nXplorer Endless Summer

The Philippines is renowned for its perpetual summer, and we fully embraced this at our Grand Get-together 2024. Held at the picturesque La Casa Jorginna in Laiya, San Juan, Batangas, this event was more than just a company outing—it was an adventure that showcased the power of connection and exploration. 

Our belief that “you can work remotely from anywhere” was vividly brought to life as we bonded, welcomed newcomers, and reconnected with long-time colleagues in a setting designed for both relaxation and fun. This event was a much deserved break from our remote work routines and an opportunity to encourage open dialogue, share laughter, uncover hidden talents, and cultivate a sense of belonging among all team members.

A Bond Stronger Than the Sun

Embracing the Joy of Filipino Pastimes

In today’s fast-paced digital age, it’s crucial to unplug and recharge. And no Filipino pastime is truly complete without karaoke and billiards—a vibrant cultural activity that resonates deeply with us. This wasn’t just about singing and conversation; it was a celebration of the diverse talents within our team, reminding us that every member brings unique strengths and perspectives to the table.

Gratitude for the 2nd Grand Get Together

As we continue to grow and adapt, we are profoundly grateful for the time and effort each team member contributes, whether in-person or remotely. By prioritizing work-life balance and a culture of continuous growth, we created an environment where everyone felt valued, inspired, and empowered.

nXscale is more than just a company; it’s a community—a network of kind-hearted individuals who come together to support each other in Manila and beyond. What began as “just a place to work” has blossomed into something that feels much more like family.

 You watch see our endless summer on Youtube, just click here!

The first quarter of 2024 went by like a blur—a meaningful one, if you can call it that. Many things have happened since nXscale started, and we wanted to look back and see how far we’ve come and if we have kept ourselves grounded. The best way to determine this is to go back to our core mission and vision—building a team of capable, dedicated, and highly efficient Filipino professionals that will help bring global businesses and startups closer to their goal of operational efficiency and scalability.

Humble Beginnings

nXscale started out during a very uncertain time in 2020, but we had a vision of making a change, no matter how small. That vision has never wavered, with our team doing its very best to provide opportunities for talented Filipinos to work for promising startups and businesses from different parts of the world. In the quest to grow the business, we’ve also grown ourselves through learnings that reaffirmed our main objective.

Lofty Ambitions

nXscale has always believed that building a career should be dependent on an individual’s skills and competencies, so when our co-founder and Chairman of the Board Kei was invited to speak at ANZCHAM’s International Women’s Day Forum 20204, we were more than thrilled. Kei joined speakers from a variety of companies in tackling issues related to diversity, equity, and inclusion (DEI) and how no single approach works for different organizations. Attendees enjoyed anecdotes from guest speakers detailing how they helped empower women and PWD’s in the workplace. Ultimately, the goal is compassion and empathy for all, and looking beyond the physical and embracing the entirety of the human experience.

Beyond Outsourcing

As we continue to work with companies from different parts of the globe, we look forward to more opportunities for growth and to bridging the gap between startups and the talented people looking to work for them. We welcome the chance to work with others who have come before us and those who wish to break barriers to innovation and progress. We aim to continue providing value and helping up-and-coming startups and businesses build and set up teams in the Philippines so that we can create a win-win situation for all. On the one hand, we help set up businesses for success, and on the other, we provide sustainable careers for talented Filipinos looking to fulfill their dreams of growing with a global company.

With the job market being mostly candidate-driven, seeking top talent has become a strategic imperative for businesses. More so, for recruitment agencies, consultancies, and talent acquisition specialists; as experts in their field, their success relies heavily on the quality of candidates they provide. Below are a few key strategies that will help your business not only attract but hire and retain the best of the best candidates, consequently beefing up your workforce and enhancing your business performance.

