ADVICE FOR SAVVY RECRUITERS

How to Create A Company Culture That Attracts Gen Zers

Millennials are slowly exiting the spotlight as Generation Z arrives to take center stage—and they’re about to transform the face of the workforce as we know it. As an HR professional, it’s time to prepare your organization for this new wave of employees. This includes establishing a company culture that will get their attention. Your workplace culture defines the environment your employees work in. It’s the pre-existing personality of your company, shaped by your core values, vision, work ethics, assumptions, norms, language, and habits. This culture is weaved into the other facets of your company, affecting your employees’ productivity, work performance, interaction with one another, and overall well-being. When workers fit in with your culture, they’re more likely to enjoy their time at work. The company culture and the environment you create can make a difference in catching the attention of the best talents. Ready to welcome Gen Zers in your company? Here are some ways to make them feel at home in your workplace. Let’s get started!  1. Show them how it’s done Gen Zers are the true digital natives as they likely don’t remember a time without the Internet. They grew up with the rise of smart technology,…

7 Technical Metrics to Measure Your IT Recruitment Success

The key to efficient human resource management is to follow a strategic process when it comes to hiring new employees. The metrics used for recruitment in specific industries vary greatly, and it all depends on the kind of enterprise and innovation needed for the company’s long-term objectives. For HR professionals, information technology positions require an inventive type of assessment because the technical standards needed for this industry are quite complex. Finding the best employee who’s suitable for IT positions means reviewing and evaluating the person who has sufficient mastery of programming, knowledge of data analysis techniques, and impressive skills in software development, hardware maintenance, and problem-solving.  Since you are looking for highly trainable employees, HR professionals must have a knack for analyzing whether or not the person has a basic understanding of the abovementioned technical skills. What’s more, you must look for employees who are aware of their strengths and weaknesses, can work well under pressure, and can self-correct when they receive criticism. That being said, it’s important that the IT recruitment process itself is based on effective technical metrics for the hiring process to run smoothly. The technical aspect of the job must go hand-in-hand with the company’s vision…

HR of the Future: 10 Skills You Should Have to Stay Competitive in 2022

The functions and practices of recruitment agencies have remained fixed for decades. Hiring managers had full control over the process, employing a straightforward approach of defining vacancies, posting job adverts, screening candidates, and discussing job offers.  However, the industry started to see significant changes in its role sometime in the early 2000s, when technological advancements began to drastically disrupt business models while revolutionizing how people act, think, and live as well as how companies conducted business. As the world started to embrace the benefits of technology and welcome the age of digitalization, industries across the globe inevitably adapted to the shifting times, including the field of recruitment.  Since the introduction of technology into the industry and its extensive evolution, the tables have turned—putting employees at the center of the recruitment process as they are now rightfully seen as the backbone of every successful business.  Today, as technology continues to shape the role, practices, functions, trends, and impact of HR, employing traditional recruitment tactics and tools will no longer cut it. In the effort to adapt to the digitally driven era, a new wave of sharp-minded hiring executives and recruiters are taking the plunge and rethinking the best approach to hiring…

6 Factors to Consider When Evaluating Your Recruitment Process

As an HR professional, you should be able to identify and evaluate key elements in your recruitment process. A well-rounded HR professional knows that work doesn’t end at implementing strategies and processes. Rather, you need to measure how effective your standard operating procedures are to be a successful recruiter. Among companies, 67% believe it’s important to utilize the recruitment process to secure high employee retention rates. You too can make it happen by keeping tabs of these six factors to consider when evaluating your recruitment process. 1. Time It Takes to Present Candidates Timeliness in hiring works both ways for you and job candidates. On one hand, the longer it takes you to fill a position with the right candidate, the more it affects your company’s bottom line. You may be losing hours of productivity and money with no one or the wrong person doing the job. Moreover, a lengthy recruitment process doesn’t make a candidate think highly of your company and can be the easiest way to lose a good candidate to your competitor.  HR teams should not exceed 14 days from the time the position was first opened before being able to present at least three qualified candidates…

How to Choose the Most Effective Recruitment Channel for Top Talents

If you’re struggling to use recruitment channels properly to find top talents in your industry, then this post is for you. There’s so much at stake when you don’t have a clear idea how to maximize a particular recruitment platforms, but some of the most obvious ones are overlooking qualified candidates and missing out on other viable options. Fortunately, there are ways to help you identify and select the most effective recruitment channel for high-quality talents. By following these steps, you can avoid hiring problems, such as unavailability of talent and skills in your organization, which are also the biggest concern among chief executives, according to a survey done by PricewaterhouseCoopers (PwC). Let’s get the ball rolling with these strategies. 1. Identify the limits of referrals Referrals can greatly help with your recruitment in the Philippines and anywhere else. In fact, they can be a good method for talent sourcing, as statistics estimate that 30% of quality hires come from the network of company employees.  Just be sure to keep your referral policies in check, such as when to pay bonuses to employees who refer their family or friends. To encourage employees to look after their referrals, you can wait…

How to Solve These HR Issues in the Modern Recruitment Industry

The functions of the human resources department—and the way they do their job—have greatly evolved over the past few decades. The early days of the workplace may have seen HR professionals focus on recruitment, hiring, and payroll; but today, they also have a hand in employee retention, advocating for their holistic well-being, and keeping the morale high. What caused such changes? Perhaps it’s because of the continuing burgeoning of different industries that also paved the way for employees to work not only in their hometown but in other countries as well, wherever their talents may be needed. In a nutshell, HR evolved alongside the world. While there may now be advanced technologies to help HR understand business intricacies better and contribute in producing quantitative results, like keeping employees motivated for increased productivity, there are still a few HR issues in the modern recruitment industry that must be addressed. How to Solve These HR Issues in the Modern Recruitment Industry 1. Compliance with Laws and Regulation Some smaller businesses end up ignoring employment laws. However, the Philippine labor laws cover all sizes, and not following them could mean audits, fines, penalties, litigation, and even an eventual closing down of the company. …

7 Things You Should Know When Recruiting in Cebu

Cebu, the Queen City of the South, is the second largest city in the Philippines, next to the capital city of Manila. In recent years, it has been recognized as a hub for commerce, serving as the home for all kinds of businesses. For recruiters and HR executives, the region offers much potential with the right approach.  Below are a few things about the city and its environment that you’ll find helpful for implementing hiring strategies and processes or engaging a recruitment agency in Cebu.   1. Rich culture and history Cebu is home to a number of historical landmarks, like the Sto. Nino Church and Magellan’s Cross, given that it was the first city occupied when the Spaniards arrived. It is also the home of the Sinulog Festival, one of the most vibrant celebrations in the country, which is held every third Sunday of January. These hallmarks of Cebu’s culture and history attract much tourism, both from locals and foreigners alike. Tourism itself has become one of Cebu’s economic drivers, with approximately three million tourist arrivals in the Central Visayas region.   2. Strategic point for travel and logistics Cebu has become a highly accessible location given the availability…

10 Phrases Recruiters Should Avoid in a Job Interview

There are things applicants should and shouldn’t say during a job interview to make a good impression. The same goes for recruiters, who are often the candidate’s first encounter with the company and its representatives.  The job market is competitive, and applicants are choosing companies and jobs as much as they are being chosen for them. Avoiding phrases that create awkward situations or have negative implications can make or break the next step in a candidate’s recruitment process. If you are an employer or a recruitment agency in the Philippines, below are some often-used interview phrases and questions that you should consider retiring from your routine job interviews. 1. “We’re looking for a rock star.” This phrase also includes Rock Star’s cousins: Guru, Genius, Ninja, and Wizard.  The use of unusual job titles to convey creative and out-of-the box company cultures has been on the rise since 2017, according to job site Indeed. However, instead of emphasizing the need for exceptional skills, these titles can come off as “cringeworthy”. The job may sound unique at first glance, but further details can make it far from extraordinary. “Rock star” job titles can also create confusion with the required skills, duties, expected…

How Cebu is Evolving as the Next Recruitment Hub in the Philippines

In the Philippines, the metropolitan area of Manila stands out in many different ways. Apart from being home to the capital city of the Philippines, Metro Manila has always been the center for a lot of things, especially recruitment. People from all around the country go to the city center to land promising jobs. However, this scenario isn’t limited to Manila anymore. Slowly but surely, other areas outside of Metro Manila are becoming a go-to place as well. In particular, Cebu is making a name for itself as the next big recruitment hub in the Philippines brought about by recent positive developments in the Visayas region. Here are some of the recruitment trends that are catching up in the province of Cebu, which make it a significant place of interest for recruiters these days: 1. Low unemployment rate Unlike at the national level, Cebu had a low unemployment rate of 4.6% in January 2017, which is 2% percent lower than the average figures recorded nationwide in the same period. Also, back in January and October 2016, the unemployment rate recorded in the region was at 5.7% and 5.1%, respectively. The dwindling unemployment numbers year on year indicate the availability of…

Beyond the Resume: 5 Things to Look for in an IT Applicant

When hiring for any position, your recruitment firm is likely to look at the applicant’s resume first before allowing the applicant to enter the screening process. Although this is a standard HR practice, you can’t be quickly impressed and assess the applicant based on the resume alone. This applies especially for tech positions that require a more thorough process in skills assessment. Statistics say that tech has the highest employee turnover rate among job industries at 13.2%, which underscores the importance of choosing a candidate with the potential to grow alongside your organization. Of course, your ideal IT candidate should be a technical expert, but at the same time, should show a fair amount of other equally important traits and skills. Here’s what to look for in your next hire: 1. Curious mind Curiosity is a major driving force of success, holding the same importance as intelligence. Many discoveries in technology, science, mathematics, and just about any field started with a curious mind, which describes a person’s insatiable desire to grow in knowledge and gain relevant experiences. Observant and inquisitive, this person is willing to ask questions to satisfy his curiosity. An IT candidate with a curious mind is someone…

