HR Guide: Creating an Amazing Candidate Experience

If you want to hire the best team for your business, it’s vital to make a good first impression. Especially if you’re competing for top talent in an in-demand marketplace, the hiring process is as much an interview for the company as it is for the candidate. That’s why it’s too important to deliver a great candidate experience.

Hiring is usually a potential employee’s first interaction with your company, and you should make it a positive and rewarding one. Candidates who experience a slow, disorganized, or unclear hiring process may judge that your company may not be the best place to work, after all. With that in mind, below are some ideas for hiring managers on how to create an amazing candidate experience from the first interaction to the final job offer.

Make the job description crystal clear.

No one likes the feeling of a bait and switch, so don’t glorify a low-level position with a bunch of loaded words. For example, if a secretary will be expected to answer telephones, you probably don’t want to include a phrase like “will communicate with the public on behalf of the company” in the job description. You’re not selling a job to candidates so leave the advertising jargon for your marketing department. Simply and clearly state the actual job responsibilities and requirements. Then, you’ll hopefully get candidates who are both qualified and interested in the role to apply.

Brand your company.

Ideally, your jobs page should act as an enticement to candidates. Show off your company culture, your values, and a few of the perks of working with you. This will get candidates excited to possibly join the team and will help with recruiting efforts. However, don’t over-promise and under-deliver. Just because many startups offer beer kegs and ping pong doesn’t mean you have to as well. Be honest about your company culture, create a brand identity, and share what it’s really like to work there with candidates.

Be up front with expectations.

People want you to tell them exactly what you want from them — especially job candidates. They want to know how much time the application will take, the qualifications you’re looking for, what working for the company entails, etc. Save the fluff, and just tell it like it is. If you want someone with 5 years of experience, tell the candidate. If you have a hard limit on the salary, share that as well. The more clarity there is from the start, the less time you will waste sorting through candidates that aren’t right for the job.

Don’t leave candidates wondering.

For candidates, there’s nothing worse than applying to a job and then hearing nothing back. Send them an email that you have received their application. Then, send a follow-up correspondence to let them know if they are or are not still in the running, or if they’re moving onto the next step in the hiring process. The guessing game as to whether they should just keep seeking other positions is already frustrating enough. When in doubt, over communicate and make sure everyone is on the same page.

Stay organized.

Similar to communication, candidates will judge your company based on how you handle the day-to-day details of the hiring process. If you’ve lost their resume twice, showed up late to a phone screen and double booked yourself for an interview, you’re not giving the candidate a positive impression. Always remember that the candidate is judging you as a hiring manager, a boss, or an HR leader just as much as you’re judging them. Especially for top quality candidates, you have to keep the process organized, timely, and on track. This shows that your company will be a good place to work in the future.

Give feedback if you don’t make an offer.

If you decide not to make an offer and the candidate wants to know why they didn’t get the job, figure out how to explain it to them. You don’t have to be rude, but you also shouldn’t be too vague. “We simply decided to go in a different direction,” is wishy-washy at best. Instead, you could be honest and say “we felt another candidate had more qualifications of XY and Z, and therefore, was better suited for the position.” Most candidates will appreciate the honesty and it will help them in their continuing job search.

Thank them for taking the time to apply.

It takes a lot for someone to put themselves out there and go after a job. Thanking a candidate for even applying regardless of the outcome can be the difference between a candidate who feels your company cares, and one that doesn’t. How they feel about your company could influence whether they want to apply for a future position in the event they aren’t the right fit for this one.

Ask the candidate for feedback.

Letting candidates voice how they felt the application experience lets the candidate know you care about their opinion and their feelings in the role. It also can help you refine your application process for the future. You may learn that some of your questions or tests were outdated or unclear. Or, you could get confirmation that you have the best applications candidates have ever seen. Either way, taking and giving feedback can assist both parties for future experiences.

As a hiring manager, don’t just assume that every candidate wants to work for your company. You have to offer a great candidate experience that will prove to them that it’s a fantastic place to work.

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.

Co- Founder and CEO of Vervoe | Making hiring about merit, not background.

Filipinos to Range Over Gabon’s Wood- Working Paradise

Gabon Wood Industries chooses Rensol Recruitment as their manpower provider bound to their 400,000- hectare of forest concession in West Central, Africa.

