As a first-time hiring manager, remember that recruitment isn’t a race—it’s a carefully structured process. From interviewing to onboarding, challenges and stressful moments are natural, especially when attracting skilled, qualified candidates.

Thankfully, recruitment has evolved. Digital transformation has introduced job platforms like Bossjob, which recently partnered with the Technical Education and Skills Development Authority (TESDA) to enhance technical and vocational skills in the workforce.

According to recent BusinessWorld data, the service sector has the highest employment rate, at 60.8%, followed by agriculture at 21.2% and the industry sector at 18%.

Understanding these employment trends is key to improving the Philippines’ overall employment rate. However, a bad hire can be costly, both financially and in terms of employer branding.

For new hiring managers, avoiding common mistakes is essential to saving the company from extra expenses associated with re-hiring and training. Here are some action plans to help you succeed as a hiring manager in 2025.

Create an Effective Recruitment Plan

Creating a compelling recruitment plan starts with defining your goals as a first-time hiring manager. With your company’s expectations in mind, consider the strategies you’ll need to implement an effective hiring process.

A strong recruitment plan should outline the key skills, experience, and qualifications required for each role. It’s essential to include clear and concise job descriptions, emphasize effective employer branding, and prioritize a strategic candidate experience.

Since the hiring process can be time-consuming, focus on utilizing smart, data-driven hiring solutions, such as those offered by platforms like Bossjob.

Best Practices for Conducting Virtual Interviews

Virtual interviews allow hiring managers and recruiters to assess candidates via online video conferencing platforms such as Zoom, Google Meet, Microsoft Teams, Skype, and more.

Soft skills are often assessed more closely, making thorough preparation essential during these online interviews. Allocate time to review detailed information about your company and provide clear instructions for candidates on setting up accounts, the expected duration of the interview, and any other necessary steps.

Virtual interviews give insight into a candidate’s adaptability, helping you determine if they’re suited for a remote or hybrid setup that may be needed in the future.

Candidate Experience

Candidates are more likely to be engaged and interested in your company when they see a strong company culture, clear job descriptions, and appealing benefits. But as a first-time hiring manager, how do you create and sustain this level of interest? Although it can be challenging, attracting the right top talent will be a major accomplishment.

Start by inviting a current team member to participate in the hiring process to provide feedback and identify areas for improvement. Additionally, situational assessments should be incorporated during interviews. presenting real scenarios that reflect daily challenges within the company. This approach gives candidates a realistic preview of the work environment.

As part of the hiring manager’s duties, you must be accessible throughout the process. There are times when hiring managers and employers are hard to reach, so aim to be the bridge that closes this gap and fosters strong communication.

Writing Clear and Compelling Job Descriptions

The role of a hiring manager is essential when it comes to aligning the company’s goals with the right talent.

Here are some tips for crafting a concise and interesting job description:

• Use a clear job title and include a brief, engaging job summary.
• Avoid jargon and overly complex terms. Provide a brief explanation if using any company-specific acronyms.
• Mention the team or department they will be working with, including the positions they will be handling, if applicable.
• Highlight the key responsibilities of the role.
• List separately the soft and hard skills required for clarity.
• Provide a range of salaries and benefits that are competitive in the market.

Why Diversity, Inclusion, and Employer Branding Matter in Recruitment

Company branding is more important than ever. Research shows that 55% of job seekers are deterred by negative online reviews, as people increasingly rely on online feedback—positive or negative—to assess employers.

Issues such as poor customer service, crisis mishandling, unethical practices, and a lack of diversity and inclusion can damage an employer’s reputation. Building strong diversity and inclusion initiatives is a key role for a recruiter. This is where candidates begin to feel a sense of belonging, recognition, equality, and respect, enhancing your company’s appeal as an employer.

Ready for your first hire?

While some hiring strategies from the past five or ten years remain effective, many can be adapted to meet the expectations of today’s digital generation. You need to have a recruitment plan and approach each step of the hiring process carefully. This thoughtful pace will help you secure a positive candidate experience and avoid costly mistakes.

Rushing through recruitment in pursuit of the ideal team can lead to unqualified hires and wasted resources. So, to help you become a successful first-time job recruiter, consider joining Bossjob.

As an employer on the platform, you’ll have access to top talent from around the world, connecting directly with competent candidates as they apply to your job posts.