Here’s How the Filipino Gen Z Are Changing the Workplace

The thunder of the Millennials is gradually passing. Now, the recruitment industry is gearing up for a new wave of job seekers and employees that are ready to make their mark in the workforce—the Generation Z. The so-called post-millennial generation is the youngest market today. Pew Research Center identifies this generation as those born from 1997 onwards, which means their oldest members are roughly 22 years old and graduating college or have already started their first jobs.  Generation Z are passionate and ambitious individuals. They’re adept people who are willing to learn new skills that can help with their life and career. Gen Zers are also the true digital natives, with 68% of Filipino Gen Zers confident in their tech-savviness. So, what does this mean for recruiters and companies? Filipino Gen Zers are transforming the workplace, and it’s time that employers accept these changes and adapt to it. This should give both you and your Gen Z employees many benefits.  Much smaller generation Since the oldest Gen Zers are just starting out their careers, they’re the smallest population in the workforce today. But that makes them great candidates for entry-level positions where only minimal experience is necessary.  This encourages human…

7 Tips to Create a Mentorship Program to Empower Gen Z Employees

It seemed just yesterday when the talk was all about how millennials behave at work and how businesses can adapt to this generational shift. But now, the post-millennial generation is starting to take over the workforce.  Generation Zers have their own character to bring to the table, which means you need to refine your approach when working with them. These are individuals born from 1997 onwards, meaning the oldest of the rising generation are 22 years old and the newest members to the workforce. Gen Z is known to be the purpose-driven generation. Their passion and values appear evident not only in their purchasing habits but also in how they plan their career track and what they look for in their future employers. In fact, research shows that 60% of Gen Zers want to make an impact on the world in contrast to 39% of millennials. With this, you need to create a workplace that drives meaning and fulfillment if you wish to attract and motivate Gen Z job seekers and employees. To start, develop a mentorship program to demonstrate what your company offers and nurture their talents and skills. Check out this visual guide for mentorship program tips. This…

How Foreign Investors Can Take Advantage of Emerging Filipino Talents

A higher number of investments and a strong workforce – this powerful duo represents a big part of the emerging economy in the Philippines. Together with Filipino corporations, foreign investors contributed a total of P274.2 billion worth of investments in the first quarter of 2019, according to data from the Philippine Statistics Authority. Many factors are responsible for this milestone. For one, the country’s government has been supportive of foreign trade and has initiated a forward-looking program to entice more investors to come to the Philippines. It’s also a bonus that the Philippines has a young, competent, and English-speaking workforce. Here are some steps you can take to help you get the most out of Filipino talent while establishing your business operations in the country. 1. Focus on their strengths Filipino workers possess both the knowledge and skills that make them competitive worldwide. Based on surveys, the Philippines ranks first in having a knowledge-based workforce, while also placing second in having the highest number of skilled workers. These characteristics make it easy for you and your recruitment agency in the Philippines to build the country’s pool of talent in many aspects of professional and skilled labor. When it comes to…

Recruitment or Talent Acquisition: How to Hire Better Candidates

It’s quite common to hear people use the terms “recruitment” and “talent acquisition” interchangeably. They are two different types of hiring techniques, with one being more focused on the short-term and the other for the long-term. As an HR professional, you should be deeply familiar with the differences between the two and decide which hiring tactic to use for your company. Recruitment vs. Talent Acquisition Let’s define the two terms clearly. Recruitment is a reactive and straightforward process of hiring a candidate as soon as a vacancy pops up in the office, usually due to a resignation or team expansion. Hiring managers find a candidate for a job that already exists and is currently available. On the other hand, talent acquisition is more proactive and continuous. There doesn’t necessarily have to be a vacancy for you to begin the hunt for qualified candidates. It’s an ongoing search for talents that would be an excellent fit for your company in the future. That said, this hiring process anticipates your company’s needs. How to Know Which One Works for You Hiring is not a one-size-fits-all approach. Many companies start with recruitment techniques since it’s the logical way to build a company. However,…

4 Effective Ways to Implement Recruitment Marketing in Your Company

Job seekers of today are much like customers. How recruiters treat candidates is a reflection of their customer relationship experience and brand reputation. Also, they now compete with other companies in hiring the best candidate for the position. Therefore, recruitment has evolved to adopt key concepts and practices from marketing.  Recruitment marketing is the process of driving talented individuals to apply to a company’s vacant positions. This is executed by developing and communicating the organization’s employer brand and employee value proposition.  A reputable recruitment firm can help your business attract, nurture, and hire the top talents who will work to grow your business. It’s time to arrange your recruitment marketing in place to start hiring the best candidates.  Recruitment Marketing Essentials Beyond tools and software, recruitment marketing will thrive when it observes these strategic factors:  1. Employer branding Much like how corporate branding works, employer branding refers to how you want to shape your candidate’s perception of your company as an employer. This is your “people” brand, and it should be your first step in recruitment marketing. Around 80% of talent acquisition managers say employer branding has a great impact on their capacity to hire excellent talents. Ensure that your…

5 Employee Benefits Companies Should Have for A More Competitive Offer

The current candidate-driven job market requires employers to keep on thinking of recruitment strategies with the help of recruitment firms to be more attractive for candidates. With the number of available job openings and the number of people looking for jobs reaching almost the same levels, job seekers are now in a more advantageous position to evaluate what companies have to offer to them. As an employer, you should know that candidates look for modern employers who can provide purposeful and meaningful experiences in the workplace through flexible work policies, among many other employee benefits they usually consider. This trend has spurred the growth of modern recruitment strategies like remote work setup, flexible office space, and more—all of which are designed to make your candidates choose your company and avoid losing top talent. In the Philippines, employers are recognizing that having comprehensive compensation and employee benefits can be effective in attracting and retaining employees. Here’s how you can apply the same strategy of providing strengthened basic and premium employee perks to get more quality candidates on board: 1. Promote wellness programs and fitness initiatives This 2019, Gen Z workers are expected to overtake millennials as the largest population in the…

7 Employer Branding Tips for Small Businesses to Recruit Top Talents

Recruiting the right talent for your company is one of the most crucial parts of a growing business. However, it’s also one of the most challenging to perform. Across all industries, 72.8% of employers admit that they are having a difficult time filling vacancies in their respective companies. While there will always be plenty of willing and able candidates in the job market, it’s not so easy to find the perfect ones that mesh well with your company culture and perform the job right. If you’re a startup, the challenge of attracting premium talents become an even more intimidating task. There is plenty of fish in the sea for job seekers nowadays, and there will be those who prefer established companies over newer ones. Here lies your task of beefing up your recruitment efforts to ensure you don’t get left behind and still catch the best. Without further ado, it’s time to learn how to improve employer branding to boost hiring wins: 1. Tell your company story Everyone loves a good story—but first, you need to be consistent with the message that you want to tell. Your brand’s story doesn’t just consist of how the company started; it also includes…

Recruit or Train: How to Choose When Hiring for an Executive Position

Finding the perfect talent to fulfill your company’s needs are as challenging as ever, but so is figuring out the best career path your existing employees have with you. It’s one of the reasons why hiring for any position, especially top level ones, can give upper management or even an experienced recruitment firm a difficult time. There are two options companies can do: going through a long and arduous search for the best candidate or training existing employees to be up for the task. Each has pros and cons. For instance, hiring would entail meticulous interview processes, screening, and a probationary period to ultimately see if this new addition to the team is culturally fit. However, you can be sure that they have done this job before. On the other hand, training will call on a lot of investment in time and company resources to ensure that the person being primed for the role truly has what it takes to fill the difficult part of an executive post. There is a higher chance that this trainee doesn’t have prior experience in a similar role in the past. With a lot more to consider, it’s easy to see how this can…

7 Onboarding Issues and How to Address Them

Onboarding is one of the essential aspects when it comes to recruitment. In this step, new hires are not only introduced to the company and the people they will work with, but they also learn the weight of the position they are filling in. As a recruiter for your organization or recruitment firm, it’s crucial to make your onboarding process as seamless and efficient as possible. But truth be told, this is easier said than done. Like other steps in recruitment, it is likely that both recruiter and the new hire will encounter some challenges along the way; but that doesn’t mean that it’s inevitable. The following are some typical and out-of-the-box onboarding issues and the measures you can do to address them. 1. Explanation of company culture New hires may find it challenging to fit into the company culture if they aren’t made aware of it in the first place. Onboarding is an excellent opportunity to integrate incoming employees into the company culture and inform them of its history, both of which you can do with the right strategy. If you notice that an employee is having this problem, tackle it promptly. Acknowledge this issue and let them know…

How Tech Companies Are Changing the Recruitment Industry

Some of the biggest names in the tech industry wouldn’t be where they are now if not for their talented employees working tirelessly to put these companies on the map. An organization’s workforce will always be one of its key strengths, so they always make sure they get top talent to help run the company and achieve its business goals. Huge tech companies devise and introduce some of the most innovative yet meticulous methods to recruit the best in the business. They are so comprehensive that a recruitment agency or HR team could take a page out of their books to fine-tune their recruitment process and find the right talent. Google The search engine giant has built a reputation for having some of the most rigorous recruitment processes. A potential candidate must undergo tight preparation to ace that job interview and secure the position. According to Google employees, the interview process they had to go through was difficult or even very difficult. In fact, before they became employees, they had to pass three stages in the recruitment process that includes undergoing 29 interviews. If you’re a company that receives a million CVs a year, you’ll have to take the necessary…

