Category Archives: Recruiter Career Resource

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.

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.


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.

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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.

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

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

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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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3 Signs You’re A Burnt Out Recruiter (And How to Win Yourself Back)

You’ve smiled your way through hundreds of interviews, found out your best candidate just took another job, and now you have to go through piles of resumes before you could go home.

Recruiting is a tough job and without a doubt, you’ll eventually get super exhausted after a rough day — but if every day starts to feel rough, chances are, you might be close to burning out.

The clinical definition of burnout is “a state of emotional, mental, and physical exhaustion that occurs when we feel overwhelmed by too many demands, too few resources, and too little recovery time.” Sounds like a perfect recipe for any recruiter.

However, the good news is once you feel the signs of burnout starting to rise, there are steps you can take to help you stop it.

1. Warning sign 1: Really small things start to irritate you.

The first sign of burnout is often a short fuse. Maybe every little thing about an applicant is rubbing you the wrong way. That recruiting manager’s requirements are way too much and you just don’t have the energy to politely set them straight. The Wifi is down once again and you feel like it’s already the end of the world.

Every recruiter has to face some annoyances, but if you’re feeling like you’re at your at your wit’s end, you might be burning out. Ignoring this would possibly revolve into angry outbursts and serious arguments both at home and at work.

Solution: Get some sleep, even if that means taking a 20-minute power nap under your desk.

 girl beach kid tired sleepy GIF

Sleep deprivation messes us your concentration, mood, and ability to cope with stress. So get some good shut-eye at home—at least 6 hours—or take short naps at the workplace. Taking naps at work may sound wrong, but studies have shown that power naps improve cognitive functioning, leading to greater productivity at work. It also says that napping elevates moods and even improve immune function.

2. Warning sign 2: You can’t seem to concentrate on anything, and your productivity is dwindling

When you’re overworked or stressed, your mind tends to wander off to nowhere land and makes it difficult for you to focus.

Have you been reading the same resume five times already? Or taking two hours to a task that usually takes only one?

Solution: Get more movement into your day.

If you have trouble concentrating, chances are you might be suffering from a “foggy brain” because too much sitting at work. One study found that a simple 20-minute walk can significantly improve your ability to concentrate. While another at Stanford University determined people were more creative when they were walking versus sitting. Did you know that former US President Obama takes walking meetings around The White House?

Take your lunch breaks seriously and incorporate a brain-replenishing walk outside your office building. Don’t think of a taking a walk as taking a break or slacking, but instead consider it a tool that will improve your productivity and bring more innovative ideas to your work.

3. Warning sign 3: You’re feeling compelled to overwork because you think it’s the only way to get everything done

Working at talent acquisition often means that you will find yourself working after hours or on weekends. You may not mind doing this if you’re passionate about your work. But passion can be double-edged. At one hand, you may see yourself taking on the challenge, but on the other, you may become too driven that you can’t even stop to smell the flowers or check to see that work has taken a toll on your health and well-being.

Solution: Give yourself a break. Overworking won’t help you get things done.

Sometimes our reaction to finishing work is to work over-time, sometimes even during the weekends. We forget to take breaks or sacrifice vacation leaves for work. These habits are not healthy and will essentially make you more unhappy and stressed, which will lead you to the slippy slope to burnout.

Take vacation time to really disconnect from work, emails, and mobile devices that connect you to work. Being away from the thought of work will help you relax and give your mind that reboot it’s long been waiting for. And when you come back from that weekend of relaxation, you’ll have more clarity and some fresh perspective to help you be the productive beast that you’re supposed to be.

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

How to Build Trust with Candidates and Turn Interviews into Conversations

A recruiter’s job can often be an odd conundrum. We’d like to think you’re there to help them find the perfect job, but a lot of candidates may see it differently. They may see you as someone just trying to fill the position and not caring about their career goals.

