Recruitment agencies in Manila can easily tell what kind of applicants employers are scouting for. If you’re in search of a specific role, feel free to follow these job seeking tips to land the role you’ve been eyeing for, stat. Go ahead and take down notes. You’re welcome.
Know your potential employer.
Do your homework and engage in a light internet stalking. Study their background (date they were founded, people who started the business), what they stand for (I’ll clue you in – every serious company has a vision and mission), and be explicit with your reason of aspiring to work with them. Corporate websites are affluent sources of information. You may start there.
Use your CV to your advantage.
‘CV’ is short for curriculum vitae, which is loosely translated as the course of my life. It is often the initial endorsement of your career developments and employment history. Remember, it is the nature of a CV to be detailed. Make sure it communicates the requirements needed for the job application. Think of it as one opportunity to advertise yourself.
Power dressing wouldn’t hurt.
Your clothes are your armor and how you carry yourself is your power. Dressing smart builds and displays confidence, one of the traits employers are after. A sharp coat is flattering anyway, so why not? When you walk inside the room, show them you mean business. Your CV has already gotten you there, now it’s time for you to step up.
It is good advice to keep your eye on the ball, but you’re already here. It’s mandatory that you impress your recruiter by exhibiting knowledge and fierce intent for a job. So why not make consider it as an opportunity to market yourself, too? Demonstrate your unending potential. Many recruitment agencies in Manila are powered by driven headhunters. If they see something more in you, what are the chances they relate it to employers? Some may even say they open doors to fortunes or, you know, multinational corporations.
Exude your willingness to learn.
Let’s get straight into it. No matter how genius you are – with or without Latin honors – you just can’t know it all. We repeat, you just can’t. Don’t get us wrong, though. Of course, you must market your skill set and strengths but you also have to humbly admit your areas of improvement when asked. This gives a signal to companies that you are teachable and are open to totally unfamiliar things if necessary.
Must you remember – recruitment agencies are service providers, too. Good ones don’t only aspire to fill in job positions for employers but to find competent employees who have similar values to whom they can develop a genuine partnership with. You can definitely trust them so following their tips wouldn’t hurt.
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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:
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.
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!
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!
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.
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.
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.
Year on year, fresh graduates enter the real world, hopeful that they will snag their first job. For employers and recruitment firms in the Philippines, however, hiring a new graduate is both a risk and an investment. Fresh graduates have less or no professional experience and require time and effort to mentor, but with the right training, they could account for a company’s workforce asset.
Here are 5 factors which employers consider when hiring recent graduates:
Internship Experience and Past Leadership Roles
Although the length of internship usually ranges from 200-600 hours only, the student’s performance, exposure and environment during those hours could say a lot about his/her resume.
Employers and HR agencies also value new graduates who have held leadership roles in organizations either within or outside the university. For employers, such experiences speak that the candidate is responsible, active and a team-player.
Having effective communication skills is a must for every job seeker, whether a fresh grad or not. How you present yourself and answer questions in your interviews can actually make or break your potential hiring. Studies show that 91% of employers value interview performance over academic performance in the ultimate hiring decision.
A good command in English is a vital necessity for new graduates seeking to work for companies that have global operations because chances are, you will be working with international counterparts. For rookies eyeing jobs in media, sales or fields that require social interaction, you must be equipped with an effective communication skill set to explain technicalities, pitch ideas or even iron out conflicts.
Despite being favored less over job interviews, one’s academic performance actually comes into play in employers’ hiring decision.
Of course, companies also check your alma mater and its well agreed that fresh graduates that come from well-known or Ivy League schools have that certain privilege of being favored over the others, but there are companies that have a formal GPA/GWA threshold as one of their hiring requirements.
Furthermore, employers favor new graduates that possess a good academic standing in licensure exams.
Flexibility and Professionalism
Being a good team player is a big plus when applying for an entry-level position. New graduates should be at the top of their game in terms of being as professional as they can be. Research about the culture of the workplace – from the dress code to corporate etiquette – and try to abide by them, even during the interviews.
HR managers and recruitment firms in the Philippines also value new hires that have the willingness to learn more because those are the type of employees that are open to changes and will go the extra mile to be better in their job.
A little tip: never be afraid to ask questions when you want to know something and never be afraid to voice out opinions when you have one. Remember that having fresh graduates in the team is also an opportunity for the company to grow and nurture future talents.
Enthusiasm here goes beyond being eager or keen; it’s about being ardent about a job and maintaining that enthusiasm under a long-term plan.
Online employment platform JobStreet notes that millennials nowadays love to try out and experiment different careers at a time. However, this means that fresh graduates tend to be job-hoppers, that’s why employers find it hard to fully train them since they leave immediately when another door of opportunity opens.
Granted, it’s a matter of balancing your own needs against the company’s. Just remember that people who are forward-thinkers tend to be the better option for the company over those who aren’t.
Creating an outstanding professional resume is crucial for all job seekers. If you’ll create a resume for the first time, or have been actively looking for a job for quite some time now, you need to make sure that your resume is an extension of your strengths and character, plus your desire to bag the job.
Usually, companies evaluate three factors in a resume before they could consider a candidate “shortlisted.” These three things are content, format, and preciseness. Data reveals that, generally, a resume gets scanned for 25 seconds. We can help you make that 25 seconds matter with the following tips.
Content pertains to the entirety of your resume. Content should include your contact information, accomplishments and career history.
