As someone who has been through both the hiring processes of Filipino agencies and direct foreign clients, I can personally attest to the stark differences between the two. While both have their own strengths and weaknesses, it is important to examine the impact that these processes have on the quality of hires and the opportunities given to potential employees.
In most Filipino agencies, the hiring process can be a long and arduous journey. From submitting your resume to finally getting an offer, there are multiple levels of interviews and assessments that an applicant must go through. This can range from initial phone screenings, panel interviews, technical exams, and even psychological exams. This thorough process is meant to ensure that only the best candidates are selected for the job.
However, what I have noticed is that even after going through such a rigorous process, the new hire may end up disappointed because they are put on hold until the agency finds a client for them. This waiting period can take weeks or even months, leaving the new hire uncertain about their future employment. This can be frustrating and demotivating for someone who has already invested time and effort into the application process.
On the other hand, direct clients have a more streamlined hiring process. They usually spend 5-10 minutes asking questions relevant to the vacant position and going through important details from the applicant’s resume. From that moment on, the applicant already knows if they are hired or not. This quick decision-making can be a relief for some applicants as they do not have to wait for a long time to know their employment status.
But does it make sense to ask so many irrelevant questions just to gauge a person’s conversational skills? Does grammar need to be perfect in order to secure a job (unless you are applying as a writer or English teacher)? Does this type of hiring process actually achieve its intended purpose?
In my opinion, asking irrelevant questions only serves to test an individual’s ability to memorize answers rather than their actual skills and qualifications. And the emphasis on perfect grammar may exclude highly qualified individuals who may not have English as their first language. This can lead to a missed opportunity for the company to hire top talent who may bring diverse perspectives and skills to the table.
Moreover, this type of hiring process may not necessarily guarantee that the company will get quality people with good work ethics who will stay with the company for a longer period of time. In fact, this process may even deter hardworking individuals who may struggle with verbal expression from even applying for the job. This leads to a missed opportunity for both the company and the applicant.
I believe that the hiring process should be more focused on assessing an individual’s character and potential rather than just their conversational skills and perfect grammar. After all, it is easier to teach someone technical skills than to change their inherent character traits.
While some Filipino agencies may have a tendency to prioritize English proficiency and conversational skills in their hiring process, it is important to note that this does not apply to all agencies. There are also agencies that value a well-rounded individual and consider other factors such as work experience, qualifications, and potential for growth.
In conclusion, the hiring process of Filipino agencies vs. direct clients have its own strengths and weaknesses. While Filipino agencies may have a more thorough process, it can also be time-consuming and may lead to missed opportunities for both the company and the applicant. On the other hand, direct clients may have a quicker decision-making process, but it may also overlook important factors such as an individual’s character and potential.
As someone who has personally experienced both processes, I believe that there should be a balance between assessing technical skills and character traits in the hiring process. It is important for hiring incharge to formulate or think of ways to gauge an individual’s character and potential rather than just their ability to converse in English. This will not only lead to a more diverse and inclusive workplace but also ensure that highly qualified and capable individuals are given the opportunity to pursue their dream jobs.
