Tag Archives: recruitment

Kalibrr celebrates successful launch of Kalibrr Communities

The Mezzanine Hall at the Kickstart Office was packed with young professionals and a few graduating students from different schools and industries; eagerly waiting to commence Kalibrr’s first ever Kalibrr Communities, and listen to the roster of expert speakers’ talk about career development and recruitment.

Kalibrr Communities is a monthly gathering of professionals who are interested to further learn about how to develop their careers and everything HR and recruitment, specifically growth strategies, industry trends, and networking with like-minded individuals. 

“Kalibrr Communities is more than just a gathering of people, it is a space where everyone can share a common goal, a sense of belonging,” says Julius Paras, Kalibrr Vice President for Customer Engagement.

To celebrate International Women’s Month, Kalibrr couldn’t have chosen a more appropriate theme for their launch event last March 21, 2018: #GirlBoss: Power women leading in 21st century Manila. They invited top women leaders today as guest speakers for the event namely Ms. Minette Navarette, Vice-Chairman, and President of Kickstart Ventures, Inc., Ms. Nina Ylagan-Pedro, Vice President for the Aboitiz Human Resources Group, and Ms. Niña Terol, co-founder and Chief Fireball of Kick Fire Kitchen.

Nina Pedro talked about Leadership Insights of HR and the corporate path she went through to get to where she is now. “Learn as much as you can at where you are now. The brighter you are, the more you have to learn,” says Nina.

Minette Navarette talked about Learning to Lead in a Changing World. She shared how she went from working in the consumer goods industry to shifting to digital ventures and how she consistently improved herself in the process.

“Kalibrr Communities is a really great concept. I’m glad I was able to attend and get to meet people from different industries. I’ll definitely tell my students to attend the next one,” mentions Nikko Magalona from Freelancer.com.

Missed this event? Don’t worry, Kalibrr Communities events happen every month, so be on the lookout and be updated on our Facebook page. See you in April!

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To learn more about Kalibrr Communities or if you want to sponsor Kalibrr’s future events, you may email us at partnerships@kalibrr.com

Need help with your recruitment? Sign up for Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

The journey of how this CEO built her team with Kalibrr

It not easy starting a business on your own. You have to do all the legwork that any new startup would entail—conceptualizing, financing, talking to potential investors, to enduring the long lines at government offices for process your business registration. It’s a tough job to start with and at some point, every entrepreneur must face a challenging decision: is it time for me to hire my first employee?

Hiring your first employee can be daunting.You’ve had this idea of what you want your startup to be and now you’re finally ready to move on to the next level and grow your business. But what if they don’t work out? What if they’re incompetent? What if they don’t deliver?

As in any arena of business, we will never know for sure if your new employee will deliver and make you proud. You only have to be patient with their growth, provide support, and coach them whenever necessary.

Kristel Tan of Tanlines PH

We interviewed Kristel Tan, CEO, and founder of new startup Tanlines Philippines, a travel company that is aimed towards independent travelers. She shares with us her experience in looking for her first employees, the challenges she faced with time and budget, and how she contacted Kalibrr Pro to help her find her two new hires.

Kalibrr: As a new business, what were the challenges you faced in finding the right people for your company?

Kristel: The main challenge at the beginning was figuring out what positions I’m looking to fill exactly. As a startup, you tend to do everything. But as you get bigger, you start to realize that you need to be more organized with your departments (marketing, finance, operations). I started to focus on my strengths and weaknesses as an entrepreneur and what things I needed other people’s expertise in. 

I’m great with operations and the finance side of the business, and not good in marketing. So I needed a marketing team to help me market my business and attract customers. That was when I started to think about the actual positions I’ll be hiring for. 

Kalibrr: How difficult was it for you to find the right employees?

Kristel: While I was trying to do it myself, it was really, really tough. I spent so much time not just looking for people but interviewing them. I felt like it was a lot of time and energy wasted. 

I looked through different job platforms, asked for referrals from colleagues and friends. A few of the people who were very qualified were out of my budget reach. I was also looking for specific candidates who were young, fresh grads with that millennial spirit. As a startup, I wanted to hire go-getters, independent individuals with fresh, strong ideas. 

Kalibrr: How was the process like when you decided to seek out the help of Kalibrr Pro?

