Lessons from Champ on Planning and Doing a Successful Recruitment Event

by | Jul 26, 2018 | IT Recruitment

How do you hire a hard-to-find tech talent in just two weeks, instead of four?

When you have immediate hiring needs, doing the usual recruitment approach might not meet your requirements on time. When presented with this struggle, you’ll need a creative recruitment solution.

The Challenge

What if, in just two weeks, you need to successfully hire at least five (5) tech talents which, historically, takes around 30 days to place per hire?

Let that sink in for a while.

How do you scale that quickly without losing the quality you want from your hires?

You’ll definitely need help filling those requirements.

But with this kind of staff requirement, even with a recruitment firm to help you, you need to go the extra mile and be extra creative with your recruitment efforts.

This was the challenge Champ Cargosystems brought to us – fill at least 20% of their Java developer needs in just two weeks… that’s about 5 successful placements.

The caveat: Eligible candidates are only those who not only meet the required skill-set and experience but must have not previously applied for Champ. That makes things extra difficult.

To facilitate a faster hiring process, Champ decided to hold a one-day hiring event. The target is that through that event, we get at least five qualifiers to accept the job offer from Champ.

Leading up to that event, of course, our job is to source, screen, and qualify the candidates.

At first, we were all excited but at the same time worried because we only have two weeks to prepare everything. So, how did we approach the challenge?

The Solution

We started by clarifying the objectives and setting our main goal for the one-day recruitment event.

Given this kind of challenge, the first question one must ask is “Can we really do this?”. It’s easy to say, “Yes, we can!”.

To fully assess our capability to meet hiring challenges, looking back to historical data is important. How long does it take to hire a highly-skilled Java Developer in the country?

30 days. On average.

With that in mind, setting the right expectations and realistic targets become imperative.

The initial step we took was to review the historical data that we can extract from our own ATS. From there, we set targets – from the number of sourced candidates to target hires.

With the help of our very own digital marketing team, we’ve run campaigns for the awareness of our target market.

Sourcing From Various Sources

Gathering candidates from various sources are important. The time-to-fill is short. The need is great. Relying on business-as-usual recruitment approach would not be enough.

For this project, we used referrals, online job boards, our own applicant tracking system and databases, and our extended networks of recruitment professionals.

We utilized our digital marketing channels, too. We sent out emails to our huge database of tech talents and utilized social media channels as well. We devised a landing page where interested talents can easily apply. We ran social media campaigns as well, making noise in various, relevant social media groups.

In just two weeks, we were able to source plenty of candidates! Receiving emails with attached CV was truly elating.  

The next key challenge after sourcing is screening and validating these candidates.

You see, Champ maintains its own database of developers who they’ve worked with or who applied to them in the past. They require that the qualifiers for this offer must have not been involved with them before.

Because of our hardworking team of career specialists and digital marketers, we were able to hit our target submissions and were able to get fifteen qualifiers.

Next step: Inviting all fifteen qualifiers to the one-day hiring event and making sure they make it to the event.

Support From Start ‘till End

In spite of the horrible weather in Manila, all fifteen qualifiers attended the one-day hiring event. Of course, we were worried about attendance as major thoroughfares were flooded. But they all came!

Manila Weather on July 21, 2018 | Photo by Efrelyn Calangin

Days before the activity, we have arranged everything — from parking request for the participants to accommodating them personally to our client’s office. Lunch and snacks were provided, too. We made sure that we are there to guide, encourage, and even cheer for them.

On that day, seven were given the offer to join Champ and two of them immediately accepted it.

While the other five haven’t said ‘Yes’ yet, we are hopeful that they will. Champ is a great company to work for and the compensation and benefits package are terrific!

Sysgen has been very helpful in our recruitment efforts and they really did the extra mile to help us. They give suggestions on how we can be more efficient with our recruitment and they give feedback when needed. Our one day recruitment event was a success because of the help they extended.


Marian Davie Saavedra
HR Business Partner of Champ Cargo

Some Lessons Learned

After the event, we reflected. We realized that there really are key ingredients to a successful event.

First, creating a specific objective and goal is imperative. To be able to do that, a good understanding of historical data is essential. Knowing how we performed in the past informs greatly how we tackle the challenges ahead.

Two, a bold marketing effort for awareness is important. It’s not enough that we rely on our career specialists to tap great talent. We need to tap various channels as well – social recruiting, content recruiting, and our extended network of recruitment professionals.

Lastly, prioritizing the needs of the contributors – the candidate and the would-be employer, is the cornerstone of and excellent collaboration. We treat every search and every exchange, not as a cold business transaction, but a personal exchange. Satisfying the needs of our clients and providing a smooth and pleasant candidate experience to our talents are two of our top priorities.

The recruitment process of Champ Cargo systems went smoothly. At first, I was asked to go to their office for a technical examination. The technical exam measures your capacity to write codes and meet requirements efficiently. It’s hard but it is manageable as long as you know what you’re doing. 2 days after that, I was invited to come back to their office for the interview. It consists of technical and final interview. The technical interview will measure the depth of your understanding of Java and certain methodologies that they are using. The technical interview was be conducted by their Tech leads, Mack and Enzo. It was a fun-filled interview, I learned a lot from them since not only that they will interview you, but they will also guide you throughout whenever you’re at loss of words. As for the final interview, it will be conducted by the Managers. You will be asked real life situations and you should answer on how will you be able to handle them efficiently. After the interview, they had a deliberation to validate my application. They also provided lunch and snacks for the applicants. It took a whole day for the recruitment process and fortunately I received an offer by the end of the day. Everything that was offered is what I was expecting, there are a few bonuses too.


Also kudos to the Sysgen Recruitment team for assisting us throughout the process. They are very much helpful.


Edward Allan A. Delos Reyes
Solutions Developer

About Sysgen RPO

Sysgen RPO is one of the leading Recruitment Process Outsourcing providers in the Philippines. We provide offshore sourcing and offshore recruiting services from Makati, the Philippines’ premier business district.

We are a member of the Sysgen Group – a mutually reinforcing group of companies founded in 1991 to provide IT Consulting, IT Staffing, and IT-enabled services such as CAD Outsourcing.

Our mission is to provide staffing organizations with quality offshore RPO services making use of experienced and well-trained recruiters from the Philippines. Through true commercial partnership, we become allies in achieving cost savings, process improvement, and greater time for your core business – generating revenues.

Sysgen RPO works directly with staffing organizations all over the world by providing offshore sourcing and offshore recruiting services. We currently support customers in the US and the UK that use Sysgen RPO for recruiting efficiency and cost efficiency.

Jo Rebustillo


Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay


Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram


With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio


Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon


Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman


Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino


Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco


Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan


Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar


Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo


Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto


Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete


Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa


Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa


Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.