Philippines’ Top HR Blog

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Best Ways to Find Great Talent in the Philippines

This is a guest post by Ron Cullimore of Manila Recruitment. His expertise covers client experience and engagement, service management, business development, offshoring and recruitment strategy for start-ups, SMEs, corporations and multinationals. His passion lies in providing well-rounded recruitment solutions to teams with specialist recruitment needs in the Philippines.

The Filipinos’ capabilities as professionals have been confirmed by organizations both in the Philippines and abroad. The country has a high literacy rate of 96% and has been named as the world’s top country in business English proficiency—making the 500,000 individuals that enter their workforce yearly an abundant source of professional talent.

Now, with a constantly growing pool of potential candidates, how can recruiters and HR professionals find great talent in the Philippines? Here are the best ways.

Do social recruitment

With the rise of social media usage across the globe, social recruiting is no longer just a trend—it’s a necessity for any successful recruitment strategy. For scouting for Filipino talent, in particular, recruiters must know that Filipinos spend an average of 4.17 hours every single day on social media.

If you’re looking to find the best Filipino talent via social, the HRN Blog recommends exploring the different social media paths of engagement. While LinkedIn and Facebook are the “big guns” of the social recruiting landscape, experts recommend going beyond them to find specialized talents. For example, GitHub and Stack Overflow are great social platforms in finding excellent IT talent.

Be mobile-friendly

Filipinos not only enjoy using social media, they are also the highest growing smartphone market in all of Asia. With that, it’s important for employers looking to source Filipino talent to not only have a social media presence but also have mobile-friendly career websites. Having a device-responsive site can assist in ensuring the viewer’s engagement, and hopefully, make him or her turn into a job candidate.

Create an interview rubrics for objectivity

Filipinos can be charmers, generally known for their friendly and hospitable nature. When interviewing candidates—Filipino or not—you may want to use interview rubrics to eliminate the idea of first impressions and personal biases.

One tool, for instance, is creating a customized interview rubrics containing the competencies you are looking for in an employee, along with predetermined criteria to give the interviewer a standard for objectivity.

If you want to assess an applicant’s personal appearance, you may want to give different points for if a) he/she is dressed in the appropriate attire; b) dressed is smart casual attire; or c) underdressed for the position.

You may also want to consider creating a criterion for soft skills, as the 2016 Recruiter Nation Report showed that today’s recruiters look for a host of soft skills including conversational skills (73%), enthusiasm (78%), and cultural fit (83%).

Pay better than your competitors

With the Philippines’ labor cost being the lowest compared to its ASEAN counterparts, better compensation is sure to attract better candidates. Survey the job market and take a look at the salary and the benefits that your competitors are offering. You will want to offer at least higher than the average to attract and keep the best Filipino candidates.

Be a great employer and then market it

Any company can make a superficial image of their office culture and organizational practices, but just being that on the surface won’t be enough. Take a hard look at your employee retention, motivation, accountability, reward policies, and work-life balance, and make these top priorities to become an employer any great employee will want to work at.

When your current employees start bragging about your company, only then would potential Filipino candidates actually believe what your corporate literature says.

Get employee referrals

The Filipino network is strong, especially with high social media usage, so organizations looking to hire great talent in the Philippines must utilize employee referrals. This is for a number of reasons:

  • Employees hired through personal referrals are less likely to quit. (HaaS Berkeley)
  • Referred employees have “have higher productivity, lower turnover, and lower screening costs.” (Stanford)
  • Eight out of ten employers say employee referrals are the top source of above average candidates. (Dr. John Sullivan)

Moreover, people who participate in the selection process are committed to helping the new employee succeed. It can’t get any better than that for you and the new employee.

Enhance the candidate experience

Filipinos like to be in the know, so make sure that you improve the candidate experience—even for those who may not receive job offers, as they could at some point down the road. With that, Forbes recommends not delaying on reporting a candidate’s application status, whether or not they get the job.

Communicate honestly and stay in touch through a professional network like LinkedIn. This will improve the candidate’s perception of your organization.

Consider freelancers

If hiring a full-time Filipino employee is something that can’t be done for your company right now, consider hiring a Filipino freelancer. In a 2016 article by Entrepreneur.com, there is an estimated 800,000 Filipino users on Freelancer.com, an online platform for freelancing jobs.

