Tag Archives: recruiting

What Is Artificial Intelligence, And How Does It Work?

When you read about artificial intelligence, some would think that it’s the stuff of futuristic movies. But complicated as it may seem, it’s quite useful once you get to learn more about it.

As a technology-driven company, Kalibrr believes in embracing these hard and seemingly complex ideas. That’s why for today, we’ll discuss exactly what AI is and what it’s capable of doing—especially when it comes to recruiting for your business.

How It Works

John McCarthy, an American computer and cognitive scientist and widely considered the founding father of artificial intelligence, defined artificial intelligence as: “the science and engineering of making intelligent machines, especially intelligent computer programs.”

The machines/programs are built and trained to perform cognitive tasks that humans can perform, except at a much larger capacity. Scientists are able to use AI, for example, to analyze volumes upon volumes of data within hours (or even minutes), creating efficiency in their research. Perhaps you may have already heard of Google’s foray into neural networks, or the first robot citizen Sophia too—but AI doesn’t need to be as complex.

Photo source: marketstrategies.com

Thanks to today’s consumer gadgets, artificial intelligence is within our reach: virtual assistants that power your phone—from Siri to Google Now—recognize your speech and learn from your requests; computerized opponents on video games analyze your behavior in order to survive, and even automated fraud detection for credit card owners is making security smarter than ever for the typical shopper.

Here at Kalibrr, the AI that we built operates by executing similar activities. Put simply, our AI engineers were able to train the AI powering our new service (KalibrrPro) so that we find the best candidates for every job post on our platform within a few clicks.

This training helps our AI perform key tasks:

  • It reads and understands the text in job posts and resumes, then translates them into data points.
  • These data points are then analyzed and matched for relevance.
  • After which the AI ranks these matches and presents them to a recruiter for curation.
  • After a recruiter accepts/rejects matches, the AI learns from this feedback and incorporates it for the next time.

We built our AI in this manner in order to address large pain points in the traditional recruitment process. Here are a few more benefits that AI yields for the recruitment sector in general:

1. Saving time for recruiters

Photo source: Working In Peel Halton

As every recruiter knows, taking the time out to just filter candidate profiles eats up so much of your workday. Not only do you have to manually filter them one by one, but you also have to assess them, contact them for interviews, and so on.

Based on our research, the industry average is at 4 hours per day just performing this scouring process. Across multiple AI-driven platforms (including ours), this time is shaved down to a matter of seconds. And once these manual tasks are automated, it helps recruiters save time so they can use it to build quality relationships and better connections instead.

2. Leveling up your pool of candidates

Photo source: www.s-suresh.com

The edge of AI technology over manual database mining is its ability to learn: not only can it use a complex amount of data points as a reference to qualify the perfect candidate, but it also learns from the human input so it can recommend a more tailor-fit set of talent the next time around. Instead of recruiters simply inputting keywords in a database to search for profiles, AI technology aids them in this search as it learns from human inquiry.

In the words of Forbes contributing writer Bernard Marr (with the context of using AI at work): “we should really just be able to give machines access to data and let them learn for themselves.” When these technological tools act as a second decision-maker in your curation of candidates, it helps increase the overall quality of your candidate pool because it does the thinking for you—giving you a richer pool of talent that you may otherwise have not produced alone.

3. Reduce Bias

Photo source: fthmb.tqn.com

Given the artificial nature of a computer simply solving a complex cognitive problem in finding the right candidate, AI technology helps produce a more diverse and equalized set of candidates for the recruiter to choose from that doesn’t incorporate unconscious bias.

All human recruiters, like it or not, will have some form of implicit partiality when making decisions. With the help of an impartial, additional decision-maker like a smart machine, the chances of this bias affecting the recruiting process are greatly reduced.

The Changing Times

We’re confident that AI can only get better from here. Whether we’re looking at predictive analytics or increasing our capacity to service more clients, we at Kalibrr are always excited for what lies ahead. Stay tuned for the future of our AI technology—and how it can transform your business.

Interested in Kalibrr Pro? Click here to learn more.

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Kalibrr Talks About Recruiting in the Digital Age at PCAAE

In this age when everything is mobile and almost everyone is online, how can companies and businesses leverage technology to reach and attract talents?