The country’s wood-working paradise has generated millions of jobs and has boosted their economy. Gabon Special Economic Zone (GSEZ) has also been regarded as the best woodworking SEZ in Africa. Apart from increasing job opportunities and generating income for locals of Gabon, the company has extended their manpower orders to the Philippines with their lack of skilled workers.

Gabon Wood is an advocate of anti-illegal forest harvesting as Rensol advocates anti-illegal recruitment. Their main business activities are container handling and stuffing services, kiln drying, warehousing, and manufacturing of doors, moldings, finger- joints, and furniture.

Gabon’s tropical forest is home to more than 400 species of trees and an enormous logging potential with an exploitable timber stock of 400 million cbm. Most of their byproducts were exported to Gulf and Middle East countries, Europe, China, and Northern Africa. It also supplies 90% of the world’s demand for veneer and plywood raw materials.  These materials, also known as okoumé, has been considered as the pink gold from Gabon.

Rensol Recruitment is set to outsource and deploy highly-qualified Filipino workers to grab administrative to technical roles soon such as: Office Manager, Accountants, Account Executive, Purchasing Executive/ Assistant,  Store Clerk, Store Keeper, Marketing Executive,  Marketing & Shipping Coordinator,  Shipping Clerk,  Admin Executive / Assistant, Construction Supervisor,  Construction Worker, Structural Welder, Sawmill Manager, Sawmill Supervisor, Camp Supervisor, Bundling Supervisor, Sawmill QC, Mechanic,  Ranger, Log Grader, Tally Clerk, Loader Operator,  Tractor Driver, Logging Truck Driver, Sawyer/ Assistant Sawyer,  Electrical TAC/DC, Motor Grader Operator, and Workshop Coordinator.

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.

Upon finishing a journalism degree with flying colors, he has discovered his niche as a freelance journalist in a health and lifestyle journal, a travel magazine, a science blog, multiple news websites, various advocacy blogs, and a social entrepreneurship network. His innate affair with writing eventually brought him to the business of recruitment and human resource. A writer and an advocate at heart, serving people through his capacity for words has been his passion.

HR Guide: Attracting the Right Candidate Through Effective Job Description

Here’s how to write a job description that will attract the right candidates.

“Focus on the journey, not the destination. Joy is found not in finishing an activity but in doing it.”

– Greg Anderson

Why Focus on Activities?

People are hired to perform value-adding activities. While companies have different approaches to how they hire, their goals are usually the same. Every company wants to hire high-performing people, not people who just look good on paper.

Despite this simple and obvious assumption, too many companies ignore activities and focus on things that don’t indicate performance. This happens at every stage of the hiring process. For example:

  • Many job descriptions focus on what candidates have done in the past.
  • Screening is based on candidates’ backgrounds.
  • Assessment methods often don’t simulate the tasks are performed in the role.

 

Instead, use on-the-job activities as the guide for the entire hiring process. If you follow this principle, you will hire people who perform the value-adding activities you require.

Here’s how it works.

The Job Description

“If you don’t know where you are going, any road will get you there.”

– Lewis Carroll

Defining the role is the foundation of hiring. If you do that incorrectly, the entire hiring process will be steered in the wrong direction. The clearer you are, the higher your chances of attracting the person you want.

The problem with so many job descriptions is that they are aren’t linked closely enough to the daily activities of the job. Let’s change that.

A good job description should have three sections:

1. Start with why

“People don’t buy what you do, they buy why you do it.”

– Simon Sinek

This approach is entirely applicable to job descriptions. Sell candidates on your company’s vision and story. Sell them on the role and the culture. This will achieve two things. First, it is likely to increase the quality of applicants. Second, candidates will be more likely to invest in the application process and make an effort if they buy into your “why”.

Conversely, candidates who don’t relate to your vision or culture will opt out. Mission accomplished.

2. Describe the role in activities

Outline, point by point, what the successful candidate will do every day. Keep it simple and be very specific. No clichés, no jargon. Candidates need to understand how they will spend each day, what they need to achieve, who they’ll be working with and under what conditions.

This is a great way of managing expectations. By communicating to candidates what they’ll be doing in the role, you are forcing them to ask themselves whether they can do those activities well and how much they enjoy doing them. This presents another opportunity for less suitable candidates to opt out.

3. State your requirements

The previous two sections should make this part easy because you’ve set the scene. Candidates already know what your company stands for and what they’ll be doing in the role. Now you can add some more detail about the type of person you are looking for and how you expect them to approach the role.

