5 Reasons Why You Should Hire Filipino Employees For Your Business

Are you looking for talented and reliable workers for your business? If so, you might want to consider hiring Filipino employees. The Philippines is one of the most popular destinations for outsourcing and offshoring services, and for good reasons. Here are some of the benefits of hire Filipino employees over other nationalities.

1. Filipinos are highly trainable and fast learners

Filipinos value education and are eager to learn new skills and technologies. They can adapt quickly to different work environments and cultures and are willing to take on challenges and responsibilities. According to a report by the World Economic Forum, the Philippines ranks 52nd out of 141 countries in terms of human capital, which measures the knowledge and skills of the workforce.

2. Filipinos are multi-talented

It’s amazing how Filipinos are skilled and talented in not just one thing. They can be creative, artistic, technical, analytical, or anything in between. They can also handle multiple tasks at once and switch between different roles with ease. Whether you need a web developer, a graphic designer, a writer, a customer service representative, or a virtual assistant, you can find a Filipino worker who can do it all.

3. Filipinos have excellent communication skills

Filipinos are known to be proficient in English, which is widely used as a medium of instruction and business in the country. They also have a neutral accent that makes them easy to understand by native and non-native speakers alike. Moreover, Filipinos are friendly, courteous, and respectful when communicating with clients and customers. They know how to build rapport and trust with their interlocutors.

Hire Filipino Employees

4. Filipinos are analytical thinkers

Filipinos are not just good at following instructions; they can also think critically and creatively to solve problems and improve processes. They have a keen eye for details and quality, and they can spot errors and inconsistencies that others might miss. They also have a strong sense of initiative and innovation, which means they can suggest new ideas and solutions that can benefit your business.

5. Filipinos are very productive

Filipinos are hard-working and dedicated to their jobs. They are willing to go the extra mile to meet deadlines and exceed expectations. They also have a high level of resilience and optimism, which helps them cope with stress and challenges. Furthermore, Filipinos are loyal and committed to their employers. They value long-term relationships and rarely switch jobs unless there is a compelling reason.

These are just some of the advantages of hiring Filipino workers for your business. If you want to tap into this pool of talent and potential, you can contact Clark International Recruitment Corporation(CIRC), one of the best recruitment agencies in the Philippines that can help you find qualified candidates for your needs.

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5 absurd business ideas that everyone thinks would never work, but in fact totally could

In the world of business, it’s often the most unexpected ideas that end up being the most successful. After all, some of the world’s most innovative and lucrative companies began as seemingly “absurd” ideas that no one thought would work. With that in mind, let’s take a look at 5 absurd business ideas that everyone thinks would never work, but in fact, totally could.

5 absurd business ideas
  1. Rent-a-Chicken

When you first hear the phrase “rent-a-chicken,” it might sound like a joke. But in fact, this business idea has been gaining traction in recent years. The basic concept is simple: customers can rent a pair of chickens for a few months at a time, providing them with fresh eggs and the experience of caring for their own backyard flock without the long-term commitment.

This idea might seem absurd at first, but there are actually several factors that make it a viable business model. For one thing, there’s a growing interest in sustainable living and backyard farming, and many people are looking for ways to reduce their reliance on grocery-store eggs. Additionally, renting chickens can be a great way for people to test out the idea of backyard chicken-keeping without making a long-term commitment or investing a lot of money up front.

  1. Pet Furniture Rental

Another idea that might sound ridiculous at first is the concept of renting furniture for your pets. After all, why would anyone pay money to rent a tiny couch or bed for their furry friend when they could just buy one outright?

But when you think about it, there are several reasons why this could be a successful business idea. For one thing, pet furniture can be expensive, and not everyone wants to invest a lot of money in something that their pet may or may not use. Additionally, many pet owners enjoy spoiling their furry friends with new toys and accessories, and renting pet furniture could be a way for them to indulge in that without breaking the bank.

  1. Professional Cuddling

The idea of paying someone to cuddle with you might seem bizarre, but in fact, there are already businesses out there that offer professional cuddling services. These businesses typically employ trained “cuddlers” who provide clients with platonic snuggles and companionship in a safe and welcoming environment.

