Category Archives: Insights + Data

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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How Much Do You Know About the Passive Candidate?

There are different kinds of job hunters: Some are actively looking for work. Some only think about looking for work. And for some, the thought hasn’t even crossed their minds yet.

Those not actively looking for a job are called passive candidates, and for companies that want to hire top level talent, they are a necessity.

But how much do we know about passive candidates, and how do we adjust our recruitment strategy for these group of people? Let’s find out.

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What Do Jobseekers Really Care About When Applying to Companies? (Infographic)

By 2020, that’s 3 years from now, millennials will make up most of the workforce. They are the breed of 20-somethings who are strongly bonded with technology and their affair with innovation.

For employers, this means that attracting and keeping top talent is getting tougher, partly because employees are likely to be weighing more than one job offer.

To help you with attracting top talents into your job posts, Kalibrr conducted a survey of 400+ millennials in Metro Manila to find out what things they look for when applying to a job. Here are the results:

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This Is How Google Hires Their Talent (Whitepaper)

Every year, Google receives over one million resumes and applications. Only 4,000-6000 applicants will actually be hired — that’s less than a 1% hiring rate. With over 60,000 employees spread across 70 offices in 40 countries, there has to be set measures when it comes to bringing people into the company.

Hiring managers at Google used to spend 10 hours a week on recruiting and top executives would dedicate a full day to it. They made their hiring process more efficient and through extensive research, experimentation, consultation, note taking, and note revisiting, they’ve done the impossible. They have cut 10 hours into 1.5 hours a week accomplishing the same amount of work for recruiting.

It sounds like a dream but it wasn’t one that came easy. However, it’s important to remember that the work Google put into their hiring process may not all directly apply to you and your company. The strategies they have uncovered, while all great, are applicable to the needs of Google, the pace at which Google is growing, and the profiles that they are looking for.

So how do they do it? To know about their processes and secrets, download our ebook, This Is How Google Hires Their Talent.

3 Takeaways

  1. Adapting recruitment strategies to fit your recruitment needs
  2. Using tech for recruiting
  3. Keeping the end goal in mind

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The Ultimate Guide For Getting Your Candidates to Show Up For an Interview (White Paper)

With the state of the Philippines’ thriving economy, companies are posting job openings and are in the hunt for talent to fill up those positions. However, candidates are no longer willing to wait long for interviews. Some, if not, most applicants are simultaneously interviewing at multiple employers. If they get hired somewhere else, they cancel your interview. Some simply do not show up and do not call at all.

Kalibrr recently conducted a survey of Metro Manila jobseekers to find out if they’ve ever stood up from an interview, and 40% of respondents say that they skipped an interview without informing the recruiter beforehand.

Finding out why some applicants didn’t show up for interviews can help you improve your marketing and recruitment process, making it more effective and efficient.

What you’ll get the white paper:

  1. Why they’re not showing up
  2. Common reasons for not informing before becoming a no show
  3. Common mistakes you’re making
  4. What recruiters can do to avoid future no shows

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One of Wall Street’s Top Recruitment Firms Identified Key Trends in Hiring

This article was originally published on Business Insider. Read more here.

The new year brings with it new beginnings, new goals, and oftentimes, a new career.

Once Wall Street bankers get their bonuses in January and February, many look ahead to the next opportunity. So leading Wall Street recruitment firm Options Group published a report on hiring trends into 2020.

As companies focus on cost cutting, “new hires will be made only in the strongest product areas and mass layoffs (potentially within entire products or assets) will characterize the weakest-performing areas,” according to the report.

That means job cuts in equities and fixed income sales and trading. Options Group said there will be a “contraction in equities sales positions and in all non-algorithmic electronic positions,” and that sales teams in future will be made up of “effective relationship managers or data-science/programming professionals serving in dual capacities.”

In fixed income, sales team “will become largely cross-asset.”

National and regional banks will focus on technology, expanding hiring for developer and IT roles. These banks, going more digital, will decrease headcount for more automated tasks like opening bank accounts.  The report also predicts that tech marketing teams will replace conventional sales professionals, so expect less hires for wealth managers and personal bankers.

Finally, the most aggressive growth initiatives will come from Japanese, Korean and Chinese banks.