Building a great candidate-recruiter relationship from the start of the interview is crucial when it comes to finding the perfect hire. When you gain their trust, they will be willing to open up more, share information to you about their goals, and maybe send you other great referrals.

So to figure out the best way to establish trust, here are three tactics you can use to get candidates to see you as a partner rather than an employer.

1. Establish a conversation, not a Q&A

If you want to get the best out of a candidate, try not interview them in a stilted form of question-and-answer. Make it more natural, like a two-way conversation with a good friend. They may be the most brilliant specimen in the candidate line up, but if you can’t connect with the them on a human level and build trust you will only get disappointed.

Cynthia LaBarge, Head of Corporate Recruiting at Consilium Staffing, says that this helps her “gain more (and give more) information while simultaneously building genuine rapport.”

2. Ask open-ended questions

Recruiters try to get the ball rolling by starting with classically tough interview questions—this will only make the candidate more nervous than he already is. Instead of doing this, begin with more optimistic questions that reflect curiosity about the candidate’s work style and goals. The goal here is to put them at ease and see you as a person who’s invested in them.

Ask questions like, “What is your ideal work environment?” and “What is your preferred leadership style?”

If you want to provide candidates the opportunity to convey what matters to them in their career, ask questions such as, “What do you hope to learn in this role?” This sends the message that you want to see the candidate actually succeed.

3. Open up and talk about your job

Another way to build rapport with the candidate is sharing background information about yourself and your career path in the interview. LaBarge calls this a “recruiter credibility statement,” where recruiters talk about their professional story.

“Share personal stories that can give the candidate a little bit of insight into who you are and what the people at the company are like,”says Michael Quoc, the CEO of DealSpotr. Transparency is key.

It is in our business to show we care about candidates. However, the problem is that all too few recruiters show it. So the next time you meet a candidate for the first time, think of it as more of a conversation and less as an interview in order to build trust.

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

50 Interview Questions to Help You Find Your Rockstar Employee

Having great employees is an integral part of your organization's success, and is the key to keeping it solid. That means that during the interview process you have to ask the right questions that'll ensure whether or not the applicant fits not just the job, but also the organization's culture.

Every recruiter or hiring manager wants to find their "ideal" employee, the question is, how do we determine if they're ideal? The answer revolves around identifying the competencies that are critical for success on the job.

Competencies are observable behaviors that encompass the knowledge, skills, and personal characteristics that distinguish levels of performance in the work environment. They are an essential part of the hiring process because at this rate, you'll be able to identify how they work individually and as a team, their motivation and drive, and how they strive for career advancement.

Here's a little cheat sheet of interview questions summarized per competency that will indicate whether a candidate is a fit for your company. Download it because a) it is really useful next time you conduct interviews and, b) it's absolutely free!

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5 Books to Read That’ll Help You Become an Awesome Recruiter

There are thousands of books on human resources and recruitment, and if you want to read them all will probably take forever. So we’ve decided to narrow them down to the really good ones according to LinkedIn.

Remember that learning doesn’t stop in school but continues on as you course through your career. We guarantee that you’ll become a better recruiter by reading a few of these awesome books:

1. Knock ’em Dead Hiring the Best by Martin Yate

Why it’s a must-read: This book is directed towards hiring managers rather than recruiters. However, since recruiters must often coach hiring managers on how to make good decisions, this serves as a “train the trainer” manual.

2. 96 Great Interview Questions to Ask Before You Hire by Paul Falcone

Why it’s a must-read: You’d think from the title that this book is just a checklist of typical job interview questions. However, what Falcone presents is an entire philosophy of interviewing that is the exact opposite of the canned question approach. It’s full of examples and explains why these questions work and how to interpret the answers correctly.

3. Keeping the Millennials by Joanne Sujansky & Jan Ferri-Reed

Subtitle: Why Companies Are Losing Billions in Turnover to This Generation—and What to Do About It

Why it’s a must-read: Because of our insanely rapid pace of technological change, there is a larger cultural difference between Millennials and Baby Boomers than there was between the Boomers and the Mad Men generation that raised them. Recruiters must navigate between these two cultures and help both generations to work together.

