Last Updated on March 21, 2023

We all know that high-quality talent is the backbone of a company’s success.

To move ahead, you need skilled, talented, and flexible staff to help you grow your business.

Lucky for you, The Philippines has able professionals that are not only English proficient, they’re also tech savvy.

But you know what’s harder than getting candidates for a job posting?

Turning down a job applicant from the Philippines.

Read on if you want to know the main reasons why you shouldn’t hire someone from the Philippines.

What makes Filipinos so special anyway?

No matter what part of the world you go or what industry you’re part of, you’re bound to find at least one Filipino in an organization or company.

Workers from the Philippines have definitely made their mark because they don’t just work hard, they also work smart.

They’re able to learn new skills fast and find ways to get things done. They also make it a point to deliver more than what is expected of them because Filipinos aim to please.

And as if that still wasn’t enough reason for you to hire Filipinos, they’re also amazing at dealing with people.

They hate being in conflict with anyone so when faced with problems, they will tirelessly look for the best solution that will benefit everyone.

No wonder many companies prefer to outsource talent from the Philippines.

What roadblocks are stopping you from finding the “one?”

While the Philippines is brimming with talent, choosing the person fit for the job is not always that easy, especially if you’re conducting the recruitment process from a different country.

It’s hard to tell if an applicant would make a good fit just by talking to them over Skype or the phone.

Plus, you won’t really know what a person is like by asking them the usual interview questions.

Whether you’re running a Fortune 500 company or an up-and-coming business, it’s crucial that you hire the right people for the job.

So, without further ado, here are ten reasons for turning down a job applicant from the Philippines.

Turning down a job applicant: 10 Reasons

1. They don’t fit in your company culture

While Filipinos are known to be quite flexible in general, sometimes, you’ll come across an applicant whose personality just doesn’t fit your company culture.

Or maybe, their motivation for applying for the job just doesn’t sit well with you.

Either way, you shouldn’t hire an applicant if you can’t see them being with you for the long haul.

2. They have the wrong skill set

Even if an applicant graduated with honors from one of the top universities in the Philippines, those credentials wouldn’t mean anything without the required skill set.

Hiring someone with the wrong skill set will only waste time for you both.

Look for someone who, even though they may not have much experience in your industry, have transferable skills to thrive in your company.

3. They sent in a sloppy application

There’s really no excuse for sloppy applications.

With Grammarly free to use on Google Docs, spelling errors, and formatting issues are solid grounds for candidate rejection.

When an applicant isn’t diligent enough to check their documents for errors, it says a lot about the kind of work they will contribute to your organization.

4. They’re job shopping

Received a by-the-numbers resume and cover letter addressed to a different person and/or company?

A job shopper probably sent it in. Respect your time and move on to the more serious applicants who put effort into their applications.

5. They don’t seem passionate enough for the job

Being unenthusiastic during the interview is a sign that an applicant isn’t passionate about the job.

If you want to know how far they’re willing to go, ask them situational questions that will test their commitment to their jobs.

While we all prefer to maintain a healthy work-life balance, how confident are you that the candidate will still show up for work when the busy season rolls in?

Related: How to Background Check a Person in the Philippines

6. They don’t seem responsive

Has it been weeks after a candidate’s interview and they still haven’t replied to your email? If they don’t seem to be responsive to your messages, then they’re probably not that interested to work for you. Simple as that.

7. They haven’t provided any references that you can check

With social media making it easy to check on job applicants, who need references, right? Unfortunately, providing no references from past bosses, or their email address at the least, is a glaring red flag; the candidate might be hiding something about their previous job.

8. They have outrageous salary demands

For many HR managers, salary discussions can get pretty tricky. Even though a candidate turns out to be a perfect fit, you can’t make them a job offer if you can’t afford them. More so if they’re making salary demands that can’t be justified.

9. They didn’t do any research about the company

One way to check if an applicant is serious about getting the job is by asking them questions about the company. If it’s clear that they didn’t do their homework, then don’t hesitate to draft that rejection email.

10. They have a rap sheet

As an employer, you don’t want someone who has a bad rap working for you. While it’s true that people deserve a second chance, it’s difficult to trust someone you haven’t spoken to in person.

Regardless of how fit the person is, the security of your business is a priority and hiring someone with a criminal record could put everything you’ve worked hard for at risk.

Turning down a job applicant is your right!

See how complicated the recruitment process can get?

But don’t worry. Thankfully, there are services that specialize in background checks, even if you’re on the other side of the world.

The Spy Experts can provide you with a person’s complete personal records, including information on any legal cases they currently face.

Below are some of the things that The Spy Experts’ pre-employment background check will bring up the following details:

• Lifestyle check to determine the kind of life a person lives
• Education and employment verification to double-check the information in his/her resume
• Blacklist, scam, and fraud checks
• Criminal records to make sure you’re hiring a candidate with a clean slate!