Willix Halim, Freelancer.com’s Senior Vice President of Growth, said that “Filipinos have the ‘working hard’ culture that makes it click to the employers. I have a personal belief that Southeast Asian countries work really hard, and are willing to learn. I’ve seen Filipinos work long hours and have the sense of accountability and responsibility. Those are traits you cannot teach.”

There’s great talent all over the world, but the Filipino values of hard work and perseverance are unmatched, especially in the workplace. With these tips and strategies for finding job candidates in the Philippines, you’ll be on your way towards recruiting and hiring the best Filipino talent.


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Promoting Diversity in Philippine HR

The Philippine office scene may not seem too diverse to an outsider looking in, but there are multiple forms of diversity that HR teams need to be aware of–and promote. Promoting diversity in the Philippine workforce will benefit everyone as our teams become more accepting, innovative, and dynamic.

Different types of diversity

In the Philippines, we have a healthy office mix of male and female representatives in the workplace. HR teams should pay attention to gender diversity in the office, and make sure to put aside any biases when hiring new team members and mediating conflict.

Moral diversity is a little trickier, because you need to hire team members who embody the same morals, vision, mission, and beliefs of the company. However, it is healthy to have a good mix of people with different opinions to encourage debates, conversations on how things can be better, and shed light on different viewpoints.

HR teams should strive to hire people from different backgrounds as well. Striving for socioeconomic diversity means that you’ll get individuals from all different walks of life to contribute unique views and opinions to your business. This will cover your bases because something you may not have seen might stand out to someone who grew up under different circumstances.

Age diversity is also something you want to go for. Don’t hire only young millennials, or you’ll only get the experience and opinions of that age group. Having a wide spectrum of ages will give you access to the wisdom of multiple generations.

Finally, the most commonly referred to type of diversity would be racial diversity. Having people from different cultures and countries will give your company a global edge, and in this age of internationalization, this is key for a successful business. The Internet is making it easier to operate in and reach audiences in different countries, so having insight into the trends, social norms, and overarching beliefs of different regions of the world is crucial.

Question: How are you promoting diversity in your company?


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How to stay productive when nothing goes your way

We’ve all been there; noisy colleagues, crying kids, and slow Internet are all unplanned problems that can pop up during the day to break your productivity. Here are a few tips to help you stay productive when nothing seems to be going your way.

Noisy kids or coworkers

When you have to deal with disruptive people around you, there are a few things you can try. Letting them know you’re focusing on something will usually keep the volume down (unless your kids are young and having fun), but if you don’t want to do that, you can invest in noise-canceling headphones, play some white noise, or move to a different desk (or location) to work.

Internet goes down

No Internet? No problem. It may not seem possible, but you can in fact stay productive even without Internet. There are multiple applications that allow you to continue working offline, and then sync your work once you reconnect to the Internet. If you know an Internet outage is coming, you can also prepare by downloading all the articles you need to read or a podcast to listen to.

If you lose connection unexpectedly, try doing a writing exercise, brainstorm with some team members, catch up on phone calls or voicemail, or organize your to-do list.

Traffic throws your schedule off

If you have everything planned out to the minute, then suddenly get caught in carmaggedon, here’s how you can stay productive.

First, try to avoid this if possible by checking the traffic before you head out. Plan your routes accordingly, and leave early enough to get to your destination when you need to be there. If that doesn’t work out, then be sure to call anyone who might be waiting on you to come in and let them know you’ll be late. This includes your manager, team members, or anyone you’re meeting.

Then, if you’re driving, put on a podcast or TED talk to learn something  new and relevant to your industry. If you aren’t driving, catch up on emails with your phone, read articles (be sure to sign up for email newsletters that will keep you updated on current industry trends), or take out a notebook and start brainstorming your next projects (blog posts, side projects, etc.).

Question: What is one way you stay productive in the face of frustration?


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Public Seminar: Managing Change

From March 29 to 30 we’ll be hosting a public workshop on managing change. This seminar-workshop prepares the participants to deal with changes in the workplace. It provides a venue to express their experiences on change, their reactions/responses and strategies on how to deal with change. Moreover, it provides the participants on how an organization should manage change.

