to hire my first employee?

Hiring your first employee can be daunting.You’ve had this idea of what you want your startup to be and now you’re finally ready to move on to the next level and grow your business. But what if they don’t work out? What if they’re incompetent? What if they don’t deliver?

As in any arena of business, we will never know for sure if your new employee will deliver and make you proud. You only have to be patient with their growth, provide support, and coach them whenever necessary.

Kristel Tan of Tanlines PH

We interviewed Kristel Tan, CEO, and founder of new startup Tanlines Philippines, a travel company that is aimed towards independent travelers. She shares with us her experience in looking for her first employees, the challenges she faced with time and budget, and how she contacted Kalibrr Pro to help her find her two new hires.

Kalibrr: As a new business, what were the challenges you faced in finding the right people for your company?

Kristel: The main challenge at the beginning was figuring out what positions I’m looking to fill exactly. As a startup, you tend to do everything. But as you get bigger, you start to realize that you need to be more organized with your departments (marketing, finance, operations). I started to focus on my strengths and weaknesses as an entrepreneur and what things I needed other people’s expertise in. 

I’m great with operations and the finance side of the business, and not good in marketing. So I needed a marketing team to help me market my business and attract customers. That was when I started to think about the actual positions I’ll be hiring for. 

Kalibrr: How difficult was it for you to find the right employees?

Kristel: While I was trying to do it myself, it was really, really tough. I spent so much time not just looking for people but interviewing them. I felt like it was a lot of time and energy wasted. 

I looked through different job platforms, asked for referrals from colleagues and friends. A few of the people who were very qualified were out of my budget reach. I was also looking for specific candidates who were young, fresh grads with that millennial spirit. As a startup, I wanted to hire go-getters, independent individuals with fresh, strong ideas. 

Kalibrr: How was the process like when you decided to seek out the help of Kalibrr Pro?

Kristel: It was really fast. I got to the point where I realized that I couldn’t do it by myself anymore. I needed to form a team fast. So I went online, went to Kalibrr and there were two services — the subscription and the Kalibrr Pro — I wasn’t sure what the difference was. So I just filled up the form and gave them my contact details. In less than 24 hours, 3 people from Kalibrr called me up. I was able to speak to just one person and he walked me through your different services. I was keen on getting Kalibrr Pro because that was what I needed to get immediate hires, and honestly, I didn’t want to do the interview process on my own anymore. 

A few days after that talk on the phone, I met with the Kalibrr Pro recruitment team to calibrate with the job positions I was hiring for. We calibrated not only for the job requirements but as well as the kind of personality and character I was looking for. For me, that part was important in forming a great team and work environment. That part was really great because it added a human element to the discussion.

Kristel’s final thoughts: I was really impressed with Kalibrr Pro. It actually made my life so much easier. I’m willing to pay for a service where I feel that it was worth it, and I feel like Kalibrr is really worth it. If you really need someone right now and fast, it really is an option that you should think about. I value people and the relationship you make with each other, Kalibrr is nothing short of that and it’s a service that I would definitely pay for. 

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

Uniqlo and Kalibrr job search

UNIQLO and Kalibrr concludes successful job search event

MANILA, Philippines — Japanese apparel giant UNIQLO Philippines in partnership with Kalibrr, job matching tech company recently concluded its first-ever exclusive job search event for their Uniqlo Manager Candidate (UMC) position last February 24, at the Golden Phoenix Hotel at the Mall of Asia Complex, Pasay City.

This partnership aims to help UNIQLO Philippines find not just qualified applicants but exemplary individuals with ambition and a clear sense of mission. The UMC role is the first step or entry position to working for the international brand before employees become full-fledged managers. Uniqlo’s target is to hire 40-45 UMCs to prepare for their nationwide expansion of 100 stores by 2020.

Uniqlo and Kalibrr job search

Since launching the UMC position on the Kalibrr platform at the start of 2018, Kalibrr got more than 1,400 applicants. From there, the job matching platform was able to shortlist 632 qualified candidates and invited those them to Uniqlo’s exclusive job search event.

“We gave Uniqlo a projection of 500 shortlisted applicants as we also had to expect having a 50 to 60 percent show-up rate during the event itself,” says Abie Altez, Kalibrr Events Coordinator, and point of contact for the Uniqlo partnership.