Don’t worry about years of experience, grades in college or anything else that’s not activity-based. Bring it back to activities and use plain English.

Describe the kind of person you’re looking for by listing how you want them to approach the role. Put thing in context. Instead of “strong communicator”, write “clearly communicate customer feedback to the product team”. Instead of “flexible”, write “prepared to join calls with developers late at night when necessary”.

You should also use this section to articulate the attitude and behaviors you’d like to see. Candidates already know from the previous section what they’ll be doing on a daily basis. Now explain how.

Here are some examples of good job descriptions and a useful guide on how to write one.

Candidate Screening

“The doors of wisdom are never shut.”

– Benjamin Franklin

With a good job description and scenario-based assessment, candidate screening is simply not required. To learn more about why you don’t need to screen candidates read this.

But in short, screening is not about activities, it’s about a candidate’s background. Ruling people out based on their background is counterproductive. Instead, set candidates up for success with a savvy job description, and then assess the ones that want the job based on that description.

Don’t worry about receiving too many applications from people who aren’t qualified or ignore the job description. That is solved automatically in the assessment stage and you won’t need to lift a finger.

Scenario-based Assessment

“An ounce of performance is worth pounds of promises.”

– Mae West

Your job description will attract people who want to be part of your journey, and want to do the job you advertised. That’s the theory at least.

Now it’s time to find out how it stacks up.

The assessment stage, which is the most important part of your hiring process, should be entirely based on activities. Go back to the job description and choose the most important on-the-job activities.

Create simulations of those activities so you can see how candidates perform in real-world scenarios. To learn how to write a great interview script read this.

Use automated interviews to deliver the simulations to candidates online.

Some candidates will not make the effort. Others will find the activities too challenging. Others yet will see that the activities are not aligned with their interests or passions. The most motivated and qualified candidates will prevail.

It’s easy to read a job description and apply for a job. However, when candidates are asked to perform challenging tasks, they need to be motivated and confident in their abilities. You’ll only need to view and score completed interviews and you’ll know who measures up within minutes.

Using automated interviews based on activities, you can audition candidates for the role. They will, in turn, get a chance to do the role, albeit in a small way.

The candidates who perform well in the automated interviews will have proven they can do the activities you want them to do in the role. Seeing first hand how well they perform each of those activities will help you confidently make your hiring decision.

By focusing on activities, you can create a hiring process that reflects your role and how you want it to be performed. It’s a simple and effective method to hire people who can, and want to, perform the activities you consider to be value-adding.

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.

Co- Founder and CEO of Vervoe | Making hiring about merit, not background.

2 Major Reasons Why Rensol is Not Your Ordinary Recruitment Partner

High-quality talent pool; cost-effective alternative; affinity to Western Culture – there are more than a dozen reasons why foreign employers prefer to hire manpower in the Philippines.

The first; the biggest; the most well-known – conjointly, the Philippines is known to house several international recruitment agencies, big, medium and small, some are able and are all willing to support foreign principals to overcome their respective recruitment endeavors.

Forthrightly, foreign employers will find themselves sorting through all viable firms in the Philippines and this task alone can be overwhelming. Having to go through more than a dozen websites and reading about their services can have prospects mentally exhausted. Up to the point that they might even end up throwing in the towel and just settle for the safest choice but not necessarily the best-suited recruitment firm just to get it over with.

 

What set Rensol apart from other recruitment agencies?

1.Ethics

It was previously discussed that Rensol Recruitment & Consulting is a known duty bearer for all its stakeholders and is a celebrated advocate of the “No Placement Fee” Policy. While the Philippine Overseas Employment Administration (POEA) allows the recruitment industry from charging placement fees from candidates, Rensol chooses to administer a more ethical and humanitarian approach in conducting their business processes by employing the reverse, resulting in a more positive impact not only for workers but also for their partners.

They may have not started ethical recruitment in the Philippines, but they are clearly one of the more prominent and one of the most consistent front liners. Thus, influencing the Philippine recruitment industry trends to change and their recruitment peers to follow the path to a higher road.

2.Analytics

It’s more than just being logical, perceptive, and systematic. Analytics in Rensol terms means that they are dedicated to delivering only the best to their partner. Analytical consultancy ensures that only the most qualified candidates are lined up for every vacancy. It also assures principals with a rigorous screening process that will lead them to hire the best candidates with the most fitting capabilities.