This workshop will help teach participants how to accept that there are no normal or abnormal ways of reacting to change, but that we must start from where we are. Change is an opportunity for improvement and enhancement.

Register Now

You’ll be able to see change not as something to be feared and resisted but as an essential element of the world to be accepted, and embrace change while finding fulfillment in the process. Participants will also be taught that adapting to change is not technical but attitudinal. Change is not an intellectual issue but one that strikes at who you are.

Course Outline

I. Overview of Change and Change Management

What is Change?
What is Organizational Change?
Factors that Drive Change
Significant Changes in the Workplace
What is Change Management? Why Do We Have To Manage Change?

II. The Change Cycle and Reactions/Responses to Change

The Change Cycle (William Bridges)
Patterns of Accepting Change
Human Reaction/Response to Change: Daryll Conner’s Interpretation
The Emotional Journey of Change
Claes Janssen’s Four-Room Apartment Model

III. Practical Strategies and Tools to Manage Change

ProSci’s ADKAR Model to Change Management
1. Individual Change Management
2. Organization Change Management
3. Change Competency

Kotter’s Change Process

An investment of P8,500 plus VAT includes instruction by an expert facilitator, a specialized student manual, snacks and lunch, and a personalized certificate of participation.

Register Now

About the Facilitator

Dr. Rosario C. Alzona holds a Master’s Degree in Statistics and Ph.D. in Organizational Development. She is an accomplished Organizational Development professional with almost 20 years of experience in diverse workplace environments. She has varied experiences in organizational assessment, OD intervention design and implementation, learning and development and process/procedure design and development. Dr. Alzona has taken various Information Technology and OD Consultancy projects with several Consulting firms and has taught for ten years in the Graduate School of several universities and colleges in diverse topics of management and leadership. She is a frequent speaker at various seminars and workshops with topics on Leadership, Team Building, Organizational Assessment, Strategic Planning, Change Management and Appreciative Inquiry. She is a High-energy Trainer and Creative Facilitator, skilled in guiding learners through engaging breakthrough learning opportunities.


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Account management vs project management

Have you ever wondered what the difference between account management and project management is? Understanding what makes each role unique will help you hire the right person and avoid hiring mistakes.

Account management

When you’re in charge of account management, you typically interacting with clients. This is a client-facing role that’s done via email, on the phone, or during in-person meetings. Account management typically means you’re good at upselling clients, and ensuring the team delivers what the client needs.

Account management frequently focuses on client satisfaction, and therefore often needs a project manager to balance out this role and ensure the clients are happy while the business still runs profitably and efficiently.

Project Management

When you’re handling project management, you need to juggle internal teams, budgets, and business goals to achieve efficiency. Project managers are typically more focused on deadlines and the feasibility of getting projects done, versus the possibilities.

Project management is frequently organized with the use of a PM tool, such as Trello or Basecamp. A project manager ensures that tasks get done on time, on budget, and correctly.

Balance both or combine?

Some businesses combine the project manager and account manager roles. They may seem similar in that they both handle deliverables, but these roles are innately different. If you’re just starting out and in a pinch, hiring one person to take on both roles is understandable, but you’ll have to screen for an excellent candidate.

A project manager makes sure your business operates efficiently, and all the pieces work together and run smoothly. He or she coordinates your business, profitability, deliverables, and makers (the people who create the work, such as writers, developers, and designers).

However, without the strategy and foresight of an account manager, you may not have much business for a project manager to manage. An account manager understands the projects, but his or her main job is to sell to the client. Account managers must have the foresight to predict what a client needs even before the client realizes, then make sure they go with your business.

A PM focuses on efficiency and feasibility, and an AM focuses on opportunity and possibility. It’s best to hire these two separate roles for your team accordingly.


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Public Seminar: Competency-Based Training Addressing Performance Caps

From March 23 to 24, we’ll be having a seminar on competency-based training. Inspiring someone to be his best is no easy task. Just how do you manage for optimum performance? How do you create a motivating environment that encourages people to go beyond their best?

This workshop will teach the participants tools to help employees set and achieve goals, motivational techniques, coaching methods, and a three-phase model that will help participants prepare employees for peak performance, activate their inner motivation, and evaluate their skills.

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Participants will understand the role of goal setting in performance management, and learn about tools to help your employees set and achieve goals.