If you’re still having trouble finding a job, brush up on those tech and programming skills. And there’s always the rest of Asia.

This article was written for Tina Wadhwa for Business Insider. Tina is markets editor at Markets Insider and finance reporter at Business Insider covering finance and markets.

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What Perks and Benefits Do Jobseekers Value The Most?

Looking to attract your next batch of employees into your company? If you’re thinking of making them come flocking into your doors, you may want to think outside the box when it comes to compensation and workplace perks.

Kalibrr recently conducted a survey to 700+ jobseekers in Metro Manila ages 18-40, asking them what work perks and benefits were important to them. The results reveal that most of the respondents actually desire healthcare/wellness benefits more than sick and vacation leaves or financial incentives/bonuses.

Other results also reveal that importance in benefits differ per age group. While both age groups feel that healthcare is an important benefit that a company should have, millennials chose sick and vacation leave as their second most important, while the older group voted for incentives.

infographic_perks_and_benefits_v1-03

Out of the 700+ respondents, 86.9% or 637 of them agree that having at least 3 of their top benefits in a job will make them satisfied and happy to work in that company, while a small batch (13.1%) said they won’t be satisfied.

And in a choice between two job offers, A.) one having 3 of their top benefits with a livable salary, and B.) the other not having their top benefits but offers a higher salary, 74.2% of the respondents said they would choose a job with a great benefit package over a high salary.

Most of their reasons for having chosen job offer A was that:

  • Benefits were more important for them in the long run.
  • Having great benefits are good reasons to stay longer in a company.
  • Higher salary means higher taxes, also bigger responsibilities and higher stress
  • Not any amount of money can compensate an employee’s health.

Whereas, those that chose job offer B think that a high salary for them was more practical so they can help support their families, and also so that they could save more. 

So next time you want to attract a lot applicants in your company, better consider looking at what benefit package you’re putting in the job description.

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6 Signs You’re Interviewing a Great Candidate (INFOGRAPHIC)

Interviewing candidate without some sort of metric often leaves things to your gut feel. Having been with the company for awhile, you know what will and what won’t work there in terms of team composition, culture, etc. But don’t forget to take note of these 6 tell-tale signs that the candidate sitting across you has potential.

1. The ability and effort put into being on time

If the candidate was, not just on time for the interview, but at the office at least 15 minutes before the agreed upon time, it shows that they plan ahead and make way for contingencies. Candidates like this have good firefighting skills and can be calm under pressure.

2. How they present themselves physically

While it seems superficial, a candidate’s personal appearance—makeup, hair, neatness of clothing—matters. If they are willing to look frumpy to a job interview, they might have the same outlook when it comes to client meetings or events. Effort put into appearance can signify good attention to detail and presentation.

3. Firmness of handshake

Not to say that weaker handshakes should be ruled out but the strength of a handshake does show the confidence level of the candidate. Feeble handshakes could mean nerves under pressure which doesn’t sit well with certain industries. Do note that the handshake isn’t everything though!

4. Quality of banter or small talk

In any good interview, there’s a minute or two of small talk before the interrogation starts. Listen to what the candidate says or asks as this shows preparation, level of intelligence, communication, and people skills. You want employees who can not only do the job but establish necessary human connections within your industry as well.

5. Ability to hold eye contact

Eye contact produces a subconscious connection and maintaining it more when listening than speaking makes for a productive atmosphere. If their eyes are staring you down or bouncing off the walls, take note. As a general rule, holding eye contact for 30-60% of the conversation is a good sign.

6. Level of a preparedness and research for the interview

If the candidate has swift, coherent answers to most of your questions, their habit of preparation could be an asset in the workplace. You can tell when their answers are swift and form complete thoughts that they’ve prepared in advance as opposed to hearing “uhms” and pausing more than once within a sentence.

design_how_to_spot_a_great_candidate_in_seconds_during_a_job_interview-01

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importance of human resources

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

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

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

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

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

HR and the welfare of the organization

Source: Execute Marketing

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

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

HR and securing the benefits of the employees

Source: Money – US News

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

HR and a company’s growth

Source: baybridge.com.au

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

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

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

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

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How Much Should You Be Paying Your New Hires?

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

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


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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.

