Consider the following scenario: you have recently lost your work (or are likely to lose it), your expenses are piling up, a family member urgently requires medicine or HMO coverage, and money is tight. You read the newspaper, went to an online job site, and discovered a few organizations that advertise the following:
- Sign in Bonus
- Weekend Rest Day
- Day shift
- One Day recruitment Process
It piques your curiosity, so you prepare your résumé and begin planning around what you’ve read, figuring that if it’s a one-day procedure, you’ll be able to obtain a job in a day or two, at worst, a week. So you apply, and as you wait for your interview, the minutes change to hours, and before you know it, your final interview is planned for a week or two later. ‘Whatever happened to the one-day process?’ Diba nakaka-inis?
What exactly is the One-Day Recruitment Process?
There are two things to consider:
- It is a time-saving program that helps the recruitment department to handle as many prospects they can, as quickly as possible.
- It’s a marketing ploy to attract more applicants who are keen to secure a job as soon as possible.
In terms of the procedure, recruiters must adhere to the recruitment flow, which is as follows:
- Screening on paper or online
- The first interview (phone or face to face)
- Call Simulation and Testing
- Job Offer Following the Final Interview
Some businesses set a time limit for each step. A phone or initial face-to-face interview, for example, should not last more than five minutes (some recruiters are so good they already decided to fail or pass you within 30 seconds). The duration of the test should be between 30 and 50 minutes. Finally, the final interview should take no more than 20 to 30 minutes, allowing the organization to adhere to the “one-day processing” policy.
Why does the processing time change?
The recruitment process, while planned, is not a flawless process. It is affected by many factors that can lengthen (or shorten) the processing time. What are some of these elements? The recruitment process, while planned, is not a flawless science. It is affected by many factors that can lengthen (or shorten) the processing time. What are some of these elements?
- You are blacklisted (shortens the time)
- One or two recruiters called in sick.
- There is an overflow of applicants (more than what the recruiters can handle, especially during the peak season – After the release of the 13th-month pay, after graduation, or after the release of a major newspaper ad, during a very popular job fair)
- The recruiter wanted to fail you during the interview but saw that you are trainable and may endorse you for another interview (so you need to wait again).
- The recruitment department holds an urgent meeting (this happens a lot).
- You have an interview schedule. Unfortunately, the interviewer from operations is out of the country/in a meeting/has a death in the family/insert reason here, so you need to be re-scheduled.
- The account you are being evaluated or applying for has a far-off start date, is not hiring, or is just pooling for candidates.
- The waiting game is a part of the recruitment process.
As an applicant, there are several things we need to remember:
- Do not expect to be processed in one day. Remember, expectation leads to frustration. Frustration shows your impatience. Recruiters see impatience.
- Bring food (sandwiches, juice, chips, and gum to freshen your breath). If you need to find a restaurant for a full meal, tell your recruiter. Keep your breaks short during the waiting time – you do want to be there when the recruiter finally calls your name.
- Do not plan to visit several companies in one day unless you have a succession of failures (in which case you need to ask yourself why).
- Be patient every time, all the time. Remember that you are being watched – by the CCTV, the recruiters, other applicants, and the receptionist (she is a spy, you know).
- If (and only if) you pass the initial interview, ask the recruiter what the next steps are and how long each step will be. Also, ask if there is a possibility that you will need to stay beyond 5 PM (this way, you can make plans for food, transportation, etc.)
- Spend time chatting with other applicants who’ve already been through the process; this way, you can understand how easy (or hard) the rest of the steps are, and you can mentally and psychologically prepare for them.
It’s true that the line “one-day processing” can often be misleading. However, knowing how the process works and what factors to consider will arm us with more than enough patience as we go through the recruitment process. Finally, I have always believed that we need to keep our expectations in check. My experience has taught me that just because someone is not meeting my expectation doesn’t mean they are doing a poor job.
If you have any comments, questions, or suggestions, please don’t hesitate to message me.
5 responses to “One Day Recruitment Process – what you need to know?”
I saw the list back in 2008 – first time and last time. Recruiters do not maintain the list, HR does. It is being shared with other companies – I would say 98% of the population on that list are AWOL, terminated (due to integrity, etc).
It is not the obligation of the recruiter to tell you that you are on that list.
The personal opinion of a recruiter for an applicant is irrelevant, unless of course they perceive you as a potential problem, so kahit maarte ka or mayabang ka, if you have no traces of attendance issues, holes in your resume, or possible behavioral problem, I do not think they will fail you.
What I’m noticing is that you have a bias towards recruiters. They have nothing against you. Sa kanila, trabaho lang yan.
IF you have been failing, it is your responsibility to find out why. Do yourself a favor by focusing on your weakness and not the behavior of the recruiters.
I have been in the industry for 15 years, i have never had any issues with recruiters – except there was one who was stupid. Recruiters work with a quota, they are match-makers. Due to the scarcity of qualified applicants, it is very difficult to fill a class in just a few days, so kahit maarte or mayabang, basta swak sa requirement, we conduct a job offer (kahit ayaw namin).
We have no right to blacklist anyone simply because we did not like his/her personality. Ang shallow eh.
Nakaka bahala naman po yan… Pano kung blacklisted ka na pala sa mga kompanya tapos apply ka pa ng apply. Sana pinapaalam naman nila kase kung may tao mang ganun nasasayang ang pag apply nya kung blacklisted naman pala sya. Mr se7en, matagal na po kayo sa call center industry diba po, wala pa po ba kayong nakitang ganung listahan? Dipo ba yun nakikita ng mga interviewer? Namamaniubra po ba ng mga recruiter kung sino ang iba black list? Halimbawa basta ayaw lang nila dun sa aplikante kahit pasado naman sa exams at lahat ng qualification kaya lang naaartihan sila o kung ano ano pang bias na dahilan. Ayoko po sanang sabihin ito pero madami po kasi sa mga nag iinterview antataray kala nila e napakataas nila.
Hi John. I have to admit, this information is old but it may still be true. Members of CCAP share a list of applicants that are supposed to be hired. Member companies subscribe to this list and uses this as a basis for deciding if an applicant is hire-able or not. There is no way to know if you are on this list.
Included in this list are people who went AWOL from other companies. If there are other reasons as to why they are included, I am not aware.
Hi, sir Seven,
I just want to ask what do you mean by “You are blacklisted”?
How do we know if we are ? And who will have us blacklisted?
Does it mean that if someone apply in ‘for example a certain company had a bad impression on an applicant, do they inform other companies about that person?
Nice! I concur but sometimes other recruiters don’t give out reasons as to why you were rescheduled even if you asked. I experienced that before. I still got the job though. Patience is a virtue. 🙂
…hehehe, just passing by and hope you don’t mind. 🙂