Rensol as a renowned analytical recruitment partner is a cooperative problem solver. Partners are protected as the kind of cooperation they provide transcends costs and the boundaries of what is stated in the contract.

Like any undertaking, Rensol went to some of the most backbreaking struggles and grueling challenges to get to where they are now. Equipped with a commitment to integrity, honesty, and sustainability, as well as the promise of an above and beyond service, they were able to achieve both reflected and literal success becoming the fastest growing ethical recruitment agency in the Philippines.

RENSOL TEAM

It takes a remarkable group of individuals to form a team. Yes, there is no ‘I’ in a team, but there is an ‘M’ and an ‘E’.
Yet the ME aspect will always fall short, will always have lapses.
Hence, you need other “me’s” to complete something that never collapses.

 

A team is a collection of efforts and tears.
Built by a common goal and fought together all looming fears.
A goal that is burdened by the extraordinary sum of spirits
A team made of imperfects and driven by souls who never quit.

Johann Legis Bautista

 

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.

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

Railroading Railway Construction Recruitment: An Industry Guide

The railway construction recruitment is globally booming and is growing at a rapid rate with the overlap of projects coming out from here and there. Wherever in the rail industry, demand for engineers always remains buoyant with no sign of slowing down, stimulating skills shortage to worsen in a serious note.

While overlap of potential projects signifies massive activity in the sector, opportunities and demand for resources are huge from right now until the future. The need for skilled people across the whole industry remains strong despite the low number of licensed engineers. The overlap stretches each country’s limited resources for railway manpower.

Derailing Railway Recruitment

The railway construction recruitment has always been fierce. Everybody’s hiring, and it hasn’t stopped. Medium-sized companies poach top talents from smaller firms while larger firms pick up top talents from them. The expertise of railway workers is just being shuffled within a small community.

Skills needed to be were being poached by other industries needing similar skills, making railway construction recruitment tougher for recruiters. The industry is stereotyped as an industry full of stressed, tired, and exhausted workers. Many railway workers literally walk and work even in their sleep.

The job requires long hours and a stressful work environment. Most of whom worked overnight, during the evening, weekends, and long hours. Workers spend irregular hours that makes people with the right skill turning away from this industry.

Many companies have already noticed the shortage of qualified engineers during their recruitment processes. While most of them are striving to recruit locally, hard-to-find skills push them to go globally. Overseas workers have been key contributors to the sector in preventing skill shortage to jeopardize delivery of railway infrastructure projects.

Railway Construction Recruitment

The railway industry remains to be home for a lot of engineers from various industries who were seeking shelter. There is an enormous workload that is needed to be done, and which is going to need more skilled staff.

It has a huge growth potential with top talents are always in demand for various roles to maintain and digitalize the industry. Having an electrical engineering and mechanical engineering background is an advantage among any other disciplines with transferable skills. A career in rail has been the most exciting and interesting engineering jobs any highly-skilled workers can get.

A different height of job security, travel benefits, and a lot more decent benefits was guaranteed to every worker. With this, railway engineers are expected to be multi-skilled, with a strong background in engineering and technical support from the production phase to maintenance areas.

Railway construction recruitment has been crucial with the work of recruitment professionals in navigating a quite small labor market yet an ever-evolving employment landscape. Recruiters have been fishing in the same pond. Indeed, railway recruitment is getting harder and the only solution is to improve the industry itself to attract new people into the sector.

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.

Upon finishing a journalism degree with flying colors, he has discovered his niche as a freelance journalist in a health and lifestyle journal, a travel magazine, a science blog, multiple news websites, various advocacy blogs, and a social entrepreneurship network. His innate affair with writing eventually brought him to the business of recruitment and human resource. A writer and an advocate at heart, serving people through his capacity for words has been his passion.

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Staffing Solution Synergy: SNC Lavalin – Kentz Partners with Rensol Recruitment for Several Middle East Oil & Energy Projects

POEA#: 1035-1656

The above may not mean anything to the public, but it means everything to the 500 skilled and semi-skilled Filipino workers that attended SNC Lavalin’s 4-day client interview and selection.