7 Ways a Growing Economy Boosts the Recruitment Industry

The Philippine economy is continuing to soar new heights, and if it continues, it could be ASEAN’s second-biggest emerging economy by 2050—closely following the heels of Indonesia. The World Bank says that the Philippines will achieve a 6.4% growth forecast this 2019. Its growth has been consistent throughout the last several years, making it a very impressive candidate for business investors all over the globe. With this in mind, it’s essential to know how the economic growth rate of the Philippines can affect the recruitment industry. This could influence the future of acquiring talent in the country. After all, every recruitment firm should familiarize themselves with the hiring landscape in a dynamic economy. How Economic Growth Affects Recruitment 1. Creation of new jobs While a growing economy doesn’t always correlate to job creation, the case is real for the Philippines. The same investors who are looking to put up their headquarters in the country also can’t help but notice that Filipino workers are cost-efficient and hardworking individuals. This inspires them to create a team based in the Philippines as well. These invaluable Filipino skills and the rising business investment opportunity equate to better job creation. 2. Competitive recruitment in a…

10 Secret Habits of a Highly Organized Recruiter

Imagine making and taking several calls a day, screening candidates, evaluating processes, and performing daily tasks—this can be a lot to handle for a person. However, well-organized and successful recruiters find productive ways to retain order and control. As a recruiter, you’ll need to pose certain traits and develop habits that will lead you to become successful in your profession. While it’s true that recruiters have their unique ways of dealing with their tasks, being organized can help them keep track of discussions and avoid work troubles. Whether you function within a recruitment agency or an organization, below is a rundown of the top habits of highly organized recruiters or HR professionals that can help you aim for excellence.   1. Start everything with a to-do list More often than not, you’d need to list down everything you need to do before you start the day since our mental note can only remember so much. And as recruiters, your daily functions can get all over the place, which is why you need to split your duties into manageable chunks. Setting mini goals to achieve major goals will allow you to work on manageable tasks. Jotting your tasks down on paper…

9 Creative Ways to Engage Candidates in Your Recruitment Campaigns

You’ve already spent months trying to recruit the perfect candidate, and you still couldn’t hit the jackpot in finding the right person to fill a job vacancy. Your frustration is completely…

7 Common Mistakes When Using Social Media for Recruitment

Social media is a powerful tool for any industry, with its ability to help employers and recruiters connect with potential hires. However, it’s easy to get caught up with all the capabilities that social channels offer without maximizing their benefits in the field of recruitment. Whether you’re already using or barely starting to use LinkedIn, Facebook, Twitter, and other social platforms to find talent or advertise job openings, it pays to know what you may be doing wrong, which might cause your company to lose top talent, time, or money. Here are seven of the most common mistakes to avoid when recruiting and prospecting on social media. 1. Undefined social media strategy As with any business project, you need to discuss your social media recruitment strategy with your team. Without a clear strategy in place, there’s the risk of spreading yourself too thin in the vast social media space. To establish your social media strategy, start off by defining your reasons for going social, whether it’s to grow your online presence as an employer or to reach out to more candidates. Knowing what your goals are can help you determine how to go about social recruiting. A good first step…

The Do’s and Don’ts of Effective Communication for Recruiters

It’s no secret that recruitment plays a major role in the success of a company. To get the recruitment process going, you need to practice effective communication strategies. A lot of your recruitment tasks will require you to reach out to candidates, respond to job applications and inquiries, or coordinate with the hiring team of your recruitment agency. Knowing what methods and tools to use in your internal and external communications then becomes crucial as you aim to make quality hires and enhance your overall recruitment process. The following infographic sums up everything you need to know, including statistics and tips in recruitment communication. How Modern Recruiters Are Communicating Today, it’s common for recruitment companies to explore all available channels to find and engage talent for various job positions. They’re investing in new technologies, such as automation and other programs powered by artificial intelligence, since these are proving to be useful not only in streamlining recruitment processes but also in gaining higher engagement among candidates. When it comes to more traditional forms of communication, text messaging has overtaken phone and email as the tool that most recruiters use. With text messaging, it’s easier for recruitment agencies to send job listings…

How to Avoid Bottlenecks in Your Recruitment Process

Business processes need to be a well-oiled machine, relying on the seamless execution between personnel and teams to drive the organization forward. Like other business processes, recruitment involves other departments of the company aside from your HR team and sometimes, your chosen recruitment agency. However, bottlenecks or constraints are also possible, and these may cause your processes to slow down, be less effective, or completely stop. Employees are your company’s most important resource, so hindrances to recruitment and hiring processes can also result in damage to your bottom line. The longer a position remains empty, the more opportunity, productivity, and revenue are lost. There are different reasons behind recruitment bottlenecks, such as parties miscommunicating and failing to agree to a strategy, not knowing where to look for candidates or how to sell the company, not having the right process for applications, not having the right decision-makers during hiring, and not reviewing your recruitment process. Every organization can experience constraints for various reasons. So, for you to correct your company’s bottleneck, you’d first need to get to its root cause. You can do this by answering these questions: Who should spend the most time with resumes? Should it be the hiring…

How PH Elections Can Influence Recruitment and Investment

Government elections are always a huge deal for any country since the polls are part of a crucial process in determining who will be leading its people in the next few years. But as much as this important event has massive implications on a nation’s political and economic sectors, the results can send ripples beyond its own circle. It could have possible effects on hiring on a recruitment agency level and investment in the country through economic changes. The Philippines will be having its midterm national elections in May, which will elect 12 senators, lawmakers in the lower house, and local officials across the country. This shift in power sparks changes that depend largely on the platform of the candidate who won a seat, so here are a few things that you need to keep an eye on: Implications of the PH Elections Economic According to HSBC Global Research, President Duterte’s tax reform program is expected to continue to make its way through the lower house in 2019; however, it stressed the importance of being mindful of political developments leading up to the elections in May. The report also stated that the tax reform agenda was put on the back…

5 Signs Your Employee Might Quit Soon and How to Stop Them

Employee turnover rates are at an all-time high. It’s a new trend that every recruitment agency and hiring manager are wary of. According to a study conducted by Work Institute, an estimated 42 million, or one in four employees, left their jobs in 2018. However, the real shocker is learning that 77% of those resignations could have been prevented. Employees exhibit behavior that could indicate they want to hand in their final notice. Here are five telltale signs your employee might quit soon and how you can stop them. 1. Drop in productivity Lowered productivity levels may suggest that your employee feels unmotivated, disengaged, or bored with work. This is especially odd if they used to be more proactive during meetings, was known to volunteer in after-work projects, or participate in company events such as sports fests and parties. While the reasons may not always be rooted in work, it’s worth monitoring employees who seem to shift to this end of the spectrum. 2. Increased number of absences If you have an employee who barely used their paid time off before and is now rarely in the office, it could be another red flag. They could be using this time…

The Burnout Generation: Why Millennials and Gen Z Are Getting Tired of Work

We’ve all been through a rough patch at work, which mostly involves spending more time beyond your regular eight-hour shift to complete one task after another. Stress can wear you down, and this eventually leads to exhaustion where you can’t keep up with work’s excessive demands. Often, this kind of situation has taken you to a place where you drag yourself to work every day and tackle each task with a total lack of enthusiasm. This is a sure sign of occupational burnout, and it’s more common than you think, particularly in the younger generation. With millennials making up most of today’s workforce and Gen Z right on their heels, occupational burnout has become a cause for concern. Apparently, there are various reasons behind this behavior that are specific to their generation. These two generations may differ in many ways, but they converge in how they’re affected by stress-related work. As with every good employer, business owner, or recruitment agency professional, it’s your job to know what makes both generations tick, and this includes all the reasons that cause burnout, so you can address them properly. ‘Errand paralysis’  A viral BuzzFeed piece explored the reasons why millennials have become the…

7 Essential Skills Every HR Professional Needs Today

Human resources was once a personnel-based function with administrative and compliance-driven tasks. Despite this, it’s one of the fastest-growing and most in-demand careers today. According to the Bureau of Labor Statistics, employment of HR managers is projected to grow by 9% from 2014 to 2024. However, over the years, HR skill sets have transformed to support the company properly, as well as job seekers. It means adopting different roles to assist the evolving economy and new generations of the workforce. Modern HR, as well as any recruitment agency, calls for technical knowledge to work with and around the latest innovations in recruitment. The following are some of the business and industry expertise that HR professionals would need to develop and sustain to flourish and keep up with the times. 7 Essential Skills Every HR Professional Needs Today 1. Strategic and innovative Today’s HR personnel can be as proactive as other departments. Since they have a better understanding of the company’s mission and goals, it only makes sense for them to be the first choice as strategic partners. With their knowledge, they can help differentiate their organization from the competition to drive success and revenue. Something as simple as aligning work…

Stop These 3 Cultural Biases That Can Affect Your Recruitment Process

In general, you make decisions based on a number of relative factors, such as your personal beliefs and previous experiences, to help you weigh your options. When it comes to recruitment, this kind of approach – where you rely on your own subjective point of view to make decisions – can lead to unconscious bias in evaluating and hiring candidates. Unconscious bias happens when you develop a quick and baseless opinion of someone without you intending to do so. After all, it’s natural for most to prefer those who have similar beliefs and principles over those with different backgrounds. As humans, we take comfort in familiarity. Cultural Biases in Recruitment Bias in recruitment is a global phenomenon. Whether you’re a recruitment agency for Asian or Western companies, cultural biases can sneak their way into your recruitment process. Here are some examples of recruitment bias found across cultures, which you need to put a stop to. Gender Gender bias simply pertains to preference for one gender over other gender types. Today, the gender spectrum is no longer limited to females and males but includes other gender identity. If your organization’s workforce is predominantly composed of a specific gender type, there might…