Kristel: It was really fast. I got to the point where I realized that I couldn’t do it by myself anymore. I needed to form a team fast. So I went online, went to Kalibrr and there were two services — the subscription and the Kalibrr Pro — I wasn’t sure what the difference was. So I just filled up the form and gave them my contact details. In less than 24 hours, 3 people from Kalibrr called me up. I was able to speak to just one person and he walked me through your different services. I was keen on getting Kalibrr Pro because that was what I needed to get immediate hires, and honestly, I didn’t want to do the interview process on my own anymore. 

A few days after that talk on the phone, I met with the Kalibrr Pro recruitment team to calibrate with the job positions I was hiring for. We calibrated not only for the job requirements but as well as the kind of personality and character I was looking for. For me, that part was important in forming a great team and work environment. That part was really great because it added a human element to the discussion.

Kristel’s final thoughts: I was really impressed with Kalibrr Pro. It actually made my life so much easier. I’m willing to pay for a service where I feel that it was worth it, and I feel like Kalibrr is really worth it. If you really need someone right now and fast, it really is an option that you should think about. I value people and the relationship you make with each other, Kalibrr is nothing short of that and it’s a service that I would definitely pay for. 

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

Uniqlo and Kalibrr job search

UNIQLO and Kalibrr concludes successful job search event

MANILA, Philippines — Japanese apparel giant UNIQLO Philippines in partnership with Kalibrr, job matching tech company recently concluded its first-ever exclusive job search event for their Uniqlo Manager Candidate (UMC) position last February 24, at the Golden Phoenix Hotel at the Mall of Asia Complex, Pasay City.

This partnership aims to help UNIQLO Philippines find not just qualified applicants but exemplary individuals with ambition and a clear sense of mission. The UMC role is the first step or entry position to working for the international brand before employees become full-fledged managers. Uniqlo’s target is to hire 40-45 UMCs to prepare for their nationwide expansion of 100 stores by 2020.

Uniqlo and Kalibrr job search

Since launching the UMC position on the Kalibrr platform at the start of 2018, Kalibrr got more than 1,400 applicants. From there, the job matching platform was able to shortlist 632 qualified candidates and invited those them to Uniqlo’s exclusive job search event.

“We gave Uniqlo a projection of 500 shortlisted applicants as we also had to expect having a 50 to 60 percent show-up rate during the event itself,” says Abie Altez, Kalibrr Events Coordinator, and point of contact for the Uniqlo partnership.

Uniqlo and Kalibrr job search

Geraldine Sia, Uniqlo Philippines COO

The event was graced by Uniqlo Philippines COO Geraldine Sia who gave an inspiring speech about Uniqlo’s history, its plans to scale in the next few years, and why it is a great company to work for. Also present were Diana Lim, Uniqlo HR Director, Marilyn Yee, Uniqlo Recruitment Manager, Kim Alcantara, HO IMD, Department Head, and other Uniqlo managers and employees.

“We partnered with Kalibrr because I believe that they can help us succeed in our future business,” Diana Lim, Uniqlo HR Director.

Kalibrr CEO Paul Rivera was also present at the event. He gave an inspiring speech about moving on from failures and that achieving success isn’t about having luck, it’s about working hard to get lucky.

Uniqlo and Kalibrr job search

Kalibrr CEO and Co-founder, Paul Rivera

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 job seekers and companies on the basis of skills, experience, interests, and fit.

If your organization is interested in partnering with Kalibrr, you may contact our Head of Sales and Marketing Ms. Jan Garrovillo at jan@kalibrr.com.

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

How to Create Job Posts That Gets You Qualified Talents

*Free job post templates for the most in-demand jobs found at the end of the article.

For recruiters, it is highly critical to creating job postings that attract the right talents. For most job candidates, your job post is the first impression they have on your company. Write it well and you’ll have a number of job applications that actually convert. Write it badly, then you’ll waste a lot of time and money going through hundreds of unwanted applications.  The words used in your post will matter and will make a big impact on who responds.

Don’t just post and run

When recruiting, don’t just view a job posting as a simple tool to lure in candidates. Rather, use the right wording within it to attract the ideal candidate for the job. Trust us, it will cut down the amount of work you need to do to find that perfect applicant.

Follow these guides to help you attract higher-quality candidates and speed-up your hiring time.

