Frequently Asked Questions

Firstly, these are just resumes from a database that a recruiter has been able to do a simple keyword match for. The resume itself may be a few years old, it may be inaccurate, and usually the recruiter has no idea about the current situation of the owner of that resume. They also have no idea if this person is within your budget, is still contactable, is interested in working for your company, could start in time for your needs, or is even a good culture fit. For these reasons, we find “resume farming” to be a considerable waste of time. We do however, understand that a quick database search for benchmarking or to see if rare skills are available can be worthwhile.

Nevertheless, we never just send resumes to you. Before we present a resume, we need to understand the human element behind it. We like to fully screen a potential candidate so that we can provide you with the essential information you need to consider whilst reviewing the resume of any potential candidate. Therefore, we always speak with the candidate to check the accuracy of information in their resume, to see if they may be interested in the opportunity to work for you, to check their availability, as well as their current and expected earnings and benefits packages. A short behavioral and skills-based interview is also done in order to determine their suitability for your role, and to check for the right culture-fit. Only once we have this information do we feel it is time to share a resume with you. At this stage it is not just a resume, it has become an introduction to a well-suited, vetted and informed candidate who is now in a position to be screened by you for the role. Our vetted candidates eliminate time wasting associated with reviewing resumes of candidates who have not even been contacted about the role they are being presented for.

For these reasons we never shoot simple, keyword matched resumes at you from the hip. We are thorough, detailed and eager to look into all the factors that determine a true match for your business needs, your culture and for the specific role itself.

It is the best working relationship for all of us – you, the recruitment team, and the candidates.

A bit of background first – traditional recruitment agencies are staffed with recruiters paid primarily on commission. When competing with other agencies to fill the same position, their temptation is to send resumes to a client as quickly as possible (“claim the name”). This leaves a client with a candidate that probably isn’t screened as well as they would like; and who may not even be knowledgeable about the position, especially if the recruiter has “sold” the candidate on the idea of submitting their resume, often extending the truth whilst doing so. Traditionally, it made sense for a client to choose multiple agencies of this type to work with, as it theoretically increased the volume of resumes received, but unfortunately at the expense of quality, transparency, and eventually for the chances of hiring and retaining someone to excel in the role for many years. It’s simply not an efficient way to work.

It’s also not our approach. In fact, we only engage under exclusive appointment with our clients. When we work exclusively, we have the time to invest heavily into understanding your business, the role, and the bigger picture details that will make all the difference before we begin a search for the right person. Naturally, we manage all of the search, the selection, the screening, and shortlisting – we may even work with or manage other recruitment agencies. But you as the client, work only with us – one point of contact, one team that is well informed. You can rest assured that you have a team behind you who is living and breathing the role they are recruiting for you. A team that feels the responsibility to fill that role, knowing that there is no-one else who will do it if we don’t. Whereas recruiters who do not work exclusively, often just gravitate to the easy to fill roles amongst their roster of clients (to secure easy commissions), whilst hoping someone else appointed by the same client may fill the tougher roles for them.

For good candidates it can actually be counter-productive to have multiple agencies trying to contact them for the same role with a potential employer. When multiple agencies are commissioned by the same client, they often all end up approaching similar candidates, especially for executive and expert based roles. Imagine being called or contacted at work by several different recruitment teams. That sends a confusing message. It also encourages recruiters to make their pitch ever more enticing to the candidate, thereby passing on possible confusion or extensions of the truth about the role. That’s another key reason exclusivity works, because the candidates will only ever have discreet, coordinated contact with a single recruiter. Relationships are formed, greater understanding is the result, and a more effective screening process and matching process.

We have built Manila Recruitment, Cebu Recruitment, and Clark Recruitment off exclusive only engagements for over 12 years. We find that our clients and our candidates are delighted at how well things work under this arrangement, and we hope that you will be delighted too. FYI – our exclusive appointment only lasts for 30 days, so technically it’s not exclusive forever. However, we are so confident that you will have received great results within 30 days, we know that you will not need to look elsewhere for results.