How Rensol Regulated Buddy Punching in a Convenience Store Chain: A Case Study

Case Study - Oil Company

Client Problem: Owner of a Convenience Store in Oman Complains of Buddy Punching among Staff across all Branches

  • Store owner discovers that his workers from across many branches practice buddy punching, causing major payroll loopholes.
  • Buddy punching happens to be practiced by Filipino workers coming from a common recruitment agency.

Rensol’s Solution: Disciplinary Action, Deployment of Professional and Experienced Branch Managers

  • The convenience store owner seeks the help of Rensol to solve their human resource issue of tardiness and buddy punching.
  • Rensol advises hiring branch managers from a separate recruitment agency who could implement store rules strictly to eliminate such unprofessional practice.
  • Rensol recruits highly-experienced branch managers for the company who undergone strict recruitment process, track record checking, and thorough deployment orientation.

Buddy Punching is a practice when one worker clocks in for another worker on their behalf when one is running late or even absent for a day. While attendance and tardiness issues are common workforce problems; breaching timekeeping records is a human resource management issue that should be addressed before this unprofessional practice becomes a norm, which may cause mild to grave consequences to your business.

Buddy punching is time theft. This also amounts to fraud for paying for work which employees did not render. In the United States, 75% of companies lose money from this malpractice.

Case in Point: Serious Buddy Punching Practice in a Convenience Store Chain

The convenience store owner, during his surprise inspections across many branches, discovers that his staff has been practicing buddy punching. Some staff apparently clock in their attendance even if the staff is running late or is in an entire day off work. Some even clock in extra overtime even if that job is never rendered by the employee.

Apparently, the practice has been a norm in many of his branches and his staff has been doing it almost one after another; and they are receiving the salary religiously as stated on their timecard. Assigned branch leaders seem to tolerate their activity as they are also guilty of being buddy punched by their subordinates. Some of them even edit time records and worse, add extra 15 minutes at some dates. All of his staff came from a common recruitment agency.

The gravity of time theft out of buddy punching surprises the convenience store owner. To knock out the unprofessional practice from existing, the owner sought the help of a Rensol Recruitment & Consulting to understand the behavior of his Filipino workers.

Rensol Intervention: Knocking Out Buddy Punching

Apart from employing technologically-advanced solutions for employee time-tracking, Rensol Recruitment suggests proper human resource management to address buddy punching and the negative ‘cooperation’ being practiced in his workplace.

Rensol understands that cooperation among Filipinos abroad is an innate value in their culture. It is a common thing that they help each other in times of need, however, if this cooperation causes harm to their employer’s business, it should be regulated accordingly.

As a protocol, committing the same violation once or twice should account for respective warning while multiple-time offenders should be given appropriate disciplinary action like temporary suspension.

Rensol doesn’t recommend dismissal or termination of any staff, instead of, suggests employing experienced branch managers who could strictly implement company rules and regulate behaviors of workers in every branch.

With Rensol’s proven competency, the owners trust them to source highly-professional and experienced branch managers to all branches of his convenience store. Rensol assures that endorsed candidates have undergone strict assessment of their track record in managing businesses with high standards of professionalism and screen them based on their knowledge of business ethics and their experience of managing staff workers’ behaviors.

Chosen branch managers are oriented with how to implement employee manuals effectively and how to employ consequences of violations. Workforce management in a smart and efficient way through effective branch managers is the most cost-effective way of addressing this serious issue.

In this way, Rensol competently helps the company knock out the practice of buddy punching and improve punctuality and honesty among workers, as well.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

/0 Comments/by

Ethical Recruitment and The Triple Bottom Line – Partner

Partner

The most successful recruitment agencies incorporate the principles in which the triple bottom line of People, Partner, and Principal work together hand in hand to achieve the maximum benefits on respective ends. The first blog emphasized the importance of “People.”  Here’s an in-depth look at how fairness and ethical practice benefits recruitment agencies themselves, which serves as “Partner,” both for the People and for the last corner of this pyramid- the Principal.

Partner or recruitment agencies play the crucial role of facilitating labor mobility by matching People to the Principal and vice versa. A good recruitment firm impacts the people and their communities (https://rensol.com/ethical-recruitment-agencies-people/) and their clients, but how does a recruitment firm win in an industry where zero placement fee is a minority in the competitive field?

Recruitment agencies have to generate profits yet the motive of having too much of it is the root of evil in the industry. Many resort to unethical practices of excessive fee charging – one month’s worth of the worker’s salary is acceptable as a placement fee under the Philippine law. Anything over that is considered illegal. Unfortunately, practices such as this where the partner has more initial gain are more patronized by a larger base of clients because of cheaper costs and impelled to be accepted as a norm.