• Strategy 1: Building a Strong Employer Brand
  Establishing a solid employer brand is vital because it serves as your reputation and value proposition to potential candidates. It’s how an organization markets itself in general, and how it influences the perception of the company brand. A strong employer branding strategy will help attract and retain top talent. It includes social media promotion, content marketing, and activities that showcase the company culture and values.
• Strategy 2: Leveraging Social Media and Online Platforms
  Most job seekers today start their job search online via job sites, specific company careers pages, and social media. Social media and other online platforms are extremely powerful talent acquisition tools because they allow organizations to reach a wide audience of potential candidates. They can be used to promote job openings, showcase your employer brand, and boost engagement with candidates and employees.
• Strategy 3: Networking and Referrals
  Employee referrals are one of the most effective ways to find and attract potential candidates who aren’t currently looking for a job. Almost 90% of employers believe employee referrals to be one of the most reliable sources of quality hires. Even job seekers share the same opinion, with more than 80% of them ranking employee referrals first among other job search alternatives. Aside from leveraging online job search and recruitment platforms, talent acquisition specialists can expand their network by joining professional groups, attending industry events, and creating an employee referral program that will incentivize employees to refer qualified candidates.
• Strategy 4: Utilizing Data Analytics for Targeted Recruitment
  Data analytics has played a major role in removing the “guesswork” when it comes to talent acquisition. It can provide valuable insights into candidate behavior, preferences, and current trends on the job market. By leveraging data in decision making, talent acquisition specialists can identify high-quality candidates, optimize strategies, and measure the effectiveness of the overall recruitment process.
• Strategy 5: Implementing a Robust Interview Process
  Interviews are an essential part of the talent acquisition process because it’s one of the main interactions you will have with candidates. Building a structured interview process will help in assessing a candidate’s skills and cultural fit. Interviewers should be trained to conduct insightful interviews that can identify the most qualified candidates and, in return, also provide them a sneak peek into the company culture.
• Strategy 6: Providing Comprehensive Onboarding Programs
  Integrating new hires into the organization is a vital, and often neglected, step in the talent acquisition process. To set them up for success, a comprehensive onboarding program should be in place to welcome new employees, address their needs, and ensure that their expectations are aligned with company objectives.
• Strategy 7: Investing in Continuous Training and Development
  One way to motivate candidates and employees is to present them with opportunities for continuous learning and development. Employees point to professional development as the best way to improve company culture. Talent acquisition specialists should highlight the company’s commitment to employees’ professional development to attract top talent.
• Strategy 8: Offering Competitive Compensation and Benefits
  A competitive compensation and benefits package is one of the things that job seekers consider. Your talent acquisition team should keep abreast of market trends and industry standards to ensure that the compensation offered is commensurate to the job. Through the course of employment, compensation and benefits should be revisited and reassessed periodically to ensure they remain fair and competitive.
• Strategy 9: Prioritizing Diversity and Inclusion
  Diversity and inclusion are critical factors that provide better access to top talent and increased connectedness with potential candidates. Talent acquisition specialists should proactively promote inclusive hiring practices throughout the recruitment process. Aside from avoiding discrimination in the workplace, they also help in fostering creativity, innovation, and a positive culture of acceptance.
• Strategy 10: Embracing Technology and Automation
  Streamlining the talent acquisition process isn’t as complicated as before. With the aid of technology, certain tasks can be automated to streamline the talent acquisition process. Recruitment automation will help recruiters save time on repetitive tasks and focus on building relationships candidates.

Measuring Success in Talent Acquisition

Talent acquisition professionals should know which metrics to track to successfully measure the success of recruitment efforts. These include time-to-fill, quality-of-hire, and cost-per-hire. Analyzing these metrics will help recruiters identify what strategies work and what needs to be improved.

Mastering talent acquisition will help businesses create a solid team that will, in turn, help them achieve business objectives. By implementing the strategies listed above, recruiters can attract top talent while also boosting your employer brand. It’s a two-prong approach that will help your organization grow and thrive in an ever-evolving landscape.

