Recruiting top talent is essential for any business seeking to grow and succeed.
However, finding and attracting the best candidates can be a challenging task, especially in a highly competitive job market like the Philippines.
In recent years, the Philippines has experienced significant economic growth.
According to the World Bank, the average annual growth increased to 6.4% between 2010-2019 from an average of 4.5% between 2000-2009.
This strong economic growth has led to a more skilled and educated workforce.
This trend has resulted in increased competition among businesses to attract top talent in the Philippines.
Given the lacklustre activities in the labor markets in regional countries, there could be greater scope to look toward the Philippines to hire top talents.
Also, there are several benefits of hiring talents in the Philippines, as we have researched and written in an earlier article such as:
- Cost Savings
- Highly Skilled and Talented Workforce
- Business-Friendly Environment
- Cultural Compatibility
- Time Zone Advantage
- Access to Top Talent
- Strong Work Ethics
- Familiarity with Western Culture
That’s why most companies in the world is looking to the Philippines to outsource and to build their offshore team.
As such, companies face stiff competition for the best talents in the Philippines.
Having effective recruitment strategies is crucial in this environment.
Businesses need to optimize their recruitment efforts to identify and attract the best candidates who can help drive their growth and success.
By developing a comprehensive recruitment strategy, businesses can enhance their chances of identifying and hiring the best candidates.
In this article, we’ll explore the top recruitment strategies for finding top talent in the Philippines.
We’ll discuss how developing clear job descriptions can attract the right candidates and how utilizing online job portals and social media platforms can expand the candidate pool.
We’ll also provide insights into attending job fairs and partnering with recruitment agencies, both of which can help businesses tap into the local talent market and find the best candidates for their needs.
By reading this article, businesses of all sizes and industries can gain valuable insights into how to optimize their recruitment efforts to attract the best candidates.
Whether you’re a startup seeking to expand your team or a large corporation looking to fill key positions, this article can help you find the top talent you need to succeed in the competitive job market of the Philippines.
Before we venture further into this article, we like to share who we are and what we do.
About 9cv9
9cv9 is a business tech startup based in Singapore with a strong presence all over the world.
With over six years of startup and business experience, and being highly involved in connecting with thousands of companies and startups, the 9cv9 team has listed some important learning points in this overview of some top recruitment strategies for finding top talents in the Philippines.
If your company needs recruitment and headhunting services, you can use 9cv9 headhunting and recruitment services to hire top talents and candidates. Find out more here, or send over an email to hello@9cv9.com.
Definition of Recruitment Strategies
Recruitment strategies refer to the methods and techniques used by organizations to identify and attract qualified candidates for open positions within the company.
A recruitment strategy typically involves a comprehensive plan that outlines the recruitment process, including sourcing channels, selection methods, and hiring criteria.
The goal of a recruitment strategy is to ensure that the organization attracts the best possible candidates and hires employees who are a good fit for the organization’s culture and values.
Effective recruitment strategies can help organizations build a strong talent pool, enhance their employer brand, and ultimately achieve their business objectives.
Why do you need Recruitment Strategies in finding top talent in the Philippines?
Recruitment strategies are crucial for businesses in the Philippines seeking to attract and hire top talent for several reasons:
- There has been increasing competition for top talent in the Philippines. With a growing economy and a more educated and skilled workforce, businesses in the Philippines face increased competition for top talent. Having effective recruitment strategies can help companies differentiate themselves and attract the best candidates.
- The talent shortage in specific industries: Certain industries in the Philippines, such as IT and healthcare, are experiencing a shortage of skilled workers. A comprehensive recruitment strategy can help businesses identify and attract the best talent in these industries.
- Cost-effective hiring: Effective recruitment strategies can help businesses reduce hiring costs by streamlining the recruitment process and attracting the most qualified candidates. A well-defined recruitment strategy can also help reduce turnover by ensuring that new hires are a good fit for the organization’s culture and values.
- Enhancing employer brand: A strong recruitment strategy can help businesses enhance their employer brand by showcasing their company culture and values. This can help attract candidates who align with the organization’s mission and vision.