Unethical practice can make a company gain big by deploying workers with a lesser incentive to a decent employer or deploying decent workers to an abusive employer.

Above the advocacy of protecting the rights of expatriates and client companies in every service agreement signed, recruitment agencies, being the powerful sector in the migration process, are expected to position themselves as ethical duty bearers for all the stakeholders involved. Ethical recruitment has many facets but the cornerstone of it, as it was broadly used, is the non-fee charging scheme to workers.

Approximately 9 out of 1,500 recruitment partners in the Philippines don’t charge placement fees from their workers. The advocacy of ethical business practices is in the works to level the competitive field fairly and to limit unethical companies from making billions of dollars out of illegal profits.

Even if the Philippine labor laws allow collecting of placement fee, few recruitment agencies took the initiative to apply the “employer pays model,” even if this might not be appealing to the Principal sector because of higher costs, believing that this is the ethical way of doing this business.

The Employer Pays Principle reflects the “Dhaka Principles for Migration with Dignity” that states that no worker should pay for a job. This principle has been widely adopted by many companies across varying range of industries in the world.

Here are the corresponding impacts of this ethical practice to Partner agencies:

Build and preserve company brand and reputation as an ethical company. Ethical business is a smart business while an unethical one is damaging to the industry’s image. By offering zero placement fee, consumers can be given a choice not to deal with unethical ones. Ensuring ethics in all the activities of the agency enforces a strong brand reputation. Recruitment processes essentially reflect brand communication and flaws in it may risk brand perception and may seriously impact customer satisfaction.

Gain trust and boost company’s market value. Global brands are very much keen with reputational concerns as this will surely affect the public opinion against them. This builds stronger client relationships and even increase the number of “repeat” customers. Coincidentally, these led to building lasting relationships with Principals.

Marketing Advantage. Zero placement fee is also a marketing advantage in talent attraction. Being ethical is attractive in all its sense. Being honest with all the processes builds trust and brand loyalty from your target market. Respect for the dignity of every worker and safeguarding their human rights give them security. Establishing a positive jobseeker morale brings higher efficiency in their respective job sites. Their successes significantly bounce back to recruitment agencies.

Ethical recruitment differentiates themselves in the market. This helps them gain a competitive advantage over their competitors in the industry. Zero placement fee is a compliance to the International Labor Organization (ILO) General Principles and Operation Guidelines for Fair Recruitment. Apart from being a CSR initiative, ethical recruitment is a human rights principle reflected in the international law. Abiding such is an indicator of a company’s competitiveness in the market as a global industry.

Ethical practice lessens the risk for recruitment firms from losing their business. In an industry where illegal recruitment and human trafficking have been a threat that ruins the image of the industry, ethical recruitment is the future in the works. This also entitles an agency for a distinct relationship with the government being a decent provider of jobs to the competitive workforce. This helps them avoid facing legal liabilities, civil, and criminal litigation, and prior administrative penalties.

The ethical practice has been a fueling agent for small-medium recruitment firms to be the fastest- growing in the industry. Good reputation and customer satisfaction are the ultimate “win-win” for a recruitment agency with ethical practices. Ethics maintains their high corporate standards and their commitment to social responsibility where real profits rebound to the partner agency.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/0 Comments/by

Humanness: The Greatest Asset of The Brick and Mortar Stores in the Retail Industry

People in Retail Industry

A physical storage vs. the Cloud, paperback vs. e-book, manual vs. automatic – the battle between digital and traditional continues and has now reached even the low-profile walls of the retail industry.

The 21st-century retail, as always, runs on the art of persuading people to purchase products. However, in recent years, there’s been a gradual transition from the traditional brick and mortar stores to the modern e-tailing business. This has left many consumers, old and new, wondering whether to stick to the tried and tested path or jump on the bandwagon of the latest trends.

The rivalry between the two is growing in the recent years. The capacity of the physical stores to survive against the digital competition was questioned. This issue has risen because of the fast retail shifting; together with the positive sales growth forecasts in business studies for online stores.

On the other hand, there were a lot of researches which showed that most of the consumers still choose to go to supermarkets and other physical store outlets. These results might have given the traditional owners some good news, but still, it cannot change the fact that online stores have been perceived to be reigning in the retail industry because of its accessibility anytime, anywhere. Furthermore, people choose to buy in front of their monitors due to the convenience it offers – saving time and ease of shopping (less crowd, no long lines at the cashier’s deck), plus the impulse buying prevention, which the traditional stores cannot deliver.

Statista, an online statistic, market research and business intelligence portal stated in one of their reports, that there are an estimated 1.66 billion online consumers worldwide in the year 2017 alone, and these numbers have nowhere to go, but up. With billions of busy people opting to patronize online stores due to time constraints, who would not wonder how would the bricks go against the clicks?