Do’s and don’ts of writing a compelling job post

  • Don’t use jargon. Always just use well-known job titles to make sure the role is clear. Ex. Instead of saying “Public Relations Ninja” just say “Public Relations Executive”
  • Do use straightforward titles. The job title is the first thing a job seeker sees. Make sure he/she knows what the job is about from the start so he/she will open the post.
  • Don’t make the job description too bare. Identify what makes your company a great place to work. You can get as creative as you want.
  • Do introduce your company in a way that reflects your company’s culture. You can even upload a fun but professional company video.
  • Don’t make job responsibilities too vague and broad. Many job candidates turn away from a great job just because of unclear goals and responsibilities.
  • Do prioritize job responsibilities in bullet form. Use bullets to make your post easier to scan and digest requirements quickly.
  • Do revisit job requirements often to ensure they accurately align with your current needs.
  • Do include the perks and benefits of working in your company. Do they have free snacks? Paid vacation/sick leaves? A free 6-months gym membership?

Where to post your job posts?

Now that your job posts are optimized for a specific target audience, it’s time to choose where the best place to post your jobs online. While there are numerous job boards out there, many of those are not optimized to target the right people, and a volume of untargeted responses can make finding the right candidate very difficult.

Fortunately, there are job platforms like Kalibrr who’s artificial intelligence technology automatically matches your job post to candidates who are already qualified for the job. What the recruiter needs to do from there is to source through the shortlisted list and not go through all the applications. This feature is set to give recruiters and human resources personnel less time in qualifying hundreds of applications and more time doing impactful tasks.

Download our free job description templates for the most in-demand positions today.

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

What Marketing Professional Should You Hire?

A strong marketing team is one of the major foundations of a successful business. The marketing team covers a wide variety of responsibilities for a company, it can range from branding, public relations, content management, advertising, and sales. This also means that there are numerous roles and opportunities available for professionals to fill. The challenge for recruiters is hiring the right marketing professional to fulfill the function successfully. It starts with looking at your marketing strategy—what you want to address and what your approach is to the said strategy.

Digital Marketer

Source: mpemg.com

There is a common misconception that digital marketers are those who simply make use of social media and other online platforms to promote the brand. However, their responsibilities and overall role go way beyond that. Digital marketers have to be able to track all the online channels that are being used by the company, see what their target audience responds to more and find out why. They have to analyze the market and see where best to reach the target market, what channels they are using, and if these are viable options for the business.

Ultimately, by finding the most efficient digital platforms they can create strategies on how to utilize these platforms to increase the market reach and create more leads for the business.

Public Relations

Source: New England College Online

A role in public relations means the officer will immediately become an influencer. They have the responsibility to influence the general perception of the brand or business. A good understanding about the business and how it wants to be seen is key in this role, the officer will have to find different communication methods to best represent the business.

They have the very sensitive responsibility to handle the reputation of the business, keep it stable and in the good graces in the eyes of their target audience. At the end of the day, their aim is to gain the trust of that audience and help them believe in the brand.

Content Manager

Source: La Opinión

For your business to really make an impact you have to invest in your own website blog.  The content created on that page will be another source of contact between you and your target audience. You have the ability to become an authority in your industry by discussing relevant and informative content. If you are looking for a content manager there are a few things to keep in mind.

The content manager has to be creative and socially aware so that they can easily create the proper content for your site. They also need some background knowledge on your business’ industry or have the capacity to learn more about it. At the end of the day that content manager has to have a good understanding of your business and what kind of persona you want to convey and how to translate that to your target market.

Graphic Designer

Source: FIDM Digital Arts

Majority of the consumer population are easily captivated by visual Ads. You are going to need someone to make full use of this opportunity, that is where your graphic designer comes in. These designers work closely with the other marketing professionals in your business to complement the strategies that they have planned for.

They will use numerous design elements to garner the attention of their target audience. These images or visual layouts should not only be eye-catching but be able to convey the message that your company is trying to send. Creativity and innovation are key when trying to hire your next graphic designer.

These are just a few of the many roles that marketing teams need to have. These roles do not replace one another but rather complement each other. It is important to be able to differentiate what role you specifically need. Each role has their own specific responsibility and can contribute differently to your overall marketing strategy.

If you struggle in finding qualified candidates for the specialized marketing roles in your company, then maybe a platform like Kalibrr could really help you out. There are numerous qualified marketing professionals waiting for you here.

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

The One Trait Your Next Rockstar Sales Hire Needs to Have

When it comes to being successful, Adam Grant—celebrated organizational psychologist, and published author—has a factor in mind that’s often overlooked.