While some people might scoff at the idea of paying for cuddles, there are actually several reasons why this could be a successful business model. For one thing, there are many people who suffer from loneliness or lack of physical touch, and professional cuddling can be a way for them to fulfill that need in a safe and non-judgmental setting. Additionally, some people simply enjoy the therapeutic benefits of human touch, and professional cuddling can provide that without any sexual expectations or pressures.

5 absurd business ideas

4. Edible Cutlery

If someone told you that they were launching a business that sold edible cutlery, you might think they were joking. But in fact, this idea has already taken off in some parts of the world, and for good reason.

The basic concept is simple: instead of using disposable plastic utensils that contribute to environmental waste, customers can use edible spoons, forks, and knives made from ingredients like rice, wheat, and corn. Not only are these utensils biodegradable and eco-friendly, but they also add an interesting twist to the dining experience.

While edible cutlery might sound like a niche product, there are several reasons why it could be a successful business idea. For one thing, there’s a growing interest in eco-friendly products and sustainable living, and edible cutlery fits perfectly into that trend. Additionally, the novelty factor of using edible utensils could be a draw for consumers looking for a unique and memorable dining experience.

5. Virtual Personal Styling

Personal styling might seem like a service that requires an in-person consultation, but in fact, it’s entirely possible to offer virtual personal styling services. The basic idea is to provide customers with a personalized styling experience through video calls, email consultations, and other online communication channels.

At first glance, this might seem like an absurd idea – after all, how can someone accurately assess a customer’s style and preferences without being in the same room as them? However, with advances in technology and communication tools, virtual personal styling is becoming more and more feasible.

There are several advantages to this business model. For one thing, virtual personal styling can be more convenient for customers who live in remote areas or have busy schedules. Additionally, it can be more cost-effective for the business, as they don’t need to maintain a physical storefront or office space.

In conclusion, while these business ideas might seem absurd or far-fetched at first glance, there are several reasons why they could be successful. From eco-friendly utensils to virtual personal styling and mobile car washes, these unconventional business models offer a unique and innovative approach to traditional industries.

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The Great Resignation is now Conscious Quitting

The year 2021 saw a massive wave of employees quitting their jobs at record rates, a phenomenon dubbed as “The Great Resignation” by Texas A&M University professor Anthony Klotz. According to the US Bureau of Labor Statistics, 47.8 million people voluntarily left their jobs in 2021, the highest number since 2000. And the trend is not over yet. One in five workers plans to quit their jobs in 2022, according to one of the largest surveys of the global workforce by Microsoft.

But what is driving this unprecedented exodus of workers? And what does it mean for employers and employees alike?

One of the main reasons behind The Great Resignation is pandemic, which disrupted the way we work and live. The pandemic forced many people to work from home, rethink their priorities, and reassess their career goals. Many workers realized that they were unhappy with their current jobs, felt burned out, or wanted more flexibility and autonomy. Some also faced health issues, family responsibilities, or financial challenges that made them reconsider their employment options.

Another reason behind The Great Resignation is the rise of “conscious quitting”, a term that describes employees leaving their current workplace for companies that better align with their environmental and social values. Conscious quitters are not just looking for higher salaries or better benefits, but also for more fulfillment and purpose in their work. They want to work for organizations that share their vision of creating a positive impact on the world, whether it is through sustainability, diversity, inclusion, or social justice.

Conscious quitting is especially prevalent among younger generations, such as millennials and Gen Z, who are more aware of and concerned about global issues. According to a survey by NetPositive Employee Barometer of 4000 workers in the UK and US, two out of three employees say their employers simply aren’t doing enough to improve the world. And more than half say they would quit their job if they found out their employer was harming the environment or society.

So what can employers do to retain and attract conscious quitters? And what can employees do to find meaningful work that matches their values?

For employers, it is crucial to communicate and demonstrate their company values clearly and consistently. This means not only having a mission statement or a code of ethics, but also taking concrete actions to back them up. For example, by reducing their carbon footprint, supporting social causes, promoting diversity and inclusion, or investing in employee well-being. Employers should also engage with their employees regularly, solicit feedback, and recognize their contributions. By creating a culture of trust, respect, and purpose, employers can foster loyalty and satisfaction among their workers.