Course Outline

  • Objectives of the Program
  • Overview of Competency-Based Performance Management
  • Response to Organizational Challenges
  • Talent Management Framework
  • New Approaches to Work Performance
  • Performance Analysis Tool
  • Developing Competency Modeling Framework
  • Competency-Based Employee Career Mapping and Development
  • Guide to Successful Implementation of Competency-Based Performance Management System

An investment of P8,500 plus VAT includes instruction by an expert facilitator, a specialized student manual, snacks and lunch, and a personalized certificate of participation.

Register Now

About the Facilitator

Dr. Maria Vida G. Caparas is a Wiley-Certified Everything DISC Trainer and a licensed Psychologist. She graduated Summa Cum Laude in her Ph.D. Psychology at UST. She also obtained a Diploma in Public Management from UP Diliman as a government scholar. Dr. Caparas is an Accredited Trainer of the Philippine Government with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University. Currently, aside from serving as a Consultant for Profiles Asia Pacific, Inc., she teaches part time in UST and De La Salle University. She has authored three books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognitions.


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Salesperson hiring tips: How to hire your first salesperson

Hiring salespeople is crucial in industries like retail, where you need someone who will facilitate the sale, work the register, etc. However, in businesses like agencies (which commonly run on referrals), and SaaS companies (wherein marketing can pull in enough customers), the need for a salesperson isn’t always clear.

When you have the luxury of analyzing your need for a salesperson, you’ll be able to make the selection with a more meticulous set of criteria. This article is all about salesperson hiring tips to get your top performer and ensure you don’t regret onboarding a sales team.

Is it time for your business to hire a salesperson?

Salesperson hiring tips

Experience, not relevance

Look for someone who has experience in your industry, instead of just relevant experience. If you run a print agency, hire a project manager who has worked in the print industry before, not someone who used to manage a restaurant.

How well do they sell themselves?

Watch their behavior and attitude during the interview. Did they come on time? Are they dressed well? Can they sell themselves well? Being able to sell their skills is one of the first things a salesperson has had to master, so if he or she can’t do that then be wary of their mastery in persuasion.

Make sure they can sell your product

A salesperson may be great at selling themselves, but you should also make sure they can work with your products or services. You can do this by asking them to start a trial period, handle a customer support interaction, or having them try to sell you your product on the spot.

Find someone who asks good questions

If your job candidate is asking intelligent questions to get answers he’ll need to know for the job, it’s likely he understands what will go through your customers minds as they learn about your product. Hire someone who demonstrates critical thinking by seeking knowledge they’ll need to be a great salesperson.

What are your salesperson hiring tips? Share them with us in the comments below.


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Public Seminar: Managing Corporate Relationships

From March 15 to 16 we’ll be hosting a public workshop on managing corporate relationships. This seminar-workshop prepares the participants to deal with relationships inside and outside the workplace. It provides a venue to express their experiences on relationships, their reactions/responses and strategies on how to deal with challenges of keeping a professional relationship. Moreover, it provides the participants strategies on how an organization can manage corporate relationships.

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Participants will learn to distinguish the boundaries of personal and professional relationships, create rapport and build trust, and navigate difficult conversations.

Course Outline

  • Corporate relationships?
  • Getting it mixed up (personal and professional in one)
  • State of your relationships
  • Office Culture/ Environment (Generational Divergence)
  • Spreading your network
  • Building Relationships for Success in Sales
  • Being straight to the point without being hostile
  • Dealing with difficult conversations
  • Personal Action Plan/ Reflection

An investment of P8,500 plus VAT includes instruction by an expert facilitator, a specialized student manual, snacks and lunch, and a personalized certificate of participation.

Register Now

About the Facilitator

Dr. Maria Vida G. Caparas is a Wiley-Certified Everything DISC Trainer and a licensed Psychologist. She graduated Summa Cum Laude in her Ph.D. Psychology at UST. She also obtained a Diploma in Public Management from UP Diliman as a government scholar. Dr. Caparas is an Accredited Trainer of the Philippine Government with extensive and invaluable services in both government and corporate offices. She served as Vice President of HR in New San Jose Builders, Inc. In GMA Network, Inc., she wrote for Kapuso Magazine as Managing Editor. She also became the Dean of the Graduate School at the Manila Central University. Currently, aside from serving as a Consultant for Profiles Asia Pacific, Inc., she teaches part time in UST and De La Salle University. She has authored three books in Psychology and Human Resource Management. Already a fulfilled academician and HR and OD practitioner, she has received a number of awards and recognitions.