Greatest Competitive Advantage of brick and mortar stores – Humanness

In this technological age, the traditional retail stores manage to exist and compete with the e-tailing through the “human feel” that it provides to its customers. This claim is supported by the scientific fact that people are more satisfied and encouraged to buy when they tend to touch and feel the product – helps them to make the purchasing decision. In addition, a survey conducted by Timetrade resulted in a positive 85% response – stating that consumers still prefer purchasing through physical stores over electronic retailing platforms. It further states that more customers prefer to buy at the stores itself with the state of humanness; that is when a storekeeper personally assists them to make a purchase. This serves as the advantage of the brick and mortar retailers against the e-tailers’.

Retail Industry

How can the traditional stores keep up?

There is no way to escape the fact – that sooner or later, the stores that do not have the capability to invest in different retail platforms will evaporate. The only option they have is to innovate, which means, they need to spend rational and financial resources to both physical and online stores. Thus, every brick and mortar retailer must start practicing the power of integration – the combined use of digital platforms and traditional retail methods. This integration will surely take time since the business owners have to learn how to capitalize on both retail channels. While the journey towards this integration is on the process, the ultimate asset of these businesses remains to be their people – people who have the social and intellectual skills, and people who know how to value customer experience.

xxx

The struggle is real in finding good candidates who can assist you with your promise to fulfilling customers satisfaction, while you’re doing the job on preparing to adopt the omnichannel strategy. Hence, manpower providers, like us, exist to help you solve that challenge.

Our years of experience built our expertise to provide businesses with the right workforce to deliver humanness to your customers. Let Rensol support your business!

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/0 Comments/by

How Rensol Ensures Foolproof Staff by Background Checking: A Case Study

Case Study - Oil Company

Client Problem: Original Partner Recruitment Agency of a Restaurant Chain in Dubai Deploys Candidates Who Do not Undergo Thorough Background Check

  • Deployed workers in Dubai consistently displayed unruly behavior such as violent tendencies towards their co-workers, using their mobile devices while working and loudly talking to customers.
  • Upon reviewing the recruitment process of their former partner agency, background check and character referencing seemed skipped.

Rensol’s Solution: Recommended Disciplinary Action to Control Workers’ Attitudes; Turn Over of Recruitment

  • Valuing the plight of every worker overseas, Rensol Recruitment, as the partner agency who took over, recommended imposition of necessary disciplinary action. This comes with the belief that appropriate reprimand can make an improvement to their workers’ behavior.
  • With the nature of the hospitality industry, Rensol jumped in and took over the recruitment for the restaurant chain and utilized specialized background checking and strict character referencing prior deployment.

Background check in every candidate is a recruitment protocol that should not be skipped. Without the standard assessment, recruitment could be a wide door open for possible theft, sexual harassment, violence, fraud, or even drug addiction in the job site. This ethical practice could not just save their people and their customers from possible harm, but their reputation as well, as a hospitality service provider.

Recruitment with little or completely without the background check is a negligent process. Abandoning this step or overlooking the result is a habit that could endanger everyone in the workplace.

Case in Point: A Recruitment Agency who Skips Backgrounding to Expedite Process

A restaurant chain in Dubai consistently received reports from their branch managers that some staff recruited from Asia exhibited mild to alarming misbehaviors which include stealing, physical violence, and altercation. The corresponding reprimand was given to each worker but what bothers the owner the most is that the trend of incidences has been consistent and unrelenting. The owner has been worrying that if this continues, it may cause further harm to their customers, their workers, and worse, the business itself.

The owner asked their first partner recruitment agency to present a report on their professional and criminal background to assess the problem of each worker, but the original agency can’t provide substantial documents. The owner concluded that the recruitment firm may have resorted to skipping some processes, including background checks, that made their process unbelievably fast.

Workers who reach multiple reprimands were subjected to background checking and several of them have tainted records that should’ve been reported to them before their deployment in the first place. Upon learning the failure of recruitment that they never knew had transpired, the owner decided to consult another recruitment firm to know the proper course of action to take.

Rensol’s Strict Background Check and Due Diligence

Rather than termination, Rensol Recruitment recommended that problematic staff be subjected to disciplinary action to manage their behaviors. Rensol shared some talent management guide to the owner as to how they can avoid the worst-case scenario. This will be a lot more cost-effective than rehiring staff all over again.

Rensol believed that overlooking those “repetitive” bad behaviors during the recruitment process is a failure of recruitment. There is nothing costlier than hiring the wrong person.