For employees who are considering conscious quitting or have already done so, it is important to do some self-reflection and research before making a career move. This means identifying your core values, passions, skills, and goals. What kind of work do you enjoy doing? What kind of impact do you want to make? What kind of environment do you thrive in? Then you can look for opportunities that match your criteria. You can use online platforms such as LinkedIn or Glassdoor to find out more about potential employers’ values, culture, reviews, and ratings. You can also network with people who work in your desired field or industry and ask them for advice or referrals.

Conscious quitting is not just a trend but a movement that reflects a shift in how we view work and life. It is a way of expressing our optimism and agency in creating a better future for ourselves and others. By being conscious quitters or conscious employers we can make work more meaningful and rewarding for everyone.

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Forty-six Percent of HR Leaders Report HR Technology is the Top Priority

The COVID-19 pandemic has accelerated the adoption of hybrid work, which allows employees to work both remotely and in the office. With this trend becoming a permanent fixture in many organizations, experts predict that hr technology will play an increasingly important role in supporting hybrid work. This article will discuss the technology that will support hybrid work in 2023 and the challenges that come with it.

HR Technology

Overcoming Proximity Bias with Productivity Tracking

One of the challenges that organizations will face in hybrid work is proximity bias. This is the tendency for managers to favor employees who are physically present in the office over those who work remotely. To overcome this, organizations will need to focus on managing by results rather than physical presence. This means that managers will need to focus on measuring the productivity of employees rather than their physical location.

Productivity tracking will play a key role in this. Organizations will need to track the productivity of both remote and in-office workers to ensure that they are performing at the same level. Benchmarking tools and new methods for tracking productivity and performance of hybrid workers will become increasingly important. These tools will collect numerous data points, from measuring employee sentiment to tracking the number of employees using office spaces or training tools.

However, organizations need to be careful not to erode worker trust by excessive employee tracking. HR leaders should prioritize more meaningful metrics, including the quality and quantity of employee output. Additionally, organizations will need to train managers to manage by results rather than physical presence. This will require a shift in mindset for many managers who are used to managing employees based on their physical presence.

The Rise of AI in HR

As organizations seek to do more with less in 2023, the use of AI will grow to include recruiting, identifying skills gaps in the workforce, analyzing engagement survey data, and answering employees’ frequently asked questions. Using AI to analyze worker data beyond traditional demographic and performance metrics will be key. More HR departments now view their workforce data as a strategic asset to help guide key business and talent decisions in areas such as upskilling, scheduling, staffing, and more.

Companies will also begin to find real-world applications for “generative AI,” like ChatGPT from OpenAI. This tool not only acts as a search engine but can perform complex tasks like writing essays or computer code. However, the use of AI in HR will also come under regulatory and legislative scrutiny in the coming year. For example, a New York City law will go into effect in April 2023 that requires employers in that city to conduct an independent audit of AI tools they use for employment decisions.

Recruiting in the Hybrid Work Era

Recruiting will also see significant changes in 2023. With recent labor shortages and the need to improve long-term employee development and retention, improving top-of-the-funnel recruiting processes will be a top priority for HR and talent acquisition leaders. Programmatic job advertising that can strategically deliver ads to the right prospective candidates will be valuable in 2023. This will be important as the economy faces uncertainty, and employers must maximize the efficiency of their job advertisement budgets.

Recruiting leaders will also benefit from more strategic use of video in 2023. Authentic, employee-generated videos result in the most engagement from candidates. Recruiting teams should use videos in job ads, on a career site, in candidate emails, and throughout the hiring process. The videos should communicate the organization’s values, tell the employees’ stories, introduce candidates to the leadership team, and explain the hiring process.

Creating an engaging candidate experience will be critical in 2023. Whether we enter a recession or not, top candidates will always have choices and opportunities. Every recruiting leader should apply for a job on their career site via a mobile device to experience it from

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Samsung Electronics promotions are so secretive that even neighboring colleagues don’t know

Samsung Electronics, one of the largest technology companies in the world, recently announced promotions for its managerial staff on the 28th of last month. However, despite the announcement being made, employees have reportedly not been informed of who among their colleagues was promoted and who was not. This is because Samsung has changed its policy in recent years to inform employees of promotions through individual notification rather than posting the promotion lists on the company intranet, as they had done in the past.

