One Day Recruitment Process – what you need to know?

Think about this scenario: you just lost your job (or is about to), bills are piling up, your family member needs medicine or an HMO coverage ASAP, and money is thin. You scan the newspaper, visited an online job site and found a few companies who dangles the following on their ads:

  1. Salary
  2. Sign in Bonus
  3. Weekend Rest Day
  4. Day shift
  5. One Day recruitment Process

It sparks your interest, you prepare your résumé and start planning around what you read, that if it is a one day process, you’d be able to get a job in a day or two, worst case scenario, a week. So you set out to apply and as your wait for your interview, minutes turn to hours, and the next thing you know, your final interview is scheduled a week or  two later. ‘Anyare sa One Day Process? Nakaka-inis diba?

What is One Day Recruitment Process?

Two things:

  1. It is an efficiency program that allows the recruitment department to process candidates  in the shortest time possible.
  2. It is a marketing maneuver for attracting more applicants who are desperate to get a job ASAP.

As far as process is concerned, recruiters are required to follow the recruitment flow, that is:

  1. Paper or online screening.
  2. Initial interview (phone or face to face)
  3. Testing/Call Simulation
  4. Final Interview
  5. Job Offer

Some companies follow a time limit for each step. For example, a phone or face to face initial interview should not be longer than five minutes (some recruiters are so good they already made the decision to fail or pass you within 30 seconds). Testing should be anywhere between 30 to 50 minutes. Finally, the final interview should be within 20 to 30 minutes. This allows the company to stick to the “one day processing” guideline.

Why does the processing time change?

Although structured, the recruitment process is not a perfect science. It is affected by a lot of factors which could lengthen (or shorten) the processing time. What are some of these factors?

  • 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)
  • During the interview, the recruiter wanted to fail you 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 were scheduled for an interview, 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:

  1. Do not expect to be processed in one day. Remember, expectation leads to frustration. Frustration shows your impatience. Impatience is seen by recruiters.
  2. 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.
  3. 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).
  4. Be patient every time, all the time. Always remember that you are being watched – by the CCTV, the recruiters, other applicants, and the receptionist (she is a spy, you know).
  5. 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 5PM (this way you can make plans for food, transportation, etc)
  6. 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 should be considered 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 he or she is doing a poor job.

If you have any comments, questions, or suggestions, please don’t hesitate to message me.


5 thoughts on “One Day Recruitment Process – what you need to know?

  1. 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.


  2. 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.

  3. 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.


  4. 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?

  5. 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. 🙂

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