“According to conventional wisdom, highly successful people have three things in common: motivation, ability, and opportunity. If we want to succeed, we need a combination of hard work, talent, and luck,” he states in the opening chapter of his New York Times bestselling book, Give and Take.

Source: www.c1.sfdcstatic.com

But as he quickly injected, there’s something missing in these 3 factors. “[There is] a fourth ingredient, one that’s critical but often neglected: success [also] depends heavily on how we approach our interactions with other people. Every time we interact with another person at work, we have a choice to make: do we try to claim as much value as we can, or contribute value without worrying about what we receive in turn?”

Grant calls these approaches to interpersonal interactions our “reciprocity preferences.” And a person’s brand of reciprocity can usually be categorized under 1 of 3 buckets: you’re either a taker, matcher, or a giver.

Question is: how can you tell which one you are?

What The 3 Buckets Mean

There are a few things to remember before defining your reciprocity style: how you are in personal intimate relationships isn’t necessarily the same as in your professional ones; and everybody is a mix of all 3, but skew towards 1 the most.

Takers believe that the world is a competitive, dog-eat-dog place. “If I don’t look out for myself first, no one will” is their mantra for the day. Their general strategy is to be better than others in order to succeed. But they’re not necessarily cutthroat or vicious—it’s more like they’re extra cautious and self-protective.

Givers operate on the other side of the spectrum: as other-focused workers, they pay attention more to what people need from them than what they can take. It’s either they help whenever the benefits to others exceed the personal costs—or they may not even think about personal costs at all.

The last style is where most people lie: matchers. You operate on the principle of fairness, where you believe in an even exchange of favors. You scratch my back, I scratch yours.

What’s startling about Grant’s research is how your reciprocity style can be a large predictor of success. If you were to rank givers, matchers, and takers on a pyramid of success, the results are quite predictable.

Source: http://www.businessnewsdaily.com/

Across various professions—from medicine to engineering—givers widely rank as the least productive and effective professionals. They end up putting the needs of others ahead of their own, at the cost to their success. Matchers rank second, and takers come out first.

But there’s another set of people more successful than takers; the ones who come out at the very top. Across a diverse set of metrics, and a wide range of occupations, the phenomenally successful ones are givers again.

It turns out that you can be a pushover kind of giver (the doormats, the chumps), and a strategic kind of giver. You can learn to maximize value for others and yourself at the same time. All it takes is adopting a certain kind of strategy. And qualifying as one is what separates the successful from the truly phenomenal in the herd.

So how does this apply to a dog-eat-dog field like sales?

How Being a Giver Boosts Sales

Being a strategic giver means that you employ a few tactics to achieve two things: maintain your sense of generosity and inclination to maximize value for both parties; and two, avoid falling into the trap of being an unproductive, doormat giver.

When it comes to amazing salespeople, the employees who live this principle out stand out from the rest. According to Grant’s research, the very top-performing salespeople deploy a tactic overlooked in closing a sale: in place of aggressively talking, they aggressively listened instead. Replacing hard-sell sales pitching, the very top performing salespeople gave the floor to customers to do all the talking: all they had to do was ask them a lot of questions.

Source: www.businessinsider.com

And as seen in actual case studies, this knack for powerful listening achieves two things: one, it builds prestige for the salesperson (customers respect and admire the concern shown for their needs); and two, it enables the salesperson to learn exactly what the customer needs—which is crucial in helping them “figure out how to sell us things we already value.”

By creating a virtuous circle where the customer feels heard, respected, and treated for their specific needs; and a scenario where the salesperson is able to provide the best value to meet those needs; making a sale practically becomes inevitable after the interaction.

The Art of Hiring Well

At the end of the day, there are many more tactics that salespeople (and other professionals) alike can use to practice helping others in driving their successes. So the next time you’re faced with hiring another salesperson, we challenge you to look beyond the typical profile so you can truly find the diamonds in the rough. After all, here at Kalibrr, we make sure we do the same—every single time you need to find your next great hire.

Are you looking to hire salespeople on your team? Sign up on Kalibrr and start hiring better today! You can also follow us on Facebook for more business and recruiter advice.