This was what Julius Paras, Kalibrr’s VP for customer engagement, discussed about at the Philippine Council of Associations and Association Executives (PCAAE) Association Summit 5 held last November 23 at the Philippine International Convention Center Manila.

Speaking in front of company executives from different industries here and abroad, he shared how today’s recruiting processes is different compared to that of years ago.

“We used to walk-in an office and submit our resumes to the secretary, or browse job openings in the newspaper. Today, finding a job is as easy as browsing online on your phone or on a desktop, open a job portal, and click ‘Apply,'” he shared his jobseeker experience back in the days.

In his talk, Julius mentioned that by 2020, 60% of millennials will be the main driver of the APAC economy. He further added that in today’s dynamic recruiting landscape, high touch and high tech recruiting is necessary for successfully snaring qualified candidates in a tight labor market.

“Because we are now living in a digital world, recruitment is now going mobile, it’s going social. It’s time for companies to do the same,” mentioned Julius. Moreover, he expressed the importance of employer branding and continuing to build relationships with current employees, with candidates, and with potential candidates.

The PCAAE, dubbed as an “association of associations”, has over 1,000 members and supporters and was launched on November 20, 2013, to further advance association governance and management in member-serving organizations in the country.

If you or your organization is interested in inviting Kalibrr as a speaker, email our Country Marketing Manager Jan L. Garrovillo at jan@kalibrr.com.

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

12 Reasons Why You Should Keep Recruiting This December

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

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

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

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

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

2. Prospective candidates have ample time. 

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

3. Little recruiting competition.

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

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

Download the FREE PDF below for the complete list. 

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

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

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

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

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Kalibrr CEO Paul Rivera shares how to recruit, retain millennial employees at franchise conference

Success of a business begins with having the right knowledge and a thorough investigation of all business opportunities. It also starts with recruiting the right people into your company to ultimately create a great, solid team.

Kalibrr CEO Paul Rivera, was invited by the Philippine Franchise Association (PFA) to talk about recruiting and retaining millennial employees at one of the breakout sessions at Franchise Asia Philippines 2017, the largest franchise conference and expo in Asia, on July 19, at SMX Convention Center Manila.

Kalibrr CEO Paul Rivera at Franchise Asia Philippines 2017

In his talk, Paul discussed that with millennials being aggressive and competitive in today’s work setting, businesses must adopt a “marketer” kind of mindset in order to attract talent.

“You have to think like a sales and marketing person specifically for career professionals when you want to recruit millennials,” said Paul, adding that having a good recruitment experience and a clear vision of your company’s purpose helps with attracting qualified candidates to apply.

Retaining millennials, on the other hand, Paul emphasized planning out a growth strategy for your employees. Millennials, he said, love to work when they know their efforts create an impact and essentially help them grow professionally.

“Millennials like to learn, and what they often need is someone to be their coach or mentor in order for them to succeed at their job,” mentioned Paul to a room full of franchisees and franchisors from 7-11, Goldilocks, Army Navy to name a few.

However, while his talk revolved around millennials, he pointed out that businesses shouldn’t design their organization solely for the younger tribe. Instead, build a company culture that leads to all employees wanting to join, stay, and perform at their best.

Dr. Maynoll Montalbo CEO of Mont Albo Massage Spa also spoke about recruiting and retaining millennial franchisees at the Franchise Asia Philippines 2017.

Kalibrr is a recruitment tech startup that aims to transform the way candidates find jobs and the way companies hire talent. It uses technology to match jobseekers and companies on the basis of skills, experience, interests, and fit.

If you or your organization is interested in inviting Kalibrr as a speaker in one of your events, kindly email our Country Marketing Manager, Jan L. Garrovillo at jan@kalibrr.com

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

Kalibrr talks about hiring rockstars at Acceler8 learning sessions

In all companies and businesses, it’s highly important to have a great set of people to help meet your organization’s goals. But did you know that building that winning team also requires talent?

Acceler8, a co-working community for entrepreneurs and professionals recently conducted SPRINT talk+workshop series on Building Your Winning Team on June 28, at their office in Legazpi Village, Makati.

Kalibrr’s very own Senior Vice President Julius Paras was able to share some fruitful knowledge on How to Hire Ninjas and Rockstars to a room packed with new entrepreneurs, business owners, managers, recruiters, and human resource professionals.