4. Who by Geoff Smart & Randy Street

Why it’s a must-read: The authors of this somewhat mysteriously named book conducted extensive research into how human resources department function effectively inside corporations. The result is not only eye-opening, it’s practically a manifesto on why recruiters have never been more valuable than they are in today’s slightly crazy corporate world.

5. Hiring for Attitude by Mark Murphy

Image result for hiring for attitude

Subtitle: A Revolutionary Approach to Recruiting and Selecting People with Both Tremendous Skills and Superb Attitude

Why it’s a must-read: One of my recent posts was about how Chipotle uses attitude as the main determinant for hiring. This book explains how the hiring and interview process must change so that companies can weed out candidates whose attitude will create failure.

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Here’s the 1 Thing That Will Help Keep Millennial Employees From Quitting

This article was originally published on Inc. Southeast Asia. Read more here.

Companies and their senior leadership are asking the wrong question. It’s not about how to hire or attract millennial talent. And it’s not even about how you keep them engaged. The real question is: What can you offer them that they can’t get anywhere else? What can you do to nurture loyalty–and how does that ladder up to solving tangential issues like employee engagement?

A 2016 survey by Jobvite cited that of the entire workforce, 18 percent of the total changes jobs every one to three years. For millennials, it’s 42 percent.

This means that by the time you get a millennial employee trained up and actively providing value for your team and company, they’re on to the next one. They’re looking for the next job, which typically comes with a promotion, a pay raise, a new blend of benefits, and (they hope) a more attractive day to day routine.

Millennials GIF - Find & Share on GIPHY

Here’s the truth of the matter: it’s really not about millennials at all. It’s about people. Human to human interaction, and the underlying issues with running a business that tend to run opposite of personal development. It’s just millennials are the most vocal generation thus far, unafraid to speak up about what they’re feeling along the way.

Managers want productivity; millennials want to be judged on results, not hours clocked. Older business owners want them to follow their rules, their way; millennials want to change the way things are done to be more efficient, based on the ways they use and interact with technology. The list goes on and on.

What has happened is that the entire millennial generation seems to have been chalked up to being a bunch of kids who just need some new toys to keep them entertained. Which has led to the installation of ridiculous props in the workplace to make it seem like the work environment is something that it’s not: an arcade machine in the corner, a bar and barista by the far all, big chalkboards or dry erase boards with open space for millennial employees to write inspirational quotes around the office. And sure, all those things are great. They can certainly make a work environment feel more playful. But how impactful is an arcade machine, really, when the manager you report to every day continues to operate like an hour-chasing conductor?

Ask yourself how you can impact your employee’s personal development. 

It’s astounding to me how many people, business leaders included, seem to have “pinpointed” the issues plaguing the millennial generation. I am a millennial myself, and here’s what I have been reduced to: impatient, entitled, naive to the way the world works, uninterested in paying my dues, expecting everything to happen overnight, and most of all, filled with a false sense of confidence because I “received too many participation awards growing up.”

And yet, the irony is that after all the conviction backing these sweeping generalizations of the millennial generation, the proposed solutions have been to order a few ping-pong tables for the office, put together a Frisbee team, and serve beer on Fridays.

How, in any capacity, does that address the underlying issues (and coinciding reasons) millennials seem to be job hopping like crazy?

They don’t–and that’s why so many companies are struggling to keep their millennial employees engaged. And not just engaged, but keep them at all.

If you want to keep them, be willing to provide guidance.

You say millennials are impatient? How many of you–whether you’re the business owner, or the vice president, or even just a middle manager–make the time to nurture and mentor that millennial you call so impatient?

You say millennials are entitled? How many of you make an effort to listen and understand where that perceived entitlement is coming from?