7 Ways to Assess Leadership Potential in Your Candidates

Great leadership is a universal skill that most successful people possess, and these people are the ones that propel an organization to success. As such, you want to find candidates who can not only perform their tasks excellently but can also help drive the brand forward while motivating others to follow their lead. There are ways to spot if you have a future leader sitting in front of you. You can ask different questions and observe their behavior to assess their potential. Below are seven ways to help you evaluate whether a particular candidate can be a valuable asset to your company. 1. Look for passion You’ll know when a candidate is passionate about what they do the moment they speak, especially when it comes to their experiences, work ethics, and principles. Candidates who demonstrate an intense eagerness to learn and those who engross themselves in their work are likely to succeed in their role. Passionate candidates are motivated to move up the ladder to guide a team. Not only because it’s the logical next step for their career, but because they want to make a difference in the company. Sample questions: Have you had any experience when something went…

How to Hire Top Talents Using Modern Recruitment Strategies

Any recruitment agency keeping up with the beat of the times knows that the hiring landscape is quickly changing. Perhaps a decade ago, recruiters could completely rely on job search sites and wait for candidates to flock to them. While that’s still a great way to attract applicants, many companies now ride the competitive digital wave and deploy clever tactics that are influencing how jobseekers choose their place of work. One of the biggest reasons for this shift is the evolution of the modern workforce. How do you attract talent from a crowd that is notorious for switching jobs every couple of years? Here are some of the modern techniques companies are using and how you can execute them. 1. Social media recruitment Social media has undeniably become a huge influencer when it comes to shopping, lifestyle, and even business decisions. Studies show that the average person has 7.6 social media accounts. While they may not be active on each one, it’s safe to say that most people get their daily dose of content and information from these platforms. LinkedIn, Facebook, Instagram, and Twitter are some of the most popular channels that help companies find the right talent that they…

6 Workplace Culture Trends to Attract and Keep Top Talents

An employee who has stayed with a company and thrived in it for over 10 years is quite a feat in today’s professional landscape. It’s rare to find hardworking and loyal personnel who started as a young candidate from a recruitment agency and made it up your company’s own ladder. In a case like this, you’d want to know what makes them stay. There are many reasons why an employee stays loyal to a company. It may be the salary you’ve been paying your workers or how awesome the workspace looks. Perhaps it’s the way they are treated at work or a combination of everything. This is where workplace culture comes in, making it a key factor in not only keeping top talents but also attracting them. Take the best companies to work for in 2018 according to employees. They have the perfect mix of competitive salaries, reasonable benefits, and fabulous workspaces. If you keep your employees happy, they will stay for years to come, and you would even have many others want to work for you. It may sound simple, but it takes a lot to achieve this. Back in the day, it didn’t take much to please employees….

Top 5 Marketing Trends in Recruiting

Using marketing trends in recruiting is one of the latest trends in recruitment industry. In this blog post, I will present 5 key marketing tactics and methods you can use to elevate your hiring. You will learn how to create your candidate persona, define your employee value proposition, build your employer brand, get started with social media recruiting and utilize specialized recruitment marketing tools. (Source) The Role of Marketing in Recruitment As the competition for the talent increases, companies are searching for new tactics to win in the war for talent. The latest one is called “recruitment marketing”. Simply put, recruitment marketing is applying established marketing tactics and methods in recruitment. Using marketing methods and tactics in recruitment can help you stand out from your competitors, attract the attention of the best candidates and convince them to choose your company as their next employer. If you have no previous knowledge or experience in marketing, you might be a bit scared to dive into a wondrous world of recruitment marketing. But don’t worry – no matter your experience, your company’s size or budget, you can surely implement a few key marketing tactics strategies into your recruitment efforts to ensure that you…

6 Recruitment Trends That Will Dominate 2019 and Beyond

The world only has a few months away before it sees the end of 2018. This year, companies have learned and seen the significance of keeping up with technological trends and advancement to further improve their key processes, especially for HR. With 2019 on the horizon, it’s time to look at some of the new things your organization can take advantage of. Natural Language Processing Artificial intelligence (AI) dominated every industry possible in 2017, and for HR, that means including solutions based on AI tech. According to research by Bersin by Deloitte, almost half—at 40%—of companies they surveyed are already using one or more AI tech for HR. For 2019, AI will continue to develop, and companies are looking at NLP to address one of AI’s many flaws. AI-based conversational tools lack the failure to understand the true meaning of words as it relies on literal interpretations and translations, even when the human language used is not always used in the literal sense. NLP solutions will learn to think and speak like humans. The AI will speak the language, not just translate it, and will go as far as recognizing human emotions. With this new feature, NLP will be able…

8 Red Flags Recruiters May Find While Looking for a Candidate

During the hiring process, it’s crucial for you to check if the applicant is the right candidate who will fit your company culture perfectly. Since not all candidates are created equal, you’ll need to exercise good judgment in evaluating them based on what their résumé says and what they tell you during interviews. As a recruiter, HR professional, or business owner, you shouldn’t ignore warning signs or red flags that candidates might knowingly or unknowingly manifest. This article will help you pinpoint those rough edges and help you decide if the candidate is worth hiring or is someone you should pass up on. Resume The candidate’s résumé is your first opportunity to assess his or her skills or professional experience. Here are things you should look into when reviewing a candidate’s résumé: 1. Structure Considering that there are hundreds of résumé templates that can be downloaded online, it’s unforgivable if a candidate submits a CV that doesn’t have a proper structure. Maybe there are no clear section or paragraph divisions in the résumé, which isn’t helpful if you want to quickly find the most important details about the candidate’s educational background or technical skills. Moreover, a poorly formatted CV doesn’t…

A Guide to Recruiting this Last Quarter of the Year

The year may be ending, but that doesn’t mean you should become lax with your recruitment efforts. The last quarter of the year has a reputation of being a low season for hiring talent, but that’s no longer the case. Opportunities can spring up any time, and more people in the workforce are braver in taking leaps to find a new career path. As such, it could be an excellent time for your HR manager or recruitment agency to focus on getting the perfect people to join your team. Scouting for talent during the holidays will give you a head start in fulfilling your company’s goals for the new year rather than chasing recruits at the beginning of the year. Why the End of the Year is the Best Time to Recruit Kickstart the following year right It’s a bit more challenging to get the ball rolling with your future projects if you’re going to be a few heads short. It’s much better for recruits to be part of year-end check-ins and goal-setting for the following year, so the transitions are more seamless. It’s also much more cost-effective for the company this way—you can cut down on training and dive…

Bad Hiring Habits You Need to Change Before the Year Ends

Bad habits are difficult to unlearn once you’ve been doing it for a significant amount of time. It starts to affect your behavior, and this would eventually become evident in how you handle everyday situations. Always late when showing up for appointments? That’s going to leave a mark. Dressing inappropriately during business meetings? Bad impression. Poor hygiene? Let’s not even go there. Old habits die hard, but if you start becoming aware of them and realize you need to make some changes, you may have gained enough resolve to overhaul what you’ve perceived as the norm. And when you’ve cleaned up your slate, you are ready to start making some good ones and jump back on the right track. This is applicable in all kinds of situations. In the field of recruitment, HR professionals from a company or a recruitment agency may have also developed lousy habits that need to be broken. This should be done as soon as possible so you can streamline the hiring process and start finding the right employees who will work for you. To raise awareness so you could address them, here are some of the bad hiring habits you need to change as soon…

The Risks in Your Recruitment Process and How to Mitigate Them

Recruiting the right candidate is included in every HR team’s goals. Well-chosen employees contribute a great deal to positive and productive workplace culture, smooth business operations, company stability, high team morale, and more. To secure these benefits, it’s your responsibility in HR to adopt a fool-proof approach in your search for the perfect talent. This means identifying errors in your recruitment process since any loophole may affect the quality of results in your hiring. A good practice is to make an audit of your selection process, focusing on possible risks and planning how to mitigate them. 1. Not looking beyond your ideal candidate Even in recruitment, we also have that concept of “The One,” which describes the ideal candidate that you want to hire. However, if you focus your search on your ideal candidate, you might miss out on other equally qualified candidates. It’s simply wrong to assume that there is a single person who has the exact set of skills, values, and attitude that will make that candidate eligible to be a part of your team. Recruitment firms should avoid falling into the trap of getting fixated on the perfect candidate by balancing the profiling credentials provided by hiring…

How Can Older Employees and Millennials Effectively Work with Each Other?

The modern workplace is at its peak of age diversity. Most companies currently have three generations working together in one office; some even have four. Countless studies have shown that each group has distinct characteristics, differing priorities, and varying work ethics. These stereotypes sometimes lead to divisive behavior among employees, hindering efficiency and lowering productivity. People in the workplace shouldn’t be afraid of this. Recruitment consultants have been noticing the trends and figured that it’s high time to accept and adapt to the changes in the workforce.  This set-up creates an exciting opportunity to evaluate your team members and utilize each generation’s strengths. Co-workers should be aware and respectful of the ideas and methods of each group and make it a habit to learn from them instead of criticizing them. But, respect begins with awareness and understanding of the different generations and their work ethics.   Who are the Different Generations in the Workplace? Baby Boomers Born between 1946-1964, Baby Boomers are a diligent and steadfast group. Their nickname came from the increase of birth rates at the time following World War II. Get Smarter paints a picture of what Baby Boomers are like in the office: Tenacious and disciplined…

The Future of the Workplace: How Will AI Change the Way We Work?