In his talk, he identified the top qualities, or in his case, “rockstar” qualities, employers should look for in a candidate. Apart from skills and knowledge, he also emphasized the importance of teamwork, how they handle issues, and their eagerness for growth and on pushing boundaries.

“They may stumble once in a while, but rockstars perform consistently,” says Julius on looking for candidates who will still do the job despite circumstances.

Other speakers of the session were Shahab Shabibi of Machine Ventures, who talked about Leadership in the 21st Century, and Gino Cabigao of TaskUs PH who talked about Evaluating and Firing Employees.

SPRINT talk + workshop is a new series of learning sessions that equips you with the work hack you need. Every talk is followed by a workshop to further help you execute your ideas. They have different topics from industry experts every month. For their schedule of events, email rani@acceler8.ph

If you or your organization is interested in inviting Kalibrr as a speaker, email our Country Marketing Manager Jan L. Garrovillo at jan@kalibrr.com.

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

2 Things to Look for When Hiring Passionate Employees

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

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

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

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

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

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

1. No Office Politics

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

2. A Chance to Cultivate the Ideal Employee

hire fresh grads

(Source: quotesgram.com)

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

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

3. Lower Cost

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

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

4. Aptitude for Technology

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

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

5. A Strong Thirst for Knowledge 

hire fresh grads

(Source: itworld.com)

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

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

6. New Perspective

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

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

7. A Chance to Engage Future Leaders

hire fresh grads

(Source: insperity.com)

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

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

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

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3 Key Interview Questions to Find the Perfect Employee

With today’s global environment, hiring and keeping the right employee is often a difficult job for managers. While most of the decision makers focus on the skill sets needed to get a job done perfectly, they often overlook the basic skills and personality traits that are actually critical to being a valued and productive team member. The consequences of bad hires are immense, and it’s the manager’s job to see the red-flags early on the interviews.

Spencer Rascoff, CEO of Zillow Group shares what questions he asks during interviews to identify a perfect hire.

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Why You Should Be Hiring People With Grit

Imagine a company where the demands of work is immense; where the environment is complex and challenging. What qualities should an employee have for him to be able to handle the pressure?

Employee turnover is an ongoing concern for many companies around the world. Turnover rates can be extremely costly, it can impact employee engagement, and company-wide productivity. It is but proper that employers make the right decisions when it comes to recruitment. One notable characteristic elevates quality candidates from the rest—grit.

If the environment in your company is demanding then grit is important.

Based on a research by Paul G. Stoltz, he equates one quality – grit – with higher chances of succeeding, being hired and being promoted. He defines GRIT as growth, resilience, instinct, and tenacity. Put simply, grit is mental toughness. It’s the ability to work our way through a tricky situation.

When interviewing candidates, here are four helpful ways you can utilize grit when the situation calls for it, and separate the “gritty” candidates from the rest.

1. Growth: Stepping up in a sticky situation

One component of mental toughness is asking a candidate how they would deal with an issue that their senior might probably face. Will they sink or swim? This requires growth.

When you’ve established competence in the core requirements of the role, you can take it up a notch and ask candidates to exercise judgement on a certain issue. It could be dealing with suppliers, resolving a customer complaint, or presenting to senior management. They don’t have to excel in this test, what’s important is for you to see their willingness to take on a challenge.

2. Resilience: Handling failure

Failure is inevitable. At one point or another, a person or a business will experience defeat in life. In startup communities, failures are commonly discussed, and often celebrated. But one vital thing about it is that startups fail fast, learn and move on. This requires resilience.

Ask candidates for an example of failure in their careers.  Give them time to tell the story their own way. The important thing to look for is what they did next and what their attitude was to overcome that failure.

3. Instinct: An unhappy customer

In any kind of industry, you will always have customers. And often times those customers will be dissatisfied with your product or service. They will be unreasonable. And in this world, the customer is always right.

Now, put your candidates in a high-pressured, customer-facing situation, where they are required to use their instinct and forced to make a difficult decision. And because customers want answers fast, give them a time limit. To identify a good candidate, they will usually respond to these demands with composure and will make the customer feel important and valued.

4. Tenacity: Going outside your comfort zone

There are instances in life that we are pressed to do something outside our comfort zones — cold calling a potential client, asking a person for a date, approaching a stranger in a networking event. These are situations that make us anxious, and experience the awful feeling of rejection. But we do it anyway. This requires having a tenacious attitude.