You say millennials expect everything to happen overnight? How many of you see that as a positive opportunity to play the mentor and give them some guidance as to life’s journey?

Not very many. And that’s the root of the root, the real reason so many companies struggle with loyalty. Because loyalty isn’t found on a ping-pong table, or at the bottom of a red solo cup on a Friday afternoon.

Loyalty is the way you treat, nurture, and help someone else grow–friend, significant other, or dare we say, employee. Loyalty is the impact you have on them as a person, with the awareness that they have their own life, their own desires, hopes and aspirations.

Loyalty is the exchange that happens beyond the paycheck. The conversations you have, and the guidance you provide them, teaching them, empowering them, showing them not just how to perform their job better, but how to be the best they can be in life.

“What are millennials searching for?” you ask.

They’re searching for that.

Someone willing to show them the way, but give them enough freedom to also figure things out on their own.

The moment you start thinking of your millennial employees as mentees, someone you can teach impact as a human being, is the moment you begin to build real loyalty and longevity.

It’s just, most people don’t want to do that.

And buying a ping-pong table is a whole lot easier.

This article was originally written, Nicolas Cole, a writer and essayist, and a Top Writer on Quora. His work has been published in Time, Forbes, Fortune, Inc., The Huffington Post, Business Insider, and more. He is best known for writing true stories about self-development.

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Should You Give Feedback To Candidates After Rejecting Them?

Think back at that time when you applied for a job. You invested so much time researching about the employer, hours and hours rehearsing answers to difficult questions, and of course, delivering a stellar performance during the interview.

And then you get rejected. You receive that impersonal email saying that they weren’t going to continue with your application.

Would it have helped improve your continued job search if you got feedback from the interviewer? Maybe.

Giving feedback to rejected candidates is not a requirement, however it is encouraged because this allows you to build right bridges between you and the candidates. Remember, applicants today have a megaphone for how you treat them. Leave them hanging after they’ve worked hard to shine at an interview, and you may have to battle criticism about your company on social media. Treat them well and gain a connected ambassador.

Being turned down for a job is never a pleasant experience but there are 7 things you can do to sweeten the pill.

1. Keep good interview notes that you can refer back to when giving feedback.

It will make the candidate feel as though you’ve taken them and their interview seriously.

2. Be honest.

If they haven’t got the right experience or skills you need, tell them.

3. Tell them something useful.

If they lack experience in a certain area or if they could take another qualification to improve their skill set, they’re never going to know if you don’t tell them.  They’ll be really grateful for the additional information.

4. Backup your comment with relevant examples from their interview.

If they didn’t give a particularly good answer to an important question, constructively tell them how they could have improved it.

5. Don’t make false promises.

If it’s a “no for now” then it’s fine to say you’ll keep their CV on file and get in touch if anything suitable comes up. If it’s an outright “no” then don’t promise to keep in touch with them, it’s wasting their time and yours.

6. Make sure you say thank you.

Not enough companies recognize that jobseekers might have to take time off (and maybe even make excuses to their current employers), and shell out for travel expenses to get to your office. The least you can do is thank them for their time.

7. Acknowledge their interest in your company.

A simple acknowledgement from you that they’ve taken time to visit your website and read up about your products and services can go a long way. Who knows, next time someone wants a recommendation for your product or service, your unsuccessful jobseeker may just remember you favorably.

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4 Ways To Make A Job Interview Less Stressful for Candidates

It’s perfectly natural for even the most eligible candidates to feel nervous going into a job interview. But if a candidate feels the pressure, sometimes, they may not deliver to the best of their ability during the job interview.

Don’t lose the chance of catching those great candidates by turning the heat up too high. If you put your candidates at ease during the job interview, and give them a chance to put their best foot forward. Here’s how you do it:

1. Be hospitable

Welcome a candidate to the office as you would a guest to your home. You may offer them a cup of coffee or glass of water (they’re definitely going to need some after that commute to your office). Having them sit there and wait in silence will only make things feel tense, and this is even more true if your candidates are sitting with each other. So find ways to go away with that kind of atmosphere.

