Category Archives: Hiring

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.

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.

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.

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. 

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.

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

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.



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

6 Qualities to Look for When Hiring a Content Marketing Strategist

They say content is king.

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

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

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



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

An Interviewer’s 3-Step Guide to Interviewing Career Changers

At some point in their life, a lot of people change careers or industries (not just jobs) during their working years. Sometimes the change is perfectly planned, other times it’s abrupt. It happens when they want to change jobs but their industries are not hiring; or when they want to pursue their true passion.

As interviewers, you often get to interview career changers. It is a risky move to employ someone in an uncharted area, however, these career changers may surprise you with their guts and confidence, knowledge in your industry, and what they could bring to the company.

So how do you approach a candidate’s career change during the interview?

Here’s a 3-step guide for you to successfully interview career changers.

Step 1: Tell them your concern.

There are only a few job candidates who fit every requirement for a job. Everyone has their weaknesses or missing skills they have to work around in the interview, and it’s really no different when they’re changing careers or industries. The strategy is to focus on the skills they do have rather than the ones they don’t have.

Be blunt and ask them that you’re concerned with their lack of direct experience in your industry, or the job they’re entering in. Ask them about the massive career shift. Most career changers are likely prepared for such a question, and it’ll be really interesting to know what their reasons are.

Sample question: What’s driving you to make this big change?

Step 2: Ask them about their strengths and soft skills.

While they might not be experienced in a particular skill for the job, you’ll be surprised to see that their strength lies in other aspects that would definitely help them succeed on the job.

Here’s a list of the strengths you want to look for that will likely relate to the job you’re hiring for:

•  A high level of attention to detail
•  Persistence and unwavering focus on results
•  Staying current on industry dynamics and professional
certifications
•  Diplomacy and team-building
•  Thorough knowledge of a process that befits the job
•  Project management and follow-through
•  The flexibility and intellectual agility to respond to changing
priorities

Step 3: Ask them for specific examples where they’ve demonstrated these talents.

Ask them to come up with a brief real-world story to back up the strengths they’ve mentioned. This could be anything from facilitating a sales conference for 100 participants that went off without a hitch despite major challenges prior to the event. This demonstrates attention to detail, diplomacy, project management, follow-through, and flexibility. 

The great thing about this three-step strategy is that you’ll be able to see ways in which their previous experience is relevant and transferable which, in turn, will help you determine how well they are qualified.

A candidate with the right basic skills, along with the desire and confidence to learn and contribute in the new arena, will make a strong impression on any interviewer.

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

Simon-Sinek-delivering-a-talk

Simon Sinek: The 2 Important Questions to Ask When Hiring Millennials

The millennials are here — classified as the group of twenty-somethings which currently make up a significant part of the Philippine workforce.

Apart from what we’ve seen and heard about this generation — indolent, entitled, lack of basic etiquette — millennials also have their fair share of great contribution to the society today. For employers and business owners, a good understanding of this generation will be crucial in helping your business grow. Just think they’ll become your company’s future leaders so choosing a potential employee from the start is vital.

Here’s what Simon Sinek, author of Find Your Why, must absolutely ask millennials when hiring them.

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

5 Things to Look for When Hiring a Real Estate Agent

Finding the right real estate agent to best represent your company is vital in order to maximize your returns and help your company achieve its organizational goals. You’ll need to find one who will always prioritize your customers’ interest, and ensure that both parties will have a smooth, stress-free transaction.

However, sourcing for the right real estate agent could often get difficult, which is why we’ve prepared a free downloadable checklist of what you should look for when hiring an agent.

What you’ll find inside:

  • Right questions to ask about the candidate’s working experience in real estate;
  • Skills and education about the industry;
  • Candidate’s market knowledge and work ethics.


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6 Crucial Questions to Ask Before Hiring a Business Accountant

Finding the right business accountant for your company—be it a growing start-up or a medium-sized enterprise—plays a crucial role as it will determine the end-result of your business. Get one single number wrong, and it messes up the entire calculation of your company leading it to become a hindrance to any progress.