We live in a time when every day gives us an opportunity to discover new things that could change our lives. For businesses, the possibilities for improving products, services, ideas, and methodologies are endless – thanks to the emergence of game-changing technologies such as artificial intelligence (AI). AI is a valuable innovation that technology has given us since different industries can use it to transform their business. The concept of AI involves the creation of machines, devices, or bots that can think and work like humans. That being said, AI has far-reaching applications in the workplace, which have the potential to bring out positive changes within teams. Here are some of the most significant uses of AI that can help change the workplace for the better. 1. AI as an effective medium for meetings and collaboration Meetings and collaboration regularly take place in companies, and with AI on board, you could accomplish your agenda in lesser time but with more high-value impact for your organization. This sentiment is shared by 65% to 73% of respondents who joined a recent survey about the value of AI for company meetings and other collaborative projects. For example, there are now AI applications that…

A Guide to Implementing an Efficient Mid-Year Performance Review

It’s that time of the year again when HR professionals, managers, supervisors, and employees focus their energies on mid-year performance reviews. When conducted properly, mid-year performance reviews can help organizations determine whether the strategies they set in the beginning of the year are working. It also provides employees the structure, motivation, and guidance they need, so they can be better at what they do. The results of your mid-year performance review will also guide you into making executive decisions that will propel your organization to success. A Gartner study revealed that consistent, regular feedback boosts employee morale by 12%. Indeed, mid-year performance reviews is a great opportunity for employers to evaluate how each employee is doing in the company, identify gaps in the workflow, and improve employee productivity. Critical Points to Evaluate 1. Metrics In the beginning of the year, you set metrics to measure the success of your goals. The goal of your mid-year review is to identify met and unmet goals so that you can explore problems surrounding why a specific metric wasn’t reached and what the employee did to successfully meet the other goals. 2. Ongoing Projects Teams and organizations set realistic goals before launching a project….

The Cycle of Employee Experience and How You Can Improve It

The cycle of employee experience identifies the different stages that someone goes through in a company and the role that HR plays in improving their progress in the process. Managing the cycle is crucial for HR professionals and recruitment consultants because all corporations need employees—assets who bring in the most benefits for the growth of a company. When there’s a life cycle program, employees experience a consistent series of steps through their career while enabling HR to collect and analyze data that can help improve HR processes and methods. Each stage brings challenges to both the company and employees, but the fact remains that it is vital for HR to improve it to offer a relevant experience to every employee or candidate.   I. Attraction Attraction is the first step to getting the attention of your prospect employees, and this is made possible by establishing your employer brand. As defined by author Brett Minchington, employer brand is the image of an organization as a ‘great place to work’ in the mind of current employees, key stakeholders, active and passive candidates, clients, and customers. When your company has the characteristics applicants search for, you entice and keep great talents which are…

How to Assess These 7 Traits of a Great Candidate in Your Recruitment Process

Candidate sourcing isn’t about getting a high volume of talents for your recruitment firm. It’s about hiring the perfect candidate for any open position – one who will excel at the job, fit in with the company culture, and ultimately, help the organization prosper. But, how do you know whether a candidate is fit for the job? Getting to know a candidate is no easy feat, especially when you only have one or two interview sessions, plus a resume from which base your assessment. But, learning how to observe their traits and personality effectively in your recruitment process can help you save time and energy. Here are the traits you need to look for, as well as some tips how you can assess for these characteristics and attitudes. 1. Passionate A great employee is passionate about what they do. They don’t just do the bare minimum. They will perform to the best of their abilities and do much more than they’re asked to do to deliver high-quality work. Most candidates write “passionate about work” on their resume. So, how do you know if a candidate is really passionate about their craft? . How to Assess for This Trait: If you’re…

4 Horrible Practices of Recruiters that Drive Top Candidates Away

There is a pressure to fill empty seats immediately for any HR professional or recruitment firm. Ignoring red flags in their hiring process has become for recruiters to save time and money. However, what was supposed to be merely a band-aid solution has slowly ingrained itself into your hiring system simply because the HR manager failed to call it out. Little do they know that the very practices that supposedly allowed them to save on company resources are costing them more. What’s worse is that they’re driving candidates away. A lot of employers and HR managers think that if talents really want the job, they should and would work for it. Then again, some recruitment firms and HR professionals fail to grasp that top candidates have other offers to consider, so they don’t have to put up with inefficient and obnoxious hiring practices. Here are some of the horrible recruitment practices that drive top candidates away. Avoid them at all costs or if you’re already doing it, then fix it.   1. Not Being Upfront About Salary Range Every company has a specific budget for a particular position – that’s not a huge secret, and top candidates know that. Still,…

Promoting the Culture of Equality and Diversity in the Workplace

Organizations and businesses recognize the value of having a culture of equality and diversity in the workplace, as the benefits go beyond just the legal obligations. Having a diverse workforce and inclusive culture allows organizations to offer a wider range of ideas, skills, and experience. As such, promoting equality and diversity in the workplace is one of the top goals of any employer, recruitment consultant, or HR professional. A lot of times, people aren’t even aware when their comments or actions can already be considered discriminatory. Most employers would even claim that they practice a culture of equality and inclusivity in their company. So, it’s important to look at all the vital aspects of equality to ensure that proper measures are taken to prevent discrimination.   What Does Workplace Equality and Diversity Mean? Equality in the workplace means that all employees have access to equal opportunities and peripherals regardless of age, gender, race, disability, sexual orientation, religious beliefs, or class. Diversity means that business and companies welcome people from various backgrounds. It’s about how an organization reflects these attitudes in their workplace policies and hiring process.   It’s a Conscious and Continuous Effort for All Involved Promoting a culture of…

6 Traditional HR Practices to Drop When Screening Candidates

There’s no doubt that your recruitment’s screening process is the main precursor to a company’s smooth and successful hiring program. From the very beginning, your recruitment firm or HR team handles the screening and interviewing of candidates before the hiring manager takes over in further assessing a particular applicant. Thus, your search team has to make sure that you’re employing relevant strategies in screening potential employees instead of traditional, outdated HR practices that may prevent you from attracting exceptional talent. Here’s what you should be doing less when pre-screening candidates: 1. Focusing too much on technical skills There may be recruiters and employers who gauge a candidate’s qualifications based on their technical skills, thinking it could help them save on training time. Not to mention, employees would prefer working with someone who has had relevant training and experience. While this is understandable, you should not forget that well-rounded candidates who possess both the technical and soft skills are more ideal than your average job seeker. Technical expertise may be beneficial up to a certain extent, but unless someone displays the ability to communicate, collaborate, or interact with the team, the level of productivity and sense of harmony in the workplace…

7 Resume Alternatives You Should Use in Your Recruitment Process

Résumés have long been a useful tool in the recruitment process, requiring a considerable amount of discernment as you sift through mounds of paper to find the most qualified applicant for the job. Despite this tried and tested method, résumés should not be the only tool you should use to help you in your recruitment efforts. It is now essential to utilize alternative methods to boost your accuracy in nailing down those quality hires. While a résumé is indeed important, it does not deliver all that is needed to make the right decision or even help whittle your pool down to the best candidates. Hence, the need for résumé alternatives to help headhunters and HR personnel from a recruitment agency in the Philippines do their jobs more efficiently. Relying solely on an applicant’s résumé may be the reason you are getting low quality hires. It’s high time you become fully aware that your dependence on it can leave you blind in terms of looking for the best man for the job. Then again, it is still essential in the initial screening of applicants so that you can determine who will move on to the next stage of the hiring process….

Top Priorities of Job Hunters You Probably Didn’t Know

Today’s job hunters are becoming more particular when considering job offers. They no longer just search for any position or accept any job, as they push to find work that can give them personal, financial, and intellectual fulfillment. They will carefully evaluate whether opportunities are a good fit for their personal and professional goals. As a recruitment consultant, you need to determine what applicants, candidates, and employees are looking for in a job to help them feel fulfilled and accomplished. As such, now is the best time for companies to level up their strategies to give job seekers what they want, and ultimately, hire the best talent. Here are the top priorities of candidates and job hunters. Company Culture LinkedIn’s Global Recruiting Trends Report indicated that company culture is a crucial piece of information when job seekers consider potential employers. In fact, the study shows that more than 66% of job hunters want to know about the company’s culture above everything else. Most job postings provide a complete job description in job boards, but it doesn’t really paint a clear picture of what it’s like to work in the company. Instead of focusing on the open position, recruitment consultants should…

4 Expectations of Candidates During A Recruitment Process

Surely, you have a long list of expectations from the candidates you passed in the first stage of resume screening when you meet them personally. However, as a recruiter, you should know that these candidates also have expectations when looking for a job, and the recruitment process will always be one of them. Candidate experience is becoming critical to job seekers, and this includes everything—from marketing to the hiring process, which can transpire on career sites, job postings, social media, and interview sessions. Giving a negative experience to a candidate comes with consequences, especially today where bad reviews are spread easily on the world wide web. Meanwhile, a good candidate experience could lead them to refer your company to their family or friends, or even try to apply again in the future. Recruiters must take this seriously and deliver the best possible candidate experience that job seekers expect. The following list of expectations will allow you to understand how you can give a worthwhile candidate experience to every job seeker you meet. 1. Visibility and transparency Candidates are aware that recruiters are busy and have tons of other people to deal with, but they would appreciate some feedback from you….

