Kalibrr CEO on Hiring Millennials at Recruitment Asia
December 4, 2017
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.
How to Manage MillennialsEver 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: 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 DigitalAccording 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.