One Day Recruitment Process – what you need to know?

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:

  1. Salary
  2. Sign in Bonus
  3. Weekend Rest Day
  4. Day shift
  5. 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:

  1. It is a time-saving program that helps the recruitment department to handle as many prospects they can, as quickly as possible.
  2. 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:

  1. Screening on paper or online
  1. The first interview (phone or face to face)
  2. Call Simulation and Testing
  3. 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:

  1. Do not expect to be processed in one day. Remember, expectation leads to frustration. Frustration shows your impatience. Recruiters see impatience.
  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. 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 5 PM (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 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.


When you are offered a job you don’t want…

I’ve received a lot of question related to them being evaluated for a post which is different from what they applied for. Case in point, James applied for a back office account but was evaluated and offered a job for an inbound customer service account. Another candidate, Amiel was applying for the email account but was endorsed to an outbound collections account. Why does this happen? What can you do to avoid it?

1. Remember that a recruiter is a match maker. He/she has several accounts he/she is evaluating you for and his/her priority is to put you in an account which he/she thinks best fits you based on the skills and competencies you have.

2. Remember to read about the company’s accounts/business units. You need to make the recruiter understand that you are applying for a VERY SPECIFIC position and that you should be evaluated for it. Make him/her aware that you know they have other accounts and that you are comfortable with the account/queue you are applying for. You need to say this in a friendly and professional way, that is, if you have the courage. Remember that  YOU ARE BEING EVALUATED, say this only if you are willing to waste time, money, effort, and opportunity and that your need for the job is not paramount. If you are the type who REALLY needs a job, then why be choosy?

3. Learn how to holistically evaluate a job offer. It’s not just about the basic salary, it’s about establishing a career so you can have the money you are aiming for. Keep an open mind when the recruiter tells you that you are qualified for a different queue and will be evaluated for such. When you pass and are being offered a job, take a look at the culture of the company, the opportunities for promotion or side-movement (growth is not just up you know), the job itself, the company mission and vision, the basic pay, the health and welfare package, employee engagement, etc. If you need a day to decide, tell the recruiter. Be professional enough to call the recruiter the following day to advise him/her of your decision.

There are several reasons why you are not being offered the job you are gunning for:

1. You are not qualified for it.

2. You are over-qualified.

3. Your asking is too high.

4. No more vacancy.

5. You are fit for another account.

Only accept a job that you think will be beneficial for you IN THE LONG RUN (not just because you need to get paid ASAP). When you take on a job, you goal is not just to get paid but to develop a career, to look at retirement, and if the job isn’t something you know too well you will not like, there is no point in accepting it. If you decide to accept a job because napipilitan ka at kailangan mo talaga, learn to love that job by removing the mindset that the job is temporary. It’s really all about mindset. It’s also about being able to discipline yourself to be loyal to the company you work for.


Hope this helps.


Job Offers

You passed the examinations and interviews with flying colors. Congratulations! It’s finally time for the employment offer.

The majority of contact centers and businesses offer work via a job offer letter. A job offer letter will include the following in its most basic form:

  • Job title or position offered.
  • Salary, benefits, and perks offered.
  • Instructions to accept or decline the job offer.

A job offer is essential. At this moment, a recruiter switches from evaluator to salesperson. A job offer is essential. At this moment, a recruiter switches from evaluator to salesperson. While it is true that you need the job, it is also true that as a candidate, you must examine many factors such as the basic pay, benefits, the job itself, the schedule, the corporate culture, and a variety of other factors that may turn you off and cause you to decline the offer.

To give you the offer, the recruiter will lead you to a quiet room, ask you to read the job offer letter, then leave you for a few minutes. When he returns, he will allow you to ask questions; what he does not tell you is that, depending on your experience, the offer may be negotiable.

In my years of recruitment, I have never offered to negotiate an offer (we were never allowed to mention it), and I can rarely count the incidents when an applicant would attempt to negotiate, either they accept or decline it. If the applicant is highly qualified, we can raise the basic salary value to a plus three to four thousand pesos – now that is a big difference!

So why am I sharing this? Here at work, I have two colleagues who keep on complaining about how low their basic pay is, and admittedly, it’s because they did not attempt to negotiate out of modesty. A few months down the road, they are unhappy because their colleagues with shorter call center tenure than they are, are better paid. Always attempt to negotiate unless you are a first-timer and are not sure of your actual value yet.

Tip: only attempt a negotiation if you are a tenured and highly skilled call center employee.

If you want to think about the offer, you will have to note the salient points (you will not be allowed to bring the offer letter home). Also, this is the perfect time to ask HR, payroll, benefits, perks, schedule, required documentation, and other pre-employment questions.

Job offers and the salary specified in the letter are ALWAYS CONFIDENTIAL; do not discuss it with other candidates as much as possible – this is where they test your integrity. Allow the recruiter to discuss the compensation offer with qualified candidates when their time comes around.

Because a job offer is not a contract, it is never legally binding. Just because you accepted a job offer does not imply you must stop looking for work. And, because it is not a contract, you cannot hold the company liable if the items offered in the letter are not delivered. A classic example would be a company that offers a free post-paid mobile phone line but then changes its policy because the company’s income no longer allows for the benefit.

If a candidate who has already signed the job offer letter changes his mind, he should contact the recruiter and inform him of the change in choice; this will allow the recruiter to offer the job to other competent individuals.

Finally, although some offers may be negotiable, do not use the higher offer you received from a company as your bargaining chip – you are not in Divisoria, and the “bakit sa kabila mas mataas ang offer?” will not work here. The best bargaining chip is your tenure, experience, skills, and competencies.

If you have questions related to the post above, please don’t hesitate to leave a comment.