Think Twice Before Asking These Common Interview Questions

As HR professionals or recruitment consultants, you want to make the most out of the time you have with your candidates, but there are interview questions that hinder you from getting to know your applicants effectively. Sometimes, the most common questions aren’t as effective as what you think. These questions may keep you from building a good rapport with the candidate. Keep in mind that candidates come from all sorts of backgrounds, so you should consider modifying your questions from time to time depending on what’s written on their resume and the flow of your interview session. Here are some of the common questions you should think twice before asking in an interview.   1. “Tell me about yourself?” This is probably one of the most traditional questions asked by interviewers. You might think that this is a good icebreaker, but it actually gives an impression that you haven’t read your candidate’s profile. If you want to find out something new about your candidates, focus on a particular item in their resumes such as previous roles, an extra-curricular activity or goals achieved and let them expound on that.   2. “Why are you leaving your current job?” While you aim…

5 Things Candidates Should Know About Recruiters

Most job seekers in the market might be too focused on landing a job that they forget a thing or two about the people who help them land it: the recruiters. All recruiters – whether they’re working for recruitment firms or the company you’re applying for – are doing a role that was assigned to them. And as a job seeker, it helps to understand them better if you want to improve your chances of connecting with them and being more successful in your job search. Or at least, less annoying as a candidate. Here are five things you should know about the work recruiters do. 1. Recruiters will not give you career advice. When you show up to an interview, recruiters expect you to already have an idea what you’re signing up for. Sure, they’ll clue you in on the specifics, but one thing recruiters will not do is give you a pep talk to convince you what you really want to achieve in your career. Some people go to an interview for a job they want and hesitate at the last minute upon discovering a small detail such as unfavorable schedule or unattractive perks. When this happens, you’re not only wasting the recruiter’s time, but…

How to Best Manage Unhappy Employees

Unhappy employees can destroy your brand reputation and company culture. Employee dissatisfaction can be contagious, whereas one unhappy employee can influence other employees to feel the same about the company, thereby causing the negative behavior of not just one employee but a whole lot of them. It then results in an overall decrease in productivity and performance—potentially costing the business millions in lost revenue. Not to mention, the cost of losing an employee and having an open position that your recruitment firm needs to fill. However, unhappy employees don’t resign immediately, which means managers and HR teams can still work together to prevent employee resignation by managing their wants and needs as professionals. 1. Assess the situation. Employees won’t call your attention and tell you they’re unhappy. But, there are warning signs you can look out for to determine whether an employee or team member is disgruntled or dissatisfied. Here are some warning signs to watch out for: Lack of motivation, excitement, or passion about their job. Constant tardiness or absence from work. Taking long lunches outside the office. Doesn’t participate in meetings or team activities outside work. Talks about the projects or the company in a negative tone. Does…

How Hiring Managers and Recruitment Firms Can Work Together

Your company’s recruitment success depends on many factors. For one, candidates prefer a short and well-laid-out application process that lets them move from the first step to the next fast enough. Another consideration for jobseekers is the interview process, which they use as a basis in rating their candidate experience with your company. This is why there should be a positive relationship between your hiring managers and your recruitment consultant. When these two key players work as a team, the result is a streamlined hiring process that helps in attracting the right candidate. However, it’s also possible for recruitment managers and recruitment agencies to encounter challenges in their hiring efforts. There might be unequal expectations between the two, and miscommunication happens at times, too. Both teams need to develop the right strategies and mindset to avoid potential conflicts. After all, recruitment is a matter of knowing and agreeing as to who does what, when, and why. Here are some tips for effective teamwork between hiring managers and recruiters: Tips for Hiring Managers 1. Write clear job descriptions. This enables your recruiter to focus on the skills that they should be looking for in candidates. If your job description is not…

What’s Taking Recruiters So Long to Hire the Right Talent?

When a seat is left unfilled, thousands of productivity hours are lost. Often, that translates to loss in potential revenue for the business. According to a recent report, the average time to hire across all industries is 39 days. That’s a long time for an important position to stay open. However, some recruitment consultants believe that a longer hiring process ensures that the perfect talent is hired for the job. In spite of this, the job market is increasingly becoming competitive. Employees who were once reluctant to leave their jobs for fear of letting a secure job go are now more aggressive in looking for better opportunities. So, the longer you take, the bigger the window of opportunity you’re giving your competitors to get the best talents in the market. As a recruitment consultant or HR professional, it’s crucial to get the best recruits in a timely manner to avoid any business loss. Here are some of the things recruiters are doing wrong that results in a decrease in productivity and performance of the whole company. 1. Ineffective Job Board It’s not enough to just post an open position or a job advertisement on your website and wait for applicants…

Every Reason Why Candidates Will Never Accept Your Job Offer

The search for the perfect talent might just be one of the toughest tasks in the hiring process for every recruitment consultant, HR team, and manager. Not only does it require finding the right person for the job, but also requires the power to make the candidate say yes. The truth is, your candidate isn’t always applying for one company and yours alone. Other employers are waiting for your candidate’s big yes, and there’s no way you can prevent that from happening. With the hopes of leveraging ahead of the competition, recruiters and hiring managers tend to forget the idea that candidates can be choosy, too. So, save yourself from the long wait as you determine some of the reasons why your candidates could decline your job offer. 1. Incompetent benefits and compensation package. According to the LinkedIn 2015 Global Talent Trends report, compensation matters most when making a final job decision. High-quality talent doesn’t just take quite some time to find, but will also cost a fortune. Make them an offer they can accept and would compensate their career status. Although money isn’t the only thing on your candidate’s list, it is indeed an important one. 2. The job…

5 Ways to Jump-Start Your Recruitment Process This New Year

2018 is finally here! For most companies and enterprises, budgeting and forecasting have already begun, which means that requests for new hires are coming your way. As HR professionals, you should already be planning and executing an effective recruitment process for the new year. If that’s not in your pipeline, then you’re missing out on the new trends and tools to attract top talents who will help you grow your business. The new year is the perfect time for HR teams and recruitment firms to jump start and upgrade their recruitment process. Read on to learn more about how you can enhance your recruitment strategies this year. 1. Develop a Workforce Planning Program Develop and refine an annual plan to predict staffing needs for the whole year. This helps your team assess requirements for talents. You should know how many new positions will be created, how many and which positions will be removed from the organization, and how many positions need to be filled based on resignation or attrition history. Prepare your recruitment firm and HR department with a process that accommodates the projected needs. Furthermore, it will help you acquire talents with the right educational background, professional experience, and skill…

How to Effectively Look for and Screen Passive Candidates

Acquiring top talents and hiring the candidate with the perfect skill set is every recruiter’s goal. But, with the job market becoming increasingly competitive, it’s getting harder for recruitment consultants and HR teams to find the best talents. This is why recruiters can’t just wait for resumes to arrive – they need to actively seek out top talents, even those that are currently employed and not looking for new career opportunities. Passive candidates make up three-fourths of the world’s talent pool, making it a crucial source of candidates for recruitment consultants and HR professionals. But, tapping passive candidates may not be as easy as it seems. Here are a few strategies you can implement to effectively look for and screen passive candidates. Know What You’re Looking For Some recruiters reach out to passive candidates with general information about the job or position. Make sure you understand the job that the open position entails. This will help you find the perfect candidate, and more importantly, it will allow you to convince your passive candidate that applying for the open position is worth their time. Remember that passive candidates are not looking for a job and are currently busy with their current…

Social Recruiting is Here to Stay This 2018 – Here’s Why

Social media has impacted our daily lives in the last decade. Even the hiring and recruitment firms are now leveraging its power. Over the past few years, social media emerged as one of the leading trends in recruitment, and it looks like it’s not going anywhere. In fact, reports indicate that more than half of recruiters claim that they get candidates of the “highest quality” on social media, which makes sense because 86% of job seekers who are in the first 10 years of their career use social networks when looking for open positions or researching about a company. Not only does social media enable you to find top candidates, but it also allows you to improve your brand personality or company reputation. Here are the reasons you should never doubt the power of social media in recruitment this 2018. Increase Brand Awareness and Reputation Almost 7.5 billion people using social media. By using social networks, not only is your recruitment firm or company finding top candidates, but you’re also increasing your brand visibility on the channels where most of your customers and employees are. Face it. If you’re not on social media, then you’re out of the loop. Tap…

2018 Recruitment Trends According to Experts

In 2017, the recruitment firms and the overall HR industry delved into how they can increase employee engagement, improve employee retention, and utilize automation technology to make their process more efficient. This 2018, more disruptions and trends will evolve to help shape the future of HR and recruitment. Here’s what you can expect this coming year. “AI and machine learning will continue to grow and proliferate.” Modern talent acquisition technology is powered by AI and machine learning. According to SocialTalent, people are already coming to terms with how AI and machine learning can make their professional lives more fruitful. AI reduces recruiter bias by focusing on skills and experience instead of demographics such as age and race. The use of algorithmic sourcing, talent mapping, and text analysis algorithms will help recruitment firms and HR professionals pick out skills and experience faster and more effectively. In addition, it helps recruiters engage with top candidates in a more streamlined process. As such, AI and machine learning will grow and expand this 2018. To leverage its power, recruiters need to study and analyze the technology. As a result, they not only skill up, but they will also increase their productivity. “But, the hiring…