Uniqlo and Kalibrr job search

Geraldine Sia, Uniqlo Philippines COO

The event was graced by Uniqlo Philippines COO Geraldine Sia who gave an inspiring speech about Uniqlo’s history, its plans to scale in the next few years, and why it is a great company to work for. Also present were Diana Lim, Uniqlo HR Director, Marilyn Yee, Uniqlo Recruitment Manager, Kim Alcantara, HO IMD, Department Head, and other Uniqlo managers and employees.

“We partnered with Kalibrr because I believe that they can help us succeed in our future business,” Diana Lim, Uniqlo HR Director.

Kalibrr CEO Paul Rivera was also present at the event. He gave an inspiring speech about moving on from failures and that achieving success isn’t about having luck, it’s about working hard to get lucky.

Uniqlo and Kalibrr job search

Kalibrr CEO and Co-founder, Paul Rivera

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

If your organization is interested in partnering with Kalibrr, you may contact our Head of Sales and Marketing Ms. Jan Garrovillo at jan@kalibrr.com.

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

How to Create Job Posts That Gets You Qualified Talents

*Free job post templates for the most in-demand jobs found at the end of the article.

For recruiters, it is highly critical to creating job postings that attract the right talents. For most job candidates, your job post is the first impression they have on your company. Write it well and you’ll have a number of job applications that actually convert. Write it badly, then you’ll waste a lot of time and money going through hundreds of unwanted applications.  The words used in your post will matter and will make a big impact on who responds.

Don’t just post and run

When recruiting, don’t just view a job posting as a simple tool to lure in candidates. Rather, use the right wording within it to attract the ideal candidate for the job. Trust us, it will cut down the amount of work you need to do to find that perfect applicant.

Follow these guides to help you attract higher-quality candidates and speed-up your hiring time.

Do’s and don’ts of writing a compelling job post

  • Don’t use jargon. Always just use well-known job titles to make sure the role is clear. Ex. Instead of saying “Public Relations Ninja” just say “Public Relations Executive”
  • Do use straightforward titles. The job title is the first thing a job seeker sees. Make sure he/she knows what the job is about from the start so he/she will open the post.
  • Don’t make the job description too bare. Identify what makes your company a great place to work. You can get as creative as you want.
  • Do introduce your company in a way that reflects your company’s culture. You can even upload a fun but professional company video.
  • Don’t make job responsibilities too vague and broad. Many job candidates turn away from a great job just because of unclear goals and responsibilities.
  • Do prioritize job responsibilities in bullet form. Use bullets to make your post easier to scan and digest requirements quickly.
  • Do revisit job requirements often to ensure they accurately align with your current needs.
  • Do include the perks and benefits of working in your company. Do they have free snacks? Paid vacation/sick leaves? A free 6-months gym membership?

Where to post your job posts?

Now that your job posts are optimized for a specific target audience, it’s time to choose where the best place to post your jobs online. While there are numerous job boards out there, many of those are not optimized to target the right people, and a volume of untargeted responses can make finding the right candidate very difficult.

Fortunately, there are job platforms like Kalibrr who’s artificial intelligence technology automatically matches your job post to candidates who are already qualified for the job. What the recruiter needs to do from there is to source through the shortlisted list and not go through all the applications. This feature is set to give recruiters and human resources personnel less time in qualifying hundreds of applications and more time doing impactful tasks.

Download our free job description templates for the most in-demand positions today.

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

What Marketing Professional Should You Hire?

A strong marketing team is one of the major foundations of a successful business. The marketing team covers a wide variety of responsibilities for a company, it can range from branding, public relations, content management, advertising, and sales. This also means that there are numerous roles and opportunities available for professionals to fill. The challenge for recruiters is hiring the right marketing professional to fulfill the function successfully. It starts with looking at your marketing strategy—what you want to address and what your approach is to the said strategy.

Digital Marketer

Source: mpemg.com

There is a common misconception that digital marketers are those who simply make use of social media and other online platforms to promote the brand. However, their responsibilities and overall role go way beyond that. Digital marketers have to be able to track all the online channels that are being used by the company, see what their target audience responds to more and find out why. They have to analyze the market and see where best to reach the target market, what channels they are using, and if these are viable options for the business.