2. Mind your impression

Of course you want to seem professional and knowledgeable when you’re interviewing candidates. Remember, you’re not only representing yourself, you’re representing your organization.

Putting on a poker face is part of being professional, but that doesn’t mean you can’t be warm and engaging. If you come out as cold and impersonal, the interview can feel like an interrogation. Don’t forget that an interview is a two-way street: It’s not only important that you like them, but that the candidate likes you.

3. Tell them about yourself

Take the time to tell them about yourself. Who are you? Why are you the one conducting the interview? What role will you play in their life if they accept the position? Addressing these things at the beginning of the interview will definitely create a welcoming environment, as well as give the candidate a better insight of how your company is structured. And probably know how the position they applied for fits into the grand scheme of things. Mind you that knowing at least those things will give them some much-needed peace of mind.

4. Don’t bombard them

Interviews consume a lot of your time, but it doesn’t mean that you cheat your candidate out of the time they deserve. Try not to jump right into the questioning. Allow them some time to get comfortable before you start the real part of the interview. Talk about your company, its goals, and the things you liked most about their resume. Try to create an atmosphere where they feel less scrutinized and more understood.

In today’s candidate-driven job market, candidate experience is paramount, so make it a priority to make them comfortable. The top candidates won’t lack job opportunities. Making a good impression is every bit as much of a concern for employers as it is for candidates.

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7 Things Employers Must Do When Hiring Millennials

Make way for the millennials who are classified as the group of twenty-somethings which currently make up a significant part of the Philippine workforce.

Millennials are strongly bonded with technology—they practically breathe technology, live on the internet, and consume so much of social media, as well as other virtualization. They have a unique way of interacting with people and creating relationships. However, they do come with their own set of quirks.

For employers and business owners, a good understanding of this generation will be crucial in helping your business grow. To get the best and the brightest millennials to answer your job advertisement, here are some tips you can follow:

1. Give millennials their desired corporate culture.

Millennials look forward to a business climate and environment that is creative, challenging, accessible, and highly responsive. Further, corporate culture plays a crucial role in both recruitment and retention of good employees from this kind of generation. So, focus on developing a corporate culture that adheres to their expectations.

2. Demonstrate your corporate values to them.

Businesses with ethical values mean a lot to them. Companies that demonstrate that their business lives up to its values and ethics will most likely appeal to the idealistic and youthful workers.

3. Adapt diversity in the workplace.

Millennials are particular about how their future workplace practices diversity in the workplace and respects differences. Encourage your team members to gather and collaborate healthily by challenging each other’s ideas to result in devising innovative strategies, which can be greatly beneficial to the business.

4. Hire from a variety of disciplines.

Regardless if you are hiring for a financial position, creatives, tech, or some other specializations, it is best to keep an open mind as you can hire applicants who graduated with other relevant degrees. Millennials are fast learners, and they can be trained easily. Be ready to be open to various possibilities.

5. Become their mentor.

Millennials are eager to learn new things in their pursuit of developing an amazing career. As an employer, you should train them and encourage growth despite your perspectives not aligning with each other.

Be patient and teach them. Once they have learned the ropes, you will be surprised at how fast they can take over the task and how much they can contribute to your company’s success.

6. Develop them through challenges.

Many millennials don’t know how much they are capable of, or the extent of the things they can do. But, know that they desire personal and professional growth while being in your organization. Help them become developed in their roles by challenging and training them.

7. Allow an open communication.

For millennials, constant, open communication is necessary, considering that they are online and in touch almost 24/7. With all the technology that’s available at their disposal, you can reach them anytime, anyhow, and anywhere.

Instead of seeing this as a distraction, you can make this work to your advantage by appreciating regular updates and quick exchanges during the day.

