Hiring remote talent can be challenging, especially for U.S. startups aiming to build reliable teams without overspending. OnlineJobs.ph offers a solution that connects employers directly with skilled Filipino workers, eliminates third-party fees, and simplifies the process.
If you’re wondering how to hire on OnlineJobs.ph, this guide walks you through every step—from setting up your profile to finalizing a hire—so you can confidently build a remote team that fits your business needs.
Step 1 – Set Up Your Employer Profile
Creating a detailed employer profile helps attract qualified applicants. Filipino professionals often assess potential employers based on the information provided.
What to Include in Your Company Description
When setting up your employer profile on OnlineJobs.ph, it’s crucial to provide clear and concise information that helps potential Filipino workers understand your business and determine if they’re a good fit. A well-structured description builds trust and attracts candidates aligned with your company’s values and goals.
Key elements to include:
- Company Size and Industry: Specify the number of employees and the sector in which your business operates. For example, “We are a 12-person firm specializing in digital marketing for small U.S. businesses.”
- Year Founded: Mention when your company was established to convey stability. For instance, “Founded in 2015, we have consistently delivered quality services to our clients.”
- Mission and Values: Highlight your company’s mission and core values, such as commitment to growth, innovation, and open communication. This helps candidates assess cultural fit.
- Work Environment: Describe the nature of your workplace, emphasizing aspects like remote collaboration, flexible schedules, or opportunities for professional development.
- Client Base: Briefly outline the types of clients you serve to provide context about your business operations. For example, “Our clients range from startups to established enterprises across various industries.”
Including these details in your company description can enhance your job postings on OnlineJobs.ph, making them more appealing to qualified Filipino professionals seeking long-term opportunities.
Add Trust Signals Filipino Candidates Look For
To attract great workers, it’s important to include trust signals in your employer profile. These elements help potential employees feel confident about your company’s legitimacy and commitment to fair practices.
- Company Website Link: Provide a link to your official website to allow candidates to learn more about your business.
- Previous Remote Hires: Mention any experience with remote workers, highlighting successful collaborations to demonstrate your familiarity with managing online jobs.
- Payment Reliability and Methods: Clearly state your payment methods and emphasize your track record of timely payments.
- Government ID Verification: If your business is registered and can provide proof of legitimacy, briefly mention it to build trust.
By incorporating these trust signals, you’ll start noticing increased interest from potential workers who are seeking reliable and transparent employers.
Understanding how to hire on OnlineJobs.ph involves presenting your company as a stable and trustworthy employer. By detailing your company’s background, values, and commitment to fair practices, you position yourself to attract candidates who are the ideal candidates for your business needs.
Step 2 – Craft a Job Post That Attracts Top Filipino Talent
A well-crafted job post is essential for attracting skilled Filipino professionals on OnlineJobs.ph. Clarity, structure, and cultural alignment play significant roles in drawing the right candidates.
Use a Philippine-optimized Title Format
Employ clear and specific titles such as “Executive Virtual Assistant – Long-Term Role with U.S. Firm.” This approach resonates with Filipino workers seeking stable, full-time online job opportunities.
Structure Your Job Description for Clarity
Begin with a concise introduction of your company, highlighting its mission and values. Provide a summary of the role, followed by 8–12 bullet-point responsibilities. Clearly outline required and preferred qualifications, including technical skills and personality traits that align with your company culture. Specify technical requirements, such as necessary computer specifications and internet speed. Detail the work schedule, time zone expectations, and salary range in both PHP and USD. Conclude with precise application instructions to assess attention to detail.
Incorporating these elements ensures that your job post effectively communicates expectations and attracts candidates who are a perfect fit for your organization.
Step 3 – Use the Platform’s Filters to Pre-Qualify Talent
OnlineJobs.ph provides robust filtering tools to streamline your search for qualified candidates. Utilizing these features can enhance the efficiency of your hiring process.
How to Search by Skills and Region
Leverage Boolean search terms like “bookkeeper AND QuickBooks” to pinpoint candidates with specific skills. Apply location filters to target regions such as Metro Manila or Cebu, ensuring time zone compatibility. Set salary filters to align with your budget and attract applicants with realistic expectations.