Looking for a talent acquisition partner to build your team in the Philippines? Talk to us today!

You can also take a look at our free profiles by filling out our form.

The year 2023 has been a good year for artificial intelligence (AI), to say the least, with the rise of several online AI chatbots, including ChatGPT, Google Bard, and Microsoft Bing AI. Advancements in AI technology have made these tools more than just a novelty; they are now able to answer questions, provide information, and assist in the performance of simple tasks like constructing short paragraphs and doing simple calculations.

AI in recruitment is slowly becoming mainstream as chatbots and other AI tools become more robust. It’s gearing up to revolutionize a variety of industries, and HR and recruitment are no exception. Leveraging today’s available AI tools can help HR professionals streamline the end-to-end hiring process, improving overall efficiency.

Importance of AI in Recruitment

Recruitment can be an exhausting and time-consuming process for both recruiters and job seekers because it involves multiple stages. Leveraging AI in recruitment is a game changer because it can speed up the process—from resumé screening to candidate interviews and assessments. Integrating AI into the recruitment process means using AI algorithms and available tools to automate certain tasks, helping optimize the entire process altogether. An efficient recruitment process leads to organizations with the right talent and the processes in place to hire new talent quickly and efficiently.

Benefits of AI in Recruitment

With the vast amounts of data that needs processing during the recruitment process, AI is an invaluable asset for modern recruiters. Below are the main benefits of integrating AI tools into the recruitment process.

• It saves time and money.
  By helping identify qualified candidates more quickly, AI significantly shortens the time it takes to fill open positions. Ensuring a candidate’s compatibility for a role also helps reduce turnover rates, further reducing costs.
• It reduces bias.
  Bias reduction in recruitment promotes diversity and helps avoid unfair hiring practices. Using AI algorithms ensures that candidates are evaluated based on predetermined criteria related to the role being filled. Some AI tools can also anonymize personal candidate information to avoid unconscious bias during the screening process.
• It enhances the candidate sourcing process.
  AI tools can help elevate recruitment by gong beyond traditional methods that rely on manual searching and keyword marching. Through the use of AI algorithms, recruiters can quickly scan resumés and even social media profiles to identify potential candidates that are an ideal fit for the roles being filled.
• It personalizes the candidate experience.
  Attracting top talent in today’s highly competitive job market isn’t easy. Providing a personalized candidate experience is essential if you want candidates to stick with you throughout the recruitment process. AI can help with recruitment personalization by tailoring communications, feedback, and job recommendations to candidates’ behaviors and preferences. AI chatbots can help provide feedback and answer candidates’ questions in real-time, enhancing engagement throughout the hiring journey.
• It provides predictive analytics for better hiring outcomes.
  Integrating AI in recruitment allows you to use historical data to identify patterns of behavior that, in turn, help determine a candidate’s likelihood of getting hired and predict future hiring requirements. AI tools can even help predict future job performance of potential hires based on their skills, background, and other related factors.

Challenges and Limitations of AI in Recruitment

Without a doubt, AI brings a multitude of benefits to the recruitment table; however, it also comes with its own set of challenges.

• Data Security Concerns.
  Because recruitment involves the handling and management of large amounts of data, data security becomes of paramount importance when integrating AI tools in the recruitment process. Compliance with GDPR and other applicable data protection and privacy laws ensures that data is safeguarded and public trust is maintained.
• Ethical Concerns.
  Integrating AI into any business process has always raised concerns related to transparency and privacy—and it’s no different in the case of recruitment and hiring. As such, organizations using AI-driven tools should ensure that their recruitment processes are transparent and respectful of candidates’ rights to privacy and fairness. Compliance with regulations pertaining to discrimination, data security, and fair hiring practices is also a must to ensure candidates are always protected.
• Integration and Training.
  Integration of AI tools into existing recruitment systems and processes can be a challenge because it requires the organization to train recruiters and hiring managers so they can use these new tools effectively. Without proper and comprehensive training, the adoption of AI can, at best, take longer than expected, and at worst, fail.
• Lack of Human Touch.
  AI is a boon when it comes to data management, but it still lacks what most consumers look for when communicating with a brand or organization—empathy. AI-driven recruitment is lacking when it comes to building candidate relationships because it lacks the “human touch,” making it a challenge for AI systems to understand individual motivations and needs a t a deeper level.
• High cost of Implementation.
  Similar to any new system or tool, integrating AI in recruitment is a significant investment. It requires investing in technology, infrastructure, and training. The costs may be too much for small and medium-sized businesses because it may take some time before the benefits of AI are felt by an organization, especially if it’s a new business.