- Long-term business success: Attracting and hiring top talent is essential for the long-term success of any business. Effective recruitment strategies can help businesses build a strong talent pool and ensure that they have the right people in place to achieve their business objectives.
Top Recruitment Strategies for Finding Top Talent in the Philippines (Updated in 2023)
- Develop a clear job description
- Use keywords to optimize job postings
- Utilize online job portals and social media platforms
- Attend job fairs and career events
- Use employee referrals
- Partner with recruitment agencies
1. Develop a clear job description
The first of many.
In general, Filipinos appreciate having a clear job description.
Having a well-defined job description helps employees understand their roles and responsibilities in the organization, as well as the expectations of their performance.
This clarity can help Filipino employees to be more focused and productive, and it can also reduce the likelihood of confusion or misunderstandings regarding their tasks.
How to develop a clear job description?
- Start with the job title: The job title should be descriptive and accurately reflect the duties and responsibilities of the role. Avoid using internal titles or abbreviations that may not be easily understood by candidates. According to studies, the ideal length for a job title is 50-60 characters.
- Outline the job duties: Clearly outline the job duties and responsibilities, including any essential functions, required skills, and qualifications. Be specific and use language that is easy to understand. Most of the job applicants in the Philippines understand English so writing in the English language is preferred. Studies have written the optimal length of the main job description to around 4,000-5000 characters long. This is equal to around 500-600 words. Any longer and candidates might drop out due to reading fatique.
- Specify required qualifications: List the required education, experience, certifications, and skills necessary for the job. Be sure to include any specific language requirements if the job requires fluency in English or other languages. If there are any industry-specific terms, be sure to spell it out clearly. Writing an industry specific term got over 40% more applications.
- Highlight the company culture: Describe the company culture and values to attract candidates who align with your organization’s mission and vision. This can include information about the work environment, company values, and any unique benefits or perks. Studies have written 70% applicants in one survey from Glassdoor said that they will not accept a job with a company that has a bad reputation. Hence, it is crucial to highlight and be transparent about the company upfront.
- Include salary and benefits information: Provide information on salary and benefits, including health insurance, retirement plans, and any other perks that may be available. This can help attract top talent who are looking for competitive compensation packages. Research have shown that putting a salary range on your description can increase the number of applicants by 50%. Place this information near the top of the posting to increase your success even further.
- Use inclusive language: Use inclusive language throughout the job description to attract a diverse pool of candidates. Avoid language that may be perceived as discriminatory or exclusionary. According to Glassdoor, more than 3 out of 4 job seekers and employees (76%) report that a diverse workforce is an important factor when evaluating companies and job offers.
- Keep it concise: Keep the job description concise and to the point. Avoid using jargon or technical language that may be difficult for candidates to understand.
2. Use keywords to optimize job postings
Using keywords effectively in job postings is important to increase the visibility of the job posting and attract relevant candidates. Here are some tips on how to use keywords to optimize job postings:
- Identify relevant keywords: Start by identifying relevant keywords that job seekers are likely to use when searching for jobs. These can include job titles, required skills, qualifications, location, industry-specific terms, and any other relevant information.
- Use keywords in the job title: Include relevant keywords in the job title to make the job posting easily discoverable. For example, if you are hiring for a marketing manager position, use the title “Marketing Manager” instead of a generic title like “Manager”.
- Use keywords in the job description: Use relevant keywords throughout the job description to describe the position, responsibilities, and qualifications. Be sure to include keywords that candidates are likely to search for when looking for jobs.
- Don’t overuse keywords: While it’s important to include keywords in your job posting, don’t overdo it. Overuse of keywords can make the job posting sound unnatural and turn off potential candidates.
- Use variations of keywords: Use variations of keywords throughout the job posting to increase the chances of being found by different search terms. For example, instead of just using “marketing manager,” use variations like “marketing director,” “marketing coordinator,” or “digital marketing manager.”
- Keep it concise and clear: Make sure the job posting is concise, clear, and easy to read. Use bullet points, short paragraphs, and subheadings to break up the content and make it easier to read.
By following these tips, you can optimize your job postings with keywords to attract relevant candidates and increase the visibility of your job posting.
3. Utilize online job portals and social media platforms
Online job portals and social media platforms are powerful tools for employers to find and attract potential candidates.