Samsung adopted this new policy to create a more equal and horizontal work environment among employees, following its initiative to unify employee titles with the honorific “nim,” meaning “professional,” in 2017. However, the change has also created a new problem. Without a company-wide announcement, employees are left in the dark about who among their colleagues was promoted, creating an environment of uncertainty and speculation.

One employee in their 30s said, “I was promoted early, and I feel like people around me are curious, but I don’t talk about it because I’m afraid of appearing boastful when my senior colleagues and peers don’t even know if they were promoted or not.”

The reason for Samsung’s new policy is to prevent employees from feeling demotivated or uncomfortable with the announcement of early promotions. In the past, employees who were promoted early would have to buy meals or drinks for their colleagues to celebrate their success, and this led to an unhealthy work environment where employees were either pressured to spend money or excluded from the celebration. To address this issue, Samsung abolished the mandatory “standard length of service” in November 2021, and as a result, many employees were promoted early, which led to the company’s decision to change its promotion notification policy.

Reactions to the new policy among Samsung employees are mixed. Some say that they like not having to worry about office politics or being judged based on their promotion status, while others express frustration over the lack of transparency and the need to know who was promoted to make informed decisions in their work.

As time passes, the company culture is changing due to the new policy. The traditional “promotion meal,” where the promoted employee would treat their colleagues to a meal, is no longer mandatory, and the congratulatory dinner that used to be held in early March has disappeared, causing nearby restaurants to feel the economic impact.

In conclusion, Samsung’s decision to inform employees of promotions through individual notification rather than publicly posting promotion lists has its pros and cons. On the one hand, it creates a more equal work environment and reduces pressure on promoted employees to buy meals or drinks for their colleagues. On the other hand, it creates a lack of transparency that can lead to confusion and speculation among employees. As with any policy change, it takes time to adapt, and Samsung will have to carefully monitor its impact on employee morale and productivity going forward.

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[2023 HR Trend] The Future Of Work Is Flexibility For All Employees

Flexibility has become a key buzzword in today’s working culture, and for good reason. It is the ability to choose one’s work schedule, and it is no longer just about working remotely. It can mean working fewer days a week, while working longer hours each day. The concept of flexibility has been embraced by many companies and has become increasingly important to employees, especially as they look to achieve better work-life balance.

The 2023 Future of Working and Learning Report, conducted by Executive Networks Global Research, surveyed 1,301 workers and found that more knowledge workers and frontline workers preferred flexibility in when work gets done over flexibility in where work happens. This means that while working remotely is still an option, it is not the top priority for workers. Instead, they want the flexibility to choose when they work.

For knowledge workers, working asynchronously is a key aspect of flexibility. This means that employers need to create a culture that respects work-life boundaries, trusts workers to do their jobs outside of the traditional 9-5 workday, and sets guardrails on where live synchronous work can take place. This allows workers to have more control over their schedules and achieve a better work-life balance.

Frontline workers also desire work flexibility. Companies like Chick-Fil-A have introduced work schedules that allow workers to work 13-14 hours on three consecutive days with full-time pay, resulting in increased employee retention. This type of flexibility allows frontline workers to balance their work and personal lives more effectively.

Work flexibility is not just a benefit in a tight labor market. It is something that all workers desire, and it is important for employers to provide it. The question is, what new work rhythms can we create that will allow for flexibility for all workers?

One solution is to implement a results-only work environment (ROWE). A ROWE is a work environment where employees are not required to be in the office during specific hours, but are instead evaluated on their results. This allows employees to have more control over their schedules and work when they are most productive.

Another solution is to implement a compressed workweek. This means that employees work longer hours for fewer days per week. For example, instead of working five 8-hour days, employees could work four 10-hour days. This allows employees to have a longer weekend and more time to focus on personal commitments.

Flexibility in work schedules is essential for today’s workers. It allows them to balance work and personal commitments more effectively and achieve a better work-life balance. Employers need to recognize the importance of flexibility and create work environments that allow for it. This includes creating a culture that respects work-life boundaries, trusts workers to do their jobs outside of traditional work hours, and implementing work rhythms that allow for flexibility for all workers. By doing so, employers will not only attract top talent but will also improve employee retention and create a more productive workforce.