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

ibjgi21m0xbe

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

What Is Your Recruiter Super Power? (QUIZ)

Having super powers are cool, but being a hero is even better. And recruiters, in some way or another, have both.

When it comes to recruiting, some recruiters are faster than a speeding bullet building their candidate pool. The others’ powers, however, are stronger when it comes to assessing candidates. And some are great at leaping over a competition with a single blow and close the best ones.

So, who are you? What is your super power? That aspect of recruiting that you are truly talented at?

We’ve built a quiz to let you discover your strengths as a recruiter, as well as your super hero name would be.

 

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Here’s 4 Reasons Why Millennials Are Your Startup’s Saving Grace

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

Love them or hate them, millennials — that generation born between 1980 and 2000 — are now at the forefront of start-up companies.

The reasons are practical. “There isn’t really much choice,” according to Daniel Olivan, content marketing manager of Kalibrr, a job matching start-up in Manila. “Unless the company is looking for top-level positions that require years upon years of experience, every organization is really hiring millennials.”

Anj Vera, chief executive of TalentView, a Manila-based employer branding firm, predicts that 50 percent of the Asean workforce will be dominated by millennials by year 2020. In fact in the Philippines, Olivan says, they already make up 30% to 40% of the working population.

“Whether we like it or not, millennials will be taking over the global workforce in less than a decade,” he says. “These will be the managers, professionals and CEOs of the very near future.”

Here’s why they seem to click:

1. They know social media

Olivan says Kalibrr is a platform made for millennials by millennials. “Our team is mostly made up of skilled and brilliant millennials looking to change the way Filipinos find jobs,” he says.“It is this team composition that makes us more attuned to the millennial mindset, which translates into how we grow our product. For example, primarily, the way we use Facebook and other social media target jobs to our millennial audiences.”

2. Job-hopping doesn’t mean they’re aimless

One thing about most people in this age group is that they are never uncertain about what they want – and what they don’t want. This is why they are often accused of being restless. Vera says they may hop from job to job, not because they are aimless, but in fact the opposite. “They are attracted to, and are attractive to, purpose-driven organizations.”

And what they want, Olivan says, is impact, growth, and fit in a company.

“They will want to see tangible and palpable results in their actions, as well as trajectory in their career when they take a job,” he explains. “Fit is becoming more and more important as well, as the notion of work life integration—seeing life and work as harmonious union—is becoming more popular than the usual idea of work-life balance”

3. They are digitally adept

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Employers, according to Olivan, “look towards millennials for their ability to navigate the digital world.” “They grew up with the internet and the rapid improvement of consumer technology. In fact a big portion of them has never experienced life without them,” he says.

And precisely because of easy access to information amid changes in tech, millennials are more flexible and open to change.

4.They don’t settle for mediocrity

Vera says most millennials look for, not just any job that keeps them occupied and pays the bills, but a “stellar employee experience.” Among the factors are a dynamic work environment, a sense of purpose and strong mentors.

Yes, this demographic is typecast, fairly or not, as entitled and narcissistic. But these few distinct qualities make them assets to the workplace. These attributes will render them ready to assume greater roles in their respective organizations in the next few years.

inc-aseanWritten by Melissa G. Bagamasbad for Inc. Southeast Asia. Dark chocolate, dogs, and adventure are just some of Mel’s passions. Aside from doing her best to live life to the full, she plans on writing her own fiction one day.

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recruitment quota failure

3 Reasons Why Your Recruitment Isn’t Reaching Quotas

When it seems like you’ve tried every play in the book but you still aren’t reaching your quotas, it can’t be a pretty sight. One slip up and your backlog turns into an avalanche of deliverables that you can’t outrun. The result is a cold, hard, and burned out recruiter. Even lesser established companies have some semblance of a process or guidelines when it comes to hiring new talent, there are some great recruitment tools out there that should make the work much more seamless and yet, we’re still not making quotas. Why does this keep happening?

1. Your recruitment process is ruining your employer brand.

Most companies that have monthly quotas or require bulk hiring fall victim to letting candidates fall through the cracks. Like it or not, talent recruitment today is in part dictated by the talent and if they don’t like your process, if you are inconsistent, or if you fail to meet expectations (that you set for yourself), they take it to social media. This influencing of their personal networks poisons the rest of the immediate waters and this means less fish for you.