3 Advantages of Instant Messaging in Recruitment

How do you chat or message your friends? Is it through a mobile app like Facebook Messenger or WhatsApp? In the era of social media, the majority of people are now using instant messaging apps to communicate faster. And just recently, a few businesses joined in on using instant messaging platforms for faster internal communication.

This got me thinking—since the rest of the world is using instant messaging to communicate real-time, the HR and recruitment industries should also integrate this method as a recruitment strategy for faster and better communication between the candidate and the recruiter.

Source: www.accountingweb.com

On average, people check their phones 150 times a day. Meanwhile, e-mails have taken a backseat. The problem here is that the recruitment industry is still driven by emails. A recruiter’s life is made up of a sea of emails from applicants sending in job applications, or messages for a possible interview.

But how do you know if these emails have been read (or at least viewed) by the recipient? Wouldn’t it be nice if recruiters integrate a platform where they can instant message a potential candidate, and be able to get a reply in the shortest possible time? Fortunately, Kalibrr has this feature integrated on the platform, and here are its 3 advantages for recruitment and candidate engagement:

1. Real-time communication

The number of smartphone users in the Philippines is 30.4 million. Cut that in half and you have the number of people seeking for career opportunities. Because these people are mostly on their mobile phones, recruiters should think of this as a great advantage of being able to quickly contact potential candidates.

On Kalibrr, the moment you hit send, the candidates will see the message you send them immediately on their home screen (and even their locked screen). The ease with which people can reply is as simple as a swipe left or right, and the time it takes to write the response. People are all more likely to respond quickly to a  message rather than open an email and compose a reply.

2. Closes communication loopholes

By contacting a potential candidate on email alone, often times it gets read too late. Which is where instant messaging comes in. But if IM isn’t enough to reach them, Kalibrr has integrated 3 other channels to make sure it closes that communication loophole and get the message across.

Once you send an invite or a message to a candidate, your message will not only be received via an instant message from the Kalibrr mobile app, they will also receive it via SMS, e-mail, and the Kalibrr platform if they’re using it on the desktop. With this method, you’ll be sure that your message gets to your candidate every time.

3. Everything on one platform

Today, there are a handful of companies that have been utilizing a new and efficient system in their hiring strategy. They use recruitment platforms such as LinkedIn and Kalibrr who have integrated an instant messaging tool into their product. So now, users of those platforms or the employers can easily source, select, and engage with their candidates all in one place.

The advantage of being able to do everything on one platform resulted in greater engagement and increase the ability to attract top talent.

We are living in a world where most of the population is comprised of millennials. And millennials want everything instant and sad to say, that’s including searching for jobs and connecting with potential employers. It’s time for recruiters to go where these talents are and adapt to a system where they can engage with their candidates.

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

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 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. 

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

5 Helpful Tips on How to Write an Effective Job Description

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

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

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

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

1. Give specifics.

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

2. Give some idea of the company culture.

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

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

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

4. Keep job descriptions current.

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

5. Sell the opportunity

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

For more business and recruiter advice, follow us on Facebook.

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

What to Look for in a Great Web Developer

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

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

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

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


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


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

Download our FREE PDF to get the complete list.

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5 Things to Look for When Hiring a Digital Marketing Specialist

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

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

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


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

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

Download the FREE PDF for the complete set of qualities.

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6 Qualities to Look for When Hiring a Content Marketing Strategist

They say content is king.

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

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

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

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

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

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

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

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

Step 1: Tell them your concern.

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

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

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

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

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

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

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

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

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

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

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

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The Leadership Qualities to Look for When Hiring a Manager

Managers have the power to make or break their organizations. Great leaders or managers have the potential to encourage their employees to reach their full potential and achieve organizational goals. Others, however, are not as great with the role and may come out ineffective or incompetent.

According to a recent article by the Society for Industrial and Organizational Psychology (SIOP), nearly every industry across the country is suffering from a leadership crisis, and hiring managers are doing very little to improve the situation.

“People rarely get appointed to senior positions based on their talent for leadership. They reach their job level as a result of internal politics. But if the wrong people are in charge, it can be disastrous for the employees and the organization,” Robert Hogan, president of a personality test provider Hogan Assessment Systems, told SIOP.

Wall Street Journal, also mentioned that nearly half of employees who leave jobs do so because of their managers or the company’s management. Since you don’t want to lose your best employees, it’s critical that you do everything you can to ensure you fill managerial positions with the right people in the first place.

