Recruiters cannot always wait for applications when there are hard-to-fill BPO accounts with strict headcount deadlines, so this question separates candidates who understand proactive pipeline building from those who only administer job posts.
Give a balanced opinion, acknowledge that refreshing and budget can help, then argue for proactive sourcing with a concrete example of how you would combine both. Keep it practical and tied to reducing time to hire.
Start by saying plainly that refreshing a posting and raising the budget are useful tools, but they only feed the same passive funnel, so they will never fix a fundamentally weak pipeline. Explain that in the Philippine BPO context, where headcount targets are tied to client contracts and shift availability is non-negotiable, waiting for applicants to trickle in is a risk you cannot take. Say that your default is to treat the job ad as one channel among several, not the whole strategy. Then describe how you would keep the ad live for visibility, but simultaneously mine your existing applicant tracking system, employee referral network, and even LinkedIn for people who already match the required skills and the specific shift schedule. Invite them directly, with a personalized message about the role and the account, and follow up within 48 hours. Mention that proactive sourcing does not mean abandoning the ad, it means using it as a safety net while you build a short list of qualified candidates who might otherwise never apply. Close by tying this to time to hire, noting that a direct invite can cut weeks off the process, which matters when a client is waiting on a team to go live.
Saying 'Okay lang naman po maghintay ng applicants' signals a passive mindset. Instead say: 'I would keep the ad live but also build a short list of people who already match the shift and skills, then invite them directly.'
Situation
In our student organization's job fair committee, we invited a BPO company that complained they could not fill a night-shift customer service account through their usual online ads.
Task
I had to present our committee's view on whether to keep relying on the company's existing ad or to help them do more targeted outreach to students who actually preferred night shifts.
Action
I explained that refreshing the ad might bring a short spike, but it would not solve the fit problem because many students ignore generic ads. I suggested we instead set up a pre-registration sheet for attendees who specifically indicated they were open to graveyard shifts, then invite those students to a small info session. I also recommended asking professors to announce the opening in classes with many working students.
Result
The company received 40 pre-registrations for the night-shift info session and made six immediate offers after the job fair. The committee repeated the pre-registration approach for the next event.
A refreshed ad can attract volume, but proactive sourcing targets the right fit and reduces time to hire.
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