Rensol Recruitment and Consulting is successful in closing a deal with SNC Lavalin, a global project management company headquartered in Quebec, Canada. With giant infrastructure projects in the middle east, they are also a leading provider of comprehensive end-to-end corporate solutions. Some of which includes capital investment, consulting, design, engineering, construction, operations and maintenance. Together with their oil and gas branch, Saudi Arabian Kentz, commissioned Rensol as an official recruitment consultant for their numerous oil and gas energy projects in Saudi Arabia and Qatar.

Commitment + Perseverance = Success

It’s never really that easy to clinch a new client. It also takes real commitment and perseverance to win a partnership. Led by their President, Mr. Arnold Mamaclay, the time and effort Rensol invested in SNC Lavalin is above and beyond challenging. The principal, being the well-established company that they are, conceivably, has several dozen options to whom they will partner with in regard to their manpower needs.

What convinced SNC Lavalin to make Rensol their official consultant is more than what a regular recruitment firm can offer. It’s not just about their good reputation. Nor its about their close-knit ties with the local government. Nor is their well-experienced and strong recruitment team. It’s their heart, undying diligence to deliver and reputation as a problem solver that made the principal choose them as a recruitment partner.

The interviews and selection for Skilled and Semi-skilled positions such as Piping Foremen, Riggers II and III (TUV Certified), Piping Welders, Piping Fabricators, Pipe Fitters, Grinders, Gas Cutters, and Erectors have been concluded within the Rensol office in Quezon City.

A 2-day interview for Technical Positions such as Turnaround Planners, Turnaround Coordinators, Maintenance Planners and Schedulers happened at New World Hotel in Makati City.

Interview and Selection for Engineering and Supervisory Positions such as QC Supervisors – E&I, QC Supervisors – Mechanical & Piping, QC Supervisors – Welding, QC Inspectors – Civil & Structural, QC Inspectors – Instrumentation and many more are happening soon.

Expect bigger and better overseas professional opportunities within more upstanding industries as the fastest growing ethical and international recruitment agency reaches out and deepens its connection with more similarly ethical companies providing more quality driven professional opportunities for more aspiring Filipino workers.

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.

Book Reader. Writer. Educator. Dreamer. – Johann joins Rensol Recruitment and Consulting with 8 years of extensive experience in Marketing Management, Sales & Business Development, Content & Creative Development, Digital & Communications Marketing, Learning Management & Training. He creates and moderate all internal and external content and leads thought leadership in the market to drive the bottom line. He is also passionate about growth techniques that utilize search optimization, paid promotions, blogging, online reputation management and social media marketing.

When the Talent Well Has Run Dry for Oil and Gas Industry Recruitment

The oil and gas industry recruitment is in need to source 120,000 new employees globally over the next 10 years, according to PricewaterhouseCoopers research.

Along with the rise in the number of job opportunities is the shrinking on the pool of highly-skilled professionals. The Oil & Gas Global Salary Guide 2015 reveals that the skill shortage resulted from inadequate knowledge transfer to successors and too low number of new energy entrants.

Oil and gas industry recruitment is generally a candidate-driven landscape due to skills shortage and the niche expertise that is required. It’s like fishing in a small pond with a few fishes, along with a group of fishermen.

Hiring local workers is difficult for many countries as the skill set of the local workforce doesn’t match the immediate needs of many oil and gas companies.

The industry is losing the competition for talent recruitment especially with attracting millennials, Apparently, this generation sees it as dirty, difficult, dangerous, and lacking work-life balance. Current recruitment methods are failing to reach millennials, the largest portion of today’s workforce.

Industry Recruitment Agencies

Aside from targeting the young people, the industry needs a continuous pipeline of foreign workers with the required skills, experience, and work ethics. The success of an oil and gas industry recruitment campaign relies a lot on the keen choice of a manpower recruitment agency.

Oil and gas industry recruitment welcomes any people with the necessary skill and the willingness to learn, no matter what the background is. Every oil and gas recruiter know that skills can always be taught but being culture fit is another.

Workers with enough experiences in automotive, construction, engineering, and any other related industries can surely adapt to the high standards of work performance in the oil and gas industry. These industries have many workers who could possess skills that are transferable to other industries. Recruitment agencies can definitely identify these competencies from workers.

The industry can be assured that new recruits can meet the job and safety requirements. Placement agencies guarantee that every deployed worker can apply their knowledge and experiences as reflected in their degrees and certifications.