Take your candidates outside their comfort zones, and give them an obstacle which will spark fear and see if they can overcome it. One challenge is to tell them that the final stage of their interview process is to call a senior executive in the company and convince him/her why they are the best candidate in 60 seconds.

If you incorporate an assessment for mental toughness into your hiring process you will learn a lot about your future employees’ character.

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Should You Hire Attitude Over Skills?

In a perfect recruitment world, you’d hire someone whose attributes are equally great as their skills and experience. Unfortunately, we do not live in a perfect world, and finding a candidate with both is as difficult as finding a needle in haystack.

You’ve probably heard the famous line “Hire character, train skill,” by Peter Schutz, so this isn’t really a new HR dilemma. But do we really know the benefits of each? We’ve differentiate both which will hopefully be helpful during your next hiring process.

Hiring For Character

There are a number of companies who hire new employees based on their character and then train them on the job. They do this with the idea that it’s easier to teach or enhance a person’s skill, but difficult to change their character.

Experienced and talented employees with bad attributes often fail at their jobs. However, the less experienced or perhaps second-best employees with great attitudes tend to succeed long-term. This doesn’t mean you don’t pay attention to technical skills. Just don’t make technical skills you main focus.

Character can be considered more valuable than an having an MBA or PhD. They can have all the necessary experience and skills, but if their personality does not fit the company culture, are they the best person to hire?

Hiring For Skills

On the other hand, you could also argue that a person’s character can only get them so far. When real talent and skills are needed, attitude might not be enough to succeed. This is where skills and experience reign supreme.

Imagine interviewing someone with with a great attitude but doesn’t have the necessary certifications that are required for the job. Think, nurse, engineer, architect, doctor. That would be a safety hazard, not to mention a waste of time.

When you hire for skills versus attitude, try to get the best talent available. A team of happy employees is great in theory, but if they do not have the qualifications to succeed, you may find yourself stuck in a rut.

Ultimately, always look for the best of both worlds when hiring a candidate: they must have the willingness to be trained with new skills and have a great character.

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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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How to Tell If a Candidate’s Lying During an Interview

One of the biggest challenges about job interviews is that interviewers can’t detect if a candidate is telling the truth, which can lead to a bad hire. So how can you tell if a job candidate is lying during an interview? You can’t. Not really.

Not all hope is lost. There are some clues you can use to determine whether someone is telling the truth.

Watch out for the body language

You might have heard that the avoiding eye contact and fidgeting is an indication of lying, however, nervousness is a natural behavior especially in high-stakes conditions – like a job interview. In a study across 75 countries, they found that using cues of nervous behavior to detect lying is unreliable.

Professor DeSteno’s experiments on trustworthy body language found that a set of four cues, taken together, seems to indicate deception, and should be what you should look out for:

  • hand touching
  • face touching
  • arms crossing
  • leaning away

    body language cues that indicate that someone is lying

    Source: HBR

Watch out for verbal cues

In their review of the research on lie detection, researchers found that there is no word (or nonverbal cue) that is directly related to someone lying. However, there are behaviors that were found to be correlated with lying:

    • They are being too vague/provide few details
    • They are contradicting
    • Their answers or responses are overly scripted and chronological
How to Tell If a Candidate's Lying During an Interview

Source: LinkedIn

However, the research say that trying to detect whether a job candidate is lying during an interview is difficult and probably not really worth the effort. A better way to do it is to make sure your interviews are designed to best predict the candidate’s future job performance, like increasing validity by asking questions related to the knowledge, skills, abilities, and characteristics required for the job.

The truth is that job interviews often fail not because the job candidate is deceptive, but because the interviewer isn’t conducting a proper interview in the first place.

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5 Things To Watch Out For When Hiring Fresh Graduates

Every year 500,000 new students graduate, and move on to join the labor force. This leaves recruiters a lot of options for their next wave of hires. Fresh grads are enthusiastic, excited to start their first. However, before you start hiring the newest additions to the work force, here are 5 things you have to know before you hire fresh graduates.

