recruitment firm philippines Archives

4 Ways Recruitment Firms in Manila Work Their Magic

While searching for a potential job is crucial and somehow painstaking for employees, the responsibilities of recruitment firms in Manila are not to be derogated. Sourcing suitable candidates for a job is never an easy task, especially for head hunters who have a reputation to uphold across different sectors. It takes time, effort and considerate judgement to hire a person that can fill a particular position for a company.

Here are four things recruitment agencies leverage on to boost their recruitment solutions:

Network Expansion

Head hunting agencies continuously expand their networks through lead generation, posting job openings on job advertisement platforms and other strategies. Aside from finding new talents and clients, these companies tend to keep resumes and contacts of some applicants for potential backfill positions and future vacant roles. So don’t be surprise when firms would call you in for a position that you did not apply for, it’s their way of utilizing their talent pool.

Social media and Mobile Recruiting

While personal references and connections have its perks, there’s no denying that the internet and
social media have reinvented the hiring and recruitment process. The increasing number of millennials
joining the workforce now largely factors in the success or failure of talent acquisition.

By 2030, it is estimated that millennials will make up 75% of the workforce. This is where social media recruiting comes into play. Sites like LinkedIn and JobStreet serve as an avenue for recruitment firms to maximize their hiring strategies. Head hunters are as visible as job seekers in social media and they are always active in tapping potential talents that they think can fit the bill for a particular company. Job fairs and such events are also a great way to expand a recruitment firm’s network. Figures show that about 90% of staffing agencies arrange free training for all of their employees and about 65% of those who went through the programs fostered new aptitude and improved on existing skills.

Content Marketing & Email Marketing

Recruitment firms continuously invest in content marketing to reach as much people and businesses as possible. They fill their websites and blogs with relevant content and share the contents on various platforms for higher search engine rankings. Some are even actively responding to people in forums, and try to creatively insert the links of their content in their conversations to get more web visits. They also use email marketing by sending newsletters and pitches to attract more applicants and potential partners.

Make their brand visible

Recruitment agencies continuously invest in brand reputation, especially now that companies are leaning towards outsourcing such firms instead of having an in-house talent acquisitions team. They make sure they are visible on social media and other highly populated channels. Sometimes, they even pay for ads, whether online or in traditional platforms. They also market themselves well to keep up with the competitive environment among its peers. They take necessary precautions and also conduct a thorough hiring process to protect their credibility.

Companies invest in people and these recruitment firms exist to make sure that these employers invest in the right people. At the same time, they also serve as guide for job seekers to know more about the industry and negotiate with their employer in terms of compensation.

3 Basic Questions About Recruitment Process Outsourcing

Nowadays, companies invest in Recruitment Process Outsourcing (RPO) because of the countless benefits it offers. Some of these benefits include reduced operational costs, faster turnaround time, and better screening of applicants. Learn more about RPO with us as we answer some of the common questions we receive about it.

What is Recruitment Process Outsourcing?

Recruitment Process Outsourcing enables a certain company or employer to outsource or transfer a part or the whole of its hiring methodology to an RPO provider – a recruitment firm or a headhunter. The scope of the outsourced work would always depend on the discussion and agreement between the two parties.

Types of RFO

RPO comes in three types: (1) Fully Outsourced Basis, (2) Hybrid Basis, and (3) Project Basis. For the first type, the employer outsources the entire recruitment process to the provider. As for hybrid basis, the employer has their in-house recruitment team, but they allow the RPO provider to manage certain parts of the recruitment process that they could no longer govern. Lastly, for the third type, as its name suggests, the employer outsources their recruitment processes for a specific timeframe only. Usually, the third type only caters to a specific recruitment need of the employer.

How Can I Choose the Right RPO Provider?

RPO providers or recruitment firms have different recruitment processes and strategies. Some headhunters specialize on the first few steps of the process such as searching for candidates, pre-screening and conducting interviews and exams. Meanwhile, other providers excel in fully outsourced RPO – from searching for applicants to on-boarding them. In this case, the first thing you have to determine is the scope of the recruitment process you are comfortable to outsource. Next factor to consider is your budget.

How much does it cost to avail RPO?

The cost of RPO depends on the predetermined rates of the RPO provider as well as the services that the client would avail. It’s better to directly inquire to the recruitment firm for precise pricing.

Will the Employer Have a Say on the Recruitment Process?

Here at Peoplehub, yes. In fact, before we start working for a specific client or employer, we ask about their specific recruitment preferences and requirements so we can tailor fit the recruitment methodology according to their timeline, values, and non-negotiable. At the same time, we also encourage them to give us feedback with how we work to give us more insight on how we can move forward with the process.

If you have more questions, please don’t hesitate to send us an e-mail. Thanks!

5 Ways Recruitment Firms Help Applicants

May 21, 2018
by Patricia Hisugan

Recruitment firms or headhunters are companies who serve as the middlemen between the employer and the job seekers. Companies hire them to outsource their recruitment needs to save time and resources.

Some applicants are hesitant to go through recruitment agencies when applying for a job because they thought the headhunter would get a cut from their salary or that the applicant would not be employed directly to the employer. But that is not the case since the recruitment firm’s ultimate goal is to find the most suitable applicants to the employer based on the latter’s requirements. Their job usually ends there. In fact, recruitment firms help job seekers in five ways:

They can help you find the suitable employer.

It is the recruiter’s job to know how a company operates in a specific market. Hence, it’s easy for them to determine people who would fit, excel and progress in a certain industry and workplace. They can match you with an employer based on your work experience, preferred salary, schedule preferences, location and career path.