Ultimately, by finding the most efficient digital platforms they can create strategies on how to utilize these platforms to increase the market reach and create more leads for the business.

Public Relations

Source: New England College Online

A role in public relations means the officer will immediately become an influencer. They have the responsibility to influence the general perception of the brand or business. A good understanding about the business and how it wants to be seen is key in this role, the officer will have to find different communication methods to best represent the business.

They have the very sensitive responsibility to handle the reputation of the business, keep it stable and in the good graces in the eyes of their target audience. At the end of the day, their aim is to gain the trust of that audience and help them believe in the brand.

Content Manager

Source: La Opinión

For your business to really make an impact you have to invest in your own website blog.  The content created on that page will be another source of contact between you and your target audience. You have the ability to become an authority in your industry by discussing relevant and informative content. If you are looking for a content manager there are a few things to keep in mind.

The content manager has to be creative and socially aware so that they can easily create the proper content for your site. They also need some background knowledge on your business’ industry or have the capacity to learn more about it. At the end of the day that content manager has to have a good understanding of your business and what kind of persona you want to convey and how to translate that to your target market.

Graphic Designer

Source: FIDM Digital Arts

Majority of the consumer population are easily captivated by visual Ads. You are going to need someone to make full use of this opportunity, that is where your graphic designer comes in. These designers work closely with the other marketing professionals in your business to complement the strategies that they have planned for.

They will use numerous design elements to garner the attention of their target audience. These images or visual layouts should not only be eye-catching but be able to convey the message that your company is trying to send. Creativity and innovation are key when trying to hire your next graphic designer.

These are just a few of the many roles that marketing teams need to have. These roles do not replace one another but rather complement each other. It is important to be able to differentiate what role you specifically need. Each role has their own specific responsibility and can contribute differently to your overall marketing strategy.

If you struggle in finding qualified candidates for the specialized marketing roles in your company, then maybe a platform like Kalibrr could really help you out. There are numerous qualified marketing professionals waiting for you here.

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

The One Trait Your Next Rockstar Sales Hire Needs to Have

When it comes to being successful, Adam Grant—celebrated organizational psychologist, and published author—has a factor in mind that’s often overlooked.

“According to conventional wisdom, highly successful people have three things in common: motivation, ability, and opportunity. If we want to succeed, we need a combination of hard work, talent, and luck,” he states in the opening chapter of his New York Times bestselling book, Give and Take.

Source: www.c1.sfdcstatic.com

But as he quickly injected, there’s something missing in these 3 factors. “[There is] a fourth ingredient, one that’s critical but often neglected: success [also] depends heavily on how we approach our interactions with other people. Every time we interact with another person at work, we have a choice to make: do we try to claim as much value as we can, or contribute value without worrying about what we receive in turn?”

Grant calls these approaches to interpersonal interactions our “reciprocity preferences.” And a person’s brand of reciprocity can usually be categorized under 1 of 3 buckets: you’re either a taker, matcher, or a giver.

Question is: how can you tell which one you are?

What The 3 Buckets Mean

There are a few things to remember before defining your reciprocity style: how you are in personal intimate relationships isn’t necessarily the same as in your professional ones; and everybody is a mix of all 3, but skew towards 1 the most.

Takers believe that the world is a competitive, dog-eat-dog place. “If I don’t look out for myself first, no one will” is their mantra for the day. Their general strategy is to be better than others in order to succeed. But they’re not necessarily cutthroat or vicious—it’s more like they’re extra cautious and self-protective.

Givers operate on the other side of the spectrum: as other-focused workers, they pay attention more to what people need from them than what they can take. It’s either they help whenever the benefits to others exceed the personal costs—or they may not even think about personal costs at all.

The last style is where most people lie: matchers. You operate on the principle of fairness, where you believe in an even exchange of favors. You scratch my back, I scratch yours.

What’s startling about Grant’s research is how your reciprocity style can be a large predictor of success. If you were to rank givers, matchers, and takers on a pyramid of success, the results are quite predictable.

Source: http://www.businessnewsdaily.com/

Across various professions—from medicine to engineering—givers widely rank as the least productive and effective professionals. They end up putting the needs of others ahead of their own, at the cost to their success. Matchers rank second, and takers come out first.