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[2023 HR Trend] Skills-Based Hiring Is On The Rise Rather Than Degrees

Recent research conducted by Remote has revealed that skills-based hiring has experienced a significant increase of 63% in the past year as employers increasingly value experience over academic qualifications. This shift towards skills-based hiring is a welcome development that helps to remove career and salary barriers for over two-thirds of adults in the United States who do not hold a bachelor’s degree.

For employers, skills-based hiring not only broadens the talent pool but also increases the speed of hiring and promotes greater diversity of thought in the workforce. Furthermore, it helps to address the skills gap that exists in many industries, particularly those in the technology sector, where demand for specific skills often outstrips supply.

This shift towards skills-based hiring is accelerating as an increasing number of professions, including those in computer support and software engineering, do not require a degree to perform their roles. A study by the Burning Glass Institute, which analyzed millions of online job listings, found that the number of jobs requiring a college degree dropped from 51% in 2017 to 44% in 2021.

One of the main reasons for this shift towards skills-based hiring is the recognition that academic qualifications do not necessarily equate to job readiness or competence. Many employers are realizing that experience and specific skills are often more valuable than a degree in certain industries. Moreover, a degree can be a significant financial burden for many people, particularly those from marginalized communities. By prioritizing skills over academic qualifications, employers can broaden their talent pool and promote greater diversity and inclusivity in their workforce.

In 2023, skills are set to emerge as the currency of the labor market. This means that skills-based hiring will continue to gain momentum, with employers placing a greater emphasis on identifying and nurturing specific skills that are in high demand. This is good news for job seekers who may not have a degree but have the skills and experience needed to excel in their chosen field.

To support this shift towards skills-based hiring, employers must adapt their recruitment processes to focus on assessing candidates’ skills rather than just their academic qualifications. This may involve using skills-based assessments, interviewing techniques, and performance-based evaluations to determine a candidate’s suitability for a role. Employers can also invest in upskilling and reskilling programs to help existing employees develop the skills they need to progress within the organization.

In conclusion, the shift towards skills-based hiring is a positive development that benefits both employers and job seekers. By broadening the talent pool and promoting diversity and inclusivity in the workforce, employers can gain a competitive advantage in the labor market. As skills become increasingly valued, employers must adapt their recruitment processes to focus on assessing candidates’ skills rather than just their academic qualifications. This will enable them to identify the best candidates for their roles and support the development of their existing employees.

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[2023 HR Trend] Employee and workplace well-being

Workplace stress is a growing concern that has significant impacts on employees’ mental and physical well-being, as well as their relationships with friends, family, and colleagues. According to a recent report by the Surgeon General on Mental Health and Well-being, 81% of workers are actively seeking workplaces that prioritize mental health.

Delta Air Lines is one company that is taking a proactive approach to addressing employee well-being. Under the leadership of CEO Ed Bastian, Delta has appointed Dr. Henry Ting as its first Chief Health and Well-being Officer, with a focus on addressing the whole person rather than just the individual worker.

As part of Delta’s people strategy, Dr. Ting, along with Dr. Nilay Shah and Dr. Shaheen Kurani, partnered with FLORENS to launch the Flourishing Index Survey in 2022. The survey received responses from nearly 24,000 Delta employees from around the world, with an additional 250 qualitative interviews conducted to identify opportunities for well-being interventions.

Delta’s well-being interventions include expanding mental health treatment by offering employees and their household members twelve free counseling sessions per year, an increase from seven. Delta is also piloting a healthier food footprint by incorporating more affordable and nutritious food options in their cafeterias and break rooms. Finally, the company is offering new financial education programs that incentivize employees to work with coaches to improve their personal finance skills, such as budgeting, credit management, and savings.

According to Dr. Shah, Delta’s efforts to embed well-being into its culture are the first steps towards creating an environment where employees can thrive in all areas of their lives, including work, home, and community. As companies recognize the importance of supporting employee well-being, initiatives like Delta’s can serve as examples of how businesses can prioritize their workers’ health and happiness.

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