The employer decided to stop sourcing candidates from their former partner because of negligent hiring. Hence, they turned over the partnership to Rensol Recruitment for their succeeding recruitment needs. With evidently arduous process and transparent reporting on statuses of candidates, the owner was assured that every candidate deployed is the best in quality and has foolproof clean records.

Rensol is strict with its recruitment standards and policies. Every candidate is treated with a comprehensive background check on a case-by-case basis and their past records were assessed based on its probable impact on their respective job sites.

The standard for a restaurant workplace is an extensive checking of their criminal and drug records, psychological and medical history, social security status and professional reputation. Rensol assured the company that all deployed employees are covered with due diligence to avoid problem employees in the future, which the former partner agency forgot to secure.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/0 Comments/by

5 Major Reasons Why We Advocate Zero Placement Fee

Rensol Advocary

While the Philippine Overseas Employment Administration (POEA) allows recruitment agencies from charging placement fees from candidates, 9 out of 2,000 firms oppose the tide as an ethical practice to serve Filipinos.

Even if the no-placement-fee system may cause indifference to some foreign clients because of the inevitable higher cost, these agencies brave to pursue ethical recruitment with integrity in mind assuring that this is the way of fulfilling everyone’s goal for success.

Here are the main reasons why “zero placement fee” is the future of the Philippine staffing and recruitment industry:

  1. Technical Skills minus Financial Capacity equals High Ethical Corporate Standards

Skills over money

Workers should be selected and screened based on their technical skills and qualifications rather than their ability to pay placement fees to get endorsed for a job. No placement fee allows the partner recruitment agency to only factor out candidates based on their capabilities and experience, and not their financial ability to pay to get a job.

Employers who shoulder the cost of recruitment of workers abroad can be assured to receive a more ethical recruitment process from their partner agency. Paying this on behalf of their future employees give them the leverage to choose what kind of workers they need. They can also be insured with due diligence from their strategic manpower partner. They can be guaranteed that recruiters will work for the client’s best interest by not putting poor candidates just for the sake of extra commissions.

  1. Magnet to Best-Performing Candidates

Rensol Ethical Recruitment - No Placement Fee

The “no placement fee” tag on recruitment advertisements is an effective tool for talent attraction. Most qualified and experienced candidates are wise enough not to patron agencies which will just make money out of them.

While there is no doubt, availability of candidates in the Philippines, one would also have to understand that opportunities are being presented to them left and right.  The common factor among the most successful recruitment agencies is their unwavering policy of not passing on the cost of the recruitment and processing on the candidates. If a candidate is presented 5 opportunities, and 2 of them are for companies who are professional and will not allow their agent nor their companies to burden the candidate any cost, the said 2 opportunities will be the one that the candidate will surely focus on.  

Predominantly, the promise of ethical recruitment is the main selling point of each job order.

  1. Avoidance of Exploitation of Skilled Workers

No to Worker Exploitation

Some recruitment agencies tend to charge high recruitment fees. This practice is already categorizable as illegal recruitment and is already an exploitation to their vulnerability even before they arrive at their job destination. In cases of maltreatment and abuses, migrant workers are subjected to “forced labor” when they find no way out of their job because of the debt bondage they had incurred to attain it.

Additionally, a worker not charged with a placement fee is in a better position to contribute effectively to the job he signed up for because he no longer needs to worry about loans to pay. The Institute for Human Rights and Business attested that “zero placement fee” will surely fortify the company with better workers. This scheme guarantees every worker’s financial wellness, which will, in turn, maintain their happiness and productivity at work. (Read more: https://rensol.com/ethical-recruitment-agencies-people/)

  1. The Philippine Government Encourages Fair RecruitmentPOEA
    With many reports on abuses and financial ruins to families of OFWs because of placement fees, government’s efforts to minimize victimization to exorbitant fees and fraudulent recruitment by means of overcharging was given the highest penalty under the law.
  1. A Commitment to Social Responsibility

Rensol's Corporate Social Responsibility

The reputation and integrity of an employer is measured by how committed they are with their public service to provide opportunities that the less privileged, yet globally-competitive ones could afford. Coca-Cola, Hewlett-Packard Enterprise, IKEA, and Unilever are some of the employers that believe they should pay on behalf of their hired workers.

Anel Grup, a global Mechanical Electrical Plumbing company in the Middle East and Renaissance Heavy Industries, the construction branch of Ronesans Holdings – is a leading construction, oil, gas and power generation company in the Commonwealth of Independent States also promote the fact that shouldering the service fee of workers is a long-term investment and an element for their successes.

The report from IHRB reflected that zero placement fee works effectively for starting companies but for the case of Rensol Recruitment, this has been the aromatic scent, the word of mouth, and the integrity that makes these small companies, the fastest-growing in the industry.