1. Work Experiences

Your average fresh grad is not inexperienced. Many students now opt to take internships, it’s important to know what responsibilities they had. Student organizations are like a workplace, they involve heavy teamwork, cooperation, and a goal to accomplish projects. This is a sign of good time management and work life-balance skills needed in the workplace.

2. Fixing the sense of entitlement

Most fresh grads have high ambitions, they want to get high salaries and top positions right away. This might lead to some of them to want everything all at once. In some instances, many fresh grads have their school habits, such as constantly checking social media or being late to work, cross over to their work.

3. Having an office-ready skill set

While many fresh grads possess technical knowhow from their degrees, it’s more important for them to be able to work in an office. Skills can be taught, it’s important to know if the candidates can work well in the office. Do they have good communication skills? Have they had experience with leadership roles? These are qualities that recruiters must look out for.

4. Settle commitment issues

You have to know that many fresh graduates may not last in a company forever, as these people always want to move on to bigger and better things. It’s hard to forge loyalty among fresh graduates, they might be more inclined to go through job hopping. This may be unavoidable, so a recruiter must be aware that while they are enthusiastic now, they are prone to these tendencies once hired.

5. Don’t get fooled by grades

A prospects grades during their time in class means very little in the workplace. It tells you that the student tests well and studies hard. However, this may not always translate in the workplace. Were they able to balance their other responsibilities to get those grades? Can they demonstrate competence on the task at hand? Grades, at the end of the day, are just a number, it’s how they apply them that counts.

Hiring fresh grads can be tricky, but learning how to turn these issues into positives is a surefire way to provide enthusiastic, skilled workers into your company.

fresh grads

Source: www.rolfsuey.com

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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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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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Rewriting the Book on Hiring Based on Bias

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

Penguin Random House likes that you read books; they couldn’t care less if you read them in college.

In the age of digital content, you don’t get to be the fifth largest publisher in the world without hedging your bets against industry disruption by tapping creativity, outsmarting your competition and evolving your talent strategy.

In 2015, Penguin Random House re-wrote the book on finding the best talent in the publishing industry by breaking down bias in the hiring process and building teams on potential and passion vs. pedigree. The team at Penguin knew that they were a diverse organization in terms of race, gender, and ideas of thought, but wanted to also be a magnet for creative talent regardless of background or the school someone attended – or didn’t.

Penguin Random House office

A first in the industry, Penguin is addressing bias head on – particularly when it comes to university grads who all have the same basic challenge on paper – no experience. They’ve completely scrapped degree requirements from their job application process, and with that widened their demographic and geographic net, democratized the process, and freed themselves to engage and evaluate talent in a much more meaningful way.

Penguin made the change in 2015 alongside other powerhouses including Ernst & Young, PWC and Deloitte – citing no real correlation between where someone went to school and how they ultimately performed on the job.

I recently sat down with Neil Morrison, Group HR Director, to discuss how the bold move of ditching degree requirements in the selection process is working. Bottom line—it’s changed the game.

Here are two good reasons to take a page from Penguin’s book and break the bias in your own hiring strategy:

1. Hiring based on factors with proven correlations to success.

Neil and his team looked at their existing workforce to analyze and identify what correlates to success and sure enough – predictive analytics revealed that an alma mater didn’t correlate to anything meaningful. Instead, factors including both hard and soft skills, personality characteristics, creative potential, passion and cultural fit told a much stronger story about whether someone would ultimately succeed in a given role.

Now, Penguin creates profiles of their most successful team members and maps those profiles against their candidate pools using predictive analytics and digital video as part of their screening process. In doing so, they quickly identify candidates who fit the profile and then measure their strengths in similar skills, personality traits and creative potential.

By eliminating irrelevant selection criteria, including expensive degrees, Neil and his team are more inclusive and focused on factors that have a proven correlation to success in specific roles at Penguin.

2. Creating a higher performing culture through a more diversified workforce

Let’s face it – across every industry – the battle is and will remain one of winning the customer. Research shows that when at least one member of a team has traits in common with the end customer, the entire team better understands that customer. On top of that, socially diverse groups prove more innovative, lending their diverse experiences, points of view and perspectives to solving problems in more creative ways.

According to Neil, “it’s critical to our future – to publish the best books that appeal to readers everywhere. We need to have people from different backgrounds with different perspectives and a workforce that truly reflects today’s society.”

