“Mastering the Art of Remote Recruitment in the Philippines vs. Recruitment in Singapore”

The global shift to remote work has reinvented the talent acquisition landscape, propelling businesses to traverse geographical boundaries and tap into diverse talent pools. Amid these uncharted territories, the Philippines stands out as a preferred destination for remote recruitment. However, how does the process fare against Singapore, an established economic powerhouse?

Let’s explore the complexities of (remote) hiring in these contrasting landscapes.

Exploring the Job Market: Philippines vs. Singapore

The Philippines, teeming with a youthful, educated workforce, offers an abundance of English-speaking professionals who are skilled in various industries. The education system in the Philippines is geared towards preparing the workforce for the large Business Process Outsourcing industry in the Philippines. The Filipino workforce is typically loyal and does not usually job-hop. By providing your Filipino remote talents a conducive work environment, your Philippines team will likely stay with your company for years faithfully – making it more worthwhile to invest in the training of your Filippino offshore team.

Conversely, Singapore’s labor market, known for its strong work ethic, technological proficiency, and frequent job-hopping, contrasts with the job market in the Philippines. Training in your Singapore workforce is much more expensive on the basis that they job hop frequently and employers are unable to realize the ROI from the training.

The in-demand skills and salary standards vary significantly between the two countries. In the Philippines, the cost of labor is markedly lower, making it an attractive offshore recruitment destination. In contrast, Singapore commands higher salaries due to the elevated cost of living.

Crafting the Perfect Job Description for Remote Roles in Both Countries

Crafting a compelling job description goes beyond listing duties. It involves reflecting your understanding of the market in the region.

For the Philippines, emphasize the collaborative nature of roles and opportunities for skills development. It is important to state that your company will offer the necessary training and guidance (on-the-job training) when crafting job descriptions for the Philippines labour market.

In the Philippines, typically employees are used to performing specific tasks, while they are open to learning new skills, the working culture in the Philippines “requires” the employers to provide specific training and provide workflows (standard operating procedures).

Due to the economy’s high reliance on the Business Process Outsourcing industry, the mindset of the Philippines employees (college graduates) is markedly different than the average Singapore graduate. Philippines college graduates are more tuned to performing specific job functions in a BPO.

In Singapore, it is common to expect the employee to multi-task and learn independently.

Tip: When crafting job descriptions to hire remote workers in the Philippines, it helps to let the potential candidate knows that specific training and guidance will be given by your company. Your success rate will be higher when you hire different employees for different roles. While your remote worker is capable of taking on different responsibilities, your company will have to provide training and guidance on a more personal level.

Navigating Job Advertisements: Philippines vs. Singapore

Choosing the right platform can make or break your recruitment drive. Online job portals are prevalent in both countries, but local websites like JobStreet and Indeed are favored in the Philippines, while portals like MyCareersFuture are popular in Singapore.

An effective job listing in the Philippines should focus on career advancement and learning opportunities. Most Filipinos value job stability and a positive working environment (manageable levels of stress).

After your job posting, wait for 2 to 4 weeks to collect more resumes before you make a hiring decision. During this period, if you see a promising candidate, let them know you are interested and let them know your job offer asap. Good candidates have no lack of job offers!

Mastering the Applicant Screening Process: A Country Comparison

The applicant screening process can be a formidable challenge, especially when dealing with a high volume of applicants in the Philippines. Developing a robust screening process, including automation of initial screening stages, can prove beneficial.

For any job listing you post, you can easily expect hundreds of resumes (over 80% are spam) within 2-4 weeks. It takes time and patience to comb through hundreds of resumes.

Tip: Filtering candidates by the Universities (commonly known as colleges in the Philippines) they attended coupled with their job experience (especially in the big BPO companies in the Philippines) is a great way to quickly qualified candidates.

Conducting Remote Interviews: Philippines vs. Singapore

An interview is a two-way street. The nuances of conducting remote interviews in both countries lie in the understanding of cultural contexts. Filipinos often showcase “hiya” or shyness, and may require a more relaxed approach. In Singapore, a structured and professional approach is preferred.

From our past experience, the ways interviews are conducted in the Philippines are very very different compared to Singapore. Filipinos generally do not say “no” out of respect to potential employers.

In the Philippines’ working culture, “maybe” or “I will do my best” really means they are not confident or a nicer way of saying “No”.

In Singapore, it is common for employees to perform independent learning to complete projects and tasks.

However, asking your Filippino interviewees questions like:

  • Give me feedback on our company’s products and services based on what you see on our website
  • Provide 3 ideas to improve our sales
  • What are the improvements we should make to make our processes better?
  • Can you learn new skills to perform the tasks I need independently?

While there are Filippino talents who might have experience with foreign employers to address your concerns, most Filipino interviewees (from our own experience) are not accustomed to answering questions as mentioned above.

Tip: Define the job scope clearly for your interviewee. Make it clear that training and guidance will be provided over time to help your employee grow. Provide clear instructions and help your employee build his or her confidence.

Verifying Candidate Credentials: A Comparative Analysis

Verifying candidate credentials is crucial in both markets. Still, the process may be more challenging in the Philippines due to differences in the education system and the vast number of higher education institutions. A thorough background check is essential to filter the best candidates.

Sealing the Deal: Salary Negotiation and Job Offer in Both Countries

Salary negotiation is a delicate process, demanding a clear understanding of market rates, legal obligations, and cultural norms. Singaporeans usually expect a detailed breakdown of salary and benefits, while Filipinos appreciate knowing about growth opportunities and job security.

Kickstarting the Onboarding Process: A Comparative Study

An effective onboarding program is critical, with specific challenges in the Philippines related to time zone differences and ensuring access to necessary resources due to varying internet connectivity issues.

Maintaining Effective Communication and Management: A Cross-Country Analysis

Understanding cultural differences in communication and work ethic is key. Filipinos value respectful communication, often using “po” and “opo” as terms of respect. In contrast, Singaporeans tend to be direct and straightforward in their communication.

Conclusion

Remote recruitment is a multifaceted process that varies drastically between the Philippines and Singapore. Businesses venturing into remote recruitment must be prepared to face unique challenges in each market. Your global expansion journey need not be a solo voyage. Leverage expert assistance and make remote recruitment your competitive advantage in today’s borderless digital age.

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