Instead of holding to our mistaken notions of millennials, it is vital that we acknowledge that they have their own unique skill sets and a certain way of doing things. They offer a significant contribution to the current and the next generation of personnel.

Hiring millennials is never a problem if you understand exactly where they are coming from. Overall, young workers can make a change for the betterment of your business since millennials are the new face of the modern workforce.

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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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New Year’s Resolution Every Recruiter Should Have

2016 is expected to be the most exciting year for the Philippines’ job market. With the unemployment rate down, the economy is showing quite a turnaround in employment. Companies are bolstering their hiring efforts, and economists are optimistic this will continue in 2017.

With that in mind, we see this year as a real opportunity for companies to innovate their recruiting and hiring efforts. It is paramount for companies to have hiring programs up and going because finding and bringing on the best candidates is going to become a more intense battleground.

Here are 3 resolutions companies should hopefully practice to get their game up and running for 2017:

1. Embrace social recruiting.

Thanks to the social media channels such as Facebook and LinkedIn, the trend is that hiring on social professional networks have bypassed Internet job boards, company career websites and employee referral programs over the past four years. It’s been the most important and fastest growing source of quality hires. Companies need to make concerted efforts to prioritize sourcing through social networks in the next year.

2. Make hiring a team sport.

The war for talent is in full swing as companies compete for a shrinking pool of talent. As the number of applicants per job continues to decline, how can small- mid-sized companies compete against the corporate giants?

Collaboration is key. Recruiting is a social activity and hiring should be a group decision. Your employees need to size each other up and determine whether a candidate is a good fit . Assemble hiring teams of about three to four people to evaluate and engage with candidates.

3. Approach recruiting with a marketer’s mindset.

Think of your potential candidates as customers. Think: marketing requires knowing supply and demand for talent; creating a “brand” that evokes specific, positive and emotional associations; and developing and targeting messaging that resonates across multiple channels.

It’s all about selling and we need to create a culture of selling to our candidates.

Make the next year as fruitful and as exciting when it comes to recruitment. If you keep these resolutions, you will be able to rise above the crowd and deliver their best year yet.

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The Only Email Template You’ll Need For Sending A Job Offer

The offer stage can be a nerve wracking part of the hiring process.

You’ve gone through countless resumes and cover letters, sat through hours of interviews, and then finally found "The One." Now that you've done the hard part, your next assignment is to make a solid offer that gets candidates off the job market quickly — it is a job seeker's market after all. If you move slow, there will be a big chance that they might get that other offer over yours.

Here's what should be in the letter:

  • Position title.
  • Employment type - part time, full time, temporary, etc.
  • Compensation - salary, hourly rate, bonuses, commission being offered, etc.
  • Benefits - health, dental, paid time off, etc.
  • Schedule.
  • Workplace location.
  • Start date.
  • Pay dates - monthly, weekly, etc.
  • Who the candidate will report to.
  • Offer expiration date.

Communicating with candidates takes time but probably not as much as you’re currently spending. Instead of wasting time writing emails from scratch, here is a well-crafted job offer email template that would help reduce your workload.

download button template

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The Recipe to Recruiter Success (INFOGRAPHIC)

A  recruiter’s job is not easy. Put simply, they are tasked with sourcing talent that will collectively propel a company into success or drag them into an abyss. Let’s face it—there is no way to “put it simply”.

As a recruiter, you want to sharpen your skills and abilities so that this will translate into your work. That’s much easier said than done but with a conscious effort going into your growth as a recruiter is a great place to start.

We looked into best case practices for recruiters and put together what we, at Kalibrr, believe to be a recipe for recruiter success. And even if you aren’t a recruiter, mixing and practicing these winning ingredients sure to make an effective manager and can definitely be applied to the job that is managing your life and career. Add salt to taste.