But there’s another set of people more successful than takers; the ones who come out at the very top. Across a diverse set of metrics, and a wide range of occupations, the phenomenally successful ones are givers again.

It turns out that you can be a pushover kind of giver (the doormats, the chumps), and a strategic kind of giver. You can learn to maximize value for others and yourself at the same time. All it takes is adopting a certain kind of strategy. And qualifying as one is what separates the successful from the truly phenomenal in the herd.

So how does this apply to a dog-eat-dog field like sales?

How Being a Giver Boosts Sales

Being a strategic giver means that you employ a few tactics to achieve two things: maintain your sense of generosity and inclination to maximize value for both parties; and two, avoid falling into the trap of being an unproductive, doormat giver.

When it comes to amazing salespeople, the employees who live this principle out stand out from the rest. According to Grant’s research, the very top-performing salespeople deploy a tactic overlooked in closing a sale: in place of aggressively talking, they aggressively listened instead. Replacing hard-sell sales pitching, the very top performing salespeople gave the floor to customers to do all the talking: all they had to do was ask them a lot of questions.

Source: www.businessinsider.com

And as seen in actual case studies, this knack for powerful listening achieves two things: one, it builds prestige for the salesperson (customers respect and admire the concern shown for their needs); and two, it enables the salesperson to learn exactly what the customer needs—which is crucial in helping them “figure out how to sell us things we already value.”

By creating a virtuous circle where the customer feels heard, respected, and treated for their specific needs; and a scenario where the salesperson is able to provide the best value to meet those needs; making a sale practically becomes inevitable after the interaction.

The Art of Hiring Well

At the end of the day, there are many more tactics that salespeople (and other professionals) alike can use to practice helping others in driving their successes. So the next time you’re faced with hiring another salesperson, we challenge you to look beyond the typical profile so you can truly find the diamonds in the rough. After all, here at Kalibrr, we make sure we do the same—every single time you need to find your next great hire.

Are you looking to hire salespeople on your team? Sign up on Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

13 Questions to Ask When Hiring Finance Professionals

Finance professionals have a vital role in every business. Their major role is to determine the financial health and stability of a company. They help optimize a company’s financial performance and generate plans to achieve cost efficiency and sustainability.

When hiring finance professionals for your company, you will need to start with the basics. Ask them about the level of their professional knowledge, how they keep up with the latest financial trends, and what tools they use in their current or previous jobs. Other skills needed such as orientation to detail, analytical ability, and reliability can be assessed through both situational and behavioral questions.

Here are 13 interview questions to ask a potential finance officer candidate, divided into three categories: operational and situational questions, role-specific questions, and behavioral questions.

Operations and Situational Interview Questions

  1. If you had to make a decision about a loan, what are the most important elements you need to consider?
  2. Suppose your senior management asks you to create a quick report presenting the financial data they are most interested in. What would you include in that report?
  3. Suppose the company shows positive cash flow and management asks you if that means the company is doing well. What do you reply?
  4. Imagine you have to convince an investor of the company’s overall health. What are some important concepts or metrics you need to present?

Download the free PDF below for the complete set of interview questions.

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3 Advantages of Instant Messaging in Recruitment

How do you chat or message your friends? Is it through a mobile app like Facebook Messenger or WhatsApp? In the era of social media, the majority of people are now using instant messaging apps to communicate faster. And just recently, a few businesses joined in on using instant messaging platforms for faster internal communication.

This got me thinking—since the rest of the world is using instant messaging to communicate real-time, the HR and recruitment industries should also integrate this method as a recruitment strategy for faster and better communication between the candidate and the recruiter.

Source: www.accountingweb.com

On average, people check their phones 150 times a day. Meanwhile, e-mails have taken a backseat. The problem here is that the recruitment industry is still driven by emails. A recruiter’s life is made up of a sea of emails from applicants sending in job applications, or messages for a possible interview.

But how do you know if these emails have been read (or at least viewed) by the recipient? Wouldn’t it be nice if recruiters integrate a platform where they can instant message a potential candidate, and be able to get a reply in the shortest possible time? Fortunately, Kalibrr has this feature integrated on the platform, and here are its 3 advantages for recruitment and candidate engagement:

1. Real-time communication

The number of smartphone users in the Philippines is 30.4 million. Cut that in half and you have the number of people seeking for career opportunities. Because these people are mostly on their mobile phones, recruiters should think of this as a great advantage of being able to quickly contact potential candidates.