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How to communicate with insubordinate employees

Insubordinate employees make things hard for entire teams and departments, and can affect your business’ efficiency. The best way to handle this issue is to avoid hiring poor fit candidates in the first place, but if for whatever reason you find an insubordinate team member in your midst, here are a few things you can try.

Avoid blame and agree on responsibility

Insubordinate employees are a problem, but even if the fault lies with them, blaming them won’t help. Avoid putting them on the defensive, which will make them even harder to work with.

Ask questions that prompt them to take responsibility. Once you both agree on what the employee is accountable for, it’ll be harder for him or her to say they were given an unfair deal or unreasonable tasks.

Here are a few questions to ask them;

  • What’s the best way you can contribute to the company?
  • Do you have any skills that are being underutilized?
  • What do you need in order to be successful at your job?
  • How will you help your colleagues succeed?

Listen separately

You don’t need to agree with someone to listen to them. Ask the employee to come by your office and explain himself or herself in a private setting. This is important to demonstrate empathy and show your willingness to see every side.

However, don’t let an insubordinate employee waste too much of your and your teams time. If you find yourself sitting with a complaining employee every week it’s time to cut them loose.

Know when to call it quits

Make an effort to reintegrate your insubordinate employee to your team. Your business has invested in them, and they’ve given their time and talent. However, if they aren’t getting any better, and continue to hinder your business progress, know when to cut them loose. You want to take care of your team, but you’re still running a business and if that employee is making it harder for their department to do their jobs, it’s a terrible situation.

Get to the root of the problem to avoid it in the future

Despite what happens with your insubordinate employee, get to the root of what happened to avoid repeating the problem. If the issue came from a poor hiring process, fix it. If it came from bad company culture, or frustration with a particular manager, investigate it further so you prevent other employees from becoming resentful, unsatisfied, or difficult to work with.


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Public Seminar: Dynamite Sales Presentation

On Thursday, March 9, we’ll be presenting a public seminar on how to give a Dynamite Sales Presentation. This whole-day seminar will teach participants the key elements of a quality proposal, and how to write a winning one.

A great sales presentation does not demand that you have all the bells and whistles to impress the client with your technical skills. Rather, try impressing your clients with your knowledge of the products and services you sell and your understanding of their problems and the solutions they need. This one-day workshop will show you how to create a winning proposal and how to turn it into a dynamite sales presentation.

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Learn to perfect your first impression, including your dress and your handshake, and feel more comfortable and professional in face-to-face presentations. This seminar is ideal for account managers, service representatives, sales professionals, consultants, and financial advisors.

Course Outline

  • Getting down to business
  • Writing your proposal
  • Getting thoughts on paper
  • Proposal formats
  • Expert editing tips
  • The handshake
  • Getting ready for your presentation
  • Elements of a successful presentation
  • Dressing appropriately
  • Presentations

An investment of P4,500 plus VAT includes instruction by an expert facilitator, a specialized student manual, snacks and lunch, and a personalized certificate of participation.

Register Now

As a special treat, we’re also throwing in a FREE Profiles Sales Assessment (PSA). This measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people and account managers. The “job modelling” feature of the PSA is unique and can be customized by company, sales position, department, manager, geography, or any combination of these factors. It also predicts on-the-job performance in seven critical sales behaviours: prospecting, call reluctance, closing the sale, self starting, teamwork, building and maintaining relationships, and compensation preference.

About the Facilitator

Mr. Randolf M. Isabelo Jr. is currently a sales and marketing consultant at St. Thomas Security Services Corporation and Gold Leaf Guard Services He is a full time Independent Representative / Trainer for World Ventures Holdings LLC (Plano, Texas USA). He markets and sells vacation and entertainment memberships. Trains the business system and provides support to new members of the company.
Bachelor of Science in Electronics and Communications Engineering Graduate His Technical Field of Expertise are: Sales and Marketing, Network Marketing, Mind Setting/Personality Development and Public Speaking


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