- Bring your strong points in the spotlight. Don’t bury relevant skills for the job.
- Highlight your accomplishments instead of duties in your previous job.
- Quantify when needed, especially when you are applying for a position in sales.
- Specify your goal or better yet, create a career summary to express your career targets.
- With modern technology spawning day by day, it’s important that your resume is available online, but don’t forget to tweak it and make it internet-friendly. LinkedIn is one platform that allows you to have an online resume.
Formatting is all about how your professional resume is written—from grammar to sentence construction to the choice of words.
- Proofread before every submission. Spot for grammatical error or typos and correct them ASAP.
- Make sure that your contact details are correct.
- Your resume is seen by the human eye; so make it clean and sharp as possible. Use a standard font style and font size.
- Use wide margins and clear headings. Use bullets to call attention to important points.
- For applicants in the artistic field, you might want to change things up by being creative with your resume.
Preciseness pertains to how specific and concise your resume is. Recruiters can see at a glance that you can make the cut for the job. Hence, write everything direct to the point.
- Cater your resume to the industry you want to work for. Aim your resume to that particular job you are applying for.
- Focus your resume on the attributes and skills that qualify you for the job. Exclude unnecessary and irrelevant information that isn’t needed.
- Keep references on a separate sheet and provide when the employer asks for it.
It’s also important to update your online professional resume once in a while, even if you’re not seeking a new job because potential recruiters might come across your resume too.
When in doubt, never hesitate to seek help. It’s better to put in time and effort in crafting your resume because it reflects you are your potential dream job. You may also send us your resume for potential job opportunities.
Finding the perfect candidate for an executive position is not easy. The recruitment field is a competitive environment, not just for candidates, but also for the companies. The best candidate for the open executive role is most likely also being pursued by your competitor. Hence, you need professional help from a recruitment firm that provides executive search services to avoid the problems stated below.
Shortage of talent
We couldn’t avoid a shortage of candidates, especially for crucial executive posts. But, since recruitment service providers have pools of talents on hand, finding an executive isn’t a big deal for them. They use tools, and other candidate search strategies, that help make it easier for them to find people, regardless if they need to fill a rare position or not.
Long list of unsuitable candidates
Sadly, hundreds of applicants line up for vacant positions they are not capable of. They still apply even if they know their skillsets are not suitable for the role. This makes the recruitment process more time-consuming. You need to filter hundreds of resumes.
With executive search services, you’ll receive a filtered list of the most competent candidates for the vacant position(s). Candidates are screened by researchers before they could even enter the list. You can be assured that the shortlisted candidates have sufficient experience, exemplary background, and has a history of employee-company relationship based on your requirements.
Competing with other offers
Executive search services do not simply analyze potential candidates, they also examine the right compensation for a certain position. The recruitment company can also help you deal with demanding candidates in terms of salary. They would help you negotiate and say the right words to make the candidate say yes in case you couldn’t provide his desired salary. On the other hand, the recruitment firm can also help you adjust or counteroffer if ever the talent you prefer has also received offers from other companies. They would definitely provide strategies that would attract the potential candidate to your company, rather than to your competitors.
Some would argue that it is impractical to acquire services when it comes to hiring executives, but the truth is, you can save so much time in waiting for the right candidate to come in. Most of the time, companies pass on a series of unfit candidates before the right one knocks on their door. Therefore, to save time and get a list of excellent candidates more quickly, we highly suggest that you avail executive search services from Peoplehub. Talk to us to learn more.
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.
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.
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.
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.
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!
Recruitment firms who specialize in hiring company executives are like curators for unique and exquisite artworks. While hiring companies help determine the rates of employees, art curators tell us the value of a certain painting or craft – and sometimes how it will decrease or increase value over time.
The only difference between the two is that executive search service providers curate potential C-level and executives for businesses. And just like how every artwork becomes a great addition to a home, an executive is usually an asset to a company. Below are some other similarities between an artwork and an executive.
They increase value over time.
Just like paintings, great employees increase their value as they gain more experience, get promoted, and attend more training programs. Since most C-levels and company executives have already mastered leadership and other skills, their monthly rates are usually way higher than the monthly wages of other employees.
They are rare.
A one in a million kind of craft is hard to find. The same goes for finding C-levels and executives because they have critical responsibilities. You need a trustworthy recruitment firm to verify their “authenticity.” Hence, it is wise for companies to avail executive search services to help filter your choices to the best ones. Recruitment companies in the Philippines also do extensive research to learn more about hiring trends and ways to attract incredibly talented individuals.
They make things look good.
We all know that the Portrait of George Washington makes the White House look better. And just like it, having more than capable corporate leaders can help elevate a company’s image and industry standing. Truly, there’s no debate that having great leaders and employees makes great companies.
Why We Highly Recommend Executive Search Services
Usually, companies rely on their own HR departments in finding applicants. This may sound a logical strategy. Besides, who else knows their company better than they do, right? However, if you need to be assured on acquiring high-quality C-levels and executives, we highly recommend you to avail executive search services. Recruitment firms do in-depth research on specific candidates, including background checking, reference checking and more. They use certain platforms and software to filter the applicants based on the job description, skills and company requirements. Availing executive search services can also help small and big companies save time, HR-related costs, effort, and so much more.
If you need help in hiring the best C-levels or executives in the Philippines, kindly contact Peoplehub at (02) 251 9645 or answer our contact form.