Contracting oil and gas industry recruitment agencies is the best way to handle the hiring of oil and gas talents because they screen individuals and go over their experiences and skill set in detail. They are keen in providing the requirements of the company as exactly as they need. It is more convenient for oil and gas companies to hire less-experienced workers up to recruiting senior executives with precision.

With fewer people to deal with unlike any other industries, building relationship is a must in the exercise of headhunting. Recruiters generally work with intelligent and experienced people, experts in their field across a variety of roles. Oil and gas industry recruitment is a partnership towards the realization of any oil and gas project no matter how big or small.

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.

Arnold brings decades of Technical Administration, Processes and Operations Management experience at Rensol. His key experience includes Sales, Marketing, and Business Development. His expertise in Human Resource includes Recruitment and Headhunting, Training and Development, Employee Relations, Employment Law, Conflict and Dispute Resolution, HR Policy Formulation and Performance Management.

Australia Hospitality Boom: A Looming Recruitment Crisis?

Located in the middle of the Pacific and Indian oceans, Australia hospitality boasts of its wonderful beaches. While it booms as a tourist destination, it faces a serious recruitment crisis as a job destination.

The high number of tourists impacts the economic activity of Australia positively. The current growth even outpaced other sectors. Places like Sydney, Melbourne, and Brisbane leads the region with the top attraction of tourists.  Flexible hotel accommodation packages and Australian’s passion for international cuisine play a significant role in the hospitality boom.

International passenger traffic reaches record levels. Annual growth on passenger movements has been consistent at more than 5% over the past five years. Job ad growth reflects the increased business activity within the competitive market.

The Recruitment Crisis

The increase in tourist numbers contributed a lot with the rise in job ads across the hospitality and tourism sector. 123,000 extra workers are foreseen to be needed by the year 2020 for it to survive.

However, hotels and restaurants are failing to attract younger generations who are better versed in working conditions. No one in hospitality can confidently tell that they can find staff. While there is an evident demand, the staff they need are difficult to find. Hence, the supply of well-trained capable workforce is highly-critical.

Skill shortage sprouted as a major threat to Australia hospitality. Hotel, restaurant, and tourism staff are in high demand. Most jobs are full-time, and earnings are categorizable as above-average. The high demand, however, translates to below average unemployment in the sector.

Global Recruitment

19,000 more waiters, 11,700 more bar attendants/ baristas, 15,700 more café/ restaurant managers, and 2200 event organizers are projected to be needed until 2020. This increase in demand has also reflected on their salaries and incentives.

The surge of leisure travelers drives job growth in the Australia hospitality sector and tourism recruiters are expected to expand productivity solutions to provide the sector’s requirement.

Employers are being encouraged to attract the brightest hospitality talents for their establishment. The competition has been tough among industry key players with the increase in demand. With the current enhancement of food and beverage and accommodation experience, businesses are under pressure in the recruitment of hospitality talents. Australian companies must employ foreign workers because they couldn’t find sufficiently qualified Australians.

About one foreigner in 12 Australians was employed by the sector. This signifies why the Australia hospitality heavily relies on global workers. It’s never new where any flourishing dining or hotel establishment in Australia, at the very least, employ an international staff.

Like the Philippines, Australia is home to friendly citizens. So, it is not surprising that its hospitality industry is one of the busiest and most dynamic in terms of job opportunities.

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.

A business administration graduate from De La Salle College of St. Benilde, Angelo is experienced in business development, market research, logistics and analytics. A self-proclaimed romantic, he started writing as a hobby where it slowly turned into a passion, he allows his emotions to flow through his literary works to capture the heart of his audience and deliver his ideologies through wordplay and creative thinking, his specialty is freewriting and poetry, but he is also venturing to short stories and novels.

New Zealand Engineering: Rebuilding the World Down Under

New Zealand engineering is desperately short of skilled professionals across all disciplines while in the middle of the largest infrastructure boom in its history brought by reconstruction efforts after the destruction of major earthquakes.

Billions of dollars have been overpouring into projects due to the two major earthquakes that have destructed most of its largest cities. Engineering firms are finding ways on how to deliver each project in a faster, safer, and cheaper way. But despite all the massive undertakings, enough engineers to man each project were found lacking.

New Zealand engineering firms have been doubling efforts to attract talents. Some of which have even hired non-Kiwi applicants. Even the smallest companies in the industry find it strange to not receive any application from a New Zealand qualified engineer in every job posting they had recently. The good news is, engineers in New Zealand need not be registered by law.