Solution: Standardize the process. If this can’t be done for the entire company, then have minimum standards that each department has to meet. That is part of your employer brand.

2. Your recruitment process is failing because you take too long to respond (if at all).

recruiter response rate

(Source: linkedin)

Jobseekers today, especially the young ones, have absolutely no patience. On your side of things, you are managing 20, 50, 100 applications? However, on their side, they are looking at one: their own. It seems unfair to have such a ratio with expectations to serve everyone first but that’s the reality. It’s never looked forward to to read a rejection email, but most jobseekers will be appreciative of you telling that precisely because most recruiters don’t.

Solution: If you can’t organize communication channels for yourself, find an ATS that can do it for you. You may want to keep your processes internal but that might come at the cost of potential hires that were left unattended. Shame, isn’t it?

3. Your recruitment process needs an upgrade

recruitment process upgrade

(Source: fortune)

While there will never be a replacement for the human ability to gauge culture fit, we are also living in a digital age that has produced some impressive recruitment tech that essentially does nitty-gritty work for you. This leaves your hands and mind free to focus on more important things. Strategize an upscale, host a recruiting event, do things that the tech can’t but you can if you stop focusing on the menial tasks.

Solution: An Upgrade

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Is Your Team Inefficient or Understaffed? (Quiz)

Ever feel like your employees are doing too much work? Like they’re constantly working overtime with the rest of the department? It’s possible that your office may either be being inefficient or you’re company is just understaffed.

The way your office works may be inefficient and this can lead to a few problems in your workplace. Working understaffed can lead to employee fatigue and high employee turnover, thus you should find a way to avoid this at all cost.

Unsure if you’re office is understaffed and inefficient? Take this quiz to find out!

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Why You Should Still Consider Hiring Gen Xers

In this day and age, we’re always reading about millennial this or millennial that. Okay, we get it. They are fresh and disruptive in both good and bad ways. But let’s not forget about their predecessor generation—Gen X. In more ways than one, these folks born from the early 60’s to the early 80’s have worked up quite the resume and skill set for themselves. Just because they don’t know how to work every single gadget on the market doesn’t mean they are obsolete.

According to a survey by Korn Ferry’s Futurestep, Gen X is far from being done with their contributions to the workforce. Furthermore, the survey shows some interesting numbers that might make you rethink your next hiring demographic.

Who do executives believe to be the most engaged generation?

important to gen x

Baby boomers are closing in on retirement and millennials are just starting to get their hold on the working life. That leaves Gen X in the middle and with the best of both worlds. They are young enough that they have much to contribute and they’ve gained enough tenure to have the technical know how of their industry.

When it comes to your job, what’s most important to Gen X?

important to gen x

Contary to popular belief, Gen Xers don’t care solely about making money. The desire for betterment of a given sector isn’t exclusively a Millennial trait. What Gen Xers have figured out is that development for the whole is almost synonymous with development of the self. Following this is 16% for job stability, 15% each for recognition and development, 8% income, and 7% promotions.

Which benefits matter the most to Gen X employees?

important to gen x

For Baby Boomers, the ranking might be inverted and for Millennials, paid time off probably ranks first. Gen X employees are still committed to contributing to their companies but because they have built themselves and worked their way up the ladder, they also know how much their work is worth.

What motivates Gen X to stay in a job?

important to gen x

At some point, this mattered to Baby Boomers and Millennials will get there as well.  Gen Xers have families and homes to manage and take care of so the desire to earn and for financial stability isn’t unfounded. This is where personal desire and practicality are at a debate and it shows that Gen Xers have truly grown up.

What makes Gen X employees choose one company over another?

important to gen x

Despite their desire for personal financial stability,  you can’t question their commitment and ethics. They aren’t all about the money, money, money. There is an established desire to move forward with and for the company, which is an indispensable mindset.

What makes Gen Xers stay in a job?

important to gen x

Baby Boomers are retiring, Millennials are career jumping. What’s great about Gen X is that they want to stay. Your company just needs to provide a reason (and salary) for them to do so because it’s ultimately what both parties want.