The 9cv9 team has discovered and written on some top job boards in the Philippines that you can make use of to post your hiring vacancies and hire top talents.
Here are some tips on how to utilize these platforms effectively:
- Create a strong company profile: Whether you are using a job portal or social media platform, creating a strong company profile is essential. Make sure your profile highlights your company’s culture, values, and mission, and includes key information about the company.
- Post job openings: Use online job portals to post job openings, and share them on social media platforms. Be sure to use keywords and hashtags in your posts to increase their visibility.
- Engage with potential candidates: Engage with potential candidates by responding to their comments and questions on social media platforms. This can help build relationships and increase your company’s visibility.
- Leverage social media advertising: Consider using social media advertising to target potential candidates. Platforms like LinkedIn and Facebook offer robust advertising options that allow you to target specific audiences based on job title, location, and other factors. Research shown that Filipinos spent an average of 3.43 hours on social media as you can see from the table below.
This means that recruiters should be posting their job postings on Facebook, Twitter, Instagram, TikTok, etc to get eyeballs and applications from social media.
- Join industry groups: Join industry groups on social media platforms to connect with potential candidates and stay up-to-date on industry trends.
- Use video: Use video to showcase your company culture and provide an inside look at your workplace. This can help attract candidates who are a good fit for your company.
- Monitor your online reputation: Monitor your online reputation regularly to ensure that your company is portrayed positively online. Respond to negative comments or reviews in a professional and respectful manner.
By utilizing online job portals and social media platforms effectively, you can attract potential candidates and build a strong employer brand that attracts top talent.
Good news is 9cv9 research team has researched and listed down the top free job boards to post your hiring posts in the Philippines.
4. Attend job fairs and career events
The pandemic is almost over and people are allowed to go out and meet each other again.
Hence, there is no better time to get your legs moving and to set up your job booths at job fairs and career events to meet up with potential job applicants in the Philippines.
Attending job fairs and career events in the Philippines can be a great way to meet potential candidates and network with other professionals in your industry.
Here are some tips on how to attend job fairs and career events effectively:
- Plan ahead: Research the job fair or career event beforehand and identify which companies and organizations will be attending. Make a list of the ones that interest you the most and prepare questions you would like to ask their representatives.
- Dress professionally: Dress in business attire to make a good first impression. Remember that you are representing your company and want to present a professional image.
- Bring plenty of business cards: Bring a stack of business cards with you to hand out to potential candidates and other professionals.
- Be prepared to talk about your company: Be prepared to talk about your company and what makes it a great place to work. Be sure to highlight any unique perks or benefits your company offers.
- Collect resumes: Have a system in place to collect resumes from potential candidates. Consider bringing a tablet or laptop to make it easy to collect and organize candidate information.
- Follow up with candidates: After the event, follow up with any potential candidates who stood out to you. Send them a personalized email thanking them for their time and expressing interest in their candidacy.
- Network with other professionals: Take advantage of the opportunity to network with other professionals in your industry. Exchange business cards and connect with them on LinkedIn to stay in touch.
By attending job fairs and career events with a plan and a professional approach, you can make valuable connections with potential candidates and other professionals in your industry.
5. Use employee referrals
Employee referrals are an effective way to find high-quality candidates for job openings in the Philippines. Here are some tips on how to use employee referrals in the Philippines effectively:
- Encourage employee referrals: Encourage your employees to refer their friends and colleagues to your company. Make it clear that you are actively seeking referrals and that employee referrals are valued. Filipinos are friendly people and have good social network themselves. By tapping on to their friends and social network, you can massively expand your candidate pool.
- Offer incentives: Offer incentives to employees who refer candidates that are ultimately hired. This can be in the form of a bonus or other reward.
- Make it easy to refer: Make it easy for employees to refer candidates by providing a clear and simple process for submitting referrals. Consider using an online form or dedicated email address for employee referrals.
- Communicate with employees: Keep employees informed about the status of their referrals. Let them know if their referral has been contacted or if they have been invited for an interview.
- Prioritize referrals: Prioritize employee referrals by reviewing them before other applications. This shows employees that their referrals are valued and can help ensure that the best candidates are considered for the job.
