HOW TO HIRE HIGHLY-SKILLED DIGITAL MARKETERS FROM THE PHILIPPINES
DECEMBER 16, 2024
MISTY WILLIAMS
Founder, Marketect Media
In 2020, my phone started ringing. I had entrepreneur friends and colleagues who were scared: the world was shutting down, their revenue dried up overnight and they needed to get their payroll nuts down fast.
I’ve been working with offshore talent since 2004, and in 2017, as a fractional CMO, I started hiring marketing talent heavily from the Philippines to build out my teams–with great success.
I’m going to share some recruiting insights with you to help you fully maximize the great benefit that hiring from the Philippines can bring to your business!
I remember hiring my first part-time team member for around $350 / mo … and being blown away by the value I was getting. Having someone capable of delegating important deliverables (and barely feeling it financially) was game-changing.
Jia was competent, eager to please and excited to join our team.
This opened up so much possibility for delegating the administrative workload that bogged me down …
I fantasized about the ideas and strategies we could implement because my team had the bandwidth to execute …
This was different from the other offshore hiring I’d done in the past … hiring someone to be part of your team internally (vs outsourcing to an agency) completely changed the experience for us in all the best ways.
I learned pretty quickly that hiring from the Philippines was just like hiring from the United States: If you wanted top talent, you needed to follow good top-grading principles to source A players.
Making a bad hire cost me the most precious asset I have: my time.
The cost savings aren’t worth it if I can’t count on the competence and commitment of the person I’m hiring.
Hiring the wrong person:
- derails momentum
- stresses out your leaders
- increases the workload for teammates who must pick up the slack
- creates fires and
- requires stressful firefighting
… and all of that leads to resentment, burnout and a drop in collaboration across the team.
Bringing the wrong team members onto the team can erode trust and lower the bar for what “good performance” even looks like.
Building a strong team culture takes years, but one wrong hire can unravel it fast. I’ve had it happen, and it’s a mistake I never want to repeat—or see anyone else make.
Hiring the right person:
- speeds up your success
- creates momentum for the team
- Lightens the load for your leaders and
- helps you scale with ease
How do you ensure you’re making that right hire every time?
It all comes down to a great recruiting process. And I’m about to share a few tips to help you nail it …
5 Steps to Streamline Your Recruiting Program
Over the years, I’ve learned that the secret to hiring top talent lies in following a rigorous, intentional process that ensures we bring on top talent.
Here’s how you can streamline your recruiting process to attract and hire the best candidates:
- Ask high-quality interview questions.When you’re ready to fill a role on your team, get crystal clear on the skills, experiences and qualities that are essential for someone to be successful in the role.
- Consider their workflow, responsibilities and the type of collaboration you need from them.
- Then, craft a mix of behavioral, situational and technical questions designed to uncover those attributes.
- Instead of sticking to overused questions like “What are your strengths?” dive deeper with specifics.
- For instance, ask, Can you walk me through a time when you led a marketing campaign with tight deadlines? How did you ensure success?
- This reveals more than just facts—it shows how they problem-solve and deal with pressure.
- We ask important questions in a Written Interview (this precedes an in-person Zoom interview), a Preliminary Interview (that also tests them on fundamentals like English, typing, software skills, Myers Briggs and more) and a Final Interview.
- The goal? To create a conversation that reveals whether they’re truly the A-player your team needs.
- Prepare thoroughly.
- Before you hop on a call, take a moment to really dive into the candidate’s application, resume and any notes you’ve gathered.
- Look for experience that needs clarification, and outline your questions ahead of time to ensure a focused and productive conversation.
- Before the interview, double-check your audio, ensure your background is tidy and professional and make sure your face is well-lit.
- A clean, distraction-free space not only boosts your professionalism but also puts the candidate at ease, making them feel respected and valued. Dress professionally for the interview (at least from the waist up!).
- A little prep goes a long way in ensuring a smooth, effective interview.
- Help candidates prepare for a successful interview.
- When sending out interview invites, make sure to include all the key details and prep requirements so everything runs smoothly. This includes:
- Email them with complete info: Address the candidate directly and confirm the interview date, time and expected duration. Keep things clear and simple.
- Preparation Requirements: Let them know how long the interview will take, so they can plan accordingly. Remind them to review the company and the job description (include links) in advance to feel ready and confident.
- Test Their Equipment: Encourage them to test their camera, microphone and lighting before the interview to avoid any technical hiccups.
- Create the Right Environment: Ask them to choose a well-lit, quiet and clutter-free space. Distractions and background noise can derail a great conversation.
- Punctuality Reminder: Make it clear that timeliness is crucial. Let them know that if they’re more than 10 minutes late, they won’t be admitted to the interview room. This ensures everyone stays on track and respects each other’s time.
- By providing these details, you’re helping the candidate feel prepared and confident, while also setting a professional tone for the entire experience.
- Discuss commitments and non-negotiables during your interview.
- Setting expectations upfront ensures you’re on the same page from the get-go. Start with the basics:
- Availability: Can they make the commitment you need? Be clear with expectations and schedule requirements. I’m not a fan of flex schedules, FWIW. So many ways this goes sideways … most people benefit from structure and flexibility is a privilege that can (should) be earned.
- Salary: Discuss their expectations and make sure you’re aligned.
- Tools: If you require specific tools like Time Doctor for time tracking, disclose this and make sure they’re agreeable.
- Remote Work Preparedness: Ask about backup internet or power sources to gauge their readiness for remote work challenges.
- Clarify their commitments. Also ask about any other commitments or potential distractions, such as part-time work or family responsibilities.
Pro Tip: Women in the Philippines are often expected to prioritize taking care of kids and aging parents / grandparents over their careers. Ask them about their family responsibilities directly, and use your spidey senses.
- Finally, invite them to ask questions or voice any concerns. This open dialogue ensures you're both aligned and sets the stage for a successful, long-term working relationship.
- Trust your instinct.
- Pay attention to the little things—they matter.
- Were they on time?
- Did they seem focused and engaged?
- Have they done their homework on the role and the company?
- Were there distractions in the background?
- Are they certain that the schedule and time commitment work for them?
- These are the details that give you real insight into their ability to commit and give their best to this opportunity.
- When hiring, you’re not just looking for someone who checks all the boxes in terms of skills and experience; you also care about their character and work ethic.
- Punctuality, humility and how they present themselves are just as important as skills.
- Enthusiasm and genuine interest in the role speak volumes.
- Trust your gut—if something feels off, it usually is.
- Posting your jobs widely is very helpful in attracting great talent, and so is finding pools of talent in places like LinkedIn and inviting them to apply for your open position.
- Almost ALL of our best recruiting happens because we get out there and invite qualified candidates to apply for our open positions. Headhunting well is one of our superpowers.
THE REAL PAY-OFF
A sloppy hiring process wastes time, derails momentum and risks damaging team morale.
But a streamlined process? That’s how you find A-players who can deliver value and become indispensable to your team.
That’s why I’m so passionate about helping business owners avoid the stress of bad hires by honing in on the interview process to find people who truly fit.
If you’re facing the challenge of hiring or looking to build your dream team, I’d love to share more about what’s worked for me.