With Filipinos’ remarkable English language proficiency, good nature, and commendable work ethic, it is no surprise that the Philippines has been one of the most popular outsourcing destinations in the world, offering its services to 10-15% of the global BPO market.1 From contact center agents to information technology specialists, the nation has provided support to organizations located in countries like the United States, Japan, New Zealand, and Australia. The diverse talent pool is reflective of the myriad of services this industry covers such as back office, healthcare, software development, game development, animation, and other knowledge-based services.
According to the IT and Business Process Association of the Philippines (IBPAP), an estimated 1.57 million employees worked in the Philippine BPO sector in 2022. Filipinos in the BPO industry contribute to the economic development of the Philippines by bringing in around USD$30 billion to the local economy every year.2
The country’s thriving BPO industry is expected to achieve growth in 2023 as businesses around the globe seek cost-saving strategies for their human resource operations. In an IBPAP survey, 83% of business process outsourcing (BPO) firms expressed optimism about growth in 2023, while the remaining 17% maintained a neutral stance in their forecasts. IBPAP also reported that the industry is poised to yield $35.9 billion in revenues and employ a total of 1.7 million full-time workers by 2023. 3
Leveraging the Best Practices in Recruitment
With the demand for Filipino talent on the rise, BPO companies need to step up their recruitment game. After all, the quality of the workforce is essential to meeting client expectations and staying competitive.
There lies the challenge – finding the right person for the job is no walk in the park. Despite its prominent position in the global outsourcing industry, BPO recruitment in the Philippines comes with its fair share of difficulties: high-volume hiring requirements, talent shortages, high turnover rates, and skills gap for niche services. And let’s not forget the work shift limitations, as it is not your typical 9-to-5 job. In addition, cultural compatibility is another challenge for BPO recruitment. They must be skilled at finding candidates who can easily adapt to Western working culture and norms. To tackle these challenges head-on, BPO companies need proactive talent acquisition strategies including:
- Workforce Planning: The foundation of any effective talent acquisition strategy is a deep understanding of the organization’s current and future talent needs. This involves aligning talent requirements with business objectives, analyzing skills gaps, and developing a clear hiring plan. Effective workforce planning not only ensures that the right talent is in place at the right time but also helps in optimizing resources, reducing turnover costs, and fostering a more engaged and motivated workforce.
- Employer Branding: As job seekers today are searching for a holistic work environment, building a strong employer brand is crucial to attract top talent. A positive reputation, competitive compensation packages, a supportive work culture, and opportunities for growth all contribute to a compelling employer brand. It sets the stage for a positive workplace culture and can significantly impact an organization’s ability to meet its strategic goals. It is a powerful tool for creating a dynamic, motivated, and talented workforce, which is the foundation of any thriving organization in the modern business landscape.
- Data and Analytics: Utilizing data analytics to track key metrics such as time-to-fill, cost-per-hire, and quality of hire enables organizations to fine-tune their talent acquisition strategies continually. It enables organizations to make informed decisions by leveraging insights from candidate sourcing, selection, and recruitment processes. By analyzing recruitment metrics, organizations can identify which channels are most effective for sourcing top talent. Data analytics can also help streamline hiring workflows and optimize recruitment budgets.
- Recruitment Team Training: Well-trained recruiters are the keystone of successful talent acquisition, as they possess the skills and knowledge necessary to identify, attract, and retain top talent. Effective training equips recruiters with the ability to understand an organization’s unique needs, evaluate candidates objectively, and align hiring strategies with the company’s goals.
- Direct Hire: Opting for direct hires can bring a host of advantages to an organization. By committing to permanent employees who share the company’s values and objectives, it is easier to cultivate loyalty, enhance team synergy, and curtail turnover expenses. With meticulous workforce planning and a thorough recruitment regimen, direct hiring can help establish a robust footing for the organization in its pursuit of top-tier talent attraction and retention.
Get a Recruitment Partner that can help you revolutionize talent sourcing
Addressing the talent acquisition challenges within the BPO industry necessitates a forward-thinking strategy. To help you turn these challenges into opportunities for growth, you need a recruitment partner that can help your business thrive in this ever-evolving sector.
What challenges are you facing in BPO recruitment? Likha Careers is here to lend a hand. We can help you overcome these difficulties through Recruitment Consulting, Recruiter Training, and Direct Hire services. Stay competitive in the Philippines’ dynamic recruitment landscape with our human-centered approach to recruitment. Contact us today at https://likhacareers.com/contact