 

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/1 Comment/by

I Wish Dealing with the Philippine Government is Easy

Dealing with Philippine Government

I had an eye-opening touch base meeting with the HR Director of a well-known hotel in Doha, Qatar yesterday. She was telling me how pleased she is with Rensol. Saying that we are worlds apart different from all the other recruitment agencies they’ve connected with as we are quick on our toes and really do the extra mile. She was also expressing her excitement in employing additional Filipino workers as their management is aware of the professionalism and good work ethic of Filipinos in the hospitality industry. Her compliments came in one after the other until she turned 360 degrees when she expressed her regret that they are postponing their immediate plans of hiring Filipino hospitality workers. Their reason is simple. They do not want to deal with all the complexities of the Philippine government.

On our previous blog we discussed that ethical recruitment would still exist even without the Philippine Overseas Employment Administration (POEA) or any other regulating body because love and compassion are innate in all human beings and protecting each other from situations of high risk would be a normal occurrence. However, injustice, like compassion, is also a normal happenstance in our society. Hence, the actual need for a governing body upholding standards and regulations to ensure that the right thing is done all the time. Compliance with the Philippine government, or specifically, in this case, the POEA, is difficult, to say the least. Scanning through pages of blocked text, trying to interpret only the information that is really needed and understanding Philippine labor laws really are arduous tasks for any foreign employer especially if it’s their first time.

I was not surprised at all when my hospitality prospect pronounced their desire to “postpone” their recruitment amidst all the positive experiences they had with us even when we are still in the preliminary stages of the process as I myself is aware of the backbreaking measures foreign employers take when hiring desired Filipino workers, regardless of the position and industry. From accomplishing a detailed Manpower Request Letter to various types of Affidavit of Undertaking – depending on the territory, to dealing with two government entities that need to verify and accredit the job order respectively. Managing corporate objectives and making sure that the right thing is implemented on each accreditation document and each step of the recruitment process can really be taxing. And it makes the process even more daunting and chaotic if you’re doing it alone.

Shaking hands

Co-operation, in evolution, is defined as, “the process where 2 or more organisms work or act together for common or mutual benefits.” By applying this method in the international recruitment space, once a foreign principal commissions a partner recruitment agency in the Philippines, both should expect full co-operation from one another. Connections shouldn’t just be limited to the firm finding a quasi-qualified candidate for the open position and then get paid for their service. More than a hand from beginning to end, a true co-operation transcends costs and the boundaries of what is stated in the contract.

Explaining this to my prospect plus assuring their management that Rensol Recruitment will be more than just their representative in the Philippines, rather a partner in all its professional sense. I enrolled her and her team to lift the planned suspension and proceed with the recruitment.

Adhering to Philippine labor laws is indeed hard – and that’s a fact. No one can bend and bypass how stringent POEA is with regards to their regulations especially now that President Rodrigo Duterte is in close watch of deploying Filipinos abroad for professional purposes. What foreign employers can do is pick the right reliable recruitment partner that will carry over their vision and values and will act as a shock absorber to soften the hard blows of interacting with the local government.

We can all wish, pray and hope that dealing with the POLO and POEA when recruiting quality manpower in the Philippines will be as easy as reciting the alphabet. However, we can’t really hold on to the uncertain. What’s certain is that there are a select few partner recruitment agencies in the Philippines that are willing to act as a cushion and go above and beyond just for you to realize your employment needs.

***

For more information on how to conduct a successful recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected]. We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better success.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

/0 Comments/by

How Rensol Expedited Recruitment Needs of a Healthcare Facility in Egypt: A Case Study

Case Study - Oil Company

Client Problem: Health Facility Fails to Acquire their Urgent Staffing Needs from their Former Partner Agency

  • A newly-constructed healthcare facility in Egypt commissioned a recruitment agency in the Philippines to provide them healthcare professionals with varying fields of expertise.
  • After almost 6 months prior to the signing of the service agreement, nothing happened as the recruitment encountered difficulty in sourcing for the right talents that match their standards.
  • Only six months were left before the hospital became fully-operational.

Rensol’s Solution: Assisted the Client Company with the Most Simplified Process of Accreditation and Fast-track Recruitment

  • Rensol advised discontinuing their partnership with the former recruitment agency as per their failure to comply with some strict terms of the service agreement.
  • Due to the urgent need to fill in the large expertise demand, Rensol made the accreditation and the recruitment process faster and easier for the client.
  • With the new partner recruitment agency’s rich healthcare and medical network – sourcing for the right talents was quick and smooth. ·

In recruitment, time is more worth of gold.