On Kalibrr, the moment you hit send, the candidates will see the message you send them immediately on their home screen (and even their locked screen). The ease with which people can reply is as simple as a swipe left or right, and the time it takes to write the response. People are all more likely to respond quickly to a  message rather than open an email and compose a reply.

2. Closes communication loopholes

By contacting a potential candidate on email alone, often times it gets read too late. Which is where instant messaging comes in. But if IM isn’t enough to reach them, Kalibrr has integrated 3 other channels to make sure it closes that communication loophole and get the message across.

Once you send an invite or a message to a candidate, your message will not only be received via an instant message from the Kalibrr mobile app, they will also receive it via SMS, e-mail, and the Kalibrr platform if they’re using it on the desktop. With this method, you’ll be sure that your message gets to your candidate every time.

3. Everything on one platform

Today, there are a handful of companies that have been utilizing a new and efficient system in their hiring strategy. They use recruitment platforms such as LinkedIn and Kalibrr who have integrated an instant messaging tool into their product. So now, users of those platforms or the employers can easily source, select, and engage with their candidates all in one place.

The advantage of being able to do everything on one platform resulted in greater engagement and increase the ability to attract top talent.

We are living in a world where most of the population is comprised of millennials. And millennials want everything instant and sad to say, that’s including searching for jobs and connecting with potential employers. It’s time for recruiters to go where these talents are and adapt to a system where they can engage with their candidates.

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

How to Spot A Great Real Estate Agent

Whether you’re finding a new home or representing your own real estate brokerage company, you will have to hire a real estate agent for the job. Real estate agents are one of the more popular professions out there, properties continue to move and someone has to move them. People will want to buy and sell houses, condominiums and apartments but how would you know if you have the right agent for the job.

There are a few characteristics that you can keep an eye out for when interviewing the next real estate agent to hold your properties. Keep in mind these characteristics are more than what you can find on their resume or LinkedIn account, these are characteristics you discover as you learn more about the candidate’s experience and how they think.


For any sales position, you’re trying to fill you will need a person who either has some existing knowledge in real estate or has interest in the industry. In any sales position, product knowledge is one of the key competencies that you would want to develop. In a real estate agent’s position, it would be advantageous if the agent were from the area, or has a good grasp of the area and everything it has to offer. It is much easier to move properties if there is a little sentiment tied unto them. Potential homeowners want to know they’re buying more than just a property, they’re moving into a place where they can create new memories.

Source: fthmb.tqn.com

A little know-how on architecture can also give agents a bit more leverage with the property they are trying to move. If the agent knows what inspired the design of the property and how each aspect of that design complements another.


You will need an agent that has an engaging personality, someone who can influence decisions through conversation alone. Find someone who can drive a conversation anywhere and can peak and hold anyone’s interest. It is not just about presenting the property but more about making it stand out. They need to be able to identify what are the priorities of a person and how they can address that.

Source: www.ljhooker.co.nz

The challenge will be balancing this tenacious attitude with some politeness and courtesy. The agent must learn to be aggressively polite, they know when to push the product and when to nod and listen. Remember that you may be selling a property but it’s not all about making money, it’s about connecting and understanding the client and how to help them.


Just like any market, the landscape of the real estate market is an ever-shifting one. With every rise and fall of the market, the agent needs to adjust their strategies accordingly. They should be aware of the current trends and how that affects their industry.

Source: www.ljhooker.co.nz

A good eye for detail is a great way to adapt, especially in the real estate game. Notice not just how the trends change but also how the environment itself changes. As the environment of the property changes so does its value, so keeping a sharp eye out on how those changes can help the agent ride those highs and get ahead of those falls.

Strong Character

This, in any case, is subjective, there are many ways to define a strong character. Here are just a few that we can point it out in terms of a real estate agent. First, they have to have their own motivation about the job, to have a purpose outside of monetary benefits. Second, a little professionalism goes a long way. Being able to represent themselves professionally creates a sense of respect for the property, the agent, and the company they represent. And lastly, transparency. This is a trait that is taken for granted way too often. Transparency creates a sense of authenticity, people will know you’re genuine and you are able to gain their trust much easier.