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5 Tell Tale Signs That an Employee May Be Thinking About Leaving

Building a powerhouse team for your business is no laughing matter. Hiring employees that best suit your standards takes time and patience to complete. So after all that hard work and stress, the last thing an employer wants is to lose a valued member of the team.

Most bosses are often caught off guard when one of their team members decides to quit. So before you get into this nerve-racking situation, here are 5 signs to watch out for when someone is about to quit their job.


1. They avoid doing social interactions.

If a usually outgoing or vocal worker is now distant and is uncharacteristically silent, chances are he/she is contemplating on leaving.  The employee begins to spend less time with colleagues and tries to avoid interacting with the boss as much as possible. A change in your employee’s social habits is a good warning sign.

2. They show less interest in work related discussions.

Offering fewer contributions than usual during meetings is a signal that your employee maybe ready to leave the ship. A decline in participation in discussions is a tell tale sign that they might be thinking that their ideas and feedback could be better used elsewhere.

3. No longer punctual as usual.

If an employee constantly comes in late and is going home earlier than usual, shows that he/she is not looking forward to working anymore and is planning on quitting soon.

4. They start taking more time off from work.

If they begin calling in sick more often or are using up their vacation leave periodically might mean they are no longer interested in doing work or probably using their time off looking for other employment options.

5. They no longer go beyond the call of duty.

Willingly taking on challenges is what separates good employees from great ones. So if a usual go-getter personality becomes more passive, chances are they are tired and ready to move on.

Should you intervene?

The last thing you want to do is to jump into conclusions and accuse your employee of wanting to jump ship. If it turns out to be untrue, then that puts a strain in your working relationship. Instead, try to open up a dialogue and find out what’s going on so you can better address the situation. Show that you are actually concerned for their wellbeing and not just their working habits.

If the employee ultimately ends up quitting despite your best efforts, then it is best to always be prepared so both parties will have a smooth transition.

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21st Century Recruiters are Part Artist, Part Scientist (INFOGRAPHIC)

As the next generation of jobseekers roll in, it’s our job as recruiters to be ready to catch what they throw at us. More than ever, job seekers are becoming aware of recruiting strategies and principles. Old methods of interviewing and assessing candidates is going out the window as the next wave arrives.

LinkedIn has provided a graphic guide with the makings of the modern recruiter. They are part scientist in that recruiters today need to be calculated and advanced in in their techniques; part artists in the way they market the company and openings they are recruiting for.

21st century recruiter

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3 Common Problems Recruiters Face (and How to Solve Them)

Experienced recruiters like you often hit roadblocks throughout the talent acquisition process. Today, the competition for searching and hiring top talents continues to increase and recruiting becomes challenging altogether.

We’ve identified these challenges and came up with ways on how to overcome them. Here are just a few of the many challenges recruiters face today, and the steps they should take to move forward.

1. Great resume, but not a cultural fit.

Image result for unimpressed recruiter

The fix: This leads up to your efforts for employer branding. This allows you to highlight your company’s culture and provide candidates with valuable insights before they apply.

Create blog content that highlights your company’s environment, Q&A style videos, organize events, share photos across your social media networks which can also provide a day-in-the-life view in the office. This way, you can already create a connection with potential candidates before they even submit they’re resumes.

2. Lack of communication between recruiters and hiring managers.

Image result for discussion professionals

The fix: Hiring managers are usually hands-off during the initial interview stages. And some hiring managers tend to have the opinion that it isn’t worth their time to share information or feedback with recruiters because they wouldn’t understand. Having a lack of communication between the two would result in a longer hiring process, or worse, a bad hire!

To ensure you identify and hire the best talent, provide your hiring managers with the right tools to help them easily compare and contrast between candidates.

3. Hard to fill roles.

Image result for stressed professional

The fix: 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.

Recruiting is a tough job, there is no doubt. But there is certainly a great reward when that perfect match happens.

Are you looking for more ways to achieve talent acquisition success?


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