This approach minimizes the effort required to sift through numerous profiles and helps you identify candidates whose knowledge and experience align with your business needs. Additionally, reviewing applicants’ portfolios and previous articles can provide insight into their capabilities.
Understanding the “ID Proof” System
The ID Proof score ranges from 0 to 100 and reflects how complete and verifiable a candidate’s profile is, helping employers gauge the likelihood that the person is who they say they are. It is not a skill rating or formal background check. While higher scores suggest more verified information, candidates with scores in the 70–80 range may still be worth considering if they meet your other criteria.
It’s important to note that the ID Proof score is not a measure of a candidate’s skill but rather a verification of their identity. Therefore, while a high ID Proof score can provide confidence in a candidate’s authenticity, it’s essential to assess their skills and experience through other means, such as reviewing their past work or conducting interviews.
By effectively utilizing these filtering tools and understanding the ID Proof system, you can efficiently identify and evaluate potential candidates, ensuring a smoother job listing.
Step 4 – Post the Job and Monitor Responses
After publishing your job post on the site, start monitoring incoming resumes and responding promptly to maintain candidate interest. Timely communication shows your company is organized—whether remote or based in an office—and keeps the recruitment cycle moving.
Most applications begin coming in within 6 to 24 hours. To boost visibility, post between Tuesday and Thursday mornings in the Philippines. Depending on the role, you can expect 35 to 120 applicants, so having a system to file resumes and shortlist early is key. By the first month, you’ll want to have completed screening, run a basic test if needed, and narrowed your pool down to the most qualified candidates.
Step 5 – Actively Reach Out to Candidates
Don’t wait for applications to come in—take the initiative to contact potential candidates. Personalized outreach shows that you’re proactive and genuinely interested in their skills.
How to Message Proactively
When reaching out to potential Filipino workers on OnlineJobs.ph, a personalized and thoughtful message can significantly increase your chances of receiving a response. Tailoring your communication to each candidate demonstrates genuine interest and professionalism.
Tips for proactive messaging:
- Personalize your greeting: Address the candidate by name and mention specific details from their profile that caught your attention, such as their skills or experience.
- Introduce your company and role: Briefly describe your business, including its size and industry, and explain the position you’re hiring for.
- Highlight why they’re a good fit: Connect their background to the job requirements, emphasizing how their skills align with the role.
- Provide clear next steps: Invite them to discuss the opportunity further, suggesting a specific time frame for a conversation or asking for their availability.
- Maintain a professional tone: Keep your message concise, respectful, and free of jargon, ensuring it’s easy to read and understand.
Following these guidelines, you can craft outreach messages that resonate with candidates and encourage them to engage with your job opportunity.
Sample Outreach Message
“Hi [Name], I came across your profile while searching for a [role] and was impressed by your experience with [specific skill or project]. We’re a U.S.-based company looking to hire a full-time [position]. If you’re interested, I’d love to discuss this opportunity further.”
Taking the time to research and personalize your messages can demonstrate your commitment to finding a strong match for your team. While it may require additional effort, this approach can lead to better hiring outcomes.
Step 6 – Filter and Manage Applicants with a Tracking System
Efficiently managing applicants is crucial to staying ahead in the recruitment cycle. Implementing a tracking system allows you to organize candidate information systematically, making it easier to compare qualifications and make informed decisions.
Utilize tools like Airtable or Google Sheets to create a centralized database where you can record essential details such as location, internet setup, time zone compatibility, and communication style. This structured approach enables you to focus on identifying candidates who align with your company’s needs and culture.
Incorporating notes on each applicant’s strengths and potential red flags can further streamline the selection process. This proactive strategy ensures that you are prepared to talk with top candidates promptly, reducing the risk of losing them to other opportunities.
Step 7 – Use Skills Tests and Video Screening
Assessing candidates beyond their resumes is essential to determine their suitability for the role and your company culture. Incorporating skills tests and video screenings into your evaluation process can provide deeper insights into each applicant’s capabilities and personality.
Leverage Platform Testing Tools
OnlineJobs.ph offers various assessments to evaluate English proficiency and specific skills relevant to the job. Including short, open-ended questions in your application process can also reveal a candidate’s problem-solving abilities and communication skills.