There is no definite science in finding the perfect real estate agent. These are just a few characteristics that may ring the right bells for you. Most of the points highlight the same thing— that a great agent lets their character shine through. At the end of the day, find an agent that has confidence in their own style and strategy to convert opportunities into sales.

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

10 Questions to Ask When Hiring A Social Media Manager

At some point in time in your company’s growth, and you start hiring new people into your team, it’s likely you will be able to recognize the valuable opportunities available with social media marketing and advertising.

When you’ve decided to hire a social media manager, the next challenge here is to figure out who the best person is to handle the brand’s reputation, social presence, and be able to bring some sales leads.

When hiring a social media manager, it’s not so much the age but their keenness on the subject. It’s important is that they have sales know-how, a solid foundation in marketing development and strategy and an understanding of today’s hyper-connected, social-media-savvy customers.


  1. How long have you been managing social media ads?
  2. What Social Media platform(s) are best for our business? Can you explain why?
  3. What types of campaigns do you run?
  4. How much do you usually spend per month on ads on average?
  5. How would you allocate our budget for social media advertising?
  6. For you, what are the two most important social marketing metrics a company should monitor regularly?
  7. What was the most successful ad campaign you’ve managed?
    • What made it successful?
    • Do you think that type of success is replicable?
  8. What marketing strategies do you plan to use to generate leads?
  9. Do you have a blog and do you currently write content for social media channels?
  10. What would your first goals be if you were hired?

Remember, this position should not be seen as an entry-level position. Your social media manager will speak the lifeblood of your brand to current, new, and future customers. So choose someone who takes the leadership role in building your company’s online reputation.

Need to hire a Social Media Manager? Sign up on Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

4 HR Resolutions to Try This 2018

It’s finally 2018 and the new year is the best time to start anew. 2017 was the year of AI recruitment, unconscious bias and workplace diversity, and candidate experience in recruiting.

It’s important for HR and recruitment professionals to conduct a year-end review and evaluate areas where you need to improve on.

So here are important new year’s resolutions you should push for this new year. 

Put candidate experience front and center

In the past year, you might have encountered a perfect candidate declining your offer, or perhaps there weren’t enough leads in some of your job ads. Why could this be? Jobseekers today are tough cookies and a lot of them are choosy about the jobs and companies they’ll be working with.

You have to rethink how you’ll attract candidates from publishing the job ad to giving the offer to finally getting them on-boarded. Think of recruiting as a sales and marketing stint: the job seekers are your clients first before they actually become your employees.

Streamline your recruitment process

This is the best time to review your job advertisements, recruiting practices, application forms, interview questions, and screening and selection procedures to ensure they are effective. Avoid questions that could reveal a candidate’s protected class, such as age, disability, and religion.

And remember, keep communication open with job applicants as this helps them become more excited about the job they’re applying for.

Create/update job descriptions

Written job descriptions can help you identify essential functions and qualifications needed for a role. They can also help you set clear expectations with employees, evaluate performance, make compensation decisions, identify training needs, and so forth. In 2018, review and update your job descriptions to make sure they accurately reflect the current requirements of each position within your company.

Evaluate performance management

Clearly communicate performance goals to all employees, deliver regular feedback, and provide employees with the support and resources they need to meet their goals.

If you already have a performance program in place, review and assess whether it effectively rewards top performers, clearly communicates goals to all employees, and evaluates employees’ performance. It’s also important to identify the skills and knowledge your employees need to succeed now and in the future. It’s the best to start developing a training plan and consider development opportunities for your employees.

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Interview Question That Will Tell If Someone Is Right for Your Company

Hiring the right person for your company is important. A person may have the right skills you’re looking for, but not the right attitude. Or they may have a great character but lacks a little bit of the skills needed for the job.

Then there are times when the recruiting heavens will send you a candidate with the right skills and attitude. They seem perfect but is not quite enough to persuade you to hire them yet. It’s time to assess them with how they fit your company’s culture.

Here’s the one question according to Brent Gleeson, author of TakingPoint, that will help you tell if a candidate is right for your company.

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

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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