Onlinejobs.ph is the foremost website for finding qualified, experienced Filipino workers. When it comes to finding someone to fill a need in your business, there’s no better tool. This plentiful resource contains more than 150,000 profiles and resume of Filipinos who are eager and ready to accept an offer from you to be a part of your business.
But how do you find the Filipino who’s right for your business? How do you ensure the position for which you need help will attract the Filipino who is the best fit for your needs?
It all starts with the job posting.
Here are some elements you must have when it comes to creating a job posting that will attract the highest quality Filipino workers for your business:
Don’t leave the applicant guessing
When a prospective applicant comes across a posting for a particular job with your business, it’s critical that the posting clearly states what type of person you’re looking for. The last thing you want is for a potential applicant to read over the posting and then ask themselves, “Am I qualified?” This should be obvious in the posting.
Identify the open position and then put in unmistakable terms what skills and attributes you desire the person to posses. By doing this, you automatically eliminate applicants who fail to meet the minimum qualifications for the job.
Use conventional titles
Your purpose in posting the job is not to confuse people and keep them guessing. Rather, you want to know exactly what the job is. If you are hiring for a graphic artist, name the title of the open position “Graphic Artist.” If you are looking for an SEO specialist, say that’s precisely what you’re hoping to hire. Of course, because of the nature of your business, you might have unusual job titles. That’s generally fine; just make sure you put a more familiar title for the searchable heading. You can use a more unique title in the body of the posting.
Start with the most important information
When you read a news article, you want the most crucial pieces of the puzzle to be at the beginning of the story. The same goes for a job posting. Write the most essential skills and experience at the top of the posting and continue with some “extras,” or those things that would be nice to have in a worker but aren’t necessarily deal-breakers. You want the must-haves to stand out and be read by as many potential applicants as possible. If you bury these things at the end of the posting, they may get lost or overlooked.
It’s important for you as a business owner to list the salary range for any particular job. Not all employers do this, and neglecting salary information creates some uncertainty and nervousness on the part of the applicant. Generally speaking, Filipinos prefer not to divulge how much money they want to earn or are expecting to be paid. Even on job postings where they are allowed to set their own rate, most Filipinos are hesitant to apply because they think the prospective employer will be turned off by their pay request.
Save some trouble for both parties and include what the expected rate is. You should also indicate whether this rate is negotiable.
Keep in mind that different virtual assistants with different skills would have different rates. The salary range for newbie or inexperienced VAs would be lower. The salaries of experienced or technical virtual assistants would cost more.
Have realistic criteria
Certainly, you would love to find a Filipino worker who is a Jack-of-all-trades—someone who can do anything and everything in your business. The reality is, you’re not going to find such a person. No one is perfect; we all have limitations. So if you’re looking for a Filipino worker who can speak perfect English and who can do graphic design, programming, web design, social media, copywriting, editing, social media, SEO and WordPress—all with a high level of efficiency—you’re going be looking for a long, long time. People have limitations. If you’ve established this type of expectation as the standard, you’re setting yourself up for failure.
Instead, decide what talents and attributes are absolutely vital in your business and which ones are dispensable. Determine which duties you can do on your own and which ones you absolutely need to find in someone else. Over time, you’ll be able to hire additional Filipino workers, but in the beginning, as you are starting out with just one, temper those expectations.
Include information about your business
First and foremost, you must tell the candidate what the job entails and what skills and background they must have to be considered for the position. But toward the bottom of the job posting, remember to mention a few things about your business. Talk about your organization’s culture, goals and mission and how they can be a part of these things. Include pay and benefits. When applicants see that you have established these ideals and have made these things known, they will be more likely to stay with you long term.
Have separate listings of “hard” skills and “soft” skills
The job you post will require certain job skills. These include writing and editing abilities, web design skill, and proficiency in coding, among many other possible skills, depending on the position. But don’t overlook the “soft” skills.
Soft skills include those attributes that will enable your candidate to handle the rigors of the job and that will enable them to work well with you and others, as applicable. Some of these types of skills include things such as being deadline driven, being a self-starter, having the ability to take direction, having perseverance, etc.
Separating these types of skills in your posts will make them more organized and easy to read and understand.
Update and refine your job postings as needed
Hopefully when you have a need to fill and when you find that ideal Filipino candidate, that worker will stay with you long term. Fortunately, this is usually the case with Filipinos. But, of course, times will arise when you will need to replace the worker for one reason or another. Or, perhaps, you will advertise the position and then cancel it, only to realize later on you need to post it again.
In these cases, be sure to take a look at the original posting and make any necessary updates. Chances are, your needs and the position requirements have changed, even if slightly. Your job posts shouldn’t be a one-time document you write once and then never post again. Make it a dynamic advertisement, not a stale legal document.
Ask candidates to demonstrate why and how they’re qualified
Filipinos are honest people by nature, so you should be inclined to trust and believe what they’re telling you in their profiles and on their resumes are accurate and true. Still, it’s always nice to see some tangible evidence that the candidates can do what they say they’re capable of doing. Work samples such as articles they’ve published, websites they’ve designed, or print or digital graphic arts projects they’ve created are quite helpful in assessing their worthiness for employment. This is also a good way of weeding out the candidate who walks the talk from those who simply give lip service. Many candidates have online portfolios or even websites that contain sometimes-plentiful samplings of their work.
When you are writing job posts, you don’t simply want to get responses from candidates; you want to find a great candidate—an ideal candidate that will relieve you of some of the burdens of your business. The job postings shouldn’t be treated lightly. Instead, they should be written with care and thoughtful consideration. Taking the time to create clear, concise and complete posts will pay off in the end.
About John Jonas
John helps business owners learn to outsourcing to the Philippines and replace themselves with virtual assistants.
He founded and owns OnlineJobs.ph.
He currently employs 14 amazing Filipino workers full-time and loves every one of them. He lives in Utah, has a wonderful wife, 4 amazing kids, and golfs 4-5 times/week.
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