Longer recruitment process may literally cost you a lot, but a rushed recruitment may even cost you more if it leads you to hire the wrong person. More than “time is gold’, timing in recruitment is everything. Having a reliable partner agency to assist in providing staffing solutions is the most cost-effective and time-efficient considering the extreme cost to hire expatriates.

Case in Point: A Partner Who Fell Short of what was Expected

A healthcare facility in Egypt decided to partner with a recruitment agency in the Philippines. The facility was still under completion and was in need to finalize the pool of their in-house health experts such as a gastroenterologist, endocrinologist, internist, obstetrician-gynecologists, etc. and some bunch of surgeons and physicians as right before it opens.

The promised hassle-free accreditation went with lots of flaws that delayed everything they had initially planned. The manpower pooling started but for almost two months, no qualified profile was presented and there were no actual candidates introduced for an interview. The management doubted if the firm can provide their staffing demand given their healthcare standards.

There was only half a year left for the hospital to complete their pool of experts, but there is still no assurance from the firm if they could still comply even with the lump sum of money they had already devoted to pushing the recruitment process.

Rensol’s Medical Magic

With Rensol’s inbound marketing efforts, the client company was able to learn that there were still recruitment agencies which will not just provide them the most fitting talents, but effective staffing solutions as well to resolve their manpower crisis, all at once.

As assessed, Rensol found out that the client company had dealt with an agency without a proven track record to provide specialists and experts. Upon checking POEA records, there are still no approved job orders, thus the accreditation of the foreign company was not finalized for a couple of months already.

Rensol discussed this with the client company and they, in turn, decided to let Rensol take over the job being neglected by the negligent recruitment firm.  With a simpler and standardized process in accreditation assistance and the overwhelming compliance of the client company, the job order was accredited in less than 3 weeks.

Recruitment Process

Gantt Chart: Rensol’s Standard Recruitment Process

With Rensol’s vast in-house database of healthcare professionals seeking opportunities abroad, it has never been difficult for the recruitment agency to source their manpower demand with the most qualified one. With effective recruitment marketing, advertisement produced attracted surplus feedback to interested candidates. Assessment, Interviews, and Background Checking were all accomplished in a span of 3 weeks. On the fourth week, pre-selected candidates were already presented to the employer and were already assessed for a final interview.

Selected healthcare experts were subjected to an accelerated processing and documentation, visa stamping, and OEC issuance in less than 2 months, and was deployed flawlessly afterward just on time for the opening of the healthcare facility.

Even with a tight timeframe, Rensol was able to produce the best choices for each job descriptions with its expedited, yet careful talent attraction and selection.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

 

/0 Comments/by

The Boon, The Bane, and The Busy: An Overview of the “No Placement Fee” Policy

Placement Fee

According to Asianjournal’s ‘2017 Philippine Recruitment Outlook’, the recruitment industry will be experiencing a stable growth of 4% in the next five years. For that matter, new and old agencies are expected to take part in the game. As competition intensifies, there will surely be more overseas professional opportunities available for Filipinos. The challenge for trusting job seekers is to properly identify a reliable recruitment firm providing the right recruitment service, to help them find that perfect job for their great pursuit of a better life.

Employment

The Philippine Overseas Employment Administration (POEA) allows licensed recruitment agencies to collect placement fees from their candidates as payment for successfully securing them a position abroad. As per Workabroad.ph’s compiled data on recruitment fees, placements are commonly calculated to be at 1 months’ worth of the candidate’s salary. Some Manila recruitment agencies use a 50-50 payment system to lessen the burden on both the candidate and principal. While this method may seem to be the most cost-effective approach for everyone, there are still some unseen factors that need to be considered.

World-PSI states that placement fees, regardless of the job grade, can deteriorate the quality of a worker’s disposition before he even starts working for the employer. Due to the pressure brought by raising the needed amount to get the job, as well as straightaway providing for his family back home, he is immediately impacted mentally and emotionally. Another good example of an adverse effect of placement fees is the “debt trap”. From an article written by Ana P. Santos and Sofia Tomacruz of Rappler, debt trap is the usual situation OFW’s get into when they deal with placement fees. Poor Filipinos wanting to get a shot at working abroad will go to a bank or a lending company to get a loan. When their initial earnings are not enough to pay their debts on time, high-interest payments are factored in; it becomes difficult or impossible for them to repay what they borrowed. This results in the loss of employee morale leading to a subpar service for the employer; after which they’d come to a realization that they have a growing mountain of debt that even their job abroad won’t be able to compensate for. Thus, having to prematurely leave their employer.