As you go about your search for a new manager, keep in mind that great ones usually possess these 10 leadership qualities.

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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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The 3 Best Insider Tips From a Time-Management Master

Time management master Laura Vanderkam has written several books, including the best-seller 168 Hours, on how even the most in-demand leaders maintain incredible productivity. Both she and I agree that the most precious resource you have isn’t money, but time.

Here are three master tips she shared for a strong time management system:

1. Write down how you spend your time

Create a time journal, not unlike people concerned with their eating habits create a food journal. How can you maximize your time if you aren’t sure how you’re really spending it?

Vanderkam admitted that she thought she worked 60 hours a week but, after keeping a time journal for several months, realized it was closer to 40 hours a week. By keeping a journal, you can squeeze out the inefficiencies and better understand why you may not feel as productive as you think you should be.

2. Do a (time) portfolio review

Do a portfolio review of how you spend your time, just like you would for stock performance. In this case, however, you are looking at the allocation of your time assets. Are you spending 10 percent of your time sending and tracking invoicing? Then we’re talking five to six weeks out of every year.

Vanderkam found that virtual assistants, interns, and smart software can help immensely – and the financial outlay pales compared to the time you save. How else could you be growing your business with the proverbial 10 percent of your year you’d get back?

3. Done is better than perfect

The ultimate time suck is perfection. Spending too much time perfecting a product or service not only can hurt your business, but it can create an opportunity cost for the other great, new things you could be working on (the brilliant, conflicted artist Kanye West is a perfect example).

Vanderkam highly recommends this: “Let it go. Done is better than perfect.” Think about the last time you spent an inordinate amount of time for an incremental improvement on a completed project. Now imagine all the other things you could have been doing with that time. At a certain point, spending more time on something will provide significantly diminished returns. Being honest about when you reach that point is perhaps the toughest, most important skill in great time management.

This article was originally written by Damon Brown. He co-founded the Apple Top 10 app Cuddlr, jump-starting the platonic connection industry. A TED speaker. His latest book is The Bite-Sized Entrepreneur: 21 Ways to Ignite Your Passion & Pursue Your Side Hustle@browndamon

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Tony Robbins: The 3 Questions to Ask Before Hiring Someone

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

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

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Kalibrr talks about technology and social media at 30th ECOP meeting

As Philippine economy continues to grow and becomes more competitive, are companies and businesses poised to keep up with the latest trends in talent acquisition and retention?

This was the key issue at the 30th General Meeting of the Employers Confederation of the Philippines (ECOP) held last July 20 at the Henry Sy Auditorium at St. Luke’s Medical Center – Global City. Attended by CEOs, executives, and HR Managers of top organizations in the Philippines, the membership meeting focused on the current profile of the Filipino working population and several strategies in attracting and retaining talent.

Kalibrr’s very own co-founder and CEO Paul Rivera shared knowledge on how the technology wave and the startup scene in the country are defining how Filipino talents choose and apply for jobs.

In his talk, Paul mentioned that Filipino talents today care about a company’s vision and purpose – something that startup companies use to brand themselves. He suggested that for other companies to keep up, they must learn to blend human resource (HR) practices with sales and marketing strategies in order to attract the best talent.

“Recruiting is the selling and marketing of careers. Recruiters are very good at screening but don’t do a good job at selling the opportunity, “ he said.

To do this, Paul recommended that companies own and establish their brand pages. This means leveraging on touch points like Facebook, LinkedIn, and the company career page to establish themselves as a brand.

Moreover, companies must also ensure that the application process is fast and has minimal friction in order to sustain the engagement of their candidates and provide an overall good experience.

“Jobseekers prefer to apply to responsive employers and recruiters. If X company has a slow application process, they begin to tell their friends and say maybe ‘don’t apply to this ‘cause no one ever gets back to you,” he remarked.

Also, given the traffic situation in the country, Paul suggested that companies today must allow flexibility in terms of work hours and locations for employees to remain productive and able to provide high quality work.

Other speakers in the session were of Eric Riego de Dios, HR Director of Baker McKenzie, and Grace Sorongon, Senior Vice President and Managing Director of John Clements Consultants, Inc.

The Employers Confederation of the Philippines (ECOP) is an organization with the goal of consolidating and articulating the employer’s voice and interest in matters relating to labor, employment, industrial relations, and socio-economic development.  For more information, email hrmbsinc.bdd@gmail.com.

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

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