Why Filipinos dont like your recruitment process, as told by a local

As a Filipino job seeker, I've encountered numerous challenges with the recruitment process that have frustrated me. It’s not because I am lazy enough not to go through the entire process, but because I believe there’s always a better (and faster) way of doing things.

Here’s why I think so:

Irrelevant questions

The questions you ask during interviews often don't apply to us. I've been asked about military service, diversity status, and other irrelevant aspects that have nothing to do with the job I'm applying for. You can tell this is a one solution fits all countries approach. It feels like you're just ticking boxes on a checklist rather than trying to get to know us. We appreciate when recruiters take the time to ask meaningful and job-specific questions that help them understand us better.

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Lengthy and slow application forms

Your application forms are endless and load at a snail's pace on mobile devices. It's not only tedious but also frustrating. This makes me question whether the job is worth the hassle of such a slow process. Simplifying the application process by streamlining forms and ensuring smooth loading can significantly improve the experience and encourage more qualified candidates to complete the application. The best talent has options to choose from.  

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English-Only content

While I can understand English, many jobs require mostly Tagalog communication. Yet, your recruitment process is entirely in English. Using our language in your materials would make us feel more at home. You create an inclusive environment that acknowledges and embraces our linguistic diversity by utilizing Tagalog in relevant communication materials, job descriptions, and interviews.

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Multimedia on slow internet

The informative videos you provide are brutal to watch with our limited internet speed, and they consume a significant amount of our data allowance. A text-based alternative would be much more accessible and appreciated.

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Ignoring preferred communication channels

Filipinos love using Facebook for communication, news sharing, and even job searching. However, your recruitment process insists on using email, which we don't check as frequently. Why not meet us where we are and communicate through the platforms we prefer?

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Lack of cultural representation

Your recruitment materials often feature images of people who don't reflect our local culture. We want to see ourselves represented in your company, not feel like outsiders. You can create a more welcoming and relatable environment by incorporating images, stories, and experiences that resonate with our culture.

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Inconvenient and unnecessary interviews

Commuting in cities like Manila can be daunting due to heavy traffic congestion. Therefore, it's frustrating when we are asked to attend interviews for positions we are not qualified for. This inconveniences us, it shows a lack of respect for our time and the challenges we face daily. Streamlining the interview process by carefully considering the qualifications of candidates beforehand would help save time and make the process more efficient and respectful.

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Lack of feedback

When we don't get the job, the silence is disheartening. Constructive feedback or suggestions for alternative roles better suited to our skills and qualifications would greatly benefit us. It shows that you value our efforts and provide an opportunity for growth.

All we ask for is a recruitment process that respects and values us as individuals, understands our needs, and considers the unique aspects of our culture. By making these adjustments, you can attract and retain talented Filipino job seekers and create a more inclusive and efficient recruitment experience for everyone involved.

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