Category Archives: B2B

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.

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.

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.

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

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.

Knowledgeable

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.

Engaging

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.

Adaptable

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.

10 QUESTIONS TO ASK WHEN HIRING A SOCIAL MEDIA MANAGER:

  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.

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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 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.


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12 Reasons Why You Should Keep Recruiting This December

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

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

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

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

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

2. Prospective candidates have ample time. 

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

3. Little recruiting competition.

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

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

Download the FREE PDF below for the complete list. 

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5 Strategies to Apply Before Your Employees Start Quitting

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

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

Can you blame them?

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

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

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

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

2.Actively communicate the bigger picture.

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

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

3.Share your vision and their role in it.

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

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

4. Ask for their commitment.

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

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

5. Talk up your future team opportunities.

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

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5 Helpful Tips on How to Write an Effective Job Description

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

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

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

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

1. Give specifics.

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

2. Give some idea of the company culture.

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

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

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

4. Keep job descriptions current.

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

5. Sell the opportunity

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

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

What to Look for in a Great Web Developer

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

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

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

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

1. LEGENDARY LEVELS OF PATIENCE

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

2. GOOD PORTFOLIO

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

Download our FREE PDF to get the complete list.

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5 Things to Look for When Hiring a Digital Marketing Specialist

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

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

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

EXPERTISE

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

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

Download the FREE PDF for the complete set of qualities.



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The 3 Most Important Traits of Growth-Minded Leaders

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

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

1: Being Coachable and Open to Help

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

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

2: Being Open to Accountability

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

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

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

3: Being Comfortable with Discomfort

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

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

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

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

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