7 Important New Year’s Resolutions for HR Professionals

2018 is almost here! Every new year, a lot of people create new year’s resolutions to help them achieve their new goals in their personal life. The same goes for your career and profession. As recruitment consultants and HR professionals, it’s important to conduct a year-end review and evaluate the areas that you need to improve. Here are important new year’s resolutions for HR professionals to push for this coming new year. 1. Update outdated and unnecessary HR policies. It’s important to stay up-to-date with the evolutions and changes within the HR industry. Review your current policies and revise or remove outdated ones. Find out what other companies are doing, and determine whether their strategies will work for your organizational structure. Do your research within your organization and survey employees to determine the policies that work and those that don’t provide the wanted results. Ask them what they want. This will help you get an idea about the perks and benefits that your employees value more. 2. Get brand partners who are willing to provide discounts, promos, and packages to your employees. Additional perks such as discounts and promo packages at partner establishments can help increase employee engagement and contribute…

How to Prevent Employees From Resigning This New Year

The transition into the new year for companies is usually exciting and challenging at the same time. For HR, it could mean dealing with year-end resignations from employees who are eager to start another career path after an unsuccessful or stagnant stint with their company. Some of these employees might have felt they were not valued enough in the organization, while others might have had issues with their co-workers or managers. For those who have been with the company long enough, they might feel there’s nothing else that motivates or inspires them at work, so they want to try something new this time around. Or it could simply be about money. One of your employees might have found a higher-paying job, and that employee couldn’t be happier with the idea of earning more. Those of you in HR might find a lot of wisdom in the adage, “Prevention is worth a pound of cure,” as you work toward employee retention. The general rule is to know why employees are quitting so that you could take a proactive approach and make your employees think twice about leaving your camp. Here are some tips to make your employees loyal and committed to…

8 HR Issues to Address and Resolve Before the Year Ends

HR issues are very common among organizations, and they encompass a wide variety of problem areas—from running the HR department itself to assisting the company’s employees through HR functions. If this sounds familiar to you, you need to look at the big picture and all the small details to get to the root of the problem and help you lay down your plans on how to best resolve these challenges at every level. Get rid of the challenges you’re currently facing in your organization so that you could start the coming year with more efficiency and positivity. 1. Employee retention Employees who leave a company often take with them proprietary information, as well as skills that are unique to them, so you need to pay serious attention if there’s a high turnover rate within your organization. Not only is it costly to replace one employee after another, but could also severely damage your reputation as an employer. Your organization is most likely to encounter retention problems when you have managers who lack either leadership skills or are micromanaging too much. Under the first type of manager, your employees may feel they can’t trust their manager enough, especially when there’s lack…

How to Create Groundbreaking Mental Health Policies in the Workplace

  A healthy mental disposition is necessary for any worker or employee to complete their tasks and succeed at their jobs. As such, recruitment firms, business owners and HR professionals need to openly discuss mental health issues in the workplace.   What is Mental Health and Illness? For most people, the concept of mental health and illness is so abstract that it’s difficult to draw the line between the two. According to the World Health Organization (WHO), mental health is defined as “a state of well-being in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.” On the other hand, the American Psychiatric Association defines mental illness as “health conditions involving changes in thinking, emotion or behavior (or a combination of these).”     The State of Mental Health in the Workplace In the U.S. alone, around 20% of American adults are afflicted with a mental illness, while 60% of workers in the UK have experienced a mental health problem the past year due to work. In Asia Pacific, most employers cited stress as the…

Recruitment Strategies for Tech Startups to Hire the Right Talent

As more and more people become dependent on technology as a way of life, tech people are a hot commodity these days. Companies are beefing up their hiring process to get the best talent first, so their business gets ahead of the curve. If you’re a startup, you might find this situation working against your favor. Since many candidates might be looking at bigger companies first rather than smaller ones, you might be losing a large chunk of potential employees to large corporations. Another possibility is that you’re not optimizing your hiring process and candidates do not see your potential as a great employer. Remember that it’s now a candidate-driven market out there where jobseekers are deemed as critical as employers are when it comes to choosing the company they want to work for. But with the right strategies, you could have more success in getting the right tech talent to work for you. Here are a few of the best recruitment practices that have worked for startups, which you could apply to your budding organization. Look for passive candidates Passive candidates or those who are not actively seeking for a job could be your potential employees because they have…

How Recruiters Can Recover from a Bad Hire [Infographic]

If you feel you can kick back after handing employment papers to a new employee, then think again. As the recruiter, it would help if you know you made a bad hire so that you could avoid the same mistakes before hiring the next candidate in line. Unfortunately, knowing whether you picked the right candidate can be quite tricky, as the effects of a bad hiring decision don’t show up until after months, sometimes years, into recruitment. By this time, your company would have wasted precious time training and retraining the newbie. From there, a domino effect happens, which then disrupts the workforce production and schedule of deliverables to clients and customers. Meanwhile, the monetary cost of a bad hire is another thing. Some data show that companies lose anywhere from three to five times the annual salary paid to that employee. And then the inevitable happens: you finally come to terms that the candidate is not the right fit for your company. Although there’s really no foolproof hiring strategy when it comes to recruiting a team of people, you can, fortunately, turn things around. Here are some steps you could do to help you control the damage and put…

A Guide to Welcoming Your New Hires Effectively

A successful business recognizes that recruiting is a continuous process that extends on a new hire’s first days, weeks, and months in the company and not just a one-time procedure. With a strategic process in place, businesses can better deal with a possible turnover with limited impact on operations and avoid a bad hire in the long run. With the promising trends that shape HR management such as effective onboarding, a more comprehensive approach is provided to new hires that go way beyond a simple orientation. Statistics show that 69% of employees are more likely to stay with a company for approximately 3 years if they were provided with a great onboarding. This shows that onboarding plays an important role in maintaining a positive relationship with your employees, especially new hires. It ensures that new employees starts a new job on the right foot, and remain engaged throughout his tenure. The makers of a successful recruitment process don’t just depend on the responsibilities of your HR department. Apart from your in-house HR, working with a recruitment firm is the core of a well-managed recruitment system that can best provide the needed control of the process. While your recruitment firm manages…

5 Tips to Use HR Tech for a High-Performing Recruitment Process

The tech recruitment landscape has been changing rapidly through the emergence of the latest HR technology. These technologies include mobile computing, artificial intelligence, and the rampant use of social media. As a result, HR team and recruitment firms have been given a proactive approach to sourcing the right candidates for the job and the company. This goes to show that technology has become more than just an imperative, but the cornerstone of an effective recruitment strategy. While most companies believe that traditional is still the way to go, 72% of organizations believe that digital HR is an important priority. But as handy and useful as HR technology can be, the possibility of depending too much on software and automated tools can affect making effective hiring decisions. The use of HR technology is not to replace human connection, but rather enhance it. Then again, keeping up is not an easy thing. Below are some tips to ramp up your recruitment process using HR technology: 1. Craft a compelling job post ad on different digital platforms Creating a job post is not just about getting your job posted online. It’s more about engaging with a target community and leveraging relationships built online…

The Anatomy of a High-Potential Employee

In any organization, there will always be employees who will stand out. Even in a group of individuals with similar credentials, a select few will possess distinctive qualities and exceptional abilities that will distinguish them from their peers. These are the “HiPos” or high-potential employees. They are the key players who exhibit the aptitude, skill, and commitment not only to achieve personal career goals but more importantly, drive the organization towards success. High-potential employees are assets. They are supremely talented, and the work they do brings significant value to the company. Consequently, it is an imperative for business leaders to put their best efforts into identifying and engaging exceptional employees within their organization. While assessing an employee’s potential can be tricky, there are certain indicators that can help managers identify employees who can be deemed as high-potential. Here’s a list of traits that can help you recognize the top talents in your company. They ask questions With the company’s growth and success in mind, high-potential employees always ask relevant questions. They’re not worried about appearing too inquisitive because they pair their curiosity with a strong desire to perform and deliver results.   They take initiative High-potential employees don’t sit around…

Recruiting Mistakes You’re Guilty of Doing

Whether you’re an HR manager or a recruiting firm consultant in the Philippines, acquiring top talents is hard to do. Regardless of the industry you belong to, the recruitment process can be extra tough—from updating the job boards and finding the perfect candidate to the mounds of paperwork and legalities involved. It’s no surprise that recruiters might be guilty of some mistakes to cut corners and fill an empty position immediately, which results in hiring an employee that doesn’t quite fit the job and company culture. Recruitment is an expensive and time-consuming process, so it’s best to hire the perfect candidate right from the start. Here are the common mistakes you might be guilty of. But, don’t worry too much. There are surefire ways to solve them. 1. Being Too Formal The goal of an interview is to see a candidate’s true personality and know what they really think. However, a stiff and formal interview can make candidates uncomfortable. You can get more out of your candidate when you create a more casual and relaxing environment. When candidates feel at ease, they will perform more naturally. It’s also easier to build rapport in a less formal setting. You don’t want…

10 Ways to Be an Effective Interviewer

The process of hiring the best candidate begins with an effective interview. This means that recruitment consultants and HR personnel need to bring their A-game before, during, and after an interview. You only have a few minutes to get to know, assess, and evaluate someone you may have never met before, or have only spoken to over the phone. Here’s what you need to consider to be an effective interviewer. Before the Interview 1.     Define what you really need. Don’t post a job just to fill an open position. Start from knowing what your company truly needs. Every employee solves a critical business need. Instead of thinking of the open position, think of the results that you need that employee to deliver. You’re not just looking for an operations manager. You need someone who can optimize your workflows to increase efficiency and production. Don’t look for a sales director. Look for someone who is great at selling and who can lead a team to sell more. While credentials and qualifications matter, it’s more important to hire a candidate who can provide the defined results and solutions. 2.     Provide candidates all the relevant information. Great interviewers let candidates know what to…

