Do’s and Don’ts in Philippine Recruitment 2017

Written by Anne Silva, Career Quaintrelle @ Phil.Exeq March 2, 2017

Do’s and Don’ts in Philippine Recruitment 2017

2017 embarks another year full of opportunities and challenges for HR professionals in the Philippines and around the globe. Though the field of recruitment has gone through a lot of ups and downs in the past recent years, it also has continued to advance alongside with new technological tools which make the process more efficient despite its challenging environment.

With its ever-changing nature, it is only important to know which approach and techniques to follow and which one should we ditch out each year to ensure that we get the right talent that fits the job perfectly. In this post, we will discuss the ways you can improve you recruitment endeavors this 2017.


  1. Take advantage of Social Media

The term “job hunters” has been popular for decades now, but that is rapidly changing, largely due to the increasing proliferation of social media in recruitment nowadays. Many companies are shifting from the traditional method of hiring- where candidates would approach the company first-  to a more proactive method which is the exact opposite of the former.

With social networking sites like LinkedIn and Facebook, finding the right candidates are now easier and more time and cost-efficient. With an estimated 48.7 million social network users, it can be said that finding the perfect candidate in the Philippines has never been easier and faster, all thanks to social media.

  1. Consider Referrals from Internal Employees

One of the challenges that contributes to the oversaturation of the Philippine job market is the numerous job cuts and hiring freezes in the past recent years. In HR perspective, the challenge is to hire highly-qualified individuals equipped with the right skill set so as to maximize their recruitment budget.

To further streamline the recruitment process, consider the referrals from the people inside your organization to help you pick the right candidate. Ask your top performing employees to refer former colleagues and friends instead of taking a chance from a relatively unknown candidate. This reduces the risk of “bad hire”, allowing you to save more money and time in the long run.

  1. Get Help from Recruitment Firms

One of the surefire, cost-effective ways to find the right talent nowadays is through partnering with recruitment agencies. For decades, recruitment agencies have established themselves to be the place to go whenever there is an urgent need for talents, regardless if it’s an entry-level job or for an executive position.

With their vast knowledge of job market, recruitment firms can effectively bridge highly-qualified individuals to your organization- all while ensuring that they are a perfect fit with the goals and culture of your business.

  1. Ensure Follow-ups

Getting feedback from employee performance is an effective way to assess and examine their overall experience while working for your organization. Knowing its effectiveness, you can also implement the same procedure to assess the candidate experience.

Through email or phone call, you can ask them about their stance on how the interview process went for them. In doing so, you can identify if there are some lapses in the hiring process allowing you to make adjustments if necessary.

  1. Monitor Your ROI

As a recruiter, it is not only your job to hire the right candidate for a job; you are also tasked to measure the effectiveness of your efforts, and if the new hires do really bring benefits to your company or not after they got the position. Use the metric tools available out there to measure everything from the number of hires to expenses, quality of hire, and everything in between.

Instead of guessing numbers, these tools provide you with accurate data and gives you a holistic view of all your recruiting efforts- allowing you to see if those recruits are really worth your time and resources.

  1. Hire Slow, Fire Fast

Many HR professionals are pressured to fill in vacant job positions of their company within a specified time frame. More often than not, this results to quick hiring and unfortunately, bad hires. Without a strategic and detailed hiring process, the investment you make to get qualified talents will only go to waste.

As the adage goes “act slowly but surely”, slow hiring process may even bring more benefits to your company. Thorough and meticulous hiring process ensures that select the right talent which not only has the required skill set but is also well-aligned with your organization’s goals, objectives, and culture.

About firing fast, Filipinos are generally kind-hearted people, which is it seems impossible and irrational for them to terminate people immediately after they got hired. Before you think of retaining a bad hire, consider how this will affect the productivity of the team, and ultimately, of the organization in the long run.


  1. Ignore the Power of Visual Imagery

With the advent of mobile and social media in recruitment field, recruiters have gone from just simply posting simple articles and blogs to posting attention-grabbing photos and even videos and GIFs. Doing this not only make your brand stand out from other companies but also makes your brand more “fresh” and “interesting”. It also allows you to showcase your company’s culture which is another way to attract potential candidates to your company.

  1. Assume all the Responsibility

Sometimes, even the most passionate, determined and committed professionals are not enough to succeed in an intensive field like recruitment. With a lot of pressure here and there, it can be hard not to feel like the future of the company is in your hands. But again, there are the tools and resources that can help ease the pressure, and maybe even consider partnering with recruitment firms to help you with any big hiring projects.

  1. Take Video Interviews Too Lightly

In a research conducted in late 2012, of over 500 companies with 20 or more staff, it was revealed that 63% of surveyed hiring managers said they were now often conducting interviews via video. Its popularity continues to grow as more tech-savvy Millenials enter the job market in the years to come.

According to the April 2016 Labor Force Survey, there were over 43.3 million Filipinos aged 15 years and above who were part of the labor force, 46.3% of which were Filipino millennials aged 15-34. That said, with “always on the go” attitude of millennials, video interviews are a sure way to attract this talented workforce sector these days.

Furthermore, video interviews also result to a more efficient hiring process. By recording and re-watching interviews, you can easily replay key moments of the interview, allowing you to make more sound decision.

  1. Forget to Ask Help from Existing Employees

One of the ways to appreciate your top performing employees is to showcase their effort and value to the aspiring candidates. During the hiring process, you can present them as an example of ideal employees your organization would love to have on its roster. You can even try allowing the candidates to ask your employees questions and make them part of the hiring process.

  1. Administer Long and Standard Tests Like IQ tests and SRAs During Recruitment Process

Administering long and tedious pre-employment exams like IQ tests and SRAs has been a practice for so many decades by most HRs around the world. However, there is a long fiasco surrounding these tests and their effectiveness in gauging the actual hiring process.

According to a 2014 report from Harvard Business Review, personality tests like Four Quadrant (4-Q), though highly insightful and inexpensive have “some severe shortcomings when used in high-stakes applications such as hiring.”

Because this type of test tends to be highly transparent, it allows the test-taker to manipulate the results in a way that “they feel will be viewed favorably” by the hiring manager. The results of this exam also tend to change over time as the individual’s nature changes.

Another issue about pre-employment testing is its lack of “face validity”. According to Erica Klein Ph.D., author of the book Employment Tests: Get The Edge, many of the questions included in most pre-employment tests lack “face validity”- that is they fail to measure what it is actually measuring.

For instance, most pre-employment exams often ask about how you should act at parties, your personal life, and whether you take two stairs at a time- all of which does not appear to be related to the work.

Though these tests can be a good basis for predicting job performance, this type of questions will only frustrate and confuse the test takers, which can result in mistrust between the test takers and employers.

The recruiting landscape is rapidly changing, and so are the techniques and approaches. Following these simple tips now can certainly help you find the best Filipino talent you can have today.

Is your organization struggling to manage all its recruitment process? Then it’s time to partner with a recruitment firm that goes #beyondrecruitment! Call us today at +63917 551 1245 or +632 535 4354, or send us an email at