7 Deadly Sins of Filipino Recruiters: Why This Happens and How to Avoid It
Written by Anne Silva, Career Quaintrelle @ Phil.Exeq April 26, 2017
As the saying goes, “mistakes are always bound to happen”– and this is especially true in the recruitment world.
In the Philippines, where every company is competing with others – not only in terms of products and service but also in the quality of the workforce – it can be very easy for recruiters to commit mistakes that will not only compromise the quality of their hire, but also the competitiveness of their company.
In this article, we will discuss the seven most dangerous mistakes that Filipino recruiters commit whether knowingly or otherwise. Knowing what these “deadly sins” are will allow you to avoid making the same mistakes and will help you become a more effective recruiter.
1. Failing to Emphasize the Important Details
First is failing to highlight the crucial details that job seekers would need when applying for jobs. Though job responsibilities, schedule, and compensation can immediately get the attention of potential applicants, it is advisable that you also put emphasis on the career growth opportunities once they are hired.
A lot of Filipino workers today not focus on the compensation alone; they also want to know if they can grow professionally and personally in the company. Aside from career growth, another important factor that Filipino recruiters fail to discuss is the work environment.
One of the strongest factors that can affect their job satisfaction is company culture, so pointing this out clearly and highlighting how it could be beneficial is important.
2. Not Being Specific in Job Description
Perhaps the biggest reason why most Filipino recruiters receive a lot of I’m-backing-out emails from the applicants is because they do not define the job description clearly and specifically. Vague job descriptions often create misguided expectations which result to dissatisfaction and eventual resignation from work.
To avoid this mistake, create a specific job description tailor fitted for the target candidates. When a potential candidate knows exactly what to expect from their job and the company that they will be working for, they will be more productive and satisfied with their job, and the business will avoid the risk of early resignations.
3. Failing to Look Beyond CVs
More often than not, an average Filipino recruiter spends too much time munching the information on the resumes to assess their candidates. This not only wastes time, but is also ineffective in terms of finding the right candidate that truly possesses the qualities needed for the job.
Instead, what you need to do is to make a checklist of all the qualities and skills they have and cross-reference this to the requirements of the role you are looking to fill. This will not only help you save time and effort but also avoid distractions that will push you away further from your objectives.
4. Sidestepping Phone Interviews
In today’s digital age, it is an enormous mistake not to take advantage of every available technology you have at hand, especially as simple and ubiquitous as telephones. Unfortunately, many Filipino recruiters fail to recognize the value of phone interviews in ensuring the quality of their hires.
While many would not consider phone interviews as an effective recruitment tool, it is actually quite useful during the screening stage of the recruitment process. It is a fast and cheap way to figure out if the applicants are truly as good as they are on their resumes and really have the potential even without conducting a face-to-face meeting. Doing so will allow you to streamline your screening process and filter out the candidates who are not qualified for the job.
5. Underestimating the Value of References
While it has been a rule for job seekers to put references on their resumes, not all recruiters make an effort to engage with candidates’ references. Some recruiters choose to give quick phone calls that are not good enough. When done right, an interview with the candidate’s references can provide valuable information which can lessen the risk of a bad hire.
To fully maximize the candidate’s references, consider conducting a full interview with them, asking relevant questions such as:
- What is your relationship with the candidate?
- Can you verify the candidate’s previous job title, date of employment and work duties?
- Can you describe the candidate’s work performance?
- What are the candidate’s strengths and weaknesses?
- How was your experience working with the candidate?
- Would you rehire this candidate if you would be given the chance?
- Is there anything else I should know about this candidate?
6. Not Engaging with the Potential Candidates
Most Filipino recruiters think that because there are a lot of unemployed people in the country, they can easily attract the viable and qualified candidates for the job. What they don’t understand is that it takes more than a simple job ad to get the attention of a job seeker, especially if the job you are looking to fill needs a specialized skill set or years of experience.
According to statistics, about 90% of Philippines’ population is under 50 years old. Not far from now, most of the talents here in the Philippines would be substantially different than its predecessors. These people have very different priorities, different skill sets, and different media for communicating. As a recruiter, it is your job to understand these differences so you can engage with today’s workforce more effectively – whether they are actively looking for a job or waiting to be approached by companies.
7. Ignoring the Importance of Strategic Talent Acquisition
Possibly one of the biggest mistakes that many Filipino recruiters commit is failing to recognize the importance of having a talent acquisition strategy. Most noticeable in small- and medium-scale businesses, a lot of employers often mix up the concept of recruitment and strategic talent acquisition, which then result in problems in filling up some of the important job roles across the organization and untapped potentials of the employees.
Compared to recruitment, which only solves the immediate talent needs of the company, strategic talent acquisition takes into account the long-term talent requirements of the business. It focuses on creating a better relationship with potential candidates as well as with the current employees to build a sustainable pool of talent for the organization.
If your business doesn’t have the knowledge or time to execute a strategic talent acquisition, then partnering with a talent acquisition firm is a must for you. With their expertise, you will be able to find the perfect candidates suitable for the job you’re looking to fill, and be able to avoid the risk of making all the mistakes stated above.
These are the seven deadly sins of Filipino recruiters that you should avoid when sourcing talent. Recruitment is a very crucial task, so make sure to never commit these mistakes so that all the resources you spend in the recruitment process will be maximized.
Phil.Exeq can help you with your recruitment needs in the Philippines. Call us now at +63917 551 1245 or +632 535 4354, or send us an email at email@example.com