When it comes down to cost, a business accountant can save you thousands and make your life much easier.

While there are many great CPAs around, the dilemma here now is how you’ll know if they’re perfect for you and your organization? Well, it all boils down to asking the right questions.

Download the Free PDF below to find out the important questions to ask before hiring a business accountant, especially if you’re a small- to medium-sized business.

What you’ll learn: 

  1. Why you need to hire a business accountant now for your growing company.
  2. Why references are important when sourcing for a potential accountant.
  3. The relevance of asking each question to potential accountants.


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Tony Robbins: The 3 Questions to Ask Before Hiring Someone

Every company should strive to have a team of stellar people whose skills and personal attributes match the company’s core values. Unfortunately, it’s not always easy to find the right talent. It gets even harder especially now that job seekers have become more mindful of the companies they want to work with.

But more than that, when candidates do come in for a shot at the position, it will be up to your hiring team to find a qualified talent worthy of a second, third interview. Life coach and author of Unshakeable, Tony Robbins shares his foolproof strategy for evaluating potential employees.

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2 Things to Look for When Hiring Passionate Employees

“Passion” may seem like an overused word, especially in the world of startups and SMEs. But there is a good reason why entrepreneurs look for that kind of personality from every candidate. Simply put, being fully committed to and caring about your company does — whether it’s running the whole company or just selling its product — always produces the highest-quality results.

Building a culture of employees who love their work begins during the hiring process. Life Is Good CEO Bert Jacobs reveals the most effective interview questions he uses to select ideal candidates for his company.

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Here Are 7 Reasons Why You Should Hire Fresh Graduates Over Experienced Applicants

The Commission on Higher Education (CHED) released data that projected over half a million (656,284) Filipinos earned their undergraduate degrees at the end of the academic year 2015-2016, and were set to join the workforce. The data was higher by almost 10 percent (605,375) from 2014.

The data shows that there are a lot of new and ambitious talents to choose from. While hiring recent graduates has its disadvantages such as lengthier on-boarding procedures and additional handholding, the advantages are still palpable, as fresh minds are considered as future leaders.

Bringing in soon-to-be pros is a good way to balance your experienced senior staff with a fresh perspective. Here are more great reasons to hire those newbies:

1. No Office Politics

Dirty politics, while inevitable, can be frustrating most of the time, which could be one reason to invest in a new breed of workers. Since young professionals haven’t been immersed in a company’s culture long enough to know or even practice old tricks, they aren’t tainted by true or false rumors, and not part of any group within the office, they are likely to offer a non-judgmental perspective of everyone on the team. This, then, becomes a breath of fresh air in the usual, chaotic workplace.

2. A Chance to Cultivate the Ideal Employee

hire fresh grads

(Source: quotesgram.com)

Hiring new graduates means training your own pool of talents, which gives you an opportunity to mold a new professional as opposed to making them unlearn old habits and pre-conceived notions.

In hiring new graduates, employers can foster their unique culture and develop employees in such a way that works for them. Of course, hiring someone outside the organization can greatly undermine those efforts, but new professionals can easily adapt to the culture and build the skills the company needs.

3. Lower Cost

A primary reason companies hire fresh grads is that they can be paid lower salaries. On an average, fresh graduates cost 20-40% less than an experienced individual. This isn’t to say, of course, that new graduates come cheap. It just means not having to spend thousands in a talent search program.

You can, in fact, partner with some of the local universities in your areas, and take advantage of their career center. You can participate in Career Fairs of a few schools and interview people right there and then. This will also reduce all the traveling and lodging costs, which you might end up paying for inviting an experienced person for an interview.

4. Aptitude for Technology

More than 4 out every 5 millennials own a smartphone compared to just two out of three 35- to 54-year olds. Millennials are digital natives and have always found adapting to the latest technology easy. This characteristic makes them valuable to the company, as technology continuously changes the world.