How to Hire an Employee Based on Potential

HR personnel and recruitment firms should not only focus on a candidate’s qualifications and experiences, but also consider the candidate’s potential to grow into the perfect fit for the position and your company. In today’s highly globalized and volatile economy, a candidate’s past experiences don’t guarantee their future success, as digital trends evolve and new technologies are innovated every single day. According to a recent survey, 56% of executives see critical gaps in their company’s ability to fill senior management positions in coming years. This shows that a person’s professional experience is no longer the sole determinant of competency and skills, but their potential to learn new things and grow with your organization. While it’s easier to measure a candidate’s qualities using their professional history and experience, there are ways to evaluate a candidate’s potential. Here’s how. 1. Observe candidate’s curiosity, insight, engagement, and determination. According to Claudio Fernández-Aráoz, author of “It’s Not the How or the What but the Who: Succeed by Surrounding Yourself with the Best,” the hallmarks of potential include curiosity, insight, engagement, and determination. These four values cannot be assessed independently, as they’re interrelated most of the time. During the interview process, you can tell that…

How to Improve Employment Branding Through Recruiting [Infographic]

The whole process of sourcing top talent and getting them to say yes is both an art and science. Recruitment firms are coming up with more creative strategies for attracting the perfect fit for a job position, and employment branding is one of the major factors that can influence would-be employees to say yes to your job offer. According to LinkedIn’s 2017 report on global recruiting trends, top talent leaders agree that while almost 70% of recruiting budgets are funneled towards traditional tactics, employment branding should be the number one priority of most companies. Although it has an ROI that is hard to measure, not having a solid and distinct employer brand in this age could prevent you from acquiring the best talents in the industry. In fact, HR Gazette proves the importance of employment branding with simple math. Let’s say you get an average of 300 applications for every vacant position in your company. Out of those 300, 30 of them will undergo further assessment, and only five finalists will meet with you for an interview. While only five finalists will personally see you and your office, all 300 people will have first impressions on your company based on…

A Guide to Recruiting Millennial Talents Through Social Media

What’s used to connect family and friends is now used to connect even the corporate world. Job seekers use social media to look for career opportunities, while recruitment firms are starting to realize the potential of social media in an effective recruitment strategy. Hence, the modern recruitment strategy known as “social hiring” was born. Here are the facts you need to know about social hiring and why you should care about it in the 21st century. The rising millennial workforce means recruiters need to adapt. Millennials are now the largest labor force, according to a 2015 study by Pew Research Center. This new breed of job seekers is not driven by the same motivations as the previous generations – like a huge paycheck or a pay raise.  Economic changes and other various factors have influenced the mindset of millennials, who are less entitled and more practical than their parents when it comes to their careers. This means recruiters will need to adapt their strategies based on the habits of this new generation to connect with them – and make them a potential employee. Millennials are the most active social media users. Perhaps the most notable characteristic of millennials is that…

A Recruiter’s Guide to Improving the Pillars of Employee Engagement

Employee engagement is now a phenomenon that HR leaders, managers, organizations, and recruitment consultants are working hard for. Workforce culture is changing, and people now grasp…

16 Important Things Recruiters Should Look for in a Resume [Infographic]

In 2000, 22% of resumes were sent through email and posted on various job boards. In 2014, a notable increase of over 90% of resumes was posted online or through email. This trend proves one thing for all HR managers and business owners—with a vast pool of talents available, together with social media and technology, it’s easier and faster to apply for different jobs. This may seem good for recruitment, but it comes with a precaution. It’s important for HR and recruitment personnel to be more meticulous when it comes to screening resumes and candidates’ profiles. With numerous applications received each day, it’s going to be a tough business as usual for all HR and recruitment consultants. The screening process is not simple, as it goes way beyond the skills and experience of each potential candidate. If you’re a part of the HR and recruitment team, you must be able to screen submitted resumes wisely and carefully to avoid risks and issues in the long run. When searching for candidates, take note of these screening details to guide you: Prepare necessary details First things first, you have to prepare a handy list of the specific objectives you’re looking for in…

How to Conduct an Effective Video Interview

Much like everything else, the world of recruitment has gone digital. HR professionals of companies and recruitment consultants are now using video interviews when traditional in-person…

10 Job Seekers You Meet At a Job Interview [Infographic]

Admit it or not, some candidates just stand out from the rest either for a good reason or otherwise. There are those who make an exceptional first impression at the outset—even before they reach for a handshake and greet you. Then,…

A Recruiter’s Guide to Conducting Effective Background Checks

Doing background checks is your responsibility as a recruiter toward the company you represent. You owe it to the organization to ensure that your new hires are competent, honest, responsible, and dignified employees. Otherwise,…

7 Ways to Headhunt on LinkedIn

There’s no doubt LinkedIn is an effective tool for headhunting. Having over 400 million professionals as of the 3rd quarter of 2016, it serves as a headhunting platform where senior-level professionals and recruitment firms can,…

A Recruiter’s Guide to Mobile Recruiting Strategies and Tools

Ever had too much buzz about how online connectivity is changing the way things are done today? People are glued to their devices, day in and day out. Apparently, mobile use has caught on in job search and hiring too…

5 Key Performance Indicators for Successful Recruitment Teams [Infographic]

Every business needs key performance indicators (KPIs) to measure their success rate. It’s a value that can be measured to pin down how effectively a business is reaching the…

Top Skills Recruiters Must Have in 2017 [Infographic]

Technology, increased demand, and competition bring new challenges and opportunities in the recruitment landscape. Recruitment trends are not the only ones changing. Business needs and job hunters do too…

How to Avoid Losing Candidates to Other Job Offers

Talent sourcing is like entering a battlefield. You don’t just hunt for the best candidate. You’re in competition with other recruiters too. It’s a big corporate world out there, and it’s not a..

The Real Cost of Hiring the Wrong Candidate

There’s a reason why companies take their sweet time selecting an appropriate candidate for a position during a team search. It’s because a bad hire has so many negative implications that…

14 Surprising Facts About Filipino Employees

If you are out to build a company in the Philippines, then you are certainly on the right track. Filipino employees are one of the best that you could hire for your business, and there are statistics to prove why you should indeed have them on your…

15 Recruiting Tips from Experts

Hiring is a long process that consumes not just time but also energy and resources. It is also very expensive that recruitment agencies exhaust all the channels they can to get to the right candidates and hire the best talents. This 2016, here are the top 15 recruiting tips for…

How to Spot and Deal with Job Hoppers

Employers and Human Resources professionals have, for long been, rejecting job hoppers attempting to join their companies, as many do not trust applicants who’ve had short employment histories with different employers. If you…

A Guide to Boolean Searching: A Big Deal in Recruiting

Hiring top talent is easy, but finding top talent is difficult. In fact, it’s unarguably one of the most difficult steps in the life cycle of a recruiter—what is left for you to do, after all, if you haven’t identified a potential talent yet in the first place?…

5 Hiring Secrets from Google You Can Apply

When it was announced a few years back that Google was looking to hire local talents for its new Manila office, résumés stored in executive search firms and job recruitment agencies were promptly updated and revised. Many sought to…

5 Best Employee Recruitment Practices in Today’s Digital World

It is a known fact among employers that great talent is not abundant. Highly-skilled candidates with high potential are hard to come by especially for companies who don’t carry out a proactive approach in recruiting…

7 Warning Signs to Watch Out for When Recruiting Employees

When looking for new employees or performing executive search, you only want the best people for your company, which is why you make sure that they are perfect for the role and your company’s culture. Bad hires can result in huge financial…

2016’s Essential Skills Update for HR Professionals

There’s a common belief that employees are a company’s greatest asset, as they help achieve all business objectives by continually bringing their knowledge and skills to the table. Thus, the importance of finding the best ones to join your organization, along with retaining them to have a strong workforce to stay competitive in the entire business landscape. HR professionals and recruitment officers alike are responsible for ensuring that their company has the greatest talent in the market today, and the best possible human resource department too. A study conducted by the Bolton Consulting Group in 2012 revealed that an exceptional HR staff is key to having high revenue. Just as how other employees need to update their expertise, HR specialists also need to do such to keep pace with the changes transpiring in the workplace, as well as for the betterment of the entire organization. As experts in Human Resources, Manila Recruitment lists the essential skills that HR mavens should take into account to better take on their responsibilities, and eventually become the best in their field. Knowledge Since HRs have an entirely different expertise, they should prove that they’re really experts in their domain. From the basic HR know-hows…

2016’s Guide to Using Social Media for Talent Sourcing

Looking for a new person to add to your growing team? Social media can help you find the employee you’re exactly looking for. As businesses change and fully embrace the digital age, the recruitment industry has also seen a steady shift in using new tools and methods to hire candidates – social media being the #1 tool on top of them. According to Jobvite, 94% of recruiters now use social media for recruiting while employers who used social media to hire found a 49% improvement in candidate quality compared to candidates hired through traditional recruiting channels. Additionally, 59% of recruiters dubbed candidates hired from social media as “highest quality”. Social media as a recruiting tool Social media does more to your company aside from being a fast and simple tool to contact potential candidates. With the use of social media, you can easily promote brand engagement and build relationships with potential candidates. Community pages on Facebook, Twitter, and LinkedIn lend themselves well to speaking about your company, providing all the basic information that a potential candidate would need to know. The best part about it is you can track who views and likes your pages too – thanks to the…

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