It so happens that local talents are deeply scarce due to snaffling by larger firms and overseas employment or emigration. While local engineers are going out of their own country, talents from abroad were queuing from overseas to get into New Zealand engineering.

Engineering NZ’s statistics reflected that only 7 percent of Kiwi graduates had studied engineering. This shortage eventually leads to New Zealand engineering crisis.

Engineering Recruitment Boom

Apart from the holistic lifestyle within its scenic landscapes, working Down Under also means unique and complex roles that will grow your skills and experiences. The calmness of Kiwi culture attributes a lot to the kind of living any aspiring worker will expect in New Zealand. It is affordable to live in NZ given the great quality of life it can offer.

With a maximum of 40 work hours per week, flexible work arrangements, competitive salary, New Zealand is an ideal country. With a relatively small population, the country has always been seeking workers from overseas to fill skill shortages across many industries.

New Zealand engineering has been booming in recent years. This comes along with the fast growth of the Kiwi economy and the lowest unemployment rate in the developed world.

Skill shortage has given way to the entry of skilled migrants. Engineers, carpenters, joiners and building surveyors are in high demand. These key positions play a pivotal role in shaping the country’s infrastructure landscape.

A number of roles which include civil and structural engineers, highway and transportation planners, water resource engineers, geotechnical engineers, and landfill design engineers are being recruited in various locations across the country.

Structural engineers are in demand to check the safety of existing buildings, while civil engineers will be needed to help in the massive rebuilding. Chemical engineers have remained steady and strong while petroleum engineering showed significant growth with increased activity in oil exploration.

While electrical engineers are the most abundant in the country, it is still not enough to fill in all vacancies.

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.

Upon finishing a journalism degree with flying colors, he has discovered his niche as a freelance journalist in a health and lifestyle journal, a travel magazine, a science blog, multiple news websites, various advocacy blogs, and a social entrepreneurship network. His innate affair with writing eventually brought him to the business of recruitment and human resource. A writer and an advocate at heart, serving people through his capacity for words has been his passion.

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Honest Rensol workers in Russia return found wallet to Uzbek colleague

Three Rensol workers in Russia make us proud by returning a wallet to their foreign colleague with cash amounting to 40k Rubles (Php 32k) and an ATM last September 1, 2018.

Rensol Recruitment deployed Victor Adel, Jr., Michael Algones, and Norven Antenor, natives of Batangas City, as pipefitters to the Tobolsk project site of the Renaissance Heavy Industries (RHI) this year.

Their Uzbek colleague expresses appreciation to the three Filipino co-workers for returning his wallet.

The three Rensol workers were having their free time walking along the site last Saturday afternoon when they found the wallet hanging on one of the pipes they installed. They said that they immediately look for its owner to return the property.

“We have no interest whatever on the amount inside the wallet because we can earn the money with our own hard work,” one worker said.

“The person who left this wallet might need the money,” another worker said.

Arnold Mamaclay, president of Rensol Recruitment, lauds the Rensol workers for their respectful display of honesty in their workplace.

“The three Rensol workers demonstrated that the traits of honesty and trustworthiness are not lost among every Filipinos wherever they are deployed in the world. Moreover, these workers are worthy of emulation by all OFWs overseas. Such action deserves full appreciation and deep gratitude from their countrymen,” he said.

Rensol Recruitment has the largest deployment to the biggest oil and gas and construction projects in the World’s largest country. Rensol is a top supplier of manpower to RHI’s projects such as Yamal LNG Plant, Gas-To-Gasoline Project (GTG), Turkmenhimiya Ammonia and Urea Plant, Sibur Tobolskneftekhim Polypropylene Plant, Phosagro Ammonia Plant, etc.

The Tobolsk project is one of the biggest projects of RHI, Rensol’s partner in providing quality job opportunities to Filipinos bound to Russia and Turkmenistan for four years already.

This partnership provided thousands of opportunities to pipe fitters, scaffolders, welders, and riggers.

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.

“D” is an experienced Senior Recruiter with a demonstrated history of working in the human resource and talent acquisition industry for 5 years. Her goal is to always employ her knowledge and skills as well as her ability to work well with people to provide the best professional opportunities to her subjects while enriching her own knowledge and gaining new skills on the side. She is skilled in screening, management, and on-boarding great talents for Rensol’s wide range of clients.