Virtual Job Fairs and AI

It can be difficult to stand out as a recruiter in today’s digital-first landscape, especially since more organizations are taking the online approach when it comes to recruitment. Virtual job fairs are one of the ways you can enhance recruitment efforts through the use of AI. It not only enhances the candidate experience, it also makes the job of recruiters easier and more efficient.

Virtual job fairs use web-based technology to create an interactive portal where, on the one hand, employers can display their open roles and, on the other, job seekers can submit their applications and have real-time online conversations with recruiters. Because location is of little consequence to virtual job fairs, it allows job seekers from around the globe to participate. This allows organizations to expand or limit their net as needed to get the talent they need. It’s a cost-effective solution that saves both time and money while also providing a vast pool of talent.

Virtual job fairs utilize web-based technologies to create an interactive environment where employers can showcase their company and available positions, while job seekers can explore job opportunities, submit applications, and even engage in real-time conversations with recruiters. AI, on the other hand, refers to the simulation of human intelligence in machines that can perform tasks that typically require human intelligence, including data analysis, decision making, and communication.

AI is a game-changer in the recruitment industry because it allows recruiters to use the following:

• Automated screening.
  AI empowers recruitment tools by automating the candidate screening process based on set criteria. This reduces the time required to manually sort through applications, allowing recruiters to focus on the most qualified candidates.
• AI-powered matching algorithms.
  It can be time-consuming to find a candidate that matches perfectly with a specific job role, but not if you use AI algorithms to do the heavy lifting for you. An AI algorithm can match job seekers to roles that are aligned with their qualifications, skills, and background. This avoids mis-hiring that can cost a lot in the long run and may even raise employee turnover rates.
• Chatbots for personalized engagement.
  Chatbots have evolved from simply providing canned responses to actually providing real-time assistance—answering questions, providing relevant feedback, and guiding job seekers through personalized recommendations. In the absence of human interaction, AI chatbots are the next best thing to enhance the overall candidate experience, providing real-time feedback and making information readily available.

Future Trends in AI Recruitment

With more organizations using AI to improve business processes, it will continue to evolve at breakneck pace and provide innovative tools that will change the way you look at recruitment and hiring. Some organizations have already started integrating AI with applicant tracking systems (ATS) in combination with predictive analytics to automate the end-to-end recruitment process.

Virtual reality (VR) interviews are also an emerging trend in the recruitment industry. This provides a simulated environment where job applicants can showcase their capabilities and demonstrate their know-how on certain subject matter. This gives both recruiters and job seekers the opportunity to have a “virtual face-to-face” meeting while also eliminating geographical barriers.

Recruitment has transformed through the years, and it will continue to do so, especially with the continuous evolution of AI tools in recruitment. Embracing AI tools will help optimize, even revolutionize, recruitment processes as long as you’re also aware of its limitations. Recruiters and hiring managers would be remiss to ignore the opportunities presented by integrating AI in recruitment. At the very least, it’s something to consider in the quest to find the best talent and ultimately drive business success.

Are you looking to explore solutions to help enhance your current recruitment and business processes? Talk to us today and we’ll help you find one that suits your business needs.

You can also fill out our form and get free candidate profiles to see what’s in store for you when you decide to outsource to and build your team in the Philippines.