Frequently Asked Questions
How exceptional is the quality of your recruiters?
Our recruitment team is composed of elite talents, each boasting a minimum of 3 to 5 years of experience in the industry. We meticulously select individuals who have a consistent and proven track record of making successful placements, ensuring that our clients benefit from top-tier recruitment expertise. Additionally, we only hire level 4 or 5 recruiters, further ensuring the exceptional quality of our team. Hiring level 4 or 5 recruiters ensures access to seasoned professionals with deep expertise and advanced strategic thinking, resulting in more efficient, effective, and successful recruitment outcomes.
What level of English proficiency can be expected from your recruiters?
Our recruiters exhibit a high level of English proficiency. The Philippines, renowned for being the leading English-speaking nation in Asia, offers professionals who generally speak with an American inflection. This linguistic adeptness ensures smooth and effective communication.
How swiftly can a recruitment team be assembled upon contract agreement?
Following the signing of a contract, the assembly of a dedicated recruitment team typically takes between 1 to 3 weeks. This timeframe can vary depending on the specific candidate requirements, scale of the workforce needed, and onboarding requirements.
What is the timeline for the first candidate submission?
In sectors such as healthcare, light industrial, sales, and technology, clients can expect to receive their first qualified candidate submission within 24 hours to 2 days, provided all necessary information is available. For more specialized or executive roles, this timeline may extend to 3 to 5 days.
When can we anticipate the first placement from an offshore recruiter?
An offshore recruiter typically begins making placements after a ramp-up period of 40-60 days from go-live day. This efficiency is contingent upon the clear provision of job specifics, recruitment processes, client-specific details, and a healthy feedback loop with the end-client. The delivery time may vary depending on factors such as the type of roles being filled, the size of your network, the number of candidates currently in your Applicant Tracking System (ATS), and the time of the year.
Managing Underperformance in Recruitment, Credentialing, and Marketing Roles:
How do you handle situations where a recruiter, credentialer, or marketer is not meeting performance expectations?
Client satisfaction is our paramount KPI, and we are committed to maintaining the highest standards of performance. In instances where an offshore staff member's performance may compromise this standard, we have a well-defined response strategy:
Early Identification and Communication: We actively monitor performance indicators and promptly inform our clients if any potential issues are detected. Transparency is key in these situations, and we believe in keeping our clients fully informed.
Structured HR Discipline Approach: We employ a rigorous yet empathetic approach to HR discipline, focusing on people-first principles. This includes comprehensive coaching and effective performance management strategies.
Individualized Coaching and Development: Each employee's situation is unique, and our approach reflects this. We maintain a detailed coaching log for each staff member, allowing us to tailor our coaching and development plans to their individual needs and circumstances.
Addressing the Core Issues: Our initial step in any underperformance scenario is to identify and address the root cause. This allows us to understand the specific challenges faced by the individual and tailor our support and development plans accordingly.
Evaluating Progress and Making Decisions: We regularly assess both quantitative and qualitative improvements. If, despite our best efforts, there is no significant improvement, we may make the difficult decision to withdraw the employee. In such cases, we ensure a smooth transition by backfilling the role promptly to maintain service quality and project continuity.
Our goal is to swiftly rectify any underperformance issues, ensuring minimal impact on client projects and maintaining the high quality of service we are known for.
Working Hours:
What are the standard working hours for your team?
Our team is dedicated to aligning seamlessly with your operations. We mirror the work hours of our clients to ensure optimal collaboration. For instance, if your business operates from 9 AM to 5 PM EST, our team assigned to you will adhere to the same schedule, guaranteeing synchronicity in our services.
Holiday Policy:
Can you detail the holiday schedule for your team?
Our holiday schedule combines 10 holidays, integrating both Philippine and US holidays. Upon finalizing the contract, we will provide a detailed list of these dates. While there is flexibility to adjust some of these dates to better suit your needs, we advise retaining key holidays such as Christmas and New Year's Day to respect cultural observances.
Leave Policy:
What types of leave are included in your company's policy, and how do employees request these leaves?
Applicant Tracking System (ATS) Usage:
What if our organization doesn't have an ATS?
We usually partner with clients who have an existing ATS and established workflows. If you don't have an ATS, we recommend Breezy as an efficient and cost-effective alternative. Our team can expertly set up the platform, including customized pipelines and fields, to meet your specific requirements.
Utilization of Tools:
Will your team use our tools and technology?
Yes, our employees will need access to the tools you use, such as email, softphone, and sourcing tools. While our staff is equipped with a comprehensive tech stack, providing them with your tools is essential for seamless integration and efficiency in our collaborative efforts.
Job Board Access:
Which job boards are included in the fee for an offshore recruiter?
Our recruiters come equipped with access to Indeed, LinkedIn Recruiter Lite, and various Google sourcing extensions. If you require access to additional job boards, please inform us. We are open to exploring the use of other platforms we may already be utilizing. For certain clients, we also absorb the cost of extra recruiting tools and bill them at the actual expense incurred.