So when you are looking at your next hires, remember that Gen X is far from obsolete. We all know how well the the Nokia 3310 can last.30 rock elizabeth banks alec baldwin tv by me

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The Job Interview Format That Actually Matters

You’ve probably heard that the decision making happens during the first 7 minutes of a job interview. If you haven’t, well, it does. The other 89% of the interview spent grilling the candidate is really just time confirming the perception and decision you’ve made. This means that questions like “Tell me about yourself,” “What are your greatest strengths and weaknesses?” are utterly null.

Maybe you’re thinking, that’s okay, we have questions that really get to the nitty gritty of things. Many recruiters and employers, however, ask interview questions that are the situational brain twisters, like “There’s a meteor shower that will hit the earth in 10 minutes, do you hide underground or head to the safe zone?” or “Estimate how many Jollibee’s there are in Metro Manila.” Questions like these can reveal things like logic, assessment skills, or the creativity of the candidate but for the most part, they are asked to make the interviewer feel clever or correct.

(Source: shutterstock)

(Source: shutterstock)

Frank Schmidt and John Hunter did an 85 year study on how well assessments can actually predict performance. They found that unstructured job interviews can only explain 7% of a potential employee’s performance (his/her work history explains 3%).

OJR: On the Job Recruiting

Your best bet is giving the candidate a work sample test which predicts a good 29% of performance. Take a piece of the job they are applying for—campaign creation for marketing, coding for IT, number crunching for finance—and have them do a bit of work. True enough, they will try extra hard to impress but this shows capacity. When you assess the test work, it also gives you an actual preview to their performance on the job.

There is a right and wrong answer

The second best predictor, which explains 26%, are tests of general cognitive ability. Instead of those awful brain twisters with no right or wrong answer, give candidates a test with right and wrong answers. “They are predictive because general cognitive ability includes the capacity to learn, and the combination of raw intelligence and learning ability will make most people successful in most jobs.”

The structured interview

The structured interview, meaning a consistent set of questions, has also shown to predict 26% of a candidate’s performance. Tied to the consistent questions is a clear criteria used to assess the answers. Oftentimes, interviews are based on mood and feel of the interviewer which has got to stop.

The two kinds of interviews are behavioural and situational. The former makes an assessment of prior achievements and whether they match what is required of the job. Situational interviews are the “What would you do if…?” ones that relate things that actually happen on the job. The structured interviews have been known to successfully assess even unstructured jobs. “A diligent interviewer will probe deeply to assess the veracity and thought process behind the stories told by the candidate.”

(Source: mirror)

(Source: mirror)

A+ for effort

The difficulty in using the formats above is that a company has to write them, test them, and stick to them. On top of that, the formats have to be refreshed periodically so that candidates don’t compare notes and find the pattern. The great thing about it, however, is that you can mix and match components based on the needs of the job. You can have a cognitive test and a work sample test for one opening and a work sample test and situational interview for another.

The goal of the recruitment process is to assess and predict how well the candidate will fare on the job. It’s much less of a headache to put in the effort to find someone good for the long run than to hire and fire 3 okay ones, don’t you agree?

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Who Will Your Employees Marry?

It’s an ever interesting point of conversation to hypothesize about who we’re going to end up marrying one day. Single people love to guess and theorize, and those in relationships can’t help but wonder still. For recruiters and managers, it’s not the most probable scenario but it’s good HR fun to be on the look out for who your employees (or you) could end up with.

That said, Bloomberg has put together probably the most interesting chart you’ll see today.

No formula for a person’s geographic or circumstantial odds of getting married, they went with jobs. The data is compiled into an interactive chart about which industries or professions tend to cross and tie the knot. To make things even more interesting, they’ve included a gender dimension, inter-job marriages, and frequency counters to the chart as well.

(Source: bloomberg)

(Source: bloomberg)

 

Now you can anticipate  and manage the office relations on a whole new level. From truck drivers to designers, the chart has just about every profession. From HR managers…

HR M

(Source: bloomberg)

to interviewers…

Interviewers

(Source: bloomberg)

You can track HR assistants…

HR Assistant

(Source: bloomberg)

… and your bookkeepers.

Bookkeeping

(Source: bloomberg)

Keep an eye on your secretaries…

Secretaries

(Source: bloomberg)

… and the rest of the HR department.

HR Worker

(Source: bloomberg)

You can find the full (and interactive) inter-job marrying chart here.

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