Request a Short Video Introduction
Asking candidates to submit a brief video introduction allows you to assess their clarity, tone, and professionalism. This practice, culturally acceptable in the Philippines, can be a valuable addition to your screening process, helping you identify individuals who align well with your team’s needs and expectations.
How Long the Process Takes (Typical Timeline)
When figuring out how to hire on OnlineJobs.ph, it’s important to understand what typically happens during the hiring timeline so you can plan ahead. Most roles—from virtual assistants to developers—take about 7 to 14 days from job post to hire. General admin jobs can be filled in under a week, while more technical roles may require more time, tests, and interviews to find the right person.
Quick and clear communication helps keep the line moving and reduces the chance of delays. If you wait too long, top candidates might accept offers elsewhere. OnlineJobs.ph simplifies hiring, but outsourcing still demands clear priorities, consistent effort, and strategic onboarding, especially when real money, expectations, and onboarding are on the line. Staying responsive and organized may help streamline your process and reduce hiring delays.
Common Mistakes U.S. Startups Make (And How to Avoid Them)
Hiring on OnlineJobs.ph gives startups access to a deep talent pool of skilled Filipino workers, but some companies still struggle due to avoidable mistakes. Understanding what not to do can save you both time and money.
Filtering Only by ID Proof 4–5
A high ID Proof score doesn’t guarantee skills or work ethic. Limiting your search this way can cause you to overlook great candidates who just haven’t verified every detail yet.
Not Specifying Salary or Schedule Clearly
Vague salary or unclear hours make a job post easy to skip. Filipino applicants want straight answers about pay, schedule, and workload before investing their time.
Failing to Move Quickly After Identifying Good Talent
The best candidates get snapped up fast. Once you’ve found someone who fits, don’t wait—reach out, talk through the next steps, and secure them before someone else does.
Posting Too Casually (“VA Needed ASAP” vs. Professional Format)
Generic, rushed posts don’t build confidence. Take the time to outline the role clearly—include duties, desired personality traits, and tools they’ll need to succeed.
Avoiding these mistakes will not only improve your results but also strengthen your reputation on the platform. Focus on creating detailed, clear listings and keeping communication lines open, and you’ll be ahead of the game in hiring reliable long-term help.
Final Tips to Hire Successfully on OnlineJobs.ph
To maximize your hiring success on OnlineJobs.ph, combine proactive candidate searches with well-crafted job posts. Posting early in the Philippine workweek can increase visibility among active jobseekers. Implementing application filters and skills tests helps identify qualified applicants efficiently. Remember, Filipino professionals often seek long-term, stable employment, so presenting your company as a reliable and growth-oriented employer can attract dedicated workers.
Frequently Asked Questions
How do I hire someone on OnlineJobs.ph?
Create an employer account, post a detailed job listing, review applications, conduct interviews, and finalize the hire directly with your chosen candidate.
Is OnlineJobs.ph free for employers?
Employers can post jobs for free and browse candidate listings, but a paid subscription is required to view full profiles and directly contact applica
How do I pay workers on OnlineJobs.ph?
Payments are made directly between employer and worker using methods like PayPal, Wise, or bank transfers; OnlineJobs.ph does not process payments.
What is ID Proof on OnlineJobs.ph?
ID Proof is a score indicating the verification level of a worker’s identity, helping employers assess the trustworthiness of applicants.
Can I hire part-time workers on OnlineJobs.ph?
Yes, the platform supports hiring for full-time and part-time positions, allowing flexibility based on your business needs.
References
- Friedman, E. (2022, May 11). How employers can approach validating skills assessments. Forbes Human Resources Council. https://www.forbes.com/councils/forbeshumanresourcescouncil/2022/05/11/how-employers-can-approach-validating-skills-assessments/
- Forbes Advisor. (2024, September 5). 10 best applicant tracking systems. Forbes. https://www.forbes.com/advisor/business/best-applicant-tracking-systems/
- OnlineJobs.ph. (n.d.). ID proof: Bringing trust to the Filipino virtual assistant marketplace. https://www.onlinejobs.ph/idproof
- Ryan, E. (2022, May 2; revised 2023, May 31). Boolean operators: Quick guide, examples & tips. Scribbr. https://www.scribbr.com/working-with-sources/boolean-operators/