- Provide feedback: Provide feedback to employees who refer candidates that are not ultimately hired. This can help them understand why their referral wasn’t a good fit and can improve future referrals.
- Follow up with hired candidates: Follow up with hired candidates to thank them for their referral and to let them know that their referral was successful.
By using employee referrals effectively, you can find high-quality candidates and create a culture of employee engagement and empowerment.
Another way that companies can use employee referrals is to use Jobsrefer, the world first decentralied Uber-for-CV platform.
By using Jobsrefer, companies in the Philippines can reach out to their own employees and thousands of professional recruiters and referrers all around the world.
6. Partner with recruitment agencies
Some companies might rely on their in-house recruiters in their talent acquisition processes.
However, we suggest business owners and managers not to be dependent on using in-house recruiters.
In this article, we have stated some of the reasons why such as in-house recruiters having lack of expertise, limited resources, conflict of interest, lacking essential skills, the negative outcome of having fixed salaries and benefits which ultimately can lead to high costs.
In fact, we highly recommend using external recruiters or to partner with recruitment agencies such as 9cv9 to drive talent acquisition of top talents in the Philippines.
Partnering with recruitment agencies can be an effective way to find and attract top talent in the Philippines.
Here are some tips on how to partner with recruitment agencies in the Philippines effectively.
(If you first like to have a brief overview on what do recruitment agencies do and how to choose one, then have a read at this article here)
- Research potential agencies: Research potential recruitment agencies in the Philippines to find ones that specialize in your industry and have a good reputation. Some of the more popular ones are 9cv9, Michael Page, Robert Walters, etc.
- Define your needs: Define your hiring needs and communicate them clearly to the recruitment agency. This includes the job title, job requirements, and any other relevant information.
- Set clear expectations: Set clear expectations with the recruitment agency in the Philippines on how the recruitment process will work, including timelines, candidate feedback, and communication.
- Provide feedback: Provide feedback to the recruitment agency in the Philippines on the quality of candidates they send. This can help them refine their search and find better candidates for your company.
- Treat the recruitment agency as a partner: Treat the recruitment agency in the Philippines as a partner in the hiring process, not just a service provider. This means involving them in the hiring process and providing them with feedback and updates.
- Offer competitive compensation: Offer competitive compensation packages to attract top talent. Recruitment agencies are more likely to recommend candidates to your company if they know they will be well-compensated.
- Build long-term relationships: Build long-term relationships with recruitment agencies in the Philippines by treating them well and valuing their expertise. This can lead to a better understanding of your company’s needs and more successful candidate placements in the future.
By partnering with recruitment agencies effectively, you can find and attract top talent to your company, saving time and resources in the hiring process.
Given the ocean of recruitment agencies around, we recommend using 9cv9 headhunting and premium sourcing services. 9cv9 has many years of headhunting experience, and has a sizable database of top talents and candidates. Furthermore, it is well endorsed by the Government of Singapore’s Enterprise Singapore for the Global Tech Talent Alliance program, proving that 9cv9 service is top-notch, of high-quality and long lasting.
Keen to know more? Find out more here, or send over an email to hello@9cv9.com.
Conclusion
In conclusion, effective recruitment strategies are crucial for businesses in the Philippines seeking to attract and hire top talent.
With increased competition for skilled workers and a talent shortage in certain industries, it’s essential to develop comprehensive recruitment strategies that help businesses differentiate themselves and attract the best candidates.
By implementing strategies such as employer branding, social media recruiting, employee referrals, and targeted sourcing, businesses in the Philippines can build a strong talent pool and ensure that they have the right people in place to achieve their business objectives.
Furthermore, developing a clear job description and streamlining the recruitment process can help reduce hiring costs and ensure that new hires are a good fit for the organization’s culture and values.
In a rapidly changing business landscape, the ability to attract and retain top talent is essential for long-term success.
By prioritizing effective recruitment strategies, businesses in the Philippines can position themselves for growth and stay ahead of the competition.
If you find this article useful, why not share it among your recruitment and talent acquisition counterparts, and also leave a nice comment below?
We at 9cv9 Research Team strive to bring the latest and most meaningful data, guide, and statistics to your doorstep.