Also, a very clear advantage of working with recruitment firms is that your relationship with them doesn’t stop when you get hired or when you don’t. They can still offer you job opportunities later on.

They can help you negotiate.

Since recruitment consultants are middlemen, they always want what’s best for both the employer and the applicants. Usually, they are given a certain range of the salary companies would offer. In case a certain candidate’s asking salary is beyond the range provided by the employer, the recruitment firm would try to negotiate the preferred salary of the applicant by stating what the positive things that the applicant can offer to the company.

They respond to applicants fast.

One of the hardest parts when applying for a role is the waiting period. Some companies will tell you that you need to wait for at least two weeks to know whether you’ve made it to the next level or not. And let’s admit, sometimes, when it’s exactly two weeks later and we haven’t received a response yet, we get worried. You’d want to send a message to the HR and ask for an update. Thankfully, recruitment firms process applications faster than the usual. They’re also understanding enough to respond to queries of applicants any time of the day.

They provide relevant feedback and advice.

Since recruitment firms do not take sides, they normally give honest feedback to applicants with regards to their interviews, exams and other pre-employment tests. Whether their feedback or advice is positive or quite negative, you can be assured that they are constructive and relevant to your growth as an individual and career person.

They never run out of opportunities.

Since job openings are the bread and butter of recruitment firms, job seekers can easily come to their office or at least send their resumes online to be part of their pool of talents. The next thing you know is they’re already calling you for a job opportunity.

In case you’re also looking for a job, please don’t hesitate to apply on our job board. Thanks!

Why Foreign Investors Outsource Their Recruitment Operations in Manila

Availing the services of a reliable recruitment firm enables companies, especially small and medium-sized enterprises, to focus on their core operations while having non-core competencies taken care of by experts. Established and larger companies also benefit from outsourcing hiring operations as, over the years, recruitment is also becoming a sizeable task. At its core, talents are the lifeblood of any organization, and the competition for getting the best people among companies gets tougher each day.

Thanks to the Philippine government supporting the nation as a viable outsourcing hub across Asia, Manila, and many other cities in the country, is booming with outsourced serviced providers offering recruitment solutions, and more. As a result, many foreign investors are now leaning towards recruitment firms in the Philippines for low-cost yet impressive hiring services.

There are three major factors why global businesses choose to outsource their recruitment operations in Manila. Read on below.

Reduced costs

Any organization can most certainly save money, time and effort in tapping the help of a recruitment agency rather than setting up its own hiring team, and all the more when they outsource in Manila. One of the best things that foreign investors like about the Philippines is it offers more affordable service fees compared to other English-speaking nations. The standard of living, salary rates, and business operations in the country are not as expensive as those in other countries which makes it a good partner and venue for foreign investors.

High-quality services

Despite the low rates though, Filipino recruiters have above average skills, knowledge, and expertise in their field. They are creative enough to explore different media and attract suitable people for a certain company’s job openings. Furthermore, recruitment outsourcing services in the Philippines are diverse and flexible. Recruitment agencies like Peoplehub offer specialized hiring options such as executive search and skill-based intensive market research to cater to industry-specific businesses.

Easy to work with people

Filipinos are friendly and accommodating by nature which makes it easier for them to communicate and work with people from different walks of life. As mentioned above, Filipinos are also good English speakers, hence, the language barrier is not an issue for most Westerners, and businessmen.

Companies who offer recruitment operations in Manila are now gaining recognition for their credibility and expertise. Mostly, it has to do with the Filipino people, who, themselves, are known to be globally competitive.

Factors to Consider in Formulating a Recruitment Strategy

Formulating a recruitment strategy is not as easy as we think. You need to consider several things, including the quality of the candidates for certain positions. Here are some other factors to consider in creating an effective recruitment strategy.

Level of difficulty in finding a specific skillset

Some positions are easier to fill than the others, while other roles require a unique skillset. Hence, you need to consider the level of difficulty in filling a certain role based in order to provide a realistic timeline for the employer. This can also be solved by conducting extensive research, not just on what applicants look for a job, but also what educational programs or degrees are most in demand.

Testing methods

Aside from attracting the right candidates, you must also shortlist the best ones. Consider providing testing methods to examine the candidates’ skills, and their capacity to do the job required. Although companies commonly use generic assessments, we prefer providing exams tailored to a certain position. It would test the limits of the candidate, show the areas where the candidates excel, and where they need to improve.

Recruitment cost

Whether you’re from a recruitment agency in the Philippines or the HR department of a company, you have to consider the cost of recruitment. To save a few bucks, we suggest that you hire the services of a recruitment agency. This can help you prevent exceeding from a specific budget because you are assured that they will deliver no matter how long it takes. Whereas with internal hiring, the expense won’t stop until you find the right candidate.

Company location

Companies located in industrial hubs tend to have more applicants compared to others, particularly to those located in suburban areas. The problem with this would be getting potential candidates within the area. If you can’t find your target applicants within the company’s location, finding a candidate who is willing to relocate makes a good option.

Remember to include the location of the job in your job advertisements to limit the level of applicant withdrawal due to location.

Giving incentives

Are you planning to hire hundreds of new roles? Try to give incentives such as referral bonuses for every successful referral. A good amount of money or a reasonable gift would definitely motivate people to refer more candidates.

If you want to read more recruitment strategies from us, let us know! Visit our contact page to get in touch with us. Thanks for reading!