Their way of life caters to the evolving consumer and they can pick up new technology in a matter of minutes. These natural abilities are priceless for employers in today’s quickly evolving world.

5. A Strong Thirst for Knowledge 

hire fresh grads

(Source: itworld.com)

Fresh graduates are often eager to learn and extremely determined to prove themselves. When given a task, they tackle it head one and wholeheartedly. They are not afraid to answer questions and seek answers, because in college, they were trained to be open to learning even on things outside of their expertise.

Being similar to a “blank canvas,” fresh grads can adapt to any corporate culture quickly, as well as different working styles.

6. New Perspective

While fresh graduates have gone through internships, they have yet been instilled into the corporate environment. Their minds are fresh, and thus, can bring a new perspective to your organization.

Most universities emphasize on the importance of innovation, which of these graduates bring to the table. Fresh grads will also be able to point out flaws which current staff might not notice, being so used to the work environment.

7. A Chance to Engage Future Leaders

hire fresh grads

(Source: insperity.com)

LinkedIn reveals that more than 39 million students and recent college graduates are the professional network’s fastest-growing demographic. These are the future leaders, believe it or not.

Smart companies know they need to engage with them early on in order to secure their position within the company as they grow and advance in their careers.

It’s time to start engaging with these new grads and recruiting them. While there are available positions in a certain job advertisement that states newbies won’t cut it, there are many situations that are perfect for new talent. So, don’t miss out on engaging tomorrow’s leaders today!

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Where to Find and Recruit Highly Qualified Candidates in the Philippines

Hiring can be an exhausting process. Just ask any company that has tried to fill in a top position if finding the right person for the job was an easy task. You’ll probably get a solid “no” for an answer.  

With today’s highly competitive job market in the Philippines, the perfect candidates are either not looking for a job — and if they are indeed looking, they’re too choosy — or have already been recruited by another company. So, what other options do you have left in your search for excellent employees?

Here are three ways we found to be really effective not just in getting applicants, but in finding highly qualified applicants you’d want to hire.

1. Let current employees refer friends and acquaintances

One way to find qualified candidates is simply to motivate your current employees to do it for you. Your employees know what it takes to do the job and what it entails. They want to bring in people who will make the workload lighter, not heavier. And being Filipinos, we have a strong sense of community — use this to your advantage as a recruiter in finding like-minded professionals.

Souce: econostrum.info

To motivate employees to be recruiters themselves, reward them with an incentive of some kind for every prospect they recommended and gets hired. A strong rewards program will yield highly talented people for your company.

2. Check your mutual connections on Facebook

Your personal network, both online and offline, is another channel to find qualified candidates. Your friends, colleagues, and even former colleagues may be able to recommend the right candidate. What’s great about this is that your network can vouch for who they’re recommending as someone who would be a good fit.

Utilize Facebook or other social media networks to see if there are any mutual connections between you and a potential candidate you’re interested in recruiting. And the best part is mutual networks can also help you get a second opinion on a candidate before arranging an interview or an offer.

3. Let recruitment agencies or headhunters do the job for you

With the rapid pace of how the Philippine economy has been thriving, many businesses have also been growing. With this in mind, these businesses simply don’t have the time or sometimes even the internal knowledge required to hire the best staff. This is especially so if they’re recruiting for a new location, a hard-to-fill position, or for a newly-created role.

Source: Shutterstock

Recruitment agencies give you the opportunity to hand the job to experts who will aim to bring you candidates matching your exact requirements in a shorter timeframe. They can turn a month-long search into one that lasts just a few weeks or even days. Knowing when and how to use them effectively can not only reduce the stress of recruiting, it can also guarantee a long-term hire.

There are accessible agencies like Kalibrr’s recruitment service that helps companies source and connect with qualified candidates in at a short period of time; giving you more time to focus on impactful tasks.

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