With a customer base that demands diverse content, Penguin must remain a magnet for creative talent. By using technology to tap into the digital generation and hiring them based on their passions and potential, Penguin has re-written the story on diversity. Diversity isn’t just about gender, ethnicity and socioeconomic background, it’s also about the perspectives, ideas and experiences that shape creativity.


This article was written by Mark Newman. As founder and CEO of HireVue, Mark’s passion centers on the belief that people are more than just a resume or profile. Through digital, video and mobile technologies, Mark first introduced the world to On Demand Interviews™, improving the way companies build and coach their teams, and helping candidates tell their stories – anywhere, anytime. Today, HireVue’s Team Acceleration Technology is at work in more than 180 countries for more than 500 organizations, from emerging growth companies to 26 of the Fortune 100. Under Mark’s leadership, HireVue was recently named among the top “10 Most Promising Companies in America” by Forbes, a top 50 company in Deloitte’s Annual Fast 500 and an Inc. 500 company. Mark earned a bachelor’s degree in International Business from Westminster College and a master’s degree in Finance from the University of Utah. @markhirevue

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8 Interview Questions To Up Your Recruiting Game

While job interviews are supposed to focus on a candidate's professional skills, some recruiters and hiring managers today have taken to some extent to ask unconventional questions to identify talent and see how well a candidate would fit in the company.

Big tech companies like Google and Microsoft, just to name a few, started with interview questions as odd and puzzling as it could get.

Digging deep to determine a candidate's knowledge and skills, cultural fit, and intelligence, or just get a sense of what kind of person they are, go and be a little creative in the interview. We put together a cheat sheet of interview questions that will show you whether that candidate is a worth hiring.

After asking the basic and introductory questions on your list, next is to try and challenge them and make them think. Thought provoking questions will encourage candidates to think hard, and will also make you see how their mind works when difficult circumstances come up.

1. Explain to me something that's complicated but you know well?

A test of intelligence and a way to gauge passion. It doesn't necessarily have to do anything with work, in fact, it's better if it isn't. Here, you encourage the candidate to explain and break down a complex idea and the way they articulate it to someone who doesn't quite understand it.

You'd be surprised what responses come out of their heads.

2. Tell me about a time you failed.

This one is popular question. Because no one is perfect, this question is a great way to test a person's humility and self-awareness. The important thing is what happens next.

How does the candidate recover from that failure? What valuable lesson did they get from it? And how did they use it as a motivation for self-improvement? Watch out though when they start dropping names and pointing fingers to blame other colleagues. That's a major red flag right there. The answer to this question should show whether a person is willing to take ownership of their work or will be quick to shirk responsibility when the going gets tough.

Determining if a candidate has the relevant skills and experience is only half the battle. The other half is to see if they're a good fit for the company.

3. What excites you to get up and come to work at your last job?

Let's be honest, a lot of people dislike their jobs. So for companies that want to grow and want to have the best culture and employer brand, it's important for them to let their employees be emotionally invested in coming to work.

Find out why candidates found their last role exciting and what motivated them to keep digging deep when the going got tough. If they didn’t find their last role stimulating, find out why.

4. What’s your favorite non-professional activity?

It’s always important to try and understand what kind of person you're about to hire is, and how they are outside of work is the best way to do it.

While it may not impact their work at all, it can help you understand someone’s character. These kind of questions help to relax candidates and encourage them to open up. Who knows, maybe you might have something in common an become work best friends!

Download the cheat sheet to view all 8 questions.

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How to Make Sure Your Best Employees Stay (INFOGRAPHIC)

Technology has made hiring a lot easier. You can find candidates through social media channels such as Facebook Groups, and LinkedIn, or through job-matching sites like Kalibrr that matches your job posts to candidates who have the right skills you’re looking for.

However easy it may be to get jobseekers to apply to your job posts, it will all come down to how impressed you’ll be with their resume and the interview. And when you do finally find the needle in the haystack, you, as a recruiter or employer, must also do your part in trying to retain them. How? Through a little motivation, rewards, and most specially, acknowledging their efforts, no matter how little or big it may be.

Below is an infographic from Background Checks that’s full of tips and tricks on how you can retain your best employees.

How to Find, Hire and Keep the Best Employees [INFOGRAPHIC]
Compliments of BackgroundChecks.org

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