Although taking placement fees is a common practice in the industry, there are a few that implements the reverse. Selected recruitment firms administer a more humanitarian approach in conducting their business processes by employing a “no placement fee” policy resulting in a more positive impact not only for candidates but also for the employer. A no placement fee agency forwards the would-be expenditures of the candidate to the hiring company. Although this seems to be less attractive to employers as they will shoulder all fees, it is, in fact, the opposite. If Filipino candidates can pursue their careers without paying any fees and they will not encounter any of the negative points raised above, everyone can ensure the candidate’s longevity with their employer. Retaining talented and loyal employees is an absolute win for any company.

employers

“The International Labor Organization (ILO) has named the Philippines as one of the pilot countries for its global program for promoting migrant workers’ protection, citing the country’s improving policies on ensuring safe and fair recruitment.” – Tomoko Nishimoto, ILO Regional Director for Asia and the Pacific

There have been arguments from the ILO Organization regarding ethical recruitment and the motion to scrap placement fees completely. There are also many indicators that suggest the recruitment industry should shift completely towards this policy. When that happens, it will most definitely reduce, if not completely wipe out recruitment scams in the Philippines and it will impose the goal of ethical recruitment to prioritize helping less fortunate Filipinos get better chances in life.

***

Rensol Recruitment and Consulting, a POEA licensed agency, has been advocating a no placement fee policy, since its inception in 1999. Focusing on opportunities that incorporates the same vision and values and upholds ethical recruitment practices beneficial for all parties of People, Partner Agency and Principal.

For more information on how to conduct an above and beyond recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected]. We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better success.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/1 Comment/by

8 Reasons Why Filipino Healthcare Professionals Stand Out Globally

Healthcare Professionals

Being in the healthcare and medical profession is an act of kindness – may it be a physician, a dentist or a nurse, anyone can expect that they will only offer care to those who are in need. With caring comes a helping hand and a loving heart, willing to commit time and effort. It miraculously heals a tired body and a burdened spirit. It eases the job of looking over someone, simply because the desire and enthusiasm to help come from within.

To care requires passion in what you do; this translates to the values which Filipinos intrinsically possess. It makes them stand out among other nationalities which continuously win over employers all over the world. To date, there is close to a million Filipino medical professionals across the globe.

Here are the 8 primary reasons why Filipino Healthcare Professionals are in demand all over the world.

 

  1. Excellent English speaking professionals. The Philippines is on the 5th place of the “Top 10 English Speaking Countries in the World 2017”.  This is one of the main reasons why Filipino healthcare professionals are loved and are thriving abroad. Employers are not having a hard time communicating with them.

 

  1. Naturally compassionate people. As they grew in an environment where it is natural to extend kindness to other people; Filipino healthcare professionals have been known to be one of the most caring workers ever. They know how to empathize; therefore they understand how to approach and address their patient’s needs. It’s the reason why they are easily loved and trusted.

 

  1. Adaptable. Filipinos in the medical industry fit in different workplaces because they are in an automatic “professional mode” when they’re set to work, meaning they always thrive to adjust to their surroundings. They don’t give their workmates a hard time coping up, instead, they do extend the effort to fit in.

 

  1. Optimistic. Born with faith, they never lose hope in any circumstances. When others perceive the situation impossible, they will always find ways to turn it possible, and eventually do great!

 

  1. On-the-Go. “Yes, I’m ready!”, this is the fighting spirit you’d always get from Filipinos, in general. They get into the job with initiative, the presence of mind, and diligence. Limits will not stop a Filipino from doing it. You will rarely hear them say “no.”

 

  1. Enthusiastic. Filipinos offer a lively vibe on their workplace, which they also pass on to their patients. They are loved because their free spirit influences the mood of the toxic hospital environment. They remain fueled and happy to serve no matter what.

 

  1. Passionate. This is one of the remarkable assets of Filipinos in the healthcare industry. They get into the job and do it, not only with the hand that works but also with the mind and heart which ensures that love and quality of work are provided. This passion shows to their actions and communicates through their words.

 

  1. Committed. As Filipinos, they were trained to give total focus on their goals; they take a good grip on it and never let go. As they concentrate and pour out all their passion in the job they love, they also spend emotions in it, therefore making them attached to their duties. Commitment for Filipinos is equal to integrity.

With the mind that critically thinks, with the ear that attentively listens, with the eyes that keenly observes, and with the heart that completely feels, Filipino healthcare professionals bring healthcare institutions services and customer experience into a higher level.

For more information on how to conduct a healthcare specific recruitment campaign in the Philippines, please connect with our Business Development Team at [email protected]. We will be ready to sit down with you and understand your concerns and configure a recruitment plan to ensure better success.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in The Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/0 Comments/by

How Rensol Came To Rescue a Steel Factory in the Middle East Flocked with Unfit Workers: A Case Study

Case Study - Oil Company

Client Problem: Steel Factory in Qatar Discovered their Partner Recruitment Agency to Supply them with Workers who Fail the Required Medical Exam

  • Client notices that accidents became frequent with the deployment of foreign workers in his factory.
  • The steel factory in Qatar finds out that the bulk of candidates deployed by a recruitment agency from the Philippines failed their medical exam and are unfit to work.
  • The said Philippine recruitment agency allegedly fakes the medical status of their workers despite the safety risks in a factory workplace.

Rensol’s Solution: Assist in Revocation of Former Partner Agency to POEA, Expedite Process to Replace Incompatible Workers with Fit-to-Work Workers

  • The steel factory sought the help of Rensol to solve the health and safety hazard of retaining unfit workers.
  • Rensol advised to disconnect with the former recruitment agency and assisted with the revocation process as faking medical status is a serious violation of the Revised Rules and Regulations on overseas recruitment imposed by POEA.
  • Due to the urgent need to fill in the large gap on vacated position, Rensol executed a contingency plan in accreditation and recruitment process in the fastest, yet more ethical way.

High standards of physical fitness are vital in a factory workplace with all those rotating equipment and heavy machinery one may be exposed to. Apparently, accident-proneness of a worker is correlated to one’s fitness for the job. With all the hazards, a worker’s technical skills and medical fitness are necessary factors during staff recruitment to an unsafe environment.

Apart from the danger that this pose to their health and their co-workers’, the cost of an accident to the company, even with the worker’s own negligence, is financially hurting and practically troubling to the factory’s operation.

That’s why the pre-employment medical examination is one of the important requisite before a worker’s deployment to the job site. Assurance from an accredited clinic that the worker is fit enough to work is the final go signal for a recruitment agency to pursue one’s application. The medical result is a significant determinant of a candidate’s effectiveness in the workplace, as well as his compatibility to survive the harshest of the conditions.

Case on Point: A Steel Factory Flocked with Unfit Workers

After a month of deployment of a bulk of Filipino workers to a steel company in Qatar, the management complained of the number of accidents happening each day despite the specialized skill training, strict supervision, and safety policies being imposed. Each accident cost them a lot. Apart from the financial assistance they provide, impediment of processes caused serious harm to their operations.

The owner finally decided to reevaluate their medical status as he suspected that their negligence and proneness to accident might be caused by something their company may not have control.

After evaluation, more than half of the newly-deployed employees failed the medical exam. Some workers were found to be obese, diabetic, anemic, and high-blood, while a big slice even has liver and lung diseases. Some are even over-age to their prescribed age during recruitment. The client company got back to the responsible recruitment agency, but the latter insisted that they could no longer do something about it since they were already deployed and have been working for a month in their factory. They insisted the legitimacy of their medical certificate and the contract they were bound to follow.

To lessen safety issues and possible legal complications in case of serious accidents that may possibly happen with the kind of workers they have, the client company seek an agency from the country to assist in resolving their dilemma.

Rensol’s Intermediation and Emergency Substitution

The client company sought the help of another recruitment agency to aid this serious human resource problem. When the case was presented before Rensol, it was made under study and it was concluded that the company was misled by their former partner recruiters when the bulk of deployed employees were confirmed to be unfit to work even before their deployment.

Under investigation, their medical exam was forced to be conducted in an unaccredited clinic by the Gulf Cooperation Council-(GCC) Accredited Medical Clinics Association (GAMCA). Papers of their medical results even suggested that some details were forged and manipulated. Rensol was easy to conclude that this is a clear ground for revocation due to non-compliance with the rules and regulations set by the Philippine Overseas Employment Administration (POEA).

Rensol reported the incident to POEA and the partnership of the two were soon dissolved. Unfit workers, whose lives may just be put in danger with the hazardous environment of a steel manufacturing, were subjected to repatriation.

Because of the immediate need to fill in the large gap of vacated slots, the client company decided to affiliate with Rensol to replace the ill agency and to continue the disrupted partnership to aid in their manpower needs.

With Rensol’s proven track record in the easy, convenient, and fast processing of accreditation documents and their sound relationship with the government, the process was expedited, and recruitment was even started earlier than expected.

The first batch of deployment of legitimately fit-to-work workers was made successful in a short span of time.  With Rensol’s strict compliance with the Rules and Regulations on recruitment processes provided by POEA, the steel company was able to equip its manpower with highly-competitive and qualified workers and medically fit ones that can survive the inevitable health hazards.

ABOUT THE COMPANY: Rensol Recruitment and Consulting, Inc. is the fastest growing recruitment agency in the Philippines. A career consultant that aims to go above and beyond the level of expectations of both the aspirations of the candidates and the dream team standards of employers through providing exceptional opportunities and unparalleled quality-driven recruitment services.

/0 Comments/by