5 most important things when posting a job ad for remote workers in the Philippines
Nov 20, 2024
When you think of a superstar—whether in business, sports, tech, or the arts - what qualities come to mind first? Initiative? Innovation? Charisma? These are the traits we see and celebrate, the ones that shine during presentations and performance reviews. But could we be overlooking something even more powerful?
One essential quality often goes unnoticed, quietly fueling all the others: the ability to commit time.
Time commitment is the invisible thread woven through every act of greatness. It’s not glamorous. It doesn’t make headlines. But it’s the behind-the-scenes force that turns potential into performance.
This blog dives deep into this often-overlooked trait, exploring why the commitment to time is the cornerstone of true superstar status—and how you can recognize and cultivate it in yourself or your team.
1. Get the basics right with job ad strategy
When considering your talent sourcing approach, you need to decide whether to take a passive or proactive route.
If you’re running a small company, you might be handling recruitment yourself as the founder, or you may have assigned this task to a manager.
In either case, your sourcing strategy starts with clarity.
A common mistake is assuming that more than simply posting the responsibilities and qualifications is required. Your job ad should do more than outline tasks—it should communicate your company’s mission and vision.
When candidates see your ad, they should instantly understand how they can contribute to your goals and why they should choose you over another company.
2. Choose the right platforms for your job ad
Where you post your job ad matters as much as what you say.
Job boards like Indeed and Monster are popular but often cast too wide a net. Conversely, LinkedIn can be a game-changer for more targeted roles, offering options like direct candidate searches and premium job postings.
Let’s say you’re looking for a social media strategist. Instead of waiting for candidates to come to you, LinkedIn allows you to search for those with specific skills, like a Salesforce certification or experience in creative briefs.
This targeted approach helps ensure you’re not wasting time sifting through unqualified candidates. Platforms like Apollo can also offer additional ways to filter and reach the right talent.
But be mindful—how you present your employer brand on these platforms can significantly impact the quality of applicants. A subtle negative perception can deter high-caliber candidates.
3. Proactive vs. Passive Sourcing: Know when to take action
There are two main ways to approach recruitment: the passive approach (post and wait) or the proactive approach (seek and engage).
The key is knowing when each method will work best for your situation.
Passive sourcing involves posting your job ad and hoping the right candidates apply. This method can work for common roles where talent is more readily available.
Proactive sourcing involves actively seeking out candidates. It is essential for more specialized or high-demand roles where waiting isn’t an option.
Several factors can help you decide which method to use:
A. Market Availability
Passive sourcing through job ads might be enough for more common roles, such as Customer Service Representatives or Junior Marketing Staff.
However, proactive outreach becomes necessary for roles like Senior Software Developers or niche specialists.
B. Competition
In competitive fields, job ads alone often don’t cut it. Software developers are in high demand, and their competition is fierce.
In these cases, you should contact candidates directly to stand out.
Larger companies with higher budgets can lure top talent, making it harder for small businesses to compete solely through job ads.
C. Seniority
A targeted approach is typically required when hiring for managerial or specialized roles. The best candidates are often not actively searching for jobs—they’re already happy and engaged in their current roles.
Reaching out to them directly will yield better results than relying on them to see your job ad.
4. Craft a streamlined job ad
The next step is creating a job ad that actually works.
While it may seem tempting to include every little detail about the role, remember that candidates don’t have the time—or patience—to read a laundry list of tasks.
Instead, focus on the key responsibilities and requirements that truly matter.
Here’s an example: If you’re hiring a social media strategist, don’t list every possible task. Prioritize the essentials, such as:
Collaborating with the marketing team to develop creative briefs
Analyzing campaign performance and refining strategies
Developing innovative social media content that drives engagement
Focusing on the core responsibilities will attract candidates who understand and are excited about the job’s most critical aspects.
A streamlined job ad saves applicants time and helps you find the right fit faster.
5. Manage competition in sourcing
If you’re hiring for high-demand roles, you can’t ignore competition.
For instance, while plenty of software developers are in the market, the demand often exceeds supply. You may find that job ads don’t attract top talent because larger companies with bigger budgets are snapping them up.
When competition is high, simply posting a job ad and waiting won’t be enough. You’ll need to take a more targeted approach, directly reaching out to potential candidates. The same applies if you’re looking for niche roles, like Amazon specialists.
At times when their demand spikes, those applying through job boards may not be the top performers in the field. In this case, proactive sourcing can help you find the right talent faster.
And if you’re a small business or startup, you may be unable to compete on salary.
Still, you can offer other incentives, such as:
Flexible working conditions
Opportunities for growth
Engaging company culture
6. Targeting the right senior candidates
Seniority is another important factor when deciding whether to use job ads, targeted sourcing, or both.
For senior roles, especially in niche industries, job ads may not attract the best talent. Most highly skilled managers or specialists are already in jobs they enjoy and aren’t browsing job boards.
You’ll likely need to adopt a more targeted approach for managerial roles, especially those in specialized domains. While a job ad can still serve as a tool to capture passive interest, direct outreach often yields better results for senior roles.
Additionally, top managers are well-connected. Taping into your network can also be a powerful strategy for sourcing these candidates.
Tailor your sourcing strategy to your needs
A successful recruitment strategy doesn’t rely on a one-size-fits-all solution.
Depending on the role, market, and competition, you must determine the right mix of passive and proactive sourcing.
Job ads are useful for more general roles or positions with a higher availability of talent. However, targeted sourcing is essential for specialized, high-demand, or senior positions.
Don’t just throw a job ad into the void and hope for the best—be proactive, reach out to top candidates